​It’s not all latte art and selfies, social media has evolved past the Lo-Fi filtered flicks and has become a true powerhouse. With 4.6 billion active social media users around the world in 2022 (yes, you read that right), a 10.1% increase since 2021, it’s well and truly taking over. So, how can you leverage the immense power of social to build world-class teams? We break it down.

Keeping up with the candidates

According to SHRM, 84% of companies use social media for recruitment, highlighting just how influential these platforms really are. With so much power, the opportunities when hiring are endless.

LinkedIn has over 660 million users, all sharing career highlights, thoughts, and wins, so why not reach these candidates where they hang out? This is a huge market to tap into when searching for talent.

From perusing jobs to actively researching employers, candidates are using LinkedIn to make their mark and take their career to new heights. If you want to grab their attention, now is the time to be putting your best foot forward to get the best people on board.

So, how do you do this?

First, let me take a (team) selfie

Your employer brand and Employee Value Proposition (EVP) are the unique aspects of your business which set you apart from the rest and are key to attracting candidates. According to LinkedIn, 80% of talent acquisition managers view employer brand as having a strong impact on their ability to hire talent, so if you want those star performers to join your team, you need to get it right.

In true social media style, if you want to reach influencer status, you need to keep your company page up-to-date and your aesthetics on point. This may be your candidates’ first touch point with your business, so making a good first impression is key.

Think about featuring team imagery and employee stories to provide a glimpse into what working for you is really like, and make sure that you are promoting your open roles as well as company benefits, values, and purpose, for candidates to know why you should be their employer of choice and not the other options they have on the table. This is a sure-fire way to get candidates bought in to your company vision and mission. No one likes FOMO.

Interested in what candidates value the most from employers in this candidate-short market? Check out our ‘More Than Money’ Salary Guide 2023 to find out.

It’s time to go viral

According to Edelman, employee voice is 3x more credible than the CEO’s when talking about the working conditions of a company. For this reason, it’s a great idea to get your team members on board to push your company message far and wide. You want your people to be advocates for your brand and to be spreading the word that you are great to work for.

How do you achieve this? First things first, you need to be building a company culture that others want to rave about and be part of.

This means you’ll need to have a clearly defined Employee Value Proposition. In other words, what is the unique way you are promoting and positioning your company externally, and what are the benefits you are offering your people? Gone are the days of clocking in and out, grabbing your pay cheque and calling it a day. Nowadays, people are seeking more. A supportive work environment, flexibility, a greater work-life balance, and perks & benefits, are a few of the increasingly non-negotiable factors of working.

Providing your people with a purpose and bringing them into your company mission are also key to building a strong company culture. According to our Talent Contractor Wellbeing Report , the number one thing contractors need to feel fulfilled at work is a “clear purpose/mission”. Once you have this down-pat, you’re well on your way to being a company that candidates will be running to join.

How does your company culture stack up? Take our quiz here to find out.

Think outside the LinkedIn square

Social media platforms which aren’t typically professional in nature can also be great tools for sourcing talent – think, Instagram, Tik Tok and Facebook. With huge networks of users, there is immense opportunity for recruitment efforts. The hashtag #jobsearch on TikTok, for example, has over 723 million views (and counting).

A combination of organic content from your company page, as well as paid ad campaigns on these platforms can be a super effective means of attracting star candidates. Plus, with access to segmentation tools and algorithms designed to serve up content your target candidates are interacting with, you can reach exactly who you’re after. It’s also a great strategy for reaching those Gen Zers who live online. A considered advertisement on a platform your target audience frequents will rack up likes and applications in no time.

The subtle social stalk

Once you’ve got those applications rolling in from your top-notch employer branding efforts and creative ad campaigns, it’s time to do some screening, and hey, that doesn’t only mean reviewing resumes. Just like an Insta-stalk before a first date, companies are having a little LinkedIn-stalk themselves before that first interview. According to SHRM, 43% of businesses use social platforms to screen candidates, with 58% of companies citing that they use social media to search for information that supports the qualifications of the candidate. No one wants to hire a corporate catfish!

A strategic LinkedIn profile view to see what your candidates are passionate about on a professional level, as well as their skills, qualifications, and experience, is a great idea. If they’re the right fit, then it’s time for a follow and a professional slide into the DMs.

Social media can be a powerful part of your sourcing strategy, so it’s a great idea to tap into it. At Talent, we’re experts in tech recruitment and have extensive networks of candidates to meet your hiring needs. Get in touch today to see how we can help you.

1. Tell us about your career and how you got started? 

When I left law and business school, I wanted to do something entrepreneurial with law and technology.  There was no clear role or path to that at the time. I started in tech, then worked as a lawyer in a law firm, then found my way building a legal-AI startup which we successfully exited.

Today, I’m a co-founder and VP of Onit’s AI Center of Excellence. We are growing our global team and are working with some great clients to transform how they deliver legal services.  I love that we are about transforming a conservative but really important industry, and get to innovate everyday. It’s easy to connect obvious dotted lines in my career when I look back. The reality is that I was figuring it out as I went, but I made sure to refine a strong sense of what I wanted.

I started my career like many of us do: being a sponge in the environments we find ourselves in. However, my career truly started transforming when I began to do something about my frustrations (for me it was trying to automate the parts of my job I didn’t like).

2. What are the best leadership qualities you look for in other leaders? 

There are some essential qualities you have to nail as a leader. These are often talked about.

In my world, I also have a special appreciation for leaders who have an amazing ability to see things from other perspectives, and thrive on it. They seek thought diversity in their teams even if it makes them uncomfortable. They want to be challenged. They are adaptive enough to hear or speak different “languages”. They are mindful of blind spots and are inclusive. These leaders make better decisions, are effective across the business, and can lead change on interesting multi-disciplinary problems.

3. What are the daily ways you keep your team on track with the mission and vision of the organisation? 

In fast paced environments like a startup, it’s so easy to find yourself just being really busy without staying laser focused on your vision and strategy. A few things we try to do:

• Measurement & transparency: We are really honest with ourselves about what we should measure. Then it’s about being disciplined in assessing our progress against our objectives and transparent with sharing it.
• We involve everyone in the bigger picture and help them understand why their part is important. An easy example would be bringing back the client stories so everyone can see the impact and have a share in the success.
• We encourage and cherish people who ask the right questions: Does this really matter? Does this actually solve the problem? Have we defined the goal well or at all? How does this align to our strategic objectives?

4. Is there anything you do in your personal time that helps you be a leader in your career? 

I perform the best when I’m happy and having fun. I keep up with sleep, hobbies, loved ones, and my health so that I’m able to give my team the best version of me each day. Part of that is making sure that I’m not leading a life that is inauthentic and destroying my soul.

I also keep working on myself.  On top of coaching your team, don’t forget to hold yourself to as high (if not higher) of a standard.

5. Are there any great resources you would suggest for new leaders? 

Your peers. They say your most important team isn’t necessarily your immediate team. Perhaps you should connect with leaders in other functions of the business or even other industries?

As a female founder in New Zealand, I often felt lonely with certain challenges I was facing. I wished I asked my friends for introductions earlier, for example to other women who had exited a start-up, raised capital etc. They are out there, but you may need to take the first step in creating that circle of camaraderie and support.

Diversity is more than just a buzzword. It should be a natural part of your recruitment process. The benefits of a workforce diverse in age, gender, ethnic background, sexual orientation, religious preference, and of course disability are clear, but it is essential to get your hiring process right to make sure these benefits can be realised.

Let’s explore why diverse teams make better teams and how you can create an inclusive culture in yours.

1. Different perspectives

Diversity in hiring provides different perspectives. Combine people from different walks of life and you will have a melting pot of different experiences, skills and talents within your company. Leverage this mix and you will have a team of innovative thinkers who can work together to solve even your most complex business problems. Set them on this task and you will find that each employee will draw upon their own experiences and knowledge  e to arrive at a solution. According to Deloitte, diverse organisations cite an uplift in business performance in terms of ability to innovate and to collaborate as a team. You too can rake in these benefits by making sure your recruitment process is geared towards diversity.

2. Innovative ideas

What do you get when you combine a group of diverse individuals? Increased perspectives and insights to solve your trickiest business problems. As the adage goes, two minds are better than one. Now, just think about how strong 10 different minds with all unique perspectives and life experiences will be. A diverse workforce can bring a range of skills and talents to the table which your company previously never had access to. A perfect example is an employee with a physical disability could bring such greater insight into the UX of a particular tech roll out for your latest mobile app. It’s simple!

People with different life experience bring new perspectives and new innovative ideas. This will hold you in good stead as the global market continues to evolve. It’s about innovating and adapting. A diverse workforce can be just what you need to stay relevant.

3. Lower turnover

A diverse workplace which practices and celebrates inclusion, makes for employees who feel heard, seen, engaged and valued. Valued employees are happy employees, and happy employees are sure to stick around for the long haul. It makes sense – if you’re happy, you will stick around. If not, you will be racing for the nearest exit. Make all your employees feel valued and they will be loyal to you, ultimately decreasing your turnover rate and increasing productivity across your workforce. Score!

4. Attracting candidates

You want top talent vying to work for your company, but with a limited supply of these star candidates, you’re the one who’s fighting for them. So how do you get a one up on your competitors and snag those talented workers? Diversity hiring can help. Not only does it create a workplace culture of understanding and inclusivity, but it also provides your company with a competitive advantage. It’s a win-win. An inclusive culture will attract these diverse candidates, which in turn, will further enhance your workplace culture, making your company a dynamic and exciting place to work.

5. Enhanced reputation

Your reputation is important and having a reputation for diversity can be one of your greatest assets. According to Glassdoor, 67% of job seekers perceive a diverse workforce as important when evaluating companies and job offers. Lock in star candidates by building up a strong reputation for diversity.

6. Increased financial returns

Companies that place diversity hiring at the heart of their recruitment process can enjoy financial returns which sit above industry average. According to McKinsey, companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. Get diversity hiring right and you can enjoy these financial perks as well.

So how do you get it right? Let’s jump into it:

1. Create a culture of diversity

A workplace culture promoting diversity will attract top talent from a variety of backgrounds. What is it that candidates are looking for in a workplace? For parents or care givers, it may be greater flexibility to balance work and home life. For those of different ethnic backgrounds or religious preferences, it may be flexibility in providing days off to allow for the observation of religious or cultural holidays. Whatever it may be, it’s about respecting and valuing employees and their differences. This won’t only create a productive workforce but will also enhance your reputation in the public eye through natural word of mouth.

2. Affirm your reputation

Reputation matters. Create a culture of diversity and inclusivity and you can expect candidates to be flooding in. Your entire recruitment process should reflect your brand, and through promoting diversity, especially in the sourcing stage, you can reap the rewards your positive reputation will be gifting. Your marketing activities are a great way to affirm your reputation as they provide you with the opportunity to showcase the diversity of your company. Sharing employee stories or highlighting photos of your diverse team during cultural events can go a long way in demonstrating to others just how inclusivity is embedded in your business model.

3. Share a vision, not hobbies

It’s not about hiring people exactly like you in order to create a collaborative culture. Sure, you may get along great, but homogeneity does not breed creativity nor innovation. Instead, you want a team comprised of people with different interests and personalities. You want people who challenge the norm. Who aren’t all carbon copies. This is true diversity. What will tie this team together and drive it, is a shared purpose, vision and goal… not a common interest in the footy. Your EVP should emphasise the inclusivity of your workplace to encourage employees to be open to sharing their unique ideas and perspectives. These ideas are key to creating a forward-thinking, innovative workplace.

4. Remove hiring bias

To really get diversity hiring right, you need to make sure the hiring process is free from any bias – whether it be intentional or unintentional. If you are using an applicant tracking system, make sure there are no unintentional biases in the algorithm. You don’t want to be missing out on top talent because the ATS’ algorithm was accidentally excluding them, be it because of their gender, age, education, etc. Or it may be that internal interview or recruitment training is the way to go to remove this bias in recruitment. The benefits of a diverse workforce are clear, so it should be your company’s top priority to ensure qualified candidates aren’t being overlooked due to conscious or unconscious bias.

It’s not simply about hiring diverse employees and leaving it at that. It’s about actually making these hires feel welcome, included and celebrated. Everyone wants to feel involved and part of a team. Provide them with this opportunity and they will thrive.

At Talent, we know how important diversity and inclusion are in the workplace, our Global CEO, Mark Nielsen recently being named as one of Deloitte’s Outstanding 50 LGBTI+ Leaders 2020.

Get in touch to see how we can help you build up your diverse workforce.

With uncertainty being the only certainty of 2020, we can safely assume that the job hunt will be anything but ordinary. From lockdowns and quarantines, to restrictions and social distancing, it’s hard to know what the situation will be months, weeks and even days from now. So it really is an oxymoron when you read the statement ‘plan for an interview’. Plans get thrown out at the drop of face mask, so how can you really ‘plan’ for a meeting when you’re not even sure it’ll go ahead?

Lucky for us though, technology provides some stability in an otherwise unstable world. Virtual interviewing is the new buzzword, thrown around by companies far and wide, and we know why. Conducted remotely, you don’t even need to leave the safety of your own home to interact with others and embark on the job search. You can put your best virtual foot forward to land your dream job, all from your lounge room!

So what exactly can you do to succeed in these interviews? Here are our practical tips to score that role:

1. Prep your tech

Pretty simple, but make sure your tech is working. If you’re on a Zoom call and you sound like you’ve switched on a slow-mo voice effect, then things won’t bode too well for you. To prevent the dreaded lag, try to sit as close to your wi-fi modem as possible, or alternatively, invest in an Ethernet cable to ensure you avoid any pesky drop-outs. It’s also a great idea to test out your mic and camera before entering the virtual meeting room. You want to ensure you can be seen and heard clearly. Another top tip: check that the interview link you’ve been sent is actually functional. If not, get in contact with your interviewer ASAP.

2. Nail the basics

A virtual interview really isn’t all that different to a regular interview in terms of the questions you’ll be asked, so ensure that you are adequately prepared. Some basic tips we have are to:

// Research the company beforehand.

// Back up any answers with anecdotes of your previous achievements and projects. You want to mention specific examples.

// Dress the part. Look presentable and professional (at least from the waist up – no one can tell if you’re still wearing your pyjama bottoms)

// Have some questions ready to ask the interviewer. It’ll not only make a good impression by showing that you are prepared, but will also help you determine if the role is right for you.

3. Brush up on your virtual etiquette

It can be a little difficult to read the room when you’re not physically in said room, so it’s a great idea to brush up on your virtual interviewing etiquette. We’re sure that you have experience in video calls of some sort, be it Facetime calls with that aunty overseas or Skype meetings of days past, so we don’t want to be preaching to the converted. But with that being said, it doesn’t hurt to cover off a few key points to consider when in a virtual rendezvous with a prospective employer.

// Avoid distractions. You want to give your interviewer your full, undivided attention (as you would expect them to give you). So yes, that means putting your phone on silent. The messages can wait!

// Consider your surroundings. When attending an interview in person, it’s usually held in a quiet office, right? There aren’t people barging in left, right and centre. So try to mimic these surroundings at home. Choose a location where you can ensure that you will be heard clearly and won’t be interrupted. That may mean putting up a sign to alert housemates or family that you are on an important call. So that’s a no-no to them turning on the coffee machine or having a chat in the kitchen. Sound travels!

// Be courteous. Although you may be dying to answer the question your interviewer has just posed, it’s best to wait until they have finished speaking to avoid that awkward ‘no you go, no you go’ tussle. It’s pretty obvious, but easier said than done when you’re not physically in the room with the interviewer and can’t easily read their body language. A good rule of thumb? Wait until there has been a slight pause after their question and then the floor is yours.

// Position your camera appropriately. Just like a passport photo, you want to ensure you fit perfectly within that Zoom frame. That means sitting close enough to the camera that the interviewer can clearly see your face, but not too close that it becomes creepy (if your eyes take up most of the screen, you’re not doing it right). Make sure that you can be seen from the waist up and that the camera is at eye level so that you can make appropriate eye contact and mimic a regular interview.

4. Try your best to de-stress

It’s normal to feel a little nervous before an interview, and it can be even more nerve-racking when it’s not conducted in a conventional setting – think, through a computer screen in your dining room! So try you best to de-stress. That may mean going for a quick walk around our neighbourhood, or having a tea to calm your nerves. You want to go into the interview with a clear mind.

5. Build rapport

You are speaking to another person after all, so try to build some rapport with your interviewer. The current climate is a perfect conversation starter and helps make the whole situation feel a whole lot more human. You may also discover you have a common interest, so use this to forge a connection!

6. Monitor your body language

First impressions still matter – even through a screen. So ensure you are sending the right message. Sit upright and avoid fiddling or rocking in your chair. You want to communicate that you are not only professional, but that you are also eager to land this role. Staring longingly into the distance or checking your nails doesn’t give off the best impression.

7. Check in afterwards

Follow up after your interview with an email thanking your interviewer for their time. If you discussed something you had in common this is also a great time to bring it up. This will help you to remain top of mind for all the right reasons.

Looking for more tips to ace your next virtual interview? Read our article on how to smash a video interview.

At Talent, we have 25 years’ experience in tech and digital recruitment. Check out our Job Search for hundreds of opportunities in your field.

What I’ll say is this: the best thing to do is always take tax advice from the country you’re working or operating in.

Contractors and clients should follow the tax rules of the specific country and contractors should pay tax in that country, too.

The impact of IR35

While IR35 is the root cause of headaches for many companies and contractors at present, I’m confident that things will settle down quickly after the reforms are implemented. It went this way for the public sector just a few years ago.

It’s interesting to see how the changes are already impacting the market. There’s definitely been a rise in UK workers considering contracts abroad in countries such as Germany. Though, Germany in particular is equally as stringent with contract law, and many elements of IR35 were in fact built on Dutch legislation.

IR35 will undoubtedly affect the contract and permanent market, but we can’t be totally sure of the extent until it happens.

An important message to get across, though, is that EU companies should not hesitate to take on UK contractors just because of IR35.

Then, there’s Brexit

Of course, we’re all currently contending with IR35 as well as Brexit. When it comes to Brexit and workers’ rights, the most important thing is that we retain freedom of movement of workers once the transition period ends. So that EU companies can benefit from highly-skilled UK contractors, and vice versa.

Supporting companies through the process

Many companies – including those in Germany – are now opting to take on contractors through specific payroll companies, rather than do it themselves.

Take Talent, for example. Yes, clients are charged payroll costs, but we are fully set up to pay freelancers and PAYEs, determine contractor status and ensure their business is completely compliant with the applicable legislation.

Leaving this down to us helps to alleviate the risk of making incorrect IR35 assessments, which can lead to penalties, not to mention tarnished reputations. But it also gives clients the confidence to continue benefiting from skilled contractors – essential to many businesses – and to not adopt a blanket inside approach that could put contractors off working for them.

This is essentially what our Health Check workplace audit covers. We can go into a company to provide a thorough assessment of their existing freelancer base. If they employ overseas workers, we can check that they’re fully work compliant – i.e. that they have the right paperwork in place. And if not, we can advise on the best course of action.

Contractor or company, if you’re still perplexed by IR35 and need some support, don’t hesitate to get in touch.

Last month, CEOs from 181 of the world’s largest companies redefined the purpose of a corporation. The powerful Business Roundtable made headlines by radically shifting the definition of what we understand an organisation’s purpose to be. The group declared the function of a business is to create value not just for its shareholders, but for five groups of stakeholders: customers, employees, suppliers, communities and shareholders – without hierarchy.

This move reputes historical definitions that a corporation’s principal duty is to the stockholders and the primary obligation of management and the board of directors is to the corporation’s shareholders.

It’s significant, signaling an encouraging a step in the right direction.  Countless studies have proved that investing in people, diversity and inclusion, operating fairly and ethically, supporting communities, and protecting the environment can have a positive impact on so many areas of a business including its bottom line.

Throughout my career, I have seen firsthand again and again that you can measure success on more than just financial performance. It’s about the impact, legacy and change we can create.

The global financial crisis changed everything

Purpose-first principles of business began creeping into the mission statements of corporations a few years after the 2008 financial crisis. The customer’s rights and protections had given way to corporations engaging in unethical practices to chase dollars and keep share prices on the rise.

I remember the scenes of mass demonstrations and protests in big cities over the months following the financial collapse. Understandably consumers were angry, and making their voices heard – demanding that big business listen and change how things had been done. It was a turning point and corporations and leaders understood that something needed to shift before consumer support for the system crumbled altogether. The greed is good mentality gave way to businesses looking do some good.

The demand for corporations and leaders to take positions that align with their views on social challenges changed everything.

Just over 11 years on, public interest in businesses doing good remains high. A recent Fortune survey by New Paradigm Strategy Group found that nearly 72% of the adults surveyed agree that public companies should be mission-driven, as well as focus on their shareholders and customers. In that same poll, 64% of respondents say that a company’s primary purpose should include ‘making the world better’.

It is time to take a stand

Looking around, there are so many great examples of corporations that have heard the call to step up their purpose and respond – improving company morale, retaining talent, transforming public perception and creating further opportunities for change.

In Australia, many companies are reframing their image from the inside-out and I get it. As a firm believer that culture forms the heart and soul of a business, leaders are thinking about the positive impact they can have on their people and the character of an organisation.

When leaders and organisations take a stand on social and moral issues that they authentically believe in, big shifts can happen. Demonstrating a purpose can be prolific and it can have a big impact.

Salesforce founder, chairman and CEO Marc Benioff, took a stand and strongly opposed Indiana State’s Religious Freedom Act. He voiced concerns about how it opens the door to discrimination and provides legal grounds for businesses to refuse services to the LGBTI community for religious reasons. For Benioff, it was personal, and he felt his employees and customers would greatly suffer if the bill passed. He was overwhelmed by the outpouring of positive feedback. It’s a far cry from the era in which CEO’s would resist speaking out on social issues for fear of backlash.

Locally, Atlassian provides another great example of this. Their principles are based on being inclusive, open, fair and just and they are walking the talk with incredibly strong corporate social responsibility programs. They commit 1% of their profits, employee time, equity, and products to social-impact organisations. The Atlassian founders have taken a public stand on climate change, committing to running their operations on 100 percent renewable energy by 2025 and have set measurable science-based targets to limit warming and achieve net-zero emissions.

When I spoke up, told my story and voiced my support for the Marriage Equality campaign, I was blown away by the positive response from my team, corporate partners, suppliers and my peers – everyone I spoke to wanted to be involved and become part of a positive step towards a more open, inclusive society. This positive force translates into energy, motivation and drive that can transform a business. I was incredibly proud to be part of a company that provided the first corporate fundraising donation and resources for the campaign that inspired Australians to act.

The importance of people

The other biggest take away from this Business Roundtable declaration is that for the first time ever employees are considered equally as valuable as shareholders and customers. Back in the 1980’s physical assets were valued at 80% of a company’s worth. Now, Forbes ranks non-tangible assets, such as people and reputation, as over 80% of the average business’ value. Simply put, a company’s true value sits in its people. The days of sacrificing people’s health and wellbeing and working them to the bone for shareholder profits are over. Companies that don’t recognise that their people are as important as their customers and shareholders, might find it difficult to stay afloat in this evolving age of business.

Many companies are already on board, recognising that if they don’t look after their people, they will not survive. The desire to ‘create value’ for them is at an all-time high. Wellness programs, People and Culture teams dedicated to employee engagement, management training, D&I initiatives, strength-based job adaption and upskilling opportunities are just a few of the ways companies are committing resources into their most important resource, their people.

The Business Roundtable acknowledges that the Milton Friedman way of doing things is over, and it’s no longer just about making money, you must do more than that – in today’s corporate world, you must have an authentic purpose and a commitment to your people. You must give a damn! At Talent, we’re proud to be part of this positive corporate force that considers more than just the balance sheet, but rather, what sits inside the heart of a company.

This year’s theme is “Transforming Education”. It highlights efforts to make education more relevant, inclusive and accessible for all youth – something I have been passionate about making happen since Talent RISE first launched in Australia.

Our mission is to create pathways and life-changing opportunities for young people experiencing barriers to employment, with the ultimate goal of placing them into meaningful jobs and careers. However, the barriers young people face in finding work can often relate to their experiences in education. For example, in the UK, Australia, New Zealand, and the US, gaps between the most affluent and the less advantaged open up from an early age, continue through education and are then carried forward into the workplace. The 2018 OECD report shows that an average of 84 per cent of young people within OECD countries complete upper secondary education. The UK rates slightly better, with 87.3 per cent of 18 to 24-year-olds completing upper secondary schooling. Australia’s rate of Year 12 completion is lower than both, with an average school completion rate of 83 per cent, in the Northern Territory, this goes down to 72.8 per cent. New Zealand scores only slightly higher with an 83.5% completion rate.

These statics show that all too often young people are shoe-horned into traditional academic routes that don’t suit them, resulting in them leaving school before completing their final years. However, we know from speaking to many employers that traditional academic routes aren’t the only, or even best, ways into employment. As we move ever deeper into the digital age there is a whole range of new job roles emerging that require a unique and different skill set not necessarily addressed in the current education system.

This is why we are so passionate about providing real-world opportunities to young people that can, in turn, can help shape the direction of future careers and entire lives. So, to mark International Youth Day, we wanted to highlight the positive effect that opportunities have had on the incredible young people Talent RISE has worked with over the past years.

These are people like Benny and Katie, whose passion for video games design was hindered by the fact that they had no knowledge about how to convert their passion into a career. Through RISE, they got the chance to visit EA Games’ offices in Surrey and received some brilliant careers advice from EA’s Talent Acquisition team, giving them a clear picture of the path they need to take to reach their dream careers.

They’re also people like Reza, who was 18 when he escaped war-torn Afghanistan. He arrived in Australia by boat; alone, scared and with limited English. Like a lot of asylum seekers, the only employment he could get was low paid, part-time work with no opportunities for a career or progression. His dream of becoming a designer seemed impossible to him until he met Talent RISE.

Our global ambassador, Karl Lokko, knows better than anyone the power of opportunity. He grew up on a gang-ridden housing estate in South London, witnessed his first shooting at the age of 12 and went on to be shot at, stabbed, and saw many of his friends murdered as he rose through the ranks to become one of London’s most high-profile gang leaders. It wasn’t until the intervention of an anti-youth violence project that Karl was able to denounce his gang involvement and turn his life around.

Now a successful campaigner, poet, and public speaker, Karl works to reform gang culture and is passionate about helping all young people achieve their goals and find their purpose. To mark International Youth Day this year, he wrote and performed his brand new poem, ‘Everything but the building.’ which highlights the importance of inclusive education for all. Watch it here:

You might see many of the Talent team sharing their own stories of their #firstopportunity to help highlight how life changing these can be. If you believe in the need for change, join us in recognising International Youth Day. If you or your business is in a position to offer a young person a life changing opportunity please contact me or the RISE team, we have many young people who just need that important first opportunity.

Follow and join the conversation on social media using #FirstOpportunity.

Psychological Science research shows that an employee whose personality traits closely matches the traits that are ideal for a job is likely to earn more than their less suited counterparts. So it pays to understand if your personality matches your job or the job you are considering.

What’s your personality?

Having an idea of your personality types will help you understand your strengths and weaknesses. Our personalities are multi-faceted. Are you realistic, investigative, artistic, social, entrepreneurial or conventional? What values do you hold? When you understand the link between your personality and your job choice, you’ll be able to narrow your shortlist or potential jobs accordingly.

Core values matter

At Talent some of our recruitment consultants are extraverts but there are some that consider themselves introverts or in-between. They all acknowledge that they are different, yet collectively as a team, they are successful, meeting their KPIs and achieve their goals. Many of our consultants have taken the Myers Briggs Personality Test to understand their personality better, which helps to isolate strength areas. One thing the teams found was that although different, their core values, ideals and beliefs were the same. They were deeply concerned with the personal growth of others, individualistic and non-judgemental.

Real job satisfaction and fulfilment comes when your career sits within personal preferences and value systems. If you want a career that fulfils you, you need to focus on your interests rather than your qualifications. If your work matches your motivation, you’re more likely to be engaged and content.

Identify a balance and adapt

It’s also about finding the right balance between your personality and career. That’s not to say you won’t succeed in a role that’s not meshed with your personality. You may just need to adapt. If you’re an introvert surrounded by extroverts, you may need to find your calm throughout the workday. If you’re an extrovert, you may need to take a breath and learn to listen more to your colleagues.

Push outside your comfort zone

Some of us perform our best when we’re pushed just outside of our comfort zones. For example, Web Developers who are brilliantly technical and skilled in their roles can flourish if they build their communication skills to improve interactions with stakeholders. While our personality fits with our core job purpose, it’s important to extend ourselves to become a more well-rounded team member.

If you’re looking for a rewarding career that matches your personality, contact the team at Talent to explore possibilities.

And this less noisy version of advertising is proving effective. It’s now commonplace for people to mention, tag and connect with brands they buy from on social media. Customers are now part of the advertising strategy.

Today’s marketing and advertising approach is focused on building relationships, establishing trust and offering speedy feedback.

I have been doing some research and have found the following seven trends are helping brands make friends with their customers.

1. Live streaming

Do you click on the live-stream links? In surveys, consumers repeatedly say they’d rather watch a live video than read a blog or scroll through social media updates. Facebook reports that live videos receive six times more engagement than regular videos. In fact, figures from Go-Globe estimate that live streaming will account for 82% of all internet traffic by next year. Just look up and listen to Gary Vay-Ner-Chuk who has not only built his business and following largely off the back of his video content but who is a huge advocate for this medium to connect with your customers and prospective customers.

2. Instagram Stories

It didn’t take long for Instagram Stories to overtake Snapchat as users’ preferred 24-hours-and-they’re-gone photo and video sharing platform. According to an infographic by 99Firms.com, Instagram Stories has around 300 million active users each day – and a third of the most-viewed Stories come from businesses. Instagram Stories makes it easier to reach users where they already spend their time, and more brands are including it their social strategies.

3. Social listening tools

Brands are increasingly relying on bots to listen and respond on social. With so many users mentioning brands in their posts, it would be impossible for companies to keep track without some form of automation. Tools such as Hootsuite and Mention allow organisations to track conversations using specific words or phrases. These platforms provide insights to help improve a product, form a smoother customer experience, or inform their next marketing move. On Facebook Messenger alone there are currently more than 100,000 active chatbots gathering info, answering questions and taking orders.

4. Voice-assisted devices

Known as voice searches, digital assistants, Siri or Alexa, voice-assisted devices are growing in popularity. According to Google, 20% of all searches are voice. A survey by Episerver revealed that the number of consumers researching items via voice-assisted devices has increased 83% year-on-year. These figures have not gone unnoticed. Research by Salesforce suggests that 32% of marketing organisations are using voice-assisted devices to support their customer experience.

5. Connected TV

Connected TV allows users to stream content from the likes of Netflix, Hulu and YouTube – and they are hugely popular with consumers. Last year, 42% of UK households had a smart TV. As a result, advertisers are looking to it as a way to segment audiences on a larger scale. However, while marketers can aim ads at specific households, the platform doesn’t use cookies, so connecting to a specific individual is not easy.

6. Connected cars

The belief that cars exist to help us get from A to B are numbered. They are fast becoming places we can engage with the outside world. Sales of connected cars are up, predicted to increase to 19.5 million by 2022, and the more there are, the more advertisers will take notice. Connected cars know where you are, how you spend your free time and know what music you like. They even have external cameras to film you – and that data is going to pique advertisers’ interests. Buckle up – it’s going to be an interesting ride.

7. Predictive advertising

Consumers want experiences that are tailored for them. They have come to expect ads that reflect their interests and buying patterns. AI allows brands to know their customers and predict their behaviours. It can predict whether you’re likely to watch an entire advert – and optimise ad spend accordingly) – and tailor messages based on predefined rules.

Talent can help you recruit the technical knowledge you need to stay ahead of digital marketing and advertising trends. You need the right people and you need them now, contact the team at Talent to discusses options.

With the issue of diversity and inclusion increasingly occupying the corporate agenda, many forget that age is a big part of this debate. During a long career in the tech services and recruitment sector, I believe I have seen the value attributed to experience and age diminish.

So where are we today on the issue of age? Type the words ‘age’ and ‘tech’ into Google, and you’ll see a barrage of discussions and opinion pieces on the apparent age bias within the technology sector.

According to Forbes, age discrimination lawsuits are on the rise and big tech companies are involved in much of the age-related legal action. The State of Startups survey showed age bias in tech starts young. Start-up founders think industry ageism begins at 46 years old. Statistics show Facebook’s average employee age is 28.

Recently, Talent’s Simon Yeung shared some thoughts on diversity and inclusion and I was intrigued to see his article flooded with comments about ageism. Many people feel this is the most overlooked topic within the D&I landscape, and perhaps the final frontier of discrimination.

Over the years I have seen and known many people looking for work at a later stage of life, either through a desire for a new challenge, redundancy due to organisational change or even business owners who have exited their venture. Most have incredible skills, experience and wisdom but this situation often arrives unexpectedly and can be very daunting with confidence sometimes taking a hit. So what are the challenges they have faced?

Inherent views can create a feeling within us that if we’re of a certain age, we’ve over the hill. Outspoken ageism activist Ashton Applewhite says that’s not the case, we’re only entering the next vital and active stage of our lives. She’s right. Age brings maturity. You’re older. You’ve experienced more. Your candour and wisdom have a place.

Even if it does not always feel like it, age and knowledge is respected. The world nodded its head in agreement with Christine Lagarde’s eye roll at Ivanka Trump at recently at the G20 summit, a perfect example of knowledge and experience being valued more than youth, especially when the more important decisions are being made.

If you were born before 1995, does your career have a future in the tech and digital industry?

There are many things to feel demoralized about if you are an older person out of work, especially in the tech industry. But it is also an opportunity for you to stand up, and reinvent yourself if necessary.

Demonstrate your value

My advice to someone in their 20s or 50s is the same. Regardless of your age, you need to prove your value to earn a new opportunity. Show what you’ve done, how you did it, and how it was measured. Talking through how you’ve applied knowledge and experience to solve problems and generate results will demonstrate your value.

Tim Koehler, an innovation specialist with over 40 years of experience in the tech industry was featured in our global publication, Human: Global perspectives on diversity in tech. In the book, Tim discussed how he has encountered and worked hard to defy ageism. He is a perfect example of how sometimes a few greys are an asset, not a liability. Tim has often been included in meetings with large national organisations, partly for his managerial skills and partly for his age, as he added gravitas and weight to the emphasis the company was putting on the negotiations. But he also speaks of the many things he has done to stay relevant in a sector that is evolving and changing very quickly.

Check your attitude

There are occasions when mature age workers let themselves down with the wrong attitude. This can include a sense of entitlement around job title, status and income as well as a dismissive demeanour towards younger executives. It may be the case that you need to almost start again and therefore display flexibility and a different type of energy around these matters. If you have reached mature age and are still driven by the need to maintain an expensive lifestyle or support significant debt then that is not the problem of a potential new employer. Organise your private affairs so that you can approach your next assignment with the right attitude. Ultimately if you have a role with meaning, purpose and new learnings it will be better for everyone connected with you.

Perennials and millennials

Workplace analysts and futurists seem focused on looking at how millennials will transform the workplace in the next 20 years, but demographic trends confirm that the workforce will continue to be made up of a significant proportion of older workers and that they are a big part of the future of work. The United Nations estimates that by 2050, one in three people living in the developed world will be over 60, the population is ageing and living longer and healthier lives, so it makes sense that we should work longer.

Find where your experience, interests and aptitude fits best and study opportunities in this space. Research from Indeed shows that older tech workers stand out because of the essential managerial experience they provide. Young tech workers tend to seek out highly-skilled and specialised engineering and development roles – java, front-end developers etc. The roles distinct to older workers require more years of experience and responsibility.

Upskilling never ends

Out of date skills. Not young enough to innovate. These are the common misconceptions about workers over a certain age.  Learning and development are vital for the support of any employee. It’s thought that older employees don’t need as much training because they already ‘know their stuff’. I strongly disagree with this. Upskilling and training should not be capped at a certain age and some of the best ideas come out of incubator groups and workshops. There’s no shortage of options.

As a bonus, older workers tend to stick around longer than their younger counterparts. Job-hopping is costly and tiresome – having a significant impact on the bottom line. Almost always, experience is an asset, not a liability

Who runs the world?

The most powerful jobs in the world are held by the more mature in age. Currently the average age of Heads of Government around the globe is 59+ years with the 2 most powerful (USA and China) aged 73 and 66. The two wealthiest business founders in the world (Amazon and Microsoft) are 63 and 55 and the heads of Apple, IBM, and Oracle are 58, 61 and 74. Based on research by the Harvard Business Review, the average age of start-up founders is 40+ and the most successful founders on average started their companies when they were 45 years old. Facebook is the exception, not the rule. I am stating this, not to point out that others have done it, and so should you. I am highlighting the power and resilience that comes with age and experience: smart companies should tap into this.

Become an advocate for age diversity

So there is no doubt that age diversity in the workplace and life should be celebrated and very actively encouraged. At Talent,

we have a huge opportunity to shape the future of the tech workforce, as diverse workplaces start at the hiring process. We feel that we have a duty to encourage the companies we work with to look beyond stereotypes and find exceptional people from all backgrounds and ages to join their teams. We know that it’s not only the right thing to do for society, but it’s proven to be better for business.

Bringing a broader mix of people and their outlook, experience, energy and thinking into your team will help you outperform your competitors. Companies embracing diversity in all its glory have lower attrition rates, increased profitability and a more engaged workforce.

1. Why do you want to work here?

You googled the company you’re interviewing with, right? This is your chance to talk about all the information you gathered. Mention their competitors. Discuss something that interests you about the company rather than what you think they want to hear. Avoid talking about something obvious, like their new slogan. Perhaps they’re doing something different in the industry that stands out to you? Don’t regurgitate soundbites from their website. Be honest and genuine.

2. What are your strengths?

There is a way to answer this question without sounding arrogant or vain. One tip is to think about your favourite manager. If the job interviewer was to chat with them about you, what would they say is your greatest strength? Answer truthfully and try to make your response relevant to the role.

3. What are your greatest weaknesses?

No one likes talking about their weaknesses. But, it’s important for potential employers to understand what you can and can’t do. In this question, what you mention as your strength may impact what’s assumed as your weakness. So, if you say ‘attention to detail’ is your strength, the interviewer may think you aren’t a big-picture person.

Consider discussing your biggest development area. Or areas you need the most support. Give an example of how you manage it. Such as, one of my managers would say I have difficulty with xyz, and this is how I manage it. This way, it sounds more authentic.

4. What are your achievements to date?

Don’t shy away from answering this one. It’s your chance to sell yourself. Respond to this question with passion and drive. It’s worth spending extra time preparing. Jot down a handful of examples and make the connection to how they relate to the job. When you’re explaining your answer, bring your achievements to life – be excited and don’t be monotone or flat.

5. Tell me about a time where you x, and how did you x?

The interviewer may ask this question in several different ways. Tell me about a time where you handled a difficult situation, and how did you manage it? Tell me about a time when you were successful in a project, and how did you achieve this? They’re looking for insight into your on-the-job behaviour. Concise storytelling is essential. Try using the STAR Interview Response Technique to keep your response on track.

6. Have you ever worked with a difficult person?

This is tricky. Interviewers ask this because they want to understand how you react to conflict. They want to hear what steps you took to resolve it. It’s okay to talk about the conflict. Focus more what steps you took to resolve the dispute, rather than the situation.

7. Why do you want to leave your current employer?

Regardless of how you feel about your current company, the number one rule here is never to throw them under the bus. Constructive reasons are best such as looking for new challenges, transferring into a different area, wanting to join a more prominent company. Make the reason you’re leaving your job about them, not about the company you’re trying to leave.

8. What are your goals for the future?

You don’t need psychic abilities to answer this question, just a little ambition with a dash of hope. Interviewers may also frame this question as ‘where do you see yourself in five years?’. They want to know you’ll be happy to stick around in the role for the short to medium term, but they also want to hear that you’re driven. Try to frame your response so that your ultimate role is something they could offer you. If you’re aspiring to be a general counsel and the company doesn’t have an in-house legal team, that might be tricky. Be considered and realistic.

9. Do you have any questions for me?

Always, always ask questions! You need to prepare at least three questions to ask the interviewer. It’s okay to bring in a notepad with pre-written questions and thoughts to discuss. This shows initiative and preparedness. Feel free to ask about the culture, team, expectations, direction of the company, career paths etc. Don’t ask about salary, bonuses, how long is the lunch break and what time you will get to leave the office.

10. What do you like to do outside of work?

This is your chance to express yourself and see if you will be a good culture fit for their organisation. Be honest and be yourself. What are you passionate about? Do you volunteer? Are you involved in sports or recreation groups? Whatever you share, steer clear of mentioning your love of all-night raves, or drinking three bottles of wine a night. These activities are likely to frame you as an unreliable candidate.

1) Sharing is caring

Whether it’s knowledge, resources or ideas, encouraging a culture of sharing is the best way to increase collaboration in your business. If someone has a problem, encourage those with more experience and knowledge to help them out. Set up meetings where everyone is able to put forward their ideas and showcase their creativity without judgement.

It helps to nurture an atmosphere of mentoring and coaching into your everyday operations. There’s both formal and informal mentoring. Formal mentoring has clear roles and responsibilities – for example, senior staff members might spend 20 minutes each week talking things through with your junior employees. More informal processes could involve integrating mentoring into the normal working day, whether that involves showing other staff members how best to tackle a particular task, or setting aside a few minutes of each day to let your other team members ask you questions.

Creating partnerships across departments is also a good way to encourage teamwork. Different departments will have different ways of looking at things, and when you collaborate you’ll come up with much better solutions and ideas.

2) Set an example from the top

Often, the success of a team relies on the person leading it – if you make a concerted effort to work closely with your team, this will slowly filter down to the rest of your staff. So, make sure you’re always offering help where you can give it (without being too pushy). This could involve sending round a weekly email with some tips and tricks to help your employees with their work, or sharing great resources that you’ve used before.

3) Shift the focus to the group

One of the simplest (and most memorable) ways to encourage collaboration is through setting up group events. These could be an after work sports team or a company day out – getting your employees to socialise together outside of the office means they’ll work much better on the job.

It’s also important to ensure the focus isn’t all on the individual. For instance, consider setting team targets. Once you’ve decided on these, you can then work out individual aims much more easily, and each team member will be able to see exactly how his or her performance is contributing to the success of the group as a whole.

It’s important that your rewards system isn’t exclusively based on the achievements of the individual. While you should definitely still be rewarding the progress of single team members, it also helps to have a reward in place that celebrates the success of the team. Again, if these are still tied to individual achievement as well, your staff will be able to see exactly how their role fits in with the wider group’s.

Sharing knowledge and experience as well as creating a collaborative atmosphere that people are happy to work in are all things that are relatively easy to implement, but will make a huge difference to your team and your business – both in terms of employee engagement and productivity.

If you’re looking to recruit a new team, the experts at Talent can help. Contact us today for more information.