Glocomms: A specialist Enterprise Solutions talent partner

The future of Enterprise Solutions is bright. Companies today are increasingly looking to invest in technology to help them stay competitive and remain agile in an ever-changing landscape. There are a variety of solutions available to help businesses stay productive and keep their operations running smoothly.

At Glocomms, we specialize in providing enterprise solutions that help businesses grow and maximize their potential. From hiring to onboarding to training and beyond, our solutions help businesses meet their goals and objectives. We also provide job seekers with the best job opportunities available, so they can find their perfect fit. Our expert team of recruiters and HR professionals will help match job seekers with the most suitable positions for their skills and experience.

We are dedicated to helping businesses and job seekers find the right fit. We are committed to providing innovative solutions that help businesses succeed and job seekers find the right opportunity. Contact us today to find out how we can help you reach your business goals.

If you're an Enterprise Solutions professional, please register your resume.

If you're looking for Enterprise Solutions talent, please register your vacancy today.

Benefits of working with us

Our Enterprise Solutions recruitment specialists support growing technology businesses source the right go-to-market strategy talent, manage the recruitment process and facilitate onboarding. With multi-lingual language support, we provide international recruitment expertise to secure business-critical talent across Europe.

Our recruitment benefits

Experience

We have a decade’s worth of Enterprise Solutions experience as a leading talent partner in Technology.

Network

A vast, global network of the best, in-demand Enterprise Solutions talent.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends.

At Glocomms, we are dedicated to cultivating enduring alliances grounded in trust, honesty, and shared prosperity. Our commitment lies in delivering customized solutions that align with your distinct demands, granting adaptable alternatives to match your Enterprise Solutions recruitment preferences. Whether you seek swift placement for pivotal roles or aspire for strategic talent acquisition solutions, our arsenal of resources and proficiency ensures successful outcomes. Share your vacancy with us today.

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Enterprise Solutions Jobs

At Glocomms, we're excited about the future of Enterprise Solutions, teeming with opportunities driven new technology. We encourage you to visit our enterprise solutions jobs to explore the cutting-edge roles we're filling in this transformative sector. Shape tomorrow's tech world with us; your future begins at Glocomms.

Director, Industrial Security

Title: Director, Industrial Security Location: Oregon - on-site Comp: $150,000 - $170,000 + Equity Glocomms are partnered with a global Industrial firm which specializes in the Marine, Defense, and Aerospace industries handling a large variety of DoD related projects supporting national defense, infrastructure, and energy generation, in the search for a Director of Industrial Security to join the business on a full-time permanent basis. In addition to advising and assisting Facility Security Officers (FSO) in overseeing security programs under the NISP, this function supports the corporate security team and is primarily responsible for directing the industrial security program in the planning, development, and execution of NISP security operations. In terms of protecting classified material, controlled unclassified material, and other proprietary technology and data subject to contractual or regulatory control by the US Government, the role acts as the TCO and primary advisor to the parent company and the Government Security Committee (GSC). Although this role falls within the overall purview of the business unit, it does call for a self-driven applicant who can function independently or in a team with little supervision. We are searching for someone with the self-assurance to put security protocols in place that will stop illegal entry to government and corporate facilities, as well as to make crucial security judgments about high-value contracts. To guarantee that firm policies and processes comply with government standards, you will also need to assist security self-inspections, apply risk mitigation methodologies, support customer evaluations, and plan and execute security operations. Responsibilities: Verifies that all business criteria for the NISPOM are fulfilled in order to guarantee adherence to the NISPOM for all classified programs with DD254 (Contract Security Classification Specification). Take on the role of TCO and ensure that all procedures, documentation, and correspondence are up to date and in compliance with the company's FOCI mitigation instrument with DCSA. Act as FSO and oversee NISP activities for applicable security programs and regulatory requirements, including ITAR/Export compliance. Provide administration and oversight of NISPOM-directed requirements, including developing and maintaining Standard Practice and Procedures (SPP), and management of FCL requirements. Provide administration and oversight of COMSEC account, and compliance with applicable NSA regulations. Manage ITAR/Export compliance tasks on a daily basis for enterprises that have been mitigated by FOCI, in accordance with NISP standards. Prevents unauthorized disclosures and exports of government, intellectual, third-party, and corporate information by developing, putting into practice, and managing a plan for affiliated operations, technology control, electronic communications, visitor security, facility location, and other NISP-imposed regulations. Security Clearance required.

US$150000 - US$170000 per year + Equity

Oregon

Apply

Salesforce B2B Commerce Developer (LWC/LWR)

We are seeking a skilled and experienced Salesforce B2B Commerce Developer to join our team on a full-remote, 6-month contract starting in July. The ideal candidate will be responsible for managing the technical aspects of our B2B Commerce projects, with a strong focus on developing and optimizing solutions using Lightning Web Components (LWC) and Lightning Web Runtime (LWR). Start Date: July Location: Full Remote Duration: 6 months Responsibilities: Develop B2B Commerce Solutions: Use LWC and LWR to build and optimize Salesforce B2B commerce applications. Technical Leadership: Lead technical development, ensuring best practices and high performance. Customization & Integration: Tailor B2B Commerce features to meet business needs and integrate with other systems. Collaboration: Work with product managers and designers to gather requirements and develop solutions. Support & Troubleshooting: Provide technical support and resolve issues during and after deployment. Documentation: Maintain clear and comprehensive documentation. Qualifications: Experience: 3-5 years in Salesforce development with a focus on B2B Commerce. Technical Skills: Proficient in LWC, LWR, Apex, Visualforce, SOQL, HTML, CSS, JavaScript, and RESTful APIs. Certifications: Salesforce B2B Commerce Developer certification is a plus. Communication: Strong communication skills to explain technical concepts to non-technical stakeholders. Please apply asap if you are interested.

Negotiable

England

Apply

Enterprise Solutions News & Insights

management & culture

Empowering Women in Technology: How to Hire More Women in Tech

While women are gaining an ever-strong standing in the Technology workforce, more work is needed to ensure that they enjoy equal opportunity, compensation, and career growth opportunities. According to Deloitte's Women @ Work: A Global Outlook report, while women are becoming better represented in the sector, they still experience non-inclusive behaviors, with 44% of respondents noting that they experienced micro-aggressions or harassment in the workplace in 2023. In this article, we will explore how Tech organizations can empower women, improve their hiring strategies to include more female talent where available, and create a workplace culture that nurtures and supports women in Tech.The importance of diversity in the workplaceDiverse and inclusive workplaces build high-performing teams and motivated, goal-oriented individuals. Today’s candidates also prioritize and seek out diverse workforces in which they will be accepted, supported, and provided with sufficient growth and development opportunities.Creating a diverse workplace that includes women in the Tech industry will help to create stronger problem-solving approaches and bring new and innovative ideas to your organization.Eliminate unconscious bias in role descriptionsAn important, but often overlooked, factor that contributes to biases in the hiring process is unconscious bias in job titles and role descriptions. Unconscious bias perpetuates assumptions and stereotypes of certain genders, ethnicities, races, ages, and social classes, among other factors. Ensure that you re-frame role descriptions that contain any outdated or gender-biased language to create space for diversity in your hiring process. Use gender neutral pronouns, check your descriptions for biased language, and avoid presenting a ‘toxic’ or gender-prejudiced work culture during interviews and communications with applicants.Involve female employees throughout the hiring processWhere possible, introducing your female candidates to current female employees during the hiring and interview processes will assist you in portraying your organization as a diverse and inclusive one. It may also help to improve the hiring experience for female candidates and could help you to attract referrals in the future. Promote family-friendly policiesAccording to Deloitte, women bear the largest responsibility for household tasks. While 88% of the respondents worked full time, almost half of the women polled by Deloitte were also primarily responsible for household tasks such as cooking, cleaning, shopping, or providing care for dependents.Including flexible and family-friendly policies in your hiring process can help to create a more supportive and inclusive work environment for women in the tech industry. Over half of women have noted that working from home has made them more productive, and offering remote working policies could assist your talent in striking a healthier and more sustainable work-life balance while driving your organization forward.Highlight learning and development opportunitiesCareer development is a leading priority for women in tech. Your organization’s learning and development opportunities and upskilling programs should be highlighted in role descriptions and throughout the hiring process to attract more valuable female candidates.Providing clear pathways for advancement and promoting a culture that values skill development also demonstrates that your company values the career progression and long-term success of its employees. Retaining your workforceOnce you have built a more diverse and inclusive workforce, it’s important to focus on retaining your diverse spectrum of talent. Some of the most significant challenges in retaining talent in the technology industry include a lack of advancement opportunities and a poor work-life balance. To address these concerns, ensure that you provide sufficient career development opportunities and actively promote equal opportunities for advancement into leadership roles for all employees, including women. Additionally, promoting work-life balance through flexible working arrangements and a supportive company culture can help create an environment where current employees feel supported. Find diverse talent with GlocommsGlocomms specializes in assisting technology organizations to secure leading talent for their open roles. Submit a vacancy or request a call back to partner with us and find the right people to support your future in tech.

Management & Culture

How to Cope with Redundancy and Move Forward with Confidence

There have been a great deal of redundancies in the technology sector over the last year, as many large tech corporations let go of the additional hires they made to meet demand for online services during the COVID-19 pandemic.We are now starting to see signs that this downturn is coming to an end, but that doesn’t change the fact that being made redundant can be a traumatic experience, leading to feelings of stress, anxiety, and uncertainty. In addition to the emotional toll, the financial impact of a job loss can also be significant. If you have recently been made redundant, or would like to support a friend or family member who has been, let us guide you through how to cope with being made redundant, manage stress, and move forward with confidence, with the help of Suzy Reading CPsychol, B Psych (Hons), M Psych., Chartered Psychologist and life coach, who specializes in wellbeing and stress management. Coping with the Emotional Impact of RedundancyBeing made redundant can be an overwhelming and stressful experience of loss and change. “There are lots of normal, natural ways to respond to the news of losing one’s job,” Suzy Reading told us. “For some people, it could be a welcome relief from a difficult job situation or looked at as an opportunity for moving on in their life. But for others it can come as a deep shock and will have a significant emotional impact.”Suzy noted that the sensation was akin to mourning and mentioned that the physical and psychological reactions were analogous to what one might experience while grieving. Although, since there are many different variables, reactions can vary greatly. When confronted with this type of situation, it is completely normal to experience any the following common responses:Emotional ReactionsPhysical ManifestationsAnxietyFatigueAngerHeadachesFrustrationWeight Loss/GainSadnessSleep DisturbanceFearUpset StomachPanicMuscular TensionOverwhelmNauseaGriefIncreased Heart RateBefore doing anything else, address how you are feeling. Whether it’s sadness, anxiety, anger – or, on the off chance, relief – recognize your emotions and reflect upon them. Separating yourself from rejection is another important step. Even though your redundancy wasn’t personal, it can certainly feel that way, so it may take some time and practice to work through this mentality. Suzy adds: “There are so many highly skilled, capable, and resourceful people who are in the midst of flux in the workplace. It’s important to understand that you can be extremely good at your job and be immensely valuable, but no one is immune to redundancy because there are numerous factors involved.”Journaling, practicing mindfulness, and speaking with trusted friends and relatives or a counselor can all help to nurture and support you through this period of transition.Stress can also be effectively managed physically by incorporating exercise into your routine and receiving bodywork such as osteopathy to reduce physical tension. Additionally, mindful eating and consistent sleeping habits are crucial for ensuring you stay in peak condition. Telling Your Friends and Family About Your RedundancyThe news of job loss can be difficult to process, often taking a while for the gravity of the situation to really sink in. But when you feel ready to discuss it with loved ones, it can be hard to know where to begin. So how do you go about opening up to friends or family members? Suzy told us that it’s firstly important to think about who in your circle offers you a safe and compassionate place, but also the skills that they each have, because not everyone has the capacity to be the support you need in that moment. “You get those who play the devil’s advocate really well, and others who are the problem solvers – they immediately want to help to find solutions. That only works later down the line when you’re in a position to think about your next steps.”Informing family members or partners of the news is difficult, as not only must you cope with your own emotions, but simultaneously help them process their reactions. For those on the receiving end of the news, Suzy advises that they ask what that person needs. Is it brainstorming? Is it to simply listen? Draw on the positives and help them identify their skills and strengths. “But there isn’t a one-size-fits-all approach,” she went on to say.Suzy did however stress the importance of tending to your own needs first, to process and digest your emotions, before sharing the news with others. To reach a place of assurance and take the next step confidently, the following tips may prove useful: Assessing Your Finances After RedundancyOnce you feel you in an emotionally secure place, thoroughly assess your financial situation. Even if you are planning to return to work as soon as possible, it’s a good idea to examine all of your outgoings so you can prioritize your bills, inform your creditors and find out if any help is available, temporarily reduce unnecessary purchases or subscriptions, and check if you have any insurance policies that cover redundancies.Understand Your Rights After RedundancyAfter redundancy, understanding your rights will ensure that you receive any support and entitlements you are eligible for, but this will depend on your country, state, the number of redundancies your company is making, and your terms of employment.Check your employment contract’s terms and conditions, including any clauses related to redundancy, notice periods, and severance packages, and familiarize yourself with the redundancy pay laws in your area.If you have any concerns about your redundancy or think your rights have been violated, you may wish to seek legal guidance, as employment laws can be extremely complex.Moving Forward: Keeping a Resilient and Positive MindsetWhile it can be difficult to maintain a positive mindset after redundancy, especially when dealing with the shock, uncertainty, and stress of being without a job, it's important to remember that this period of change presents opportunities for growth and new beginnings. Focus on what you can control, such as your attitude and outlook. Remember that you can decide to stay positive and look for the opportunity in the situation.Once you have come to terms with the emotions of redundancy, it is important to focus on the positives. This might include having more time for family and leisure, taking up a new skill or hobby, or getting involved in volunteer work. All of these activities can help to keep your spirits up and provide a sense of purpose during this difficult time.Surround yourself with a supportive network of friends, family, mentors, and fellow professionals who can provide encouragement, guidance, and perspective during this transition. Share your thoughts, aspirations, and concerns with them, and draw upon their wisdom and experiences. Connecting with individuals who have navigated similar challenges can also provide inspiration and remind you that you're not alone on this journey.By shifting your perspective from loss to potential, you can open yourself up to exciting possibilities and maintain a positive outlook moving forward.Decide Your Criteria for Your Next Career MoveDespite your redundancy, tech professionals are in demand in practically every industry, so it is essential to keep an open mind when considering your next options. Create a list of negotiable and non-negotiable components, including salary ranges, commute times, additional benefits, and any other details that are important to you.Redundancy also brings you the opportunity to explore different career paths or industries - if you have been wanting to make a career change, now is a perfect time prepare for it. While many tech professionals are attracted to a career in financial technology, there are over half a million exciting roles available inmedical technology in the US[1]. The manufacturing, media and entertainment, transport, and Software as a Service (SaaS) industries are also experiencing rapid innovation in tech and are calling out for skilled professionals.Consider taking advantage of online courses, workshops, or certifications to enhance your skills and position yourself with an in-demand, transferrable skill set.Getting Back in the Game: Launch Your Job Search with ConfidenceOnce you have decided on the direction you want your career to take, start to update and optimize your resume and LinkedIn profile. Create an application goal to reach each day, and research various companies you are interested in working for. You can also sign up to a specialist talent partner like Glocomms, where our team can match you with suitable vacancies and support you throughout the hiring process.Your resume is your elevator pitch, so it is essential to showcase your unique skill set in the most effective way. For advice on writing the perfect resume to help you land interviews, read our top tips blog here. During the hiring process, prospective employers may inquire about the cause of your departure from your previous job. But this question, Suzy says, is “not a comment on who you are as a human being – it’s about saying ‘this experience has allowed me to embrace the next opportunity.’ Quite simply, focus on what you can bring to the table.”How Glocomms Can Help You Meet Your Ultimate Career GoalsWhile losing your job can be a stressful and overwhelming experience, it also provides the opportunity for a fresh start. Tech professionals are in high demand, so grab this chance to take control of your career, explore new paths, and build a fulfilling future.By signing up to an experienced technology talent partner like Glocomms, that has extensive global connections and deep market knowledge, we can provide advice on new opportunities and help you build your career to new heights.Submit your resume today and kickstart your job search.[1] Medical Device Industry Facts - Advanced Medical Technology Association

management & culture

7 Common Myths About Freelance Work for Tech Professionals and Hiring Managers

The rise of the gig economy has led to an increase in freelance work in the tech industry. Freelancers offer businesses access to specialized skills, increased flexibility, and cost savings. However, despite the benefits, there are still common myths and misconceptions about freelance work that persist among tech professionals and hiring managers. These myths can prevent businesses from taking advantage of the opportunities offered by freelance work, and can also prevent freelancers from finding work. To help businesses and freelancers navigate this changing landscape, it's important to debunk these myths and understand the realities of working in the freelance tech industry.Myth #1: Freelancers are not as qualified as full-time employees. This is a common misconception that persists among some businesses and hiring managers. However, the reality is that many freelancers have more experience and expertise than full-time employees, especially in niche areas. Freelancers often have the flexibility to specialize in certain areas and build up a diverse portfolio of work. Additionally, many freelancers have years of experience working with multiple clients, which gives them exposure to different industries and challenges. As a result, freelancers often have a unique perspective and skillset that can benefit businesses. It's important for businesses to recognize the value that freelancers can bring and to consider them as a viable option for their projects.Myth #2: Freelancers are unreliable. The reality is that freelance workers can often be more reliable than full-time employees. This is because they understand that their reputation is everything, and they are highly motivated to deliver quality work on time. Freelance workers typically work with a diverse range of clients, and they must be able to manage their time effectively to ensure that they meet their deadlines. This often means that they have strict deadlines and communication protocols in place to ensure that they meet their clients' expectations. Additionally, freelance workers are ofte highly adaptable and flexible, which can make them more reliable in dynamic or fast-paced work environments.Myth #3: Freelancers are expensive. This myth is based on the idea that because freelancers are specialized and highly skilled, they charge high rates for their work. While it's true that some freelancers may charge higher rates than full-time employees, it's important to consider the overall cost-benefit analysis of working with a freelancer, especially with the help of a global talent specialist.Working with a talent specialist at Glocomms can help businesses save on the cost of finding and hiring freelancers. We're able to leverage our network and expertise to find freelancers who match businesses' needs and budgets. Additionally, we're able to negotiate rates with freelancers, ensuring that businesses get the best value for their investment.It's important to note that the cost of hiring a freelancer can vary depending on a number of factors, such as the level of expertise required, the length of the project, and the complexity of the work. Myth #4: Freelancers are not committed to the company's goals.It's commonly assumed that because freelancers work on a project basis and are not full-time employees, they may not be as invested in the company's goals and objectives. However, many freelancers take a collaborative approach to projects, working closely with clients to ensure that they understand the company's goals and objectives and can align their work with those goals.Furthermore, many freelancers understand that their reputation is on the line with every project they take on, and they are highly motivated to deliver quality work that reflects positively on their clients. They take pride in delivering work that meets or exceeds their clients' expectations, and understand that their work is a reflection of their skills and abilities.Businesses can ensure that freelancers are aligned with their goals by establishing clear communication channels and expectations from the start. This includes setting expectations for deliverables, timelines, communication, and other project details. By fostering open communication and a collaborative approach to projects, businesses can help freelancers understand their goals and objectives and how their work fits into the larger picture.Myth #5: Freelancers are not interested in building long-term relationships. Actually, many freelancers are interested in building long-term relationships with clients, and they often go above and beyond to ensure they deliver quality work and exceed expectations.Freelancers understand that building long-term relationships with clients can lead to more work opportunities and can help them establish a strong reputation in their industry. As a result, many freelancers take a proactive approach to building relationships with clients, such as following up after projects are completed and offering additional support or services.Additionally, freelancers often have a unique perspective and skill set that can benefit businesses over the long term. By building long-term relationships with freelancers, businesses can tap into this expertise and benefit from a deeper understanding of their industry and market.Myth #6: Freelancers are not available for ongoing work. It's commonly believed that freelancers may not be as accessible or available as full-time employees because they are not physically present in the office. However, with the advent of modern communication tools and remote work becoming more prevalent, freelancers are just as accessible as full-time employees.Many freelancers use video conferencing, messaging platforms, and email to stay in touch with their clients and collaborate on projects. They often have flexible schedules, which can make them available during non-traditional working hours, such as evenings or weekends.Businesses can ensure that they stay in touch with their freelancers by establishing clear communication channels and schedules from the outset. This includes setting expectations for communication methods, availability, and response times. By fostering open communication and regular check-ins, businesses can ensure that freelancers are accessible and available when they need them.In summary, freelancers are just as accessible as full-time employees thanks to modern communication tools and flexible schedules. Myth #7: Freelancers are not as accountable as full-time employees. The reality is that many freelancers have detailed contracts and work agreements in place to ensure clear expectations and accountability. Additionally, freelancers understand the importance of meeting their clients' expectations, as their reputation and future job opportunities depend on it. As a result, freelancers often take a highly professional approach to their work, which can make them highly accountable.Businesses can ensure that freelancers are accountable by establishing clear expectations and deliverables from the outset. This includes setting expectations for deadlines, deliverables, communication, and other project details. By fostering open communication and regular check-ins, businesses can ensure that freelancers are meeting their expectations and delivering quality work.Our Freelance ServicesAt Glocomms, we understand the challenges that businesses face in finding the right talent, especially for short-term projects. We offer a range of freelance staffing solutions to help businesses find the right talent for their projects, whether it's for a short-term project or a long-term assignment. We work closely with our clients to understand their unique needs and requirements and then leverage our network and expertise to find the best talent for their projects. If you're looking for top tech talent, request a call back today from the contracts team. We can provide ongoing support to ensure that your project is a success.

commercial-services

Hiring Metrics: Fast Track Your Talent Acquisition Process

Today, many organizations across all sectors are falling short at the first hurdle to secure business-critical talent. Whilst the reasons may be nuanced and depend on several variables, it’s largely due to the time it takes to hire.We sat down with Paul Norman, Managing Director at Glocomms, to discuss actionable strategies for business leaders and jobseekers alike on how to increase talent acquisition efficiency and the important talent acquisition metrics you should be tracking.The need for speedIt’s crucial to have a clear and defined talent acquisition strategy; why not cast a critical eye over your current hiring policy to identify any bottlenecks? If an organization is dragging their heels or getting too many people involved in the hiring process, not only might this negatively impact an employer’s brand, but top tier talent won’t wait around. Most companies promise a 3-5 step process, which is the industry standard, however this typically evolves into 7 rounds. By cutting out the inefficiencies and including hiring managers, HR personnel, and other team members in one round, this can help streamline talent acquisition processes and free up space to measure personal fit.The case for a positive candidate experienceWith today’s top talent having around 3-4 offers on the table, a sluggish and fragmented process can hold companies back from filling roles – resulting in an exponential rise in costs and workforce productivity plummeting. The hiring stage is the first touch point for tech talent to gain a real glimpse into a prospective company and as Paul Norman states, “professionals are assessing your business as much as you’re assessing them, so it’s imperative to nail your first impressions right from the get-go.” From providing clear feedback, honest communication, to putting a date in the diary at each interview stage, not only can this empower candidates and move things quickly forward, but it will give you a competitive advantage in an oversaturated market.ICCE methodologyTop-performers can be off the market in the blink of an eye, that’s why it’s crucial to keep hiring policies relevant and tailored to candidates. “Recently, we’ve observed companies adopt the ICCE methodology which can emphasize the capabilities of professionals rather than simply what is displayed on their CV”, comments Paul Norman. The ICCE methodology outlines four key hiring metrics to consider to streamline your talent acquisition strategy: Intelligence - It starts with Intelligence, which denotes to an individual’s ability to learn and apply their knowledge – often difficult to quantify as it varies from person to person. Character - The second segment is Character; assessing a professional’s energy levels, their drivers or motivators.Coachability - Coachability looks at how eager an individual is and if they’re willing to learn. Experience - Experience is the last pillar, which measures a candidate's experience and if this matches up to the potential role. Paul Norman highlights, “by implementing the ICCE model, coupled with fast-tracking hiring, this helps get more buy-in from professionals because you’re dramatically improving the typical recruitment process.”Partnering with a talent specialistAt Glocomms, we partner with VC backed, early series A-B startups, to global giants, which means that we benefit from having an industry-leading portfolio spanning multiple sectors, worldwide. We have full visibility of the market so we know exactly what our competitors are doing and what recruitment strategies professionals across different verticals have in place; we have all the inside intel available at your disposal to help boost your talent acquisition efficiency and define the hiring metrics that are important to you. Looking to elevate your talent acquisition strategies or wondering how to navigate the complex hiring process? Request a call back and one of our talent specialists will be in touch to discuss more about the key talent acquisition metrics and strategies you should be taking into account.

Management Advice

5 Ways to Fast Track Your Talent Process as a Tech Firm

1. ALIGN EXPECTATIONS Tell your talent partner what you want. At Glocomms we often say that the close is at the start – in other words we manage tech professionals expectations from the very beginning and make sure they align with the role, which is why it is really important businesses know what they want.2. THE NEED FOR SPEED Don’t drag your heels - Top talent simply won’t wait around. Cut out inefficiencies, include putting hiring managers and HR in one round to decrease the number of interviews for example, and streamline processes to free up time and space to measure personal fit.3. IT’S ALL ABOUT RELATIONSHIPSBeing able to access and communicate with hiring managers from the very start makes such a difference because it is a great way to show those interviewing what the culture and team are really like. Be transparent, be human, and demonstrate what positive relationships look like.4. DISCOVERY TIMEA discovery call, or a live role play often allows organisations to really explore a person’s proof points on their CV and dig into those achievements. It allows businesses to assess an individual, and stops both parties wasting time as they are open and honest with what they have done and need.5. BE OPEN TO TALENTEven if you’re not looking right now, the best talent tends to be passive, meaning when a good talent partner spots top tier tech professionals, they should be telling you about them immediately, instead of holding off until you have a job spec signed off. Consider the best talent, always.At Glocomms, we partner with VC backed, early series A-B, to global giants, which means we benefit from an industry-leading portfolio spanning multiple sectors worldwide. With full visibility of the market, we know what competitors are doing and what tech professionals across different verticals really want, so we truly have the inside intel to help you boost your talent processes.Looking to elevate your talent strategy?Get in touch with the team today. +44 20 3758 8860 europe@glocomms.com

development-engineering

How To Avoid Bias In Job Descriptions

There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from the cleaning staff to the board of directors. Bringing in as many perspectives, working styles and experience as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool. The first step to make when aiming to achieve a balanced workforce is to ensure job advertisements avoid signs of unconscious bias. This helps present you as a welcoming and forward-thinking employer. You will also discover that your job positions attract a rich wealth of resumes after eliminating bias in your job descriptions. Biased job descriptions can discourage capable and talented candidates from applying for a role they are perfect for, and problems can be found both within the language and content of your job descriptions. Thankfully, it is easy to avoid bias in job descriptions through simple edits and considerations. Follow these rules to attract a diverse and successful talent pool. What is Unconscious Bias?Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language. Unconscious bias can discourage qualified candidates who feel like a job description is looking for a specific type of person, and are unintentionally excluded. Are Your Job Titles Inclusive?Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).Even modern descriptors hold a bias. Have you ever seen a job from a hip company seeking a ‘rockstar’, a ‘guru’ or a ‘ninja’? These are fun titles which give candidates a vivid impression of a company's culture, but all of these terms still hold gendered connotations. A mother in her 40s with the qualifications and experience required may not want to apply for a role with ‘ninja’ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a ‘lad’ culture where others are not welcome. Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. ‘Magento Build Project Manager’).Use Gender-Neutral PronounsThis is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Don’t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns, This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’ or ‘folks’. Check For Biased LanguageThis is where judgement can be more complicated. When describing the ideal candidate for a role, job descriptions do lean towards using phrases which contain unconscious bias. For example, typically masculine traits include ‘assertive’ and ‘competitive’. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a ‘feminine’ lens. This also works the other way. Roles which may be classically applied to by women may include words such as ‘bubbly’ or ‘nurturing’ to unconsciously encourage female applicants and discourage applications from men. Avoid Presenting A Toxic Work CultureWhen presenting your work culture, language choices can give applicants the vision of a ‘bro’ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as ‘work hard, play hard’ and ‘banter’ will not only put off the majority of female applicants but many men too. Consider the wide spectrum of lifestyles your potential applicants could follow and elements of your work culture which will appeal to many, not just a single generation or lifestyle.Consider Your Job RequirementsAlongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. In general, men are usually much more confident in their suitability for the roles they apply for, even if they don’t have all of the required skills for the role. Meanwhile, women are much more cautious about applying for roles. The more in-depth and specific a job description is, the less likely a qualified or near-qualified woman will apply for it, even if she ticks more boxes than a male applicant. Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry which often stop those with low confidence or imposter syndrome to apply. Provide a smaller amount of boxes to ‘tick’ to attract a larger and higher quality range of candidates. The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest. Use Online Tools To Eliminate Bias in Job DescriptionsLarger companies have now invested in software to help highlight and change job descriptions and other materials to remove signs of unconscious bias. Recruitment software OnGig uses a text analysis tool to help remove biased language. Textio is a leading ‘augmented writing’ software for recruiters which will eliminate gendered or biased language or job requirements while still ensuring your chosen language has the passion and impact you want to encourage applications. Want to learn more about diverse recruitment strategies? Contact Our Team