Hays MY Technology https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085 2026-04-05T13:34:44Z 2026-04-05T13:34:44Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8702426 2022-12-04T05:31:13Z 2022-12-04T05:19:00Z

div h4 strong As part of our partnership with neurodiversity experts Genius Within CIC Hays are proud to have sponsored the Stereotype Buster prize at their annual nbsp a href https www geniuswithin org our awards target _blank Celebrating Neurodiversity Awards a strong h4 p Following the ceremony I sat down with the winner Marie Hanson MBE and nominees Akua Opong and Magnus Hedemark to discuss their experiences and thoughts on how to be more inclusive toward neurodiversity in the workplace p h3 strong Fighting stereotypes surrounding neurodiversity strong h3 p Marie spoke very candidly about her education and workplace experiences highlighting the harmful stereotypes which have hindered her and so many others It s a view shared by Akua The stereotypes that come with ADHD and dyslexia have not been so negative for her but it s clear that she is frustrated by the use of these labels when people then fail to focus on the many strengths she brings to the table p iframe allow accelerometer autoplay clipboard write encrypted media gyroscope picture in picture allowfullscreen frameborder 0 height 150 src https www youtube com embed GP4H4I15l M title Meeting the Celebrating Neurodiversity Awards 2022 nominees Akua Opong width 300 iframe p Magnus meanwhile reveals that past colleagues have confided in him about their own diagnoses but don t want it to become common knowledge for fear of being pigeonholed He is quick to point out that his position as a senior leader doesn t exclude him from stereotyping either When I ask him about it he examines one particular stereotype that is often associated with autism empathy There s a misconception he explains that Autistic people are lacking in empathy while in reality they often experience something called hyper empathy For Magnus this is a hugely beneficial trait as a leader as every decision he makes is based on his consideration for those who aren t like him or don t share his experiences p h3 strong Using experiences to help others strong h3 p How have these experiences affected their own outlooks and careers br Magnus who has since joined Genius Within as their new CIO also tells me I very much enjoy just being in the background helping to use my position to elevate other people who often don t have access His own experiences mean that he now champions diversity across a number of demographics something he stresses the importance of as our conversation develops Likewise Akua has long advocated for and driven diversity in STEM as well as at the London Stock Exchange group where she works and acts as a mentor to new employees She s also a mental health champion and during the chat discusses the links between issues surrounding this and being neurodivergent p iframe allow accelerometer autoplay clipboard write encrypted media gyroscope picture in picture allowfullscreen frameborder 0 height 150 src https www youtube com embed P2tDLTfBvgs title Meeting the Celebrating Neurodiversity Awards 2022 nominees Magnus Hedemark width 300 iframe p Having been a victim of domestic abuse Marie set up S T O R M to empower other women who had been through this experience She s also worked as a councillor in London while on a global level acting as an ambassador for the United Peace Federation br Prior to S T O R M Marie ran a cosmetics business Why this desire to be an entrepreneur br She explains that she s chosen to work for herself because of the difficulties she s had in finding employment and how when she was struggling with her dyslexia during her studies she was unable to find any support Genius Within s founder Dr Nancy Doyle nbsp a href https www linkedin com pulse neurodiversity world work talking points from ceo chats alistair cox trackingId CLx0yE6HTpCH6eWduR5pXg 3D 3D target _blank discussed this in a recent live event a nbsp with our CEO Alistair Cox when she said that someone with ADHD is twice as likely to start a company as somebody who is neurotypical p h3 strong Supporting neurodiversity in the workplace strong h3 p What can organisations do to change this and ensure inclusivity for neurodiverse candidates and employees br For Marie it s important that decision makers within organisations are well informed and receive adequate training on the subject She encourages transparency on both sides referencing a recent interview she had where she disclosed her dyslexia and dyspraxia and the process was promptly adapted p iframe allow accelerometer autoplay clipboard write encrypted media gyroscope picture in picture allowfullscreen frameborder 0 height 150 src https www youtube com embed s00FtCCNNQI title Meeting the Celebrating Neurodiversity Awards 2022 nominees Marie Hanson MBE width 300 iframe p This approach can t end at the hiring stage though it needs to continue into the workplace Akua agrees that managers need training and discusses the need for neurodiverse coaches that can offer an informed perspective Magnus also stresses that the people offering this advice should be neurodivergent too while both he and Akua were keen to address the small changes organisations can make for example by sending out agendas in advance of meetings so employees have time to prepare br I m very grateful for the opportunity to hear these insights from such inspirational people I really appreciated their honesty in sharing their experiences as well as their desire to build a workplace for the better All of the nominees at the ceremony have important stories to tell and if we are to create a more inclusive environment for everybody it s important to listen and learn what we can do to make positive changes br To find out more watch the full interviews with nbsp a href https www youtube com watch v s00FtCCNNQI target _blank Marie a nbsp a href https www youtube com watch v P2tDLTfBvgs target _blank Magnus a nbsp and nbsp a href https www youtube com watch v GP4H4I15l M target _blank Akua a nbsp above or on our YouTube channel p div

Isaac Teoh 2022-12-04T05:19:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8702384 2022-12-04T05:32:44Z 2022-12-04T05:11:00Z

div p Digital transformation means that more and more organisations are using CRM and ERP software to manage their products as well as internal and external relationships I asked Hays recruitment experts nbsp strong Jenna Faust strong nbsp strong Kate Wingrove strong nbsp and nbsp strong Megan Meads strong nbsp for their top tips on writing a CV for a new role using Salesforce ServiceNow or Workday br You can search for a href https www hays com my it search jobs target _blank nbsp jobs involving CRM or ERP software here a p h3 strong What to include in your CV for a job involving CRM or ERP software br Layout strong h3 ul li Use your personal statement to get across what you ve already achieved and what you want to achieve Include the number of years experience you have with the software and highlight any skills or past work that best match the job specification li li The personal statement is also an opportunity to tell the reader where you want to transition to in your career just make sure it aligns with the job you re applying for li ul h4 strong Job history strong h4 ul li Provide in depth descriptions of projects you ve worked on the tools you ve used and what you achieved this can include end to end implementations you ve been a part of Note any challenges you faced and how you overcame them you can elaborate on this in an interview li li Give as much detail as possible in relation to the modules you ve used or even configured depending on the software li li Write any geographies you were responsible for and what this meant challenges etc li li For each relevant role describe the team you worked with How big was it In house or external consultancy Local overseas or hybrid If it s significant include who you reported to Where relevant describe the implementation partner and any dealings you had with them li li Show that you re a well rounded candidate by listing other experiences that support your application For example if you specialise in using Workday what HR background do you have li ul p Of course for the more experienced candidates in particular it can be easy to end up writing a lot In this instance read the job specification again and focus on the projects p h4 strong Additional skills experience strong h4 ul li Add a Certifications section li li List any technical skills you ve developed in a Skills section li li If you haven t been able to fit them into your Job history list any relevant products or software you ve worked with for example with Salesforce this could include FSL CPQ or Tableau etc li li Have you been part of any communities user groups in relation to the software Let the reader know li ul h3 strong What to do if you have less experience strong h3 ul li In your personal statement explain which experience you d like to gain in your next role and make sure it matches the job specification li li If you re in the process of gaining a new certification note that this is in progress and provide the planned completion date li ul h3 strong What to avoid when writing your CV for a job involving CRM or ERP software strong h3 ul li Don t add information for the sake of it that isn t relevant to the role or hiring company Link everything back to what you d be doing if you got the job li li It s ok to discuss soft skills but nbsp a href https www hays com my it blog blogs top tips for highlighting your skills and experience on your tech cv target _blank as discussed here a don t just include them without any context It s best to evidence these in your job history or personal statement using examples of your achievements rather than make generic statements such as creative or team player li ul p Search for your next job nbsp a href https www hays com my it search jobs target _blank here a p div

Isaac Teoh 2022-12-04T05:11:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8702010 2022-12-04T03:47:53Z 2022-12-04T03:38:00Z

div p How do your values and mindset drive you forward And do these change as you grow p p Joy Poole shared her thoughts on this and other subjects when she discussed life as an entrepreneur as part of our Tech Founders series Joy who previously worked at global organisations including Capgemini and Facebook launched Emergence in early 2020 with the purpose of empowering other organisations with guidance on technology and people centric strategies p p In other words she s pretty much a perfect guest for our series p h3 strong The right solutions come from the right mindset strong h3 p When discussing how she started out in the world of work Joy talks about the three key themes that have stayed with her throughout her career hustle curiosity and luck We discussed how when she first moved to London she needed to hustle and that proving herself and adding to her list of achievements felt rewarding Later on her motivation shifted as she became more driven by curiosity and instead found fulfilment in asking the right questions with genuine enthusiasm p p This inquisitive mindset is a trait she believes the best leaders have from senior stakeholders to team managers Great leadership is not about having the answers it s about asking great questions p p There are still plenty of benefits to the hustle though How does she decide which approach to take now that she s a founder p p According to Joy it s about self awareness and having trust in herself It s a topic that also arises when discussing her early experiences as a founder Her advice for other entrepreneurs define your personal value set For Joy that means literally writing down the most accurate three values possible That way when it comes to making difficult decisions of which there will be many it s easy to be guided by and attribute those choices to your principles p p She also speaks about the people she turns to for advice and how the person she chooses to ask depends on the topic As she says her mum is a great advisor for some things parenting for example but isn t Joy s first port of call for tips on other things p h3 strong Dealing with em tech em poster syndrome strong h3 p That s not to say however that this self belief has always been there Very early on in Emergence s story Joy describes the anxiety she felt when discussing technology with her new team and thinking There is no way I m going to be able to keep up with these people something totally unfounded given her background in digital She recognises that this is a form of imposter syndrome that she labels em tech em poster syndrome and now speaks about it openly p p Acknowledging this and overcoming these thoughts hasn t just helped her bring Emergence forward but also guide its clients It s something that many of us have felt to some extent and it s great to see that Joy has put it at the forefront of her business purpose p p Want to find out more about Joy s values and the moments they ve helped Watch the event in full below p iframe allow accelerometer autoplay clipboard write encrypted media gyroscope picture in picture allowfullscreen frameborder 0 height 150 src https www youtube com embed 6pkIT5spd_w title Tech Founders with Joy Poole width 300 iframe p nbsp p div

Isaac Teoh 2022-12-04T03:38:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8701955 2022-12-04T03:58:08Z 2022-12-04T03:29:00Z

h4 strong The life sciences industry has unsurprisingly grown exponentially due to the impact of COVID 19 The demand for technology skills has also increased within life sciences to support the industry to keep innovating tracking and protecting against COVID 19 as well as other diseases and conditions strong h4 div nbsp div div These tech skills have been crucial in the development of the vaccines but have a much bigger part still to play in the testing monitoring and roll out of these going forward div div The pandemic has only strengthened the role that technology plays in the life sciences sector with the need to develop MedTech products and support structures capable of handling the growth in the area now of paramount importance But how specifically can tech professionals be part of this journey div div nbsp div h2 strong The growing influence of tech in pharmaceutical hubs strong h2 div Innovation and progression are just two of the ties that bind the tech and life sciences industries with both constantly trying to pursue new ways of improving efficiency in processes and the quality of life for end users It makes sense that there is increasing co operation between these two specialist areas div div For example we are seeing more tech focused innovation hubs developing across Europe with cities like Barcelona Amsterdam and Warsaw playing home to the next generation of extremely talented tech professionals Within the life sciences industry innovators are aware of these hubs and are tapping into these markets for tech professionals with the requisite skills to join a MedTech product s journey from its start div div Now multinational pharmaceutical companies are also looking to give opportunities to professionals within these tech communities like Boehringer in Barcelona These global companies can offer tech professionals roles that are crucial to often life saving products and systems opportunities for progression and development and packages that other industries would struggle to compete with due to the sector s exponential growth In 2018 nbsp a href https www medtecheurope org resource library medtech europes facts and figures 2020 target _blank the MedTech sector in Europe alone was worth 120billion a a value that has only increased further due to the investment in the sector since COVID 19 impacted us all and is set to continue its growth div div nbsp div h2 strong How are tech positions influencing the life sciences industry strong h2 div The influence of tech in the medical sector isn t just limited to the development of MedTech innovations like VR s use in surgery or in the 3D printing of artificial limbs it impacts many other areas as well div div For example with the explosion of data now available on patients from more accessible cross hospital records influenced by global migration patterns to greater data being made more freely available on genomic profiles and in ancestry records the industry has hit a tipping point when it comes to the adoption of blockchain div div In 2018 nbsp a href https www pistoiaalliance org news more than half of life science organisations already using or experimenting with blockchain up from less than a quarter in 2017 target _blank 60 per cent of pharmaceutical and life science professionals were found to be either using or experimenting with blockchain a nbsp compared with 22 per cent asked in 2017 This increasing adoption of blockchain will create more opportunities for tech professionals to influence the medical supply chain management of clinical trials and work with patient data The latter of these areas will necessitate the need for additional security specialists as well to protect this data in an ever more data conscious world div div More traditional tech roles like software developers software architects and software engineers have long been in demand for global businesses that need to create networks for their teams to operate within When COVID 19 first impacted these teams there was immediate demand for professionals with Cloud experience so to ensure that all research and processes could carry on across these multinational businesses even when lockdown became a reality for most of them div div As part of this transition we have seen high demand for Scrum Masters to assist with this change and growth as well as professionals experienced with Big Data to not only work with COVID related information but other trials and programmes as well div div nbsp div h2 strong Working with a purpose strong h2 div Aside from the opportunity for a challenge and to get rewarded with great benefits packages and progression opportunities perhaps the most valuable reward for candidates applying their skills in the life sciences industry is the role that they will play in benefitting general health and in mitigating the impact of some medical conditions In the short term this may be in the fight against COVID 19 but going forward it could be in playing a part in improving the quality of life for everyone div

Isaac Teoh 2022-12-04T03:29:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8604243 2022-11-30T08:36:30Z 2022-11-17T05:38:00Z

div p Show MyWorld is Hays s first interactive quiz that gives technology professionals and organisations a platform to share their personal views on technology industry related topics From the growing need for work life balance to compensation and even the importance of company culture Show MyWorld sheds light on real sentiments of the technology nbsp community of today nbsp p div div p In this first edition of Tech Thoughts we had a chat with technology professional Xuesong Luo Software Development Manager at Amazon Web Services and asked him to share his experiences and learnings as a seasoned professional in the technology industry nbsp p div div p strong 1 How did you start out in the technology industry and what led you to your current role strong After getting my master s degree in the US I started my career there as a C C Developer in the mobile billing industry before switching to a Java Engineer building SAAS applications The most memorable part of my career journey was when I joined a Silicon Valley start up Successfactors in 2006 As one of the first 30 engineers in the company I worked around the clock with a group of talented engineers that led the business to become one of the top 3 HCM solutions in the world before going public in 2007 acquiring noteworthy customers like Siemens Bosch nbsp p div div p In 2009 the Successfactors CEO decided to open an R amp D centre in Shanghai to which I was tasked to setup the team and relocate to Shanghai When Successfactors was acquired by SAP in 2012 it was rewarding for me to see how my small team of engineers had grown to over 30 technology professionals in such a short time nbsp nbsp p div div p In 2016 I joined a Fortune 500 company Thermofisher as the Head of their Cloud Engineering team In 4 years I grew the team to over 20 engineers and built multiple mobile web applications to aid digital transformation for this once traditional company nbsp p div div p In late 2019 I took on the role as Senior Engineer Manager in Ebay StubHub but only a few months in StubHub was sold by Ebay to Viagogo These dramatic changes presented the most significant assignment in my career to migrate the StubHub platform from the Ebay Datacenter to Google Cloud and split the platform to North America and internationally In the next 1 5 years I led over 100 global engineers to migrate thousands of VMs and hundreds of services to cloud This wasn t your typical lift and shift It also included service decoupling modernisation and data separation StubHub s president Jill Krimmel described it as the most challenging project in StubHub history having nobody believe that we could complete the project on time but we overcame all challenges and made a miracle nbsp nbsp p div div p A few months ago I joined Amazon Web Services to ramp up a new engineering team of technology professionals in their Shanghai AI lab I found this to be a very exciting opportunity as I got to work with top talents to build a world class open source search platform AWS open search and that s where I am now nbsp p div div p strong 2 That s quite a track record What made you decide to pursue a career in the technology industry as a software engineer strong I took a liking to programming since graduating from college and I personally believe that software will play an increasingly important role moving forward Software can make the processes of every industry more efficient and predictable nbsp p div div p strong 3 How has such multi region technology career and life experiences both overseas and in Asia been beneficial strong Looking back what advice would you share with your younger self Having an overseas working experience in the technology industry has taught me how to better collaborate with people from different backgrounds and personalities Not to mention getting a feel of the big difference between working for a big traditional company vs a fast growing Internet startup Upon returning to China my overseas experience made working with global teams much easier nbsp p div div p If I had the chance to restart my technology career again I would like to attend college in the US and start my career with a technology leader like Amazon before moving on to a Silicon Valley startup to pursue my dreams nbsp p div div p strong 4 How would you say the technology industry has evolved since you started working in the field strong Cloud is the biggest difference It changed not only how we design software but how we run operations nbsp p div div p strong 5 How did you match up in our Show MyWorld quiz strong I matched pretty well all 60 and above nbsp p div div p strong 6 With the statistics shared from the Show MyWorld quiz from other technology professionals like yourself tell us what would be the 3 most important things you look for when considering a job role strong Responsibility industry and company as well as compensation nbsp p div div p strong Interestingly the 2022 Hays Greater China Salary Guide Technology Industry Supplement showed that the most important factors that influenced career choices were career development salary and benefits When it came to evaluating their next steps when pursuing a career 39 of technology professionals expressed the need for career development and progress opportunities while 33 prioritised salary and benefits nbsp strong p div div p strong 7 What s your view on continuous learning amp self upskilling strong Continuous learning is critical especially for software engineers and technology professionals in the Internet industry because the tech world evolves much faster than any other industry nbsp p div div p strong 8 What sources of information do you usually leverage upon for upskilling or reskilling strong I enjoy reading tech articles on WeChat when I have some free time But if I need to get a deeper understanding of new tech knowledge I prefer to read official documents or even e books by technology leaders I also used to learn from online platforms like Coursera etc nbsp p div div p strong Just like Xuesong the 2022 Hays a href https www hays com my learning mindset report 2022 Learning Mindset Report a shows us that 65 of workers in China s technology industry find continuous learning to be Extremely Important 70 of working professionals in China acknowledged that their respective employers make learning resources available in comparison to the global average of just 52 nbsp strong p div div p strong 9 What s your view on quiet quitting among young technology professionals and the 996 work culture in China s technology industry strong I don t support either I have seen many success stories from my ex co workers and friends all of whom put in the hours to achieve what they have today 996 shouldn t be accepted as a company s culture in my opinion I have had the experience of working more than 12 hours a day for a few months on end but I understood how critical it was at the time for the company to meet the deadline Personally I believe that 996 is not sustainable in the long run The tradeoff is the employee s health and family relationships nbsp p div div p While pulling in overtime hours may come as no surprise amongst technology professionals the 2022 Hays Greater China Salary Guide Technology Industry Supplement found that only 15 of professionals work less than 40 hours per week This finding aligned with recent LinkedIn and WeChat polls conducted by Hays to discover the sentiments Asia s working professionals on quiet quitting where 50 agreed that they felt motivated to exceed expectations at their workplace p p strong The report also advises employers to better understand and recognise the needs and preferences of working professionals when it comes to areas that encourage personal development such as work life balance and flexible working hours While most technology professionals are satisfied with the current policies of their existing companies employers are urged to keep these factors in mind to attract the right candidates and increase staff retention in the long run for overall business success nbsp strong p div div p strong 10 Outside of work what activities energize you strong I m a huge sports fan I used to play soccer almost every week since middle school until a few years ago when I decided to switch to lighter exercises like swimming I also enjoy travelling when I get the chance to My favourite travel destinations are Yunnan Sichuan and Hangzhou locations that are abundant with beautiful scenery and delicious food Playing sports and travelling are my go to outlets when I need to relax and reenergize especially under the pressure of a highly demanding industry nbsp p div div p strong 11 How do you maintain a healthy work life balance especially in such a competitive industry strong Please share with us some of your life hacks Work life balance in the technology industry to me is not about the hours spent ON work but finding the flexibility to choose WHEN to work For example I may choose to leave the office early in the afternoon once or twice a week to exercise or tend to my family if I m freed up from meetings or have no urgent tasks due that day However I always make it a point to spend a few extra hours working in the evenings or over the weekend While it usually surpasses far beyond the make up hours needed this algorithm helps me create a better balance At the end of the day nbsp I know that I enjoy what I do with a mindset of always wanting to do better nbsp p div div p strong 12 There are stereotypes relating to programmers that we d love to debunk What could be some unexpected admirable traits in dating one strong Not much tips I can provide here unfortunately But what I CAN tell you is that programmers are typically not good at showing their brilliant side It takes time a little faith and some patience to unravel it But once you do it ll be worth it nbsp p div div p Find out how your views match up with others in your field through the strong Show MyWorld quiz strong a href https www hays com sg it campaign rel noreferrer noopener target _blank https www hays com my it campaign a p div div p nbsp p div

Isaac Teoh 2022-11-17T05:38:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8377806 2022-12-04T03:36:12Z 2022-10-13T01:56:00Z

div div strong The cyber security jobs market is growing and the recent pandemic has widened the skills gap in this area The nbsp a href https www gov uk government publications cyber security skills in the uk labour market 2020 cyber security skills in the uk labour market 2020 target _blank UK Government a nbsp estimates 653 000 businesses 48 per cent are unable to complete the basic tasks laid out in its nbsp a href https www ncsc gov uk cyberessentials overview target _blank Cyber Essentials scheme a Some nbsp a href https www csoonline com article 3153707 top cybersecurity facts figures and statistics html target _blank 40 per cent of tech leaders a nbsp also say cyber security jobs are the most difficult to fill strong div div nbsp div div This skills gap exists across the cyber security jobs market with Microsoft Azure jobs innovation and cloud services roles all growing in demand nbsp a href https www gartner com en human resources research talentneuron labor market trends cybersecurity labor shortage and covid 19 target _blank according to a Gartner study a The study states In spite of the shortage in talent supply and increasing overall demand HR leaders can consider strategies for both short and long term workforce planning in this tight and volatile labour market div div nbsp div div h3 strong In house vs consulting cyber security jobs the pros and cons strong h3 This leaves many cyber security professionals facing a difficult decision should you take an in house or consulting role There are a few factors to take into consideration to help you decide Let s examine the pros and cons of each way of working and the opportunities available in each role div nbsp div h4 strong 1 In house strong h4 div What does a typical in house cyber security role entail div div br If you work in house with a specific company you will work with the same team and IT environment every day Each cyber security role is different but your responsibilities may include assessing potential threats to your corporate network prioritising threats escalating threats and investigating any breaches div div br Many cyber security professionals are also involved in training programmes helping the organisation build a strong culture of awareness and prevention And you may help to develop and implement a cyber security response or recovery plan for your business div div br A standard in house cyber security role is usually nine to five unless there s an issue However those working in a Security Operations Centre SOC may work alternating night shifts div div br What are the pros and cons of working in house div div br An in house cyber security role gives you the opportunity to deep dive into an organisation s IT infrastructure and business operations If you enjoy working on such in depth problems this is the role for you You also get the opportunity to work with business leaders and across the organisation div div br However in house cyber security experts sometimes suffer from a lack of exposure In some organisations cyber specialists can get stuck dealing with tickets where they prioritise and escalate threats day in and day out rather than investigating these threats div div br If you do find yourself stuck in a rut you could ask for more challenging projects Alternatively you may want to start investigating a consulting role or work in a Managed Security Services Provider MSSP environment div div nbsp div h4 strong 2 Consulting strong h4 div What does a typical consulting role entail div div br When consulting you will work on a specific short term project before moving on to the next one These projects can vary in length but are usually a few months in duration where you often work with multiple clients div div br In an MSSP role you typically work with several long term clients as well The day to day responsibilities are similar to a consulting role but you get the opportunity to work with the same set of organisations div div br For example in a consulting role you may provide a specific cyber security service like penetration tests At an MSSP you are likely to provide an extensive range of cyber security services for organisations looking to outsource their SOC operations div div br Is a consulting or MSSP role best for you div div br Both consulting and MSSP roles give cyber security specialists exposure to a wide range of business and IT environments div div br So these roles are ideal for individuals who want to expand their areas of expertise They are also very diverse which is perfect for people who find the routine work of an in house role monotonous div div br But there are downsides to consulting and MSSP roles These short term engagements are sometimes exhausting and frustrating in the long term as you do not always get the chance to see your work in action or deep dive into a specific problem In an MSSP environment for example you are often rushed and may not be able to give your clients as much attention as you want to div div br In a consulting role you also have little to no opportunity to change the way your employer works Your input and wider business impact is very limited If the firm you re working for doesn t have an efficient way to onboard and service clients every engagement can quickly get very repetitive div div br With both a consulting and MSSP role it s important to assess whether your personality is suited to these fast paced engagements with multiple clients div div nbsp div div To conclude cyber security is a dynamic and exciting field for any IT professional to work in It s also filled with plenty of opportunities but you must assess all your career options to find a work environment that suits your interests and goals div div nbsp div div Read more about nbsp a href https www hays com my it cyber security jobs working in cyber security here a or nbsp a href https m hays com my it search q hays amp location amp specialismId Technology amp subSpecialismId TechXCyberXSecurity amp locationf amp industryf amp sortType 0 amp jobType 1 amp flexiWorkType 1 amp payTypefacet 1 amp minPay 1 amp maxPay 1 amp jobSource HaysTech amp searchPageTitle Job 20search 20 E2 80 93 20Hays 20Recruitment 20 20Malaysia amp searchPageDesc Check 20our 20job 20offers 20and 20work 20for 20the 20best 20employers 20Find 20a 20dream 20job 20with 20Hays 20Malaysia search for your next role a div div div

Isaac Teoh 2022-10-13T01:56:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8377715 2022-10-13T02:33:12Z 2022-10-13T01:47:00Z

div p As digital transformation continues to accelerate organisations are looking for people who can keep their data and systems secure Cyber has never been more important than in the modern climate and it s a requirement that isn t going away any time soon p p If you re interested in applying for a role in cyber here are some top tips for improving your CV Search our cyber jobs nbsp a href https www hays com my it cyber security jobs target _blank here a p h3 strong What to include in your CV for a job in cyber strong h3 p Many of these tips will be relevant to jobseekers in any field However it s no different when applying for a role in cyber so they re worth remembering p h4 Layout h4 ul li One page CVs are a myth Make sure yours includes full details of your previous and current jobs and the responsibilities involved even if the contents spill onto a second page li li If you are including a professional summary or personal statement keep it brief Give a high level overview of your expertise in cyber li ul h4 strong Job history strong h4 ul li Write about your key skills here by making it clear which previous roles required you to use these li li In clear and concise bullet points discuss any past projects and explain what you personally contributed not the whole team or department Use action verbs such as achieved built delivered executed or optimised For more guidance on detailing your experience check out nbsp a href https www hays com my it blog blogs top tips for highlighting your skills and experience on your tech cv target _blank this blog a li li If you have experience in a leadership role mention the team size and your specific duties as a manager Again use words such as led or raised for impact li ul h4 strong Additional skills experience strong h4 ul li Add a Technical Skills Summary Only include tools you have hands on experience of using and would be comfortable answering questions on in an interview If it s something you ve never actually worked on then don t mention it li li Always include full details of your education and any active certifications in cyber You can also add certifications that you are actively working towards e g OSCP Completion by date li li List blog sites you contribute to and clubs you are a part of as well as conferences you have attended or spoken at li ul h3 strong What to do if you have less experience strong h3 p Of course some of the above points won t be applicable if you re in a junior position or are searching for your first job in cyber Instead here s how you can demonstrate your aptitude to the reader p ul li Include personal school related cyber projects you have worked on li li Mention any conferences you have attended or cyber memberships you hold ISACA etc li li List tools you have worked with that are similar to the ones the hiring party have mention in the job spec It s also a good idea to write about any past roles where you learned how to use a tool without any prior knowledge as this shows you have the ability to develop in this position too li ul p You can find more nbsp a href https www hays com my it blog blogs how to write a cv 8 tips for candidates applying for their first role in tech target _blank advice on writing your first tech CV here a p h3 strong What to avoid when writing your CV nbsp for a job in cyber strong h3 p Although we mentioned above that a one page CV is a myth that doesn t mean you should add things for the sake of it Here are a few things to look out for p ul li As discussed here omit phrases such as good communicator team player etc Instead demonstrate your communication skills when listing your previous responsibilities and achievements by using action verbs such as influenced advised or negotiated li li Don t include inactive certifications or partially completed degrees unless you are still working on these and have a projected graduation date li li Ignore any personal hobbies or interests unless they are relevant to cyber or tech more broadly li ul div

Isaac Teoh 2022-10-13T01:47:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8377676 2022-10-13T01:47:07Z 2022-10-13T01:39:00Z

div p The effects of burnout on employees and the organisations they work for can be far reaching But what can employers do to spot address and prevent burnout p p Burnout has been a growing challenge in many sectors in recent years but few more so than the technology industry And with the added pressure of getting organisations working remotely it s perhaps no surprise that things have got worse during the COVID 19 pandemic p p a href https www teamblind com blog index php 2020 10 19 pandemic burnout 60 of professionals are working more hours target _blank A February 2020 survey a nbsp from anonymous workplace chat app Blind found that 61 per cent of tech professionals were burnt out in February 2020 rising to 73 per cent in May as the pandemic worsened Furthermore 68 per cent of tech workers felt more burned out working remotely than they did in the office p p But what is burnout and why is it on the rise in technology And what can companies in this sector do to improve employee wellbeing p h3 Spotting the risks and symptoms of burnout h3 p While there isn t one universally recognised diagnosis for burnout most definitions warn of similar symptoms These include being cynical and short fused a loss of empathy lack of energy having trouble sleeping and increased absentee or presenteeism p p Dr Veerle van Tricht a surgeon and burnout expert lists these symptoms among others as signs to look out for She says that aside from the moral reasons to look after the health of employees missing signs of burnout can have a knock on effect for your organisation p p If you exhaust your workers they will make mistakes and it will rub off negatively on your reputation and that of your company she says For me it s a no brainer to make sure everybody is happy and healthy at work It s unfeasible for the human body to go without eight hours of sleep in the long run p p When people are unwell you should be tolerant and more humanly flexible to people s circumstances If your boss doesn t care about you you won t care for your boss either p h3 strong What is causing burnout strong h3 p While the data shows that burnout has risen in the technology sector since the beginning of the pandemic it s important to understand what has caused this Tijana Kovacevic Head of People Development at fintech company Wise formerly TransferWise says there are several reasons p p As everything went remote technology was one of the things that remained relatively undamaged she says People still needed tech brands to create and produce to operate more actively and efficiently From video calls to online banking technology was under more pressure to perform as the world went into lockdown With this added pressure tech companies had the challenge of scaling under difficult conditions ensuring that the growth of both their products and their teams could meet demand p p Kovacevic adds that while the tech industry remained in demand and many colleagues within it were secure in their roles they needed to meet pre pandemic expectations p p The fast paced nature of the tech industry means that certain companies try to develop too quickly to stay ahead of the curve the adapt or die approach adopted by some doesn t foster positive employee wellbeing p p Dr van Tricht adds that in her experience the personality types that the technology sector attracts mean that many professionals may find it more difficult to let go of work and that this may have also contributed to the challenge p p There are a lot of perfectionists in technology she explains They never stop they won t give up and everything has to be perfect If things don t work out they will blame themselves It s an emotion I work on a lot with clients it s very unhealthy and can make you sick p p It s rare that anything in life is really perfect You have to realise that sometimes you have to say this is enough and I can go home now p h3 strong Different challenges for different colleagues strong h3 p There are also different challenges for different groups of colleagues nbsp a href https www cio com article 3620897 women in it are burned out the pandemic is making it worse html target _blank A 2021 study by TrustRadius a nbsp found that 57 per cent of women in the sector reported experiencing burnout compared to 36 per cent of men But should this impact the support offered to employees p p I think defining the experience between men and women might be a little linear but we do need to consider the demands and experiences of different people in the workplace says Kovacevic For example those who are in a later stage in their career having made connections and with office space at home will have found the WFH transition empowering Those who have young children to care for or other domestic demands on their time may have found the lack of boundaries difficult to manage p p Kovacevic says that being mindful of the unique challenges that everyone is facing is the most important thing and that offering appropriate support structures will ensure that anyone can come forward if they are struggling p p Team leads need to ensure that a truly open line of communication is in place to understand the unique issues affecting certain people and teams she says p h3 strong Chance for change strong h3 p While the pandemic certainly seemed to affect levels of burnout among tech professionals it also provided opportunities One of the best things to come out of this is the honest conversations around mental health says Kovacevic People are so much more open now about their experiences and many companies have been able to provide much better support and services because of that openness p p She adds that some organisations in the tech sector have also been able to leverage their existing structures to relieve pressure on employees For example at Wise we have a network of global teams that were already used to working together remotely before the pandemic she says When the pandemic hit we were able to leverage these global skills on a local level to help Wisers settle into working from home for a longer period of time p p She adds that a willingness to continue working in a hybrid way will also put technology companies in good stead Many tech products lend themselves to employees being able to work well together remotely and most tech companies seem open to adopting a hybrid working approach even after the pandemic This is a great sign for the industry as more flexibility will hopefully have a positive effect on employee burnout p h3 strong Impactful responses strong h3 p The demands of the pandemic also led to special responses from some companies In lieu of the organisation s regular annual all staff conference technology giant Mozilla took the step of giving all colleagues a paid full week off to focus on themselves p p As a long time remote friendly organization with a geographically distributed workforce working across multiple time zones we ve long encouraged flexible work hours and supported employees taking the time needed to care for themselves and for their families explains Mardi Douglass Senior Director and Head of Culture and Engagement at Mozilla We consistently score above the highest benchmark for work life blend on our employee engagement survey so we know our employees feel and appreciate it p p She says that the company began experimenting with paid wellness days in mid 2020 after the difficult decision was made to end a wellness stipend a result of the economic impact of Covid p p The feedback we received after our first wellness day was so effusive that we added several that year including additional days around the US Thanksgiving and Christmas holidays she continues p p And then 2021 rolled in with Covid still hammering down on us We made a pretty early decision to add one wellness day per month through June after which time we d reassess the program Folks were thrilled especially with advanced notice about the days so they could make plans personally and so managers could adjust any work deadlines p p The company then held a full Wellness Week from June 28 to July 5 receiving very positive feedback from across the company Amy Maoz an Editor in the Pocket team at Mozilla says she spent the time going on hikes visiting museums and seeing friends and family And she says there was a distinct contrast between it and regular vacations with the Wellness Week giving her a real chance to reset p p There s always so much pressure to make the most of time off and this week was the perfect opportunity to not do that without feeling like I m missing out on how to vacation right It was enormous to know my boss their boss my colleagues all of us were taking this time It made an enormous difference p p I feel so cared for and taken care of Plus bright eyed and energized for H2 I m full of gratitude for Mozilla and incredibly impressed by this radical move It s been a true highlight of my year p p Other companies took similarly radical approaches Dating app Bumble social media management platform HootSuite and surveying software business Momentive nbsp a href https www inc com christine lagorio chafkin bumble whitney wolfe herd employee wellness time off burnout html target _blank also gave colleagues a full week off in June and July a Meanwhile cybersecurity firm Absolute Software used monitoring with their employees knowledge to identify colleagues that were working long hours consistently and nbsp a href https www wsj com articles tech chiefs get creative to cure employee burnout 11619127783 target _blank offered them a wellness check in a p h3 strong Long term solutions strong h3 p While wellness weeks give employees a chance to reset longer term solutions are needed to keep burnout at bay p p Mozilla has asked all colleagues to input on a larger project known as the future of work that considers what professional life will look life in a post Covid world p p We were remote friendly before Covid but we know we aren t going to go back to that when it s over explains Douglass Folks don t want that They want more flexibility to come into an office when it makes sense when their team is there they want to be able to take care of kids and family while also making an impact So we re really pushing ourselves on this Having an explicit agreement about flexibility what s allowed and what s not is incredibly freeing and will help all of us feel less stress p p Wise also runs several initiatives to combat burnout in the long term including the work from anywhere programme which allows employees to work from anywhere in the world for up to 90 days a year an annual allowance of health days outside of general sick days and Wellness Months twice each year where colleagues can experience wellness workshops p p With all of these things the most important thing is always feeling able to have conversations with your teammates and team leads about how you re feeling says Kovacevic Signs of burnout grief or anxiety can differ hugely person to person so it s crucial we can spot them normalise having those discussions at work and support our people through them in the way that best works for them p p Douglass says that it will also be important for tech companies to share best practice to improve wellbeing across the industry Tech companies must learn from each other and share more about what works and what doesn t she concludes Embrace flexibility trust that the folks you hire are doing their best have empathy and evaluate performance based on impact not hours or visibility p h3 strong A first hand experience of burnout strong h3 p Tijana Kovacevic Head of People Development at Wise shares her own experience of burnout and offers her top tips for combatting it p p In early 2020 before I joined Wise I was having a very difficult time I was onboarding at a fast growing tech scale up with a very ruthless culture and a leadership team promoting it At the same time I was the primary carer for my mother who was suffering from progressive dementia and multiple other illnesses On top of that I lived abroad over 1 000km away therefore I was always travelling back and forth to balance caring for my mother and my ever increasing work responsibilities p p Personal life was not on the menu and my breakfast lunch and dinner were severe anxiety attacks sleep disorders a stiff back and even memory loss I m so thankful to my husband who was compassionate enough to understand what I was going through and constantly reminded me to take my medication p p Work was a different situation though instead of being supported by my lead my personal circumstances and vulnerability were used against me and I kept on being pushed beyond limits by unrealistic expectations Eventually I resigned p p Then the pandemic hit and we were quarantined for several months Borders were closed so I could not travel to take care of my mother who passed away three months after I had last seen her p p As hard as this time was it came with hugely important learnings I learned to recognise early signs of burnout and listen to my body as well as trust myself more I learned it s okay to make mistakes and say I can t I don t want to or I don t know I learned to seek professional help or chat my feelings away with a friend I learned to prioritise my personal needs and communicate them assertively p p I try to bring all these learnings with me to work every day knowing that there are too many others who might be suffering just like I was Wise has a one of a kind culture of working with people and supporting each other no matter what p p From a people and organisational development perspective here s what I believe companies leadership and all individuals can do to help employees with burnout p ol li Recognise that every employee will face difficulties along the way big or small and this may affect their work Sometimes a simple Are you ok means more than you know li li Shape policies that help employees plan their life around work and vice versa These include remote working flexible schedules and enhanced parental sick and compassionate leave policies If you re a global team try to achieve the fairest deals in countries where your employees might not be best protected by labour laws li li Make sure care compassion and empathy are built into your leadership framework li li Encourage leaders to communicate and be vulnerable The perception of an untouchable leader only creates further divides and lack of psychological safety within the team li li Inspire your team to share work and temporarily cover for the person that might not be at their best Share the workload between the team just like you do when someone is on holiday li ol div

Isaac Teoh 2022-10-13T01:39:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8327972 2022-10-13T02:39:29Z 2022-10-10T00:42:00Z

div p Technology is best when it brings people together and there are fewer more exciting developments than the Metaverse Its potential has global appeal and will change the way we interact remotely The Metaverse will fundamentally change the world and my colleague Olivier Pacaud has looked at some of nbsp a href https www haystechnology com blog blogs how will the metaverse change the way we recruit for jobs in the future target _blank the implications this tech will have on the world of work a p p But for now we ll focus on some of the exciting developments that are happening in entertainment in turn this means plenty of work opportunities to get involved in its creation p h3 strong What are the skills needed to create entertainment in the Metaverse strong h3 p Naturally coding is a big part of building the Metaverse Software developers can expect to work on a variety of projects from bespoke live events to interactive experiences Alongside them graphic designers will be key to their success by ensuring the coding is user friendly Animation experts will no longer be reserved for Saturday morning cartoons they will be essential for creating immersive environments Collectively they will be crucial to the use adoption and enjoyment p p The greatest car in the world is useless without the driver Tesla might disagree So besides these more traditional tech roles the Metaverse needs talent with exceptional soft skills to guide users on their digital journey Augmented Reality offers more possibilities for creators to bring narratives to life in ways that other media and platforms can t offer It s important to take advantage of that Creative storytelling and problem solving are going to be in demand and early adopters will have their choice of projects and employers p p Similarly companies building these experiences will need somebody who understands what makes these events so great They ll need digital marketing specialists who know what to focus on to make these as popular as possible The messages will need to change depending on the knowledge of the receiver My mother will need different positioning and a different user experience in comparison to my daughter The psychology of the adoption curve is exciting to think about in itself p p nbsp p iframe allow autoplay clipboard write encrypted media fullscreen picture in picture allowfullscreen frameborder 0 height 352 loading lazy src https open spotify com embed episode 0XWvu0nelBxUddKjQNp185 utm_source generator amp t 0 width 100 iframe h3 strong Immersive experiences in the Metaverse strong h3 p So for those interested what s possible p p Thanks to the Metaverse and Virtual Reality VR we re seeing more and more live events taking place virtually During the recent lockdowns the Metaverse gave artists the opportunity to reach their audiences Virtual concerts are becoming commonplace in Fortnite now with global stars such as nbsp a href https youtu be k5EAPwXxcng t 325 target _blank Ariana Grande a nbsp getting involved Likewise the recent performance by Snoop Dogg and Eminem at the MTV VMA Awards drew some criticism but the concept is there In 1999 my local dry cleaner or coffee shop didn t think they would need a website Today could you imagine calling a store to ask them for their hours or directions or where to park when you arrive p p VR games are popular and now widely in use both in homes and at arcades For my son s six birthday party we re going to a play gym called nbsp a href https www justforfunpartycentre ca fun activities for kids target _blank Just For Fun a nbsp so he and his friends can play VR Baseball For the creators of these games the challenge is to attract more casual gamers much like Nintendo did with the Wii console in 2006 FYI I am the O Rourke family bowling champion However we re seeing users becoming increasingly familiar with the idea of playing games like this In fact nbsp a href https www haystechnology com blog blogs how will the metaverse change the way we recruit for jobs in the future target _blank Oculus headsets outsold the Xbox console in 2021 a p p Netflix have been offering a VR experience for years now which involves relaxing in a simulated lounge Alternatively you can use your headset to immerse yourself in the action that s right we ve moved on from watching movies while wearing those 3D glasses with red and blue lenses The lines between gaming and cinema are being blurred with interactive film experiences Take nbsp a href https www baobabstudios com baba yaga target _blank Baba Yaga a for example which places the viewer in an interactive fairy tale starring Academy Award winning actors p p Before Netflix the NBA was already finding new ways to bring fans courtside In addition to streaming games in VR as early nbsp a href https www forbes com sites shlomosprung 2019 03 15 behind the scenes how the nba is using virtual reality to get fans closer to the action sh 58a660753727 target _blank as the 2015 16 season a they re using the technology to give viewers a new perspective on the games Broadcaster Sky has also put Premier League fans in the thick of the action for nbsp a href https www skysports com football news 11095 12158210 sky worlds to show premier league matches live in virtual reality target _blank matches involving Chelsea and Arsenal a nbsp while our partners Manchester City have invited supporters onto the pitch to join in the celebrations p p nbsp p iframe allow accelerometer autoplay clipboard write encrypted media gyroscope picture in picture allowfullscreen frameborder 0 height 309 src https www youtube com embed nTNWrR3CTxQ title 360 VR EXPERIENCE PREMIER LEAGUE TROPHY LIFT width 550 iframe h3 strong Using augmented reality to enhance our world strong h3 p This tech isn t just about transporting us to new worlds though It can bring the world to us by recreating our favourite experiences p p For example nbsp a href https wdwnt com 2022 01 disney patents new virtual world simulator with no headset target _blank Disney Parks are looking at introducing 3D virtual simulations a nbsp into their live experiences thereby building whole worlds that we know and love Similarly following its success in Japan Universal Studios Hollywood has announced arrival of nbsp a href https www theverge com 2022 6 2 23151854 mario kart ride super nintendo world universal studios hollywood theme park target _blank a new Mario Kart game a nbsp in 2023 p p We re going to see more gamification of intellectual property allowing fans to interact with characters from various entertainment franchises or even popular celebrities For example at Disney this could involve posing for selfies with Spider Man or wielding a lightsaber against Kylo Ren p h3 strong Looking ahead strong h3 p This is just the beginning of what we can see now and the great news is that it s still being refined As new talent bring their skills and knowledge to the field we re going to see more exciting applications that create fantastic experiences In actual reality the only thing holding us back is our own imagination p p nbsp p h3 strong Author strong h3 div img src https www hays net nz documents 6074458 6478987 Travis O 27Rourke 200x200 new jpg 6824b69d 9475 6f39 6696 97cff9b4cf59 t 1665017516796 amp imagePreview 1 style float left p strong Travis O Rourke strong br strong President Hays Canada strong p p A Father first Husband second and Employee third Travis O Rourke has 17 years of Technology recruitment experience and is the President of Hays Canada p div div nbsp div p nbsp p div

Isaac Teoh 2022-10-10T00:42:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=8327913 2022-10-06T00:41:17Z 2022-10-06T00:33:00Z

div p strong In order to train one of the big AI models that everyone s talking about it took the equivalent in energy of five cars running continuously over their full lifetime strong p p That s what Jason Lynch revealed when he joined us on the nbsp a href https www haystechnology com tech founders target _blank Tech Founders series a nbsp to discuss his company Equal1 They re on a mission to disrupt the market by building quantum computers that in Jason s words do something useful and significantly reduce energy consumption in areas such as AI p p Its sustainability credentials mean that we need quantum computing now more than ever but besides its environmental benefits it also has the potential to do so much more to help us Equal1 want to make it affordable and their mission has been recognised as they were named a regional winner in the Super Connect for Good 2021 competition p h3 Finding talent whose ambitions and beliefs align with your organisation s purpose h3 p Having originally come on board as COO before moving to the Chief Executive role early in 2022 Jason was our first guest to have joined their company after its formation The founders we speak to in this series almost always tell us that if they could go back in time they would hire experts earlier on now I had the chance to speak to one of those experts p p In the case of Equal1 one of their obstacles to expanding the team is the relative lack of skilled or experienced workers who can help them building quantum computers requires quite a niche skill set it turns out How do they find these people and attract them to a startup Given that he joined the business and is now involved in recruiting new talent Jason is in a perfect position to explain p p It s certainly a challenge At the size we are relationships are still key so having people be able to tap into their networks and bring in people they ve worked with is a key part for us Another is building relationships with universities potentially there s a pipeline there p p There s a certain type of person who wants a role in a startup If you re predisposed to that then it s all about the excitement of the story and the ambition Luckily I think we do have something that s very ambitious and very exciting As quantum comes in there s going to be a major fight for talent but I fancy our chances We have a team that has proven we ve done this before and we know what success looks like That married with the vision of where we re headed means that we have a good story p p As Andy Gomarsall discussed nbsp a href https www haystechnology com blog blogs technology leaders discuss why organisations must ensure a greener future target _blank in a recent blog a nbsp with our Global Head of Technology James Milligan the next generation of the workforce are going to care a lot more about sustainability than their predecessors When you re building cutting edge tech that facilitates this as Equal1 are doing it creates an attractive proposition and you ll find people who want to join your cause p p For more of Jason s insights and stories watch the event back nbsp a href https www linkedin com video event urn li ugcPost 6934801595494785024 target _blank in full here a Alternatively catch up with the nbsp a href https www haystechnology com tech founders target _blank rest of the series here a p p nbsp p h3 strong Author strong h3 p img src https www hays net nz documents 6074458 6478987 Harry Gooding 200x200 jpg 7f1af9d1 b6d8 f05f 82fc 54d8144a66c1 t 1660790569260 amp imagePreview 1 style float left p p strong Harry Gooding strong br strong Director Hays National Technology UK amp I strong p p Harry Gooding is part of Hays Technology working across our Enterprise Technology Practice and supporting new initiatives around skills development After beginning his career in recruitment he then worked in VC backed start ups and scale ups for six years across two different portfolios before joining Hays p p nbsp p div

Isaac Teoh 2022-10-06T00:33:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=7941867 2022-09-20T07:53:51Z 2022-08-18T04:05:00Z

div strong Senior manager jobs are in high demand and it s no surprise Such roles can do wonders for your salary but making the transition from a team player such as a senior developer to a team leader is often easier said than done strong div div nbsp div div Your current role may require a high level of technical expertise but a managerial role calls for a more diverse skillset You can t rely on your IT acumen alone To succeed as a senior people manager in tech you must be competent across a broad range of technical business and human skills div div A couple of ways to build up your experience could be taking on more projects finding a mentor or pursuing an extra curricular course But where should you start and what skills should you target Here are some areas to consider to help you apply for your first senior management job and stand out during the interview process div div nbsp div h3 strong 1 Understand staff motivation nbsp strong h3 div Many businesses are adopting flat organisational structures which is something you re probably used to if you work in tech nbsp a href https www mckinsey com business functions organization our insights the organization blog fitter flatter faster how unstructuring your organization can unlock massive value target _blank According to McKinsey a this way of working can unlock massive value for businesses thanks to the resulting agility and boost to their decision making capabilities But when you switch from working in a flat structure to managing in one staff motivation is a major factor to consider nbsp div div nbsp div div iframe frameborder 0 height 200 loading lazy scrolling no src https www buzzsprout com 1462603 10141622 13 daniel shapero chief operating officer at linkedin client_source small_player amp iframe true title How Did You Get That Job 13 Daniel Shapero Chief Operating Officer at LinkedIn width 100 iframe div div nbsp div To keep staff motivated and maintain the benefits of a flat organisational structure is a difficult balancing act and one only the best managers can achieve by understanding how to keep different employees motivated There are many ways you can achieve this namely by div ul li Clearly communicating and practising transparency to build team trust li li Developing goal based incentives to help you meet your targets and innovate li li Cheerleading your team s work and communicating its impact to the wider business nbsp li li Empowering team members to take ownership on specific projects and tasks li li Use dedicated one to one meetings to understand how specific goals and challenges motivate each individual li ul h3 strong 2 Think strategically nbsp strong h3 div Tech managers are one part of the wider organisational structure whether that s a flat or hierarchical one They need to work with other teams and departments while managing their own team And doing this successfully requires you to understand the inner workings of your organisation not just its technical aspects div div So you may want to look beyond your individual contribution to your organisation and think a little bigger Good managers will ask themselves div ul li How does my team deliver value to the organisation li li What other teams do we work with How does this collaboration help us succeed at a team and organisational level li li Overall how is our organisation performing Is the brand strong Are we continuing to innovate li li Who is our competition How does our organisation compare to others in the marketplace nbsp li ul div An individual tech professional tends to focus on their personal responsibilities and goals A manager however concentrates on the health of the wider business div div nbsp div h3 strong 3 Pursue management courses nbsp strong h3 div Good management is one such skill that needs continuous development requiring you to understand how to successfully transition from focusing on your own technical work to managing a team of people div div a href http www montrealintechnology com 15 interesting things you didnt know about shopify ceo tobias lutke target _blank When he started his role as CEO at Shopify a Tobias Lutke said that he was not good He joked that the wonderful thing about computers is when you tell them what to do they ll keep doing it and they ll do it until you tell them to stop It turns out humans are not like that div div In other words people management is not easy But it is a skill you can learn and courses in everything from conflict resolution to strategic leadership negotiation and organisational behaviour can help nbsp div div Some companies provide financial support for staff who want to focus on their professional development nbsp a href https careers twitter com en university html target _blank Twitter a for example even nbsp a href https www2 deloitte com us en pages about deloitte articles deloitteuniversity leadership center html target _blank runs its own university a nbsp to help staff build their business acumen and leadership skills But if your organisation doesn t do this write a business case and present it to your manager nbsp div div nbsp div h3 strong 4 Network and build a support group nbsp strong h3 div When you start a role as a senior manager it can help to network with fellow senior managers introducing yourself to different teams and making connections with the wider business This not only helps you gain visibility in the organisation and build confidence in your skills but you also get valuable insights into how the business operates div div Also see if your organisation offers a mentorship programme that pairs new managers with established executives This is a brilliant way to get one to one support and candid advice from someone with management experience What s more this can help you to gain exposure from an influential person at your organisation div div You may also want to network with professionals outside of your organisation This is a savvy move for your future career It can help to have industry connections if you ever decide to move on maximising your chances of landing the best tech management jobs going now and in the years ahead div div nbsp div div nbsp div div nbsp div h3 strong Author strong h3 p a href https www linkedin com in christinewrighthays target _blank img src https expertcontrib hays com documents 14947266 18890907 Christine Wright_Tech jpg 63c7cdcb 1f77 6803 0500 2e8254577d8b t 1619782054183 style float left a strong Christine Wright strong br strong Senior Vice President Hays US strong p p Christine Wright is responsible for the growth and expansion of the Central and West US Region and leading national strategic projects This is the latest function in her extensive 25 year career with Hays where she has lead the establishment turnaround and management of high performing businesses across 4 continents Prior to her current role Christine was the Managing Director of the Asia region where she was responsible for the day to day operational management and significant growth of Hays in Japan China Singapore Malaysia Hong Kong and India Christine has also played key roles in the management of Hays business in Australia and in the United Kingdom She holds a Bachelor of Science Honours in Statistics and Computing has attended business programs at IMD Ashridge De Ruwenburg business schools and is a member of the Director Institute of Australia Christine lives in Denver with her husband and is an executive mentor in her spare time nbsp p div

Isaac Teoh 2022-08-18T04:05:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=7941687 2022-08-18T07:17:00Z 2022-08-18T03:53:00Z

div p If you re applying for your first role in the world of tech it can be difficult to know how to write a CV that highlights what you bring to the table However just because your experience and proven use of technical skills is limited or even non existent that shouldn t dissuade you from applying p p The nbsp a href https www haystechnology com blog p_p_id com_liferay_blogs_web_portlet_BlogsPortlet amp p_p_lifecycle 0 amp p_p_state normal amp p_p_mode view amp p_r_p_tag upskill 20and 20reskill target _blank digital skills gap a nbsp we re seeing means that more companies are taking on applicants who are new to the sector Here are eight CV writing tips to help you prove that you re the right candidate for a role in tech p h3 strong 1 Take time to consider your CV layout strong h3 p Your CV needs to quickly grab the reader s attention as they may have received tens if not hundreds of applications for one role That s why it s so important to make your CV easy to digest with the key skills that the employer is seeking clearly outlined Divide your CV into clearly defined sections and explore the idea of using boxes columns to separate them You don t want the page to look too busy with the text squashed together or too small to conceivably read p h3 strong 2 Tailor your CV to suit the role especially in tech strong h3 p Not all roles in tech are the same or require the same capabilities It may sound obvious but always tailor your CV to the exact role you re applying for Recruiters and hiring managers may not progress your application if they feel it is too generic or it s written for another company Understand what skills especially technical they re looking for and incorporate this into your CV p h3 strong 3 Include a short profile at the start of your CV strong h3 p There may be a number of candidates with the same technical skills as you and if you re applying for your first role in tech there s a chance that they have more experience than you By including a profile you can demonstrate why you are different and give an insight into who you are and why you ll offer something else p h3 strong 4 and better still a cover letter strong h3 p It can make a massive difference if you take the time to put together a cover letter specific to the role and company Not only will it demonstrate that you re willing to make an effort but it will allow you to go into more detail on the achievements and skills that matter most Furthermore just because the role is in tech that doesn t mean that technical skills are the only ones that matter especially if you re new to the sector A well written cover letter can also highlight your soft skills such as communication that can compensate for your lack of experience p h3 strong 5 Mention extracurricular activities strong h3 p Personality goes a long way Do you have any hobbies around tech Areas of special interest Don t be afraid to highlight these especially if they are relevant for the role For example if you have been part of a coding club or you have designed an app as a side hustle then say it These details are memorable and can really help you to stand out to the reader Include these in your short profile or cover letter p h3 strong 6 Improve your skills and include them strong h3 p Some recruiters like to see a section on your CV highlighting your key strengths and personal skills This can be a great way to tell a company how you will add value at a glance It can be helpful to include some soft skills to complement the technical ones you ve developed p p If you haven t got much professional experience in tech a great way to build your CV is to take part in short courses that offer badges or certifications There are plenty of free learning platforms with industry recognised lessons and certifications out there As with a cover letter nothing shows willing better than time invested in learning so it s worth finding a course that is relevant to the role and completing it p h3 strong 7 Write the results of your past work strong h3 p Whilst recruiters hiring managers do want to understand what work experience you have even if it hasn t been in tech avoid simply writing out your previous job descriptions Instead showcase what you personally delivered what the result was and what you learned p h3 strong 8 Make sure your CV is clear to the reader strong h3 p Once you ve finished writing your CV ask someone to read it through Can they easily identify exactly what you were doing on any specific date that is relevant to your profile For example what was your role in June 2020 Your CV should be able to tell someone this without them making any extra effort Everything should be clear to the reader at first glance if not change it and simplify p p Looking for your first role in tech Search our jobs a href https www haystechnology com search jobs target _blank nbsp here a p p nbsp p div h3 strong Authors strong h3 div nbsp div p a href https www linkedin com in jennifer schneider 14a05098 target _blank img src https expertcontrib hays com documents 14947266 18890907 Jennifer Schneider 200x200 jpg 4b924324 cd1b f3e9 b71a 7953db472d90 t 1648132679119 style float left a p p nbsp p p strong Jennifer Schneider strong br strong Director Hays Early Careers strong p p Jen has more than a decade of in house expertise across the Early Careers talent management cycle including the attraction selection development and retention of early careers populations As both a former Hays customer and in her current role as Director of Early Careers at Hays she has unique perspective to partner with our clients to develop practical impactful solutions across the Early Careers landscape p p nbsp p div div div nbsp div div nbsp div div nbsp div div nbsp div div nbsp div div nbsp div p img src https www haystechnology com documents 14947266 18890907 Harry Gooding 200x200 jpg b4cf0bea cb2b 1625 f431 af0c9c0e2f6e t 1635240715236 amp imagePreview 1 style float left p p strong Harry Gooding strong br strong Director Hays National Technology UK amp I strong p p Harry Gooding is part of Hays Technology working across our Enterprise Technology Practice and supporting new initiatives around skills development After beginning his career in recruitment he then worked in VC backed start ups and scale ups for six years across two different portfolios before joining Hays p div div

Isaac Teoh 2022-08-18T03:53:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=7941591 2022-08-24T08:45:23Z 2022-08-18T03:44:00Z

div p Whether you ve spent years in tech or are a relative newcomer it s tempting to list as much information about yourself as possible on your CV Alternatively you ll almost certainly have plenty of experience and skills that you might not have considered mentioning but that would massively improve your perception in the reader s eyes p p Yes you ve got to highlight your relevant accomplishments and abilities but it s just as important to make sure that you evidence these properly with supporting details Failing to include the context around what you ve done will leave your reader none the wiser and your CV won t stand out p p Here are some tips for showing off who you and the value you ll bring to an organisation You can check out the latest jobs in tech nbsp a href https www haystechnology com search jobs target _blank here a p p nbsp p h3 strong How to reference your soft skills properly strong h3 p When it comes to adding soft skills to a CV most people do one of two things omit them entirely or list them briefly in their personal statement or in a dedicated section Neither are helpful p p Instead of just using adjectives to describe yourself without anything to back it up you can weave examples into your story as proof Here are some common words that candidates use and ideas of how to support them p ul li strong Creative strong nbsp give examples of your experience in problem solving or ways you ve driven growth use quantifiable data here as further evidence li li strong Adaptable strong nbsp describe occasions where you ve adapted to a change in your role or during a project li li strong Strong communicator strong nbsp list where you have collaborated negotiated led a team particularly if based in multiple locations or done any public speaking li li strong Team player nbsp strong include any team projects or where you ve worked with others li ul h3 strong How to evidence your tech experience strong h3 h4 strong Personal development strong h4 p Some parts of your experience will not fit neatly into your career history but it s worth including your personal development There are different ways you can do this depending on your roles and experience For example p ul li Training courses you ve attended including some examples li li Qualifications you ve gained li li The number of awards or accolades you ve won li li Relevant extracurricular activities something covered in nbsp a href https www haystechnology com blog blogs how to write a cv 8 tips for candidates applying for their first role in tech target _blank this blog on entering the tech workforce a li li Communities either online or physical that you have joined or regularly participate in li ul h4 strong Team management leadership strong h4 p This is going to be common among many experienced candidates Make sure you address these questions using quantifiable data and adding further details that paint a bigger picture about the sort of leader you are p ul li How many people did you manage Was that face to face remote or hybrid li li How senior were the individuals li li What were the retention rates li li How did people progress in the business or be successful li li Who did you successfully mentor to get further on li ul p If you ve worked in a team before but not led one instead focus on your responsibilities within it This is where you can evidence soft skills such as communication and cooperation p p By following the advice outlined above you ll have a much better chance of standing out from the crowd and persuading the reader that you re the right candidate for the role p p Keep your eyes peeled for our upcoming series in which we ll be offering expert advice on how to make your skills shine when applying for roles in specific tech specialisms p p Search for your next tech role nbsp a href https www haystechnology com search jobs target _blank here a p div nbsp div h3 strong Author strong h3 p a href https www linkedin com in jamesmilligan1 target _blank img src https expertcontrib hays com documents 14947266 18890907 James Milligan 01 crop 200x200 jpg style float left a p p strong James Milligan strong br strong Global Head of Technology at Hays strong p p nbsp p p James Milligan is the Global Head of Hays Technology having joined in 2000 In his role he is responsible for the strategic development of Hays technology businesses globally p div

Isaac Teoh 2022-08-18T03:44:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=7941499 2022-08-24T08:45:48Z 2022-08-18T03:38:00Z

div div strong There are few times within your career that you know you are at a pivotal moment you re on the cusp of something big something that not only has the potential to make a material impact on the way you can support your customers but also to play a part in the evolution of a sector That s where I am at the moment We re launching Hays Technology today as a standalone brand and it s an extremely proud moment for me personally and professionally strong div div nbsp div div We have the potential to make a huge difference to customers across the world by ensuring our clients have access to skills that are constantly evolving when they need them regardless of sector or size We will be better positioned to support professionals within this space ensuring they have everything they need to continue to be at the forefront of technological change And working in tandem with our partners we will be able to provide best in class products and services div div nbsp div div The world is becoming increasingly digitised at an unprecedented pace Most sectors and roles are being impacted by the tech evolution from marketing to engineering to finance almost no sector or industry is unaffected What is clear is that most organisations have either recently undertaken a digital transformation journey or they are currently doing so And the reality is that digitisation modernisation and continuous advancement is very much a modern day business norm Many businesses today have adopted a software mindset a consumer behaviour in which we accept and most interestingly want change as it means a better service with more options personalisation and an improved experience overall This means that as new systems tools or channels are introduced the understanding and expectation is that these will continue to evolve and improve resulting in a continued technological change within an organisation So it s only natural that the demand for technology talent will continue to evolve rapidly alongside it div div nbsp div div This has been obvious to many of us for some time I have spent a large part of my career finding the tech talent that companies need to succeed and supporting extremely talented individuals to reach their career goals It s my passion and what gets me out of bed in the morning I have always wanted to ensure that we re fuelling the tech transformation and are constantly evolving After all if tech professionals have the latest skills and businesses have access to them as and when they need them then everybody is operating to their full potential As a society we all benefit from that Technological disruption has the potential to help create a better world by improving efficiency reducing costs and driving economic growth This would go some way to addressing some of the UN s Global Goals to end poverty fight inequality and address climate change div nbsp div The pace of growth in the tech space will not slow down Technological transformation has accelerated new technologies are continuously being created and the world of work is rapidly evolving Over the past year alone our reliance on technology has increased significantly it s become more and more integral to our day to day lives Staying connected has been powered by technology and processes in the world of work are becoming increasingly digitised as artificial intelligence and machine learning continue to become more widely used div nbsp div But we mustn t forget that this constant acceleration of technology is against a backdrop of an already skills short market Demand is far surpassing supply and that is not sustainable The requirement for new skills is ever evolving and new jobs are being created all the time to keep pace with new technology each needing a set of new skills skills that aren t readily available now The need to learn and adapt is constant As technology continues to advance people will have to learn to upskill and reskill to maintain and enhance their employability None of us know what the jobs and skills of the future will be but we have the insights and expertise to support our customers as they all look to the future div nbsp div At Hays we have nearly 30 years of experience and expertise in the technology sector which accounts for a good portion of my career as well We ve supplied the tech talent that has been integral to the evolution of many companies throughout the past three decades We ve predicted trends and the growing importance of many of the roles that are commonplace today but unheard of just a few years ago We understand technology and the many nuances of the industry Hays Technology is full of people like me passionate about technology and passionate about making a difference to people s lives div nbsp div In a world where companies are struggling to find the skills they need and where professionals need a partner to make sure their skills remain relevant to market demand Hays has a big role to play In a fast moving market like tech it is even more important to provide quick and easy access to top skills and the top jobs div nbsp div h3 strong Innovate like a start up and deliver like an enterprise strong h3 div nbsp div Establishing Hays Technology as such a strong brand in the market means we have a business that is able to better represent our customers within the tech industry We will achieve this by ensuring that everything is tailored towards them and operating on a global level powered by local teams built based on what our customers need We can innovate like a start up and deliver like an enterprise div nbsp div Whether start up scale up enterprise medtech edtech fintech proptech or public services whatever their size scale or sector Whether cyber cloud software development or another specialist area we understand the tech sector we understand the latest technologies and the nuances of roles Because not only do we have three decades of experience in tech but now we re making sure that our deep expertise is aligned to sectors and technologies enabling us to work together with organisations to drive growth It s important to remember that Hays itself is a data and tech company we are constantly evolving and developing digital products We re not on the outside looking in we are very much part of that world It s near impossible for someone who doesn t understand technology to recruit tech talent and that s what sets us apart from everybody else because we live it div nbsp div Our partners and networks allow us to build and share our sought after expertise We re connected to the most important players within the tech industry working with communities to forge relationships that matter and to provide extra value to our customers This means that we have an unrivalled network of high quality engaged professionals with the skills to meet the challenges of today s and tomorrow s digital evolution If a business is on the hunt for tech talent we know the people who can make a difference to their organisation We want to make sure that we are having a positive and lasting impact on the tech world and the talent pipelines of the future improving the sustainability of skills by reskilling and building talent pools for the future div nbsp div The benefit of being in the technology space ourselves is that tech employers know we have an unrivalled understanding of their business and as a result they come to us This further allows us to act as a partner and it also provides professionals with a solid reason to trust us to find them a role that suits them We understand what employers are looking for and we can provide professionals with insights into relevant opportunities We can tell them who the best employers are what a particular opportunity would entail and we can offer them valuable information into the organisations that are hiring That is something that you will only get by choosing Hays Technology div nbsp div div If you re a tech professional and you re ready to line up your next role Hays Technology is here to work with you and provide the support you need We can offer professionals the very best possible career opportunities and partner with you to build a skills framework to support your career in the ever evolving tech world proving ourselves as lifelong career partners We offer timely advice and expert insights into the skills currently in demand potential career prospects and the latest employment trends enriching their careers We work with individuals to make sure they re prepared for whatever the new era of work brings next and make sure that the right opportunity is available to them whether they want a permanent role or a contractor position div div nbsp div h3 strong Continually evolving to meet the market strong h3 div nbsp div We know that Hays Technology needs to continue to evolve in the rapidly changing market so we can meet the needs of customers both now and in the future Continued investment is key to the success of Hays Technology We are constantly evolving our own tools and technologies we continue to learn be agile to change and innovative in our approach We know this is necessary to shape the future of technology recruitment As we evolve with the market we ll keep coming up with new ideas and solutions so our customers can get the very best service div nbsp div Since we began operating in this space in the early 1990 s it s been of great importance to us So much so that we ve been heavily investing in this area for some time whether that be through our own people and the training and tools that they receive or the insights that we provide to organisations and jobseekers Our resources and investment continue to be vital today they set us apart meaning we re a lifetime career partner like no other We have access to the best resources tools and platforms to drive top performance in everything we do div nbsp div div We know the world s dependency on technology and tech skills will only increase so we will ensure that we are always at the forefront of what skills are needed when We want to make sure that we re doing our part in finding the skills for the workforce of the future The opportunities and possibilities within the technology sector are endless and we re ready to provide a recruitment company that reflects that That is my ambition and the ambition of Hays Technology to build the leading global technology recruiting company by using our global expertise industry insight and local knowledge to provide an unrivalled service to all customers The tech world is an exciting world to be in the potential is monumental and the gains on offer are huge which is exactly how I feel about Hays Technology We are ready to shape the future of tech recruitment div div nbsp div div Read more from our specialist recruiters nbsp a href https www haystechnology com blogs here a div div div nbsp div h3 strong Author strong h3 p a href https www linkedin com in jamesmilligan1 target _blank img src https expertcontrib hays com documents 14947266 18890907 James Milligan 01 crop 200x200 jpg 1a6b2337 f091 018e 993b b04da8732041 t 1619698316832 style float left a p p strong James Milligan strong br strong Global Head of Technology at Hays strong p p James Milligan is the Global Head of Hays Technology having joined in 2000 In his role he is responsible for the strategic development of Hays technology businesses globally p div

Isaac Teoh 2022-08-18T03:38:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=7941332 2022-08-24T08:46:22Z 2022-08-18T03:27:00Z

div p We are seeing digital transformation in organisations at an unprecedented rate The events of the last two years have completely changed how businesses interact with their customers and each other with much of the workforce requiring enhanced digital skills than at the start of 2020 p p It s no surprise then that the most in demand tech jobs for 2022 are enablers of that accelerated digital transformation This list of jobs is based on data from global hiring trends in Q4 of 2021 and the insights from our clients on what their anticipated requirements are going into 2022 p h3 strong What s new in 2022 strong h3 p The biggest difference this year is the jobs at the top of our list While in previous years the most sought after candidates tended to be in more roles that required more greater technical knowledge we re now seeing a return to the desire for people who can deliver change to a business as their digital transformation programs continue p p Project managers are responsible for the delivery of that change as well as scoping out what it might look like It s absolutely critical that these people are able to work within agile frameworks since this is where the demand is and where we expect it to continue to be p p How can this be supported Of course organisations will still rely on the developers who can build the applications that the customers and employees are utilising They ll then require individuals who can use the data that is being gathered from those applications and offer any insights to help the business There continues to be a demand for data engineers and analysts in this space p p Meanwhile we re seeing that the DevOps methodology is well and truly established in organisations now There s been significant investment in this since the start of the pandemic and it s no surprise to see that DevOps engineers are still so highly sought after p p Once the applications have been built and the data has been extracted and analysed companies need to ensure that they re secure In 2021 we saw engineers and architects in cybersecurity at the top of our list and though they re ranked lower this time they re no less important to a business growth and success The increase in the number of people working remotely digital transactions and the amount of available data means that organisations must keep on top of security p h3 strong Top 10 most in demand tech jobs for 2022 strong h3 p 1 Project Manager p p 2 Business Analyst p p 3 Java Developer p p 4 net Developer p p 5 Data Analyst p p 6 Data Engineer p p 7 DevOps Engineer p p 8 Data Scientist p p 9 Product Owner p p 10 Security Engineer p p If you re looking to take the next step in your tech career make sure to nbsp a href https www haystechnology com search jobs target _blank look at our available jobs a p p nbsp p h3 strong Author strong h3 p a href https www linkedin com in jamesmilligan1 target _blank img src https expertcontrib hays com documents 14947266 18890907 James Milligan 01 crop 200x200 jpg style float left a p p strong James Milligan strong br strong Global Head of Technology at Hays strong p p James Milligan is the Global Head of Hays Technology having joined in 2000 In his role he is responsible for the strategic development of Hays technology businesses globally p div

Isaac Teoh 2022-08-18T03:27:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=7941183 2022-08-24T08:46:43Z 2022-08-18T03:17:00Z

p When we talk about the climate crisis we re not discussing events that will unfold in several years time we re talking about now nbsp It s the responsibility of organisations to ensure a greener present and future and while many leaders worry about the challenges of such a transformation there are plenty of benefits that taking action will bring p p To explore these outcomes in further detail leaders from technology companies across the world have shared their experiences and stories of working toward a greener world If you haven t already read my previous blog featuring quotes from some of these contributors nbsp a href https www haystechnology com blog blogs how tech companies big and small are tackling the climate crisis here a p h3 strong Why going green is essential for organisations now strong h3 p In the UK nbsp a href https www linkedin com company network 2 supplies ltd target _blank N2S a nbsp work to recycle and reuse technological equipment to reduce the burden on the earth s natural resources In recent years their Executive Chairman Andy Gomarsall MBE has seen greater interest in the work and believes that organisations reputations will suffer if they aren t serious about the climate He explains Where we re getting materials from is at the heart of every discussion now and it should be And if it s not you don t want to be working with those companies I think the really big overarching point is that if your company isn t taking this seriously your share price is going to go down You re not going to find any staff and so you re just not going to exist p p Linian Li is GM for the Greater China region at nbsp a href https www linkedin com company modern water plc target _blank Modern Water a a company that offers services and technologies for monitoring pollution in water Li agrees with Gomarsall and thinks that it s not just the opinions of employees and partners that will matter The change of corporate image has become an important factor in opening up product sales and environmentally friendly products are more favoured by consumers p p The recycling of resources also greatly reduces the production cost of the enterprise In the past organisations generally believed that investment in environmental costs was an important factor affecting corporate profits p p a href https www linkedin com company esus mobility target _blank ESUS Mobility a nbsp was one of the startups recognised in the CleanTech and Industry Challenge categories at the nbsp a href https www haystechnology com blog blogs hays technology and empact ventures partner to power social connect for good target _blank Super Connect for Good competition a nbsp in 2021 Operating in Valencia Spain the company produces electric scooters and vehicles for deliveries last mile journeys and more As such it s vital that it can promote these products as a viable alternative William Venturim CEO summarises the challenge How are we going to convince these companies which work with vehicles that are sometimes 10 20 years old to switch to ours That now there is a better way that can be more optimal means fewer costs and can be more environmentally friendly p p For Venturim the solution is simple If you can prove that sustainability is cheaper everybody becomes environmentally friendly p p a href https www linkedin com company ichoosr target _blank iChoosr a nbsp started 14 years ago in the Netherlands and Belgium and now does business in the UK US and Japan It organises group buying for sustainable technologies such as solar panels ensuring that hundreds of thousands of people can access equipment such as this easily and at a cheaper rate p p This means not only connecting directly with individual consumers but communities too Irsan Widarto the company s CTO explains In our case we have these extra stakeholders which are these community leaders such as the Greater London Authority in the UK or the Homeowners Association in the Netherlands They partner with us because we have the story of sustainability We cannot greenwash because then we would lose the trust of these NGOs and even governments That would be as big a problem as losing customers p h3 strong Greenwashing strong h3 p From speaking to these tech leaders it s clear that greenwashing is a concern The term refers to an organisation s practice of misleading consumers and partners on its dedication to being environmentally friendly p p It s something that Gomarsall also feels very strongly about I have a wry smile every time I see certain companies talking and advertising how green they are It s the sensitivity of marketing isn t it Never let the truth get in the way of a good story p p In the tech sector there s an element I call See no evil hear no evil and that s just pure blissful ignorance It s I don t want to listen to you Andy because I know it s bad but don t ruin it for me p p Having worked at iChoosr for five years Widarto s advice is clear Don t do any greenwashing Make it clear that Hey we re not there yet that s fine I think that s much better than not telling a story or telling the wrong story p p There s a lot of big companies struggling with this because they don t have a good story yet and then they re basically making up stories I have two kids aged 22 and 19 they can see right through it They don t buy it I might fall for that trap but they don t This is the generation that s going to suffer most for what we did and what our predecessors did We are sometimes blind to this but that s not the case for the younger generation p h3 strong Why sustainability matters to your staff and why that benefits you strong h3 p It s obvious to Widarto that organisations must promote their green credentials when hiring new workers particularly with those entering the workforce at a young age He explains There s a shift happening I especially see it with the younger generations and that they think work should fit their life and their goals in life Just in my case when hiring a developer I can tell them that they have to work 40 hours a week and I pay good money that s not enough they can take that job anywhere p p A lot of people that work at iChoosr have this passion for sustainability You know how competitive the IT market is overall in Europe it s hard for me to get developers The extra thing we offer is that if we are successful then it s very likely we are helping consumers to be more sustainable and that in the end will help make the world a better place p p This isn t just speculative Widarto points to iChoosr s relationship with the AP University of Applied Sciences and Arts Antwerp where students contact him regularly to request a traineeship or placement as a rest of the company s values As a result he takes on at least two people from the university each year p p Gomarsall expands on this with a warning to organisations who fail to prioritise sustainability The next generation are growing up in a green revolution There s a context of climate change happening in the school curriculum They re going to be the ones sat down in front of your organisation and they are going to be asking you at point blank range What are your sustainability goals What are your targets Why should I join your company and what are you doing to save our planet p p Hiring such an enthusiastic workforce pays off too Li gives an example from her own organisation where one employee proposed a partnership that benefitted everyone Modern Water China takes sustainability as one of employees assessment indicators and we are open to employees for any good ideas about public benefit and environmental protection activities to which young employees really pay attention Only a few years ago our application engineer Jie Li introduced us to MyH2O a Chinese NGO dedicated to improving drinking water quality in rural regions of China He had been a volunteer for this NGO during his time at university p h3 strong Tackling the climate crisis strong h3 p Li warns that organisations shouldn t try to implement a quick fix when tackling the climate crisis Business leaders must have a clearly identified vision and set of values successfully embedding sustainable business strategy and practices across their operations to transform the organization towards a sustainable future p p It s also important to remember that passion doesn t always directly equate to expertise even if you or your staff are keen to take responsibility What can leaders do to gain knowledge and how can they encourage their workforce to do similarly p p Gomarsall offers insight into his own story We are so fortunate in this generation that you can just go on the internet and learn I spend most of my time on LinkedIn just passing on information educating and sharing some of the stories that shocked me So first and foremost go learn and understand That doesn t mean to say you have to be an expert but just know and understand it p p It s only a small step but it can lead to a much brighter future p p em Read part one of this series on nbsp sustainability nbsp a href https www haystechnology com blog blogs how tech companies big and small are tackling the climate crisis here a em p div nbsp div h3 strong Author strong h3 p a href https www linkedin com in jamesmilligan1 target _blank img src https expertcontrib hays com documents 14947266 18890907 James Milligan 01 crop 200x200 jpg 1a6b2337 f091 018e 993b b04da8732041 t 1619698316832 style float left a strong James Milligan strong br strong Global Head of Technology at Hays strong p p James Milligan is the Global Head of Hays Technology having joined in 2000 In his role he is responsible for the strategic development of Hays technology businesses globally p

Isaac Teoh 2022-08-18T03:17:00Z Isaac Teoh https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=7940789 2022-08-18T07:16:25Z 2022-08-18T02:32:00Z

div div Last year we launched Tech Founders a series of live events in which we nbsp explore nbsp the career stories behind some of the world s most exciting tech founders In each instalment I meet a different entrepeneur nbsp to discuss nbsp how they nbsp got to where they are today arrived at their business concept and secured investment to build their business br nbsp div h3 An accidental entrepeneur h3 div On Tuesday 22nd March I sat down with Adam Coleman to discuss HRLocker nbsp Adam has worked in recruitment and HR for 30 years and pivoted toward tech in 2013 nbsp with a cloud based solution for organisations personnel needs Based in the town of Lahinch nbsp on the coast of the Republic of Ireland HRLocker is founded on nbsp clear principles and a nbsp company culture that works for everyone nbsp div div nbsp div div Watch our conversation in full below div div nbsp div div div iframe allow accelerometer autoplay clipboard write encrypted media gyroscope picture in picture allowfullscreen frameborder 0 height 377 src https www youtube com embed MH2qTdFqNCU title Tech Founders with Adam Coleman width 670 iframe div div div nbsp div div Alternatively if you d like to watch a specific part you can use nbsp these timestamps to find the relevant question div div strong Can you tell us a bit about yourself nbsp em 06 20 em strong div div Adam has spent a total of 30 years in recruitment and HR he actually started out nbsp at Hays Having worked at a company that grew from five employees to 800 he later nbsp founded an HR firm nbsp that became HRLocker as the tech was developed div div strong How critical is the role of HR in a company growing at scale nbsp em 09 10 em strong div div Adam spoke about working and interviewing as a recruiter before the internet and how he desire for a new challenge took him to Ireland s second ever unicorn div div strong In those first few months and years working in HR what were the main things you took away nbsp em 13 50 em strong div div Two words common sense Adam also stresses the importance of emotional intelligence in an HR role div div strong Where did HRLocker and start and what is it nbsp em 14 55 em strong div div Adam spoke frankly and honestly about his family and how it brought him back to Ireland Having founded an nbsp HR consulting nbsp company in 2004 Adam s desire to automate his processes nbsp nine years later led to HRLocker He did point out that he still can t read or write a line of code div div strong How would you describe yourself nbsp em 17 29 em strong div div p Rather than a knowledge of tech it s been Adam s knowledge of the HR market that has propelled his business He describes COVID as the great university that forced people to learn and made it easier to educate It s here that he labelled himself as an accidental entrepeneur p div div strong Would you say that nbsp an ability to adapt has been a big part of your story nbsp em 19 45 em strong div div What are the main principle for HRLocker nbsp Adam looked back on his time at Digifone and decided nbsp what he did and didn t like These principles now guide the business It s also clear that Adam is an avid reader He lists the books that have helped him and the one he wished he d read sooner div div strong Tell me about surf time nbsp em 26 06 em strong div div Surf time allows HRLocker employees to take time out of their working day to do something else As nbsp Adam pointed out if the surf s only good for a limited period there s no time to waste div div strong What would be the perfect problem statement you d hear from a client nbsp em 29 10 em strong div div HRLocker has an impressive retention rate which Adam credited to the business ability to solve problems He wants to make life easier for not just employers but also nbsp employees allowing them to manage their own careers div div p strong What was it like shifting from a very manual approach to an automated hands off approach nbsp em 33 17 em strong br Honestly and authenticity is important to Adam which is something he s not always encountered in his career nbsp p p strong What would you go back and tell to a younger Adam as he became a founder strong em strong nbsp 37 25 strong em br Again he wishes he d read that book He also stressed the importance of finding a mentor and shared his interest in psychometrics p p strong Would you say that HR is your passion strong em strong nbsp 41 35 strong em br Adam s first passion was philosophy He cited his favourite Socrates quote which is tattooed on his arm and how that s informed his outlook as a founder p div div div strong What s served you well and what s been the hardest part to get to grips with strong em strong nbsp 46 24 strong em br Working at Digifone meant that Adam got involved with and recruited for all departments As for the other side he s made a lot of mistakes but that s how he s learned div div strong What do you find hardest when it comes to hiring What s changed in recent years strong em strong nbsp 49 04 strong em br HRLocker have been used to hiring remotely as a lot of talent won t be willing to relocate to Lahinch Adam explained how his outlook has changed over the years and told me about his upcoming tour to visit all of the HRLocker workforce He used a term I really liked Work is no longer a place div div strong What advice could you give to any founders out there strong em strong nbsp 55 00 strong em br Adam gave our viewers advice based on his mistakes such as working without nbsp a co founder He also spoke about triangulation and how that helps him today div div div strong What s next for HRLocker strong em strong nbsp 57 55 strong em br I d already heard about the tour but Adam is looking ahead to building HRLocker s presence in the UK and US div div p Watch more events from our Tech Founders series nbsp a href https www haystechnology com tech founders here a p p nbsp p h3 strong Author strong h3 p img src https www hays net nz documents 6074458 6478987 Harry Gooding 200x200 jpg 7f1af9d1 b6d8 f05f 82fc 54d8144a66c1 t 1660790569260 amp imagePreview 1 style float left p p nbsp p p strong Harry Gooding strong br strong Director Hays National Technology UK amp I strong br nbsp p p Harry Gooding is part of Hays Technology working across our Enterprise Technology Practice and supporting new initiatives around skills development After beginning his career in recruitment he then worked in VC backed start ups and scale ups for six years across two different portfolios before joining Hays p p nbsp p div div

Isaac Teoh 2022-08-18T02:32:00Z Matsumoto Madoka https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=6752696 2022-08-09T07:02:10Z 2022-04-17T23:26:00Z

div Kathy Chen VP of Partner Sales for Asia Pacific and Japan for Citrix on how she got into Tech her journey and challenges being a woman leader and why diversity is crucial for tech companies div hr div em This is an excerpt from episode 8 of the Technology podcast How Did You Get That Job Listen to the full podcast em div div nbsp div div iframe allow autoplay clipboard write encrypted media fullscreen picture in picture allowfullscreen frameborder 0 height 232 src https open spotify com embed episode 2hUi8aYdYvY08tW6PXsZtT utm_source generator amp theme 0 width 100 iframe div div nbsp div div div When you think tech the first image to pop into mind might be men in hoodies in a dark room but that s certainly not our lived reality today in Asia The tech industry especially in Southeast Asia is far more diverse than before with strong female representation in countries like Singapore and Thailand at close to 50 according to a study by a href https www bcg com publications 2020 boosting women in southeast asia tech sector target _blank Boston Consulting Group a div div nbsp div div In this episode of strong a href https www haystechnology com blog blogs podcast how did you get that job target _blank How Did You Get That Job a strong Shaun Cheetham Chief Sales Officer at Hays speaks to Kathy Chen who is Vice President of Partner Sales for Asia Pacific and Japan for Citrix Below is an excerpt from the podcast div div nbsp div p strong Shaun Why don t you tell us a little bit about your career to date strong p div strong Kathy strong My first job as a programmer I did coding I discovered that I really liked to interact with people talk to people and I m more interested in not only technology but also how technology can change or transform people can really bring to the industry to the society to the organisation div div nbsp div div Then I joined a company called Compaq to be a Sales Associate and became a Sales Manager Partner Manager distributors After Compaq I joined Streetcom which is a network company to sell network solutions And then a software company Computer Associates to sell security softwares div div nbsp div div After that I joined Microsoft At that time Microsoft hadn t started Cloud that s the reason I joined Cisco because Cisco at that time started to look into data centres Because of this knowledge I was re hired by Microsoft div div nbsp div div And then I joined Twitter a social media company and there I learned how to tell a story And then I decided to do something different and very interesting and so I joined a movie company for about a year where I failed So re joined the IT industry and now I work in Citrix a company that sells remote work solutions where I manage Partner Sales and the Eco System div div nbsp div div We sell remote work and digital workspace solutions but our customers need to integrate more solutions which could involve infrastructure investment and also deployment services and post service adoption services All of these go through Partners Every market is very different whether in customer requirement or government regulations for Cloud so we very much rely on local partners to provide the services div div nbsp div div My role is to enable those partners to sell our solutions by providing tailor made solutions for services for their customers and so achieve win win div div nbsp div div img src https www hays net nz documents 6074458 6479003 Kathy Quote_1 jpg 919043b3 fa36 e430 7595 2d887a13ead7 t 1650238066490 amp imagePreview 1 style height 100 width 100 div div nbsp div div strong Shaun You mentioned the movie company and you said frankly that you failed in that role What s it like to have success in your life and then all of a sudden you come across this moment in time to hear your point failure how do you move on from that strong div div nbsp div div Kathy I felt really bad I blamed myself for making this bad decision and started to think what I had done wrong if I had another chance to start again what I would do differently div div nbsp div div But I learned a lot which was really useful for my career like raising funds to produce a movie it s just like a start up company You have an idea you find IT and then you start to develop the story find the team You raise money for the first round second round and to go to market A lot of things are similar I got involved in the end to end process which I learned a lot from and also built my network with financial companies div div nbsp div div When I look back I m thinking if I fail I will keep thinking again and again to look back at what I have done wrong and what I can do better That s why I m saying I can learn more from failure instead of success div div nbsp div div img src https www hays net nz documents 6074458 6479003 Kathy Quote_2 jpg 28dfe182 06e2 527f 121b c89f1c2556d5 t 1650238091599 amp imagePreview 1 style height 100 width 100 div div nbsp div div strong Shaun What s been the biggest challenge you ve ever faced in your tech career and how did you overcome it strong div div nbsp div div strong Kathy strong The continuous learning People normally just learn some skills but in the technology industry you have to let go of that notion Just because you are expert for something like a mainframe it doesn t mean that you don t have to learn new technology div div nbsp div div Another thing is tech grows so fast Expectations are always high I manage sales and marketing so there s always a big goal ahead of me Companies expect double digit growth every year no matter what kind of company That s organic growth so it s very stressful sometimes div div nbsp div div Shaun What has been your experiences and maybe challenges of being a woman leader in the technology industry div div nbsp div div strong Kathy strong Sometimes as a female not a female leader I think we may lack of self confidence and it causes me to be emotional at times I really took a long time to overcome this and to believe in myself and I am sometimes still emotional but give it limited time If I really feel bad I just cry to find a place without anybody cry alone for an hour maybe two hours and then stop Back to reality and solve the problem div div nbsp div div strong Shaun Let s talk about that for a second so mental health happiness these are themes of this podcast series you just talked about a few things with regard to your own happiness and challenges how do you focus on your own personal wellbeing strong div div nbsp div div strong Kathy strong I believe in work life balance During the weekend I do art fashion design related activities appreciate life and take good care of myself but on working days I just focus on work I m very logical I use everything I learn the skills and competencies to face the problem solve it and be creative and engage with the team and to just enjoy the journey div div nbsp div div I m really into playing computer games that s kind of my meditation I play the game Interior Design where I have to conquer something and earn some virtual money so I can buy stuff to do the decoration for my clients div div nbsp div div img src https www hays net nz documents 6074458 6479003 Kathy Quote_3 jpg d22a2aaf 557c 7e74 53a7 8b683d259258 t 1650238116141 amp imagePreview 1 style height 100 width 100 div div nbsp div div strong Shaun When we first met you had just come back from Hawaii and you were working remotely and you said to me that you were a big advocate for people working remotely What are your thoughts about how companies can operate successfully in a remote world strong div div nbsp div div strong Kathy strong Before I answer that we need to talk about the definition of remote work Many people think remote work is just a meeting like a video especially since we have a lot of platforms now as well as email collaboration tools but all these only enable collaboration The next level of remote work is getting access to mission critical apps at home The remote work I m talking about is where I can access mission critical apps get all the data I need connect with people I want Then I can work anywhere div div Then I m thinking why not travel somewhere to demonstrate to trial remote work So I went to Hawaii and I worked there for more than a month On a typical day there I m sitting on the beach with my rubber duck and my laptop I had all the data I needed I can access all the apps and connect with teams across the world whether in APJ or in our US Headquarters div div nbsp div div strong Shaun Companies today are focusing on opportunities for people from a diverse background what effect do you think this has on the future of tech strong div div nbsp div div strong Kathy strong When I started working in the software company what I remember learning is software is a design for people it s not like hardware You can show people this is a cap then people know what a cap looks like But for software different people use software or have a different experience so user experience is much more important That s why diversity is very important because you design the software for different people div div nbsp div div You have to include different kinds of people in the design stage in the experience development to feedback on experience Diversity is the DNA of technology companies div div nbsp div div img src https www hays net nz documents 6074458 6479003 Kathy Quote_4 jpg f07ab5e6 5025 b94d b7dc f9670ec1a09b t 1650238140447 amp imagePreview 1 style height 100 width 100 div div nbsp div div strong Shaun What advice would you give women listening right now who are wanting an opportunity in tech and to become an inspirational leader like yourself strong div div nbsp div div strong Kathy strong I think what s preventing or stopping women from entering this industry is the lack of support and visibility of success stories They also think technology is boring and that working in technology must be very stressful that you ll have no life It s not like that What I want to say is don t focus on technology itself focus on what technology can bring to society how it can transform the individual the organisation and like we just talked about transform the future of work div div nbsp div div strong a href https www haystechnology com blog blogs podcast how did you get that job target _blank Listen to the full podcast a or subscribe to How Did You Get That Job to be the first to tune in when season 2 drops strong div div div nbsp div

Matsumoto Madoka 2022-04-17T23:26:00Z Matsumoto Madoka https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=6628687 2022-08-09T07:02:56Z 2022-04-05T23:55:00Z

div ul li Research shows low employment rate for Autistic people in US UK and Australia li li Meanwhile some employers focus on hiring Autistic people as opposed to a fully neurodiverse workforce li li Adapting interview techniques and job descriptions can make process more inclusive for neurodiverse applicants li ul div p The lack of diversity and inclusion in the tech industry is a widely acknowledged problem with advocates voicing their concerns at various nbsp a href https techcrunch com 2019 06 17 the future of diversity and inclusion in tech guccounter 1 amp guce_referrer aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8 amp guce_referrer_sig AQAAAE4jjjnHoeVIRiZ_61NZzP3sp0Tv5q6h2 ZFHw7ZDLK6BwEL3SiUd1b8zn5Eby7oAqF4eZRLsssHOpkYmsIwGL2TQp6h4Eeyd0OGyyDr31xwdss3v8ogWtir84YMmp12gNqU5MiEp_COeg7eEULxJ9YTL wdxWSRDgq4paiCyX80 amp utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank high profile conferences a Companies listened and were soon hiring with an increasingly inclusive mindset becoming aware of the issues such as nbsp a href https techcrunch com 2019 06 17 a diversity and inclusion playbook utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank unconscious bias a nbsp and the benefits of a varied workforce A nbsp a href https www mckinsey com featured insights coronavirus leading through the crisis charting the path to the next normal most diverse companies now more likely than ever to outperform financially _ga 2 261828429 1345480530 1621326156 45003300 1614888440 amp utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank 2020 McKinsey study a u u nbsp for example u u nbsp found companies in the top quartile for gender and ethnic diversity significantly outperform their competitors p p But neurodivergent individuals are still often overlooked when compared to other minority groups and this issue exists across multiple conditions and on a global scale nbsp a href https social hays com 2020 10 06 neurodiverse workforce benefit business utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank In the US a 85 per cent of nbsp Autistic nbsp a href https www marketwatch com story most college grads with autism cant find jobs this group is fixing that 2017 04 10 5881421 utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace 3A 7E 3Atext There will be 500 2C000 adults 2Cnational unemployment rate of 4 5 25 target _blank college graduates nbsp a are unemployed nbsp a href https epicassist org 1 in 70 australians utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank In Australia a just 40 per cent of Autistic people are employed compared to 83 per cent of people without a disability And nbsp a href https www huffingtonpost co uk entry 16 percent of people with autism are in full time paid work_uk_5811e71be4b0ccfc9561da6f guccounter 1 amp guce_referrer aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8 amp guce_referrer_sig AQAAACTPKb7 X49V6g1QiCVLPdGGyJa7K8vuebxlmya6MTLLMLZUGYM7JjLxqisg7WMiDbpSXrzlNfDB6bGJTMr2FH5mnS5kjWPdcb17H5wb1mAb9thVnNDe1iovzdJbiAeipYmemydzxVeVN32j5VJVkOUvTpjj5aAvH 0jg2duQvZU amp utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank in the UK a only 32 per cent of Autistic adults have some form of paid work with 16 per cent holding full time roles And that s just looking at one neurodiverse condition In the UK nbsp a href https www neurodiversitymedia com neurodiversity employment statistics utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank 29 per cent of people a nbsp with Tourette Syndrome are unemployed and in the US adults with ADHD are 18 times more likely to be disciplined at work and 60 per cent more likely to lose their jobs compared to their neurotypical peers p p strong Steps toward neurodiversity in the workplace strong p p Individuals labelled as neurodivergent can end up in a silo where they are not appreciated for the attributes that make them unique and valuable But many neurominorities and experts are pushing for change Speaking to nbsp a href https www theguardian com society 2019 oct 02 simon baron cohen autism neurodiversity brains money utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank the Guardian a Cambridge Professor and Director of the University s Autism Research Centre Simon Baron Cohen said What we want is that one day every workplace will be diverse we already encourage that with gender and ethnicity but the next frontier is neurodiversity and it will become ordinary People won t think twice about it p p In our nbsp a href https www haystechnology com blog blogs benefits of neurodiverse tech team in the workplace utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank previous blog a nbsp we explained the benefits that neurodiverse employees can bring to the workforce particularly in filling technical skills gaps In this blog we examine how tech companies are adjusting their hiring processes to encourage neurodiversity p p There are many examples of Autism at Work programs within the tech industry and whilst these are a step in the right direction by focusing on a single subset of the community employers could be missing out on the range of strengths available from a fully neurodiverse workforce p p strong How to adapt your recruitment processes for a neurodiverse tech workforce strong p p The benefits of hiring a neurodivergent workforce are clear However many such individuals are often unintentionally disadvantaged by traditional recruitment methods where processes favour neurotypical candidates and neurominorities are automatically screened out p p Let s now examine some of the issues neurodivergent individuals face during the recruitment process and potential solutions for you to implement p p strong 1 The issues with job interviews strong p p A traditional job interview can be problematic If you have a neurodivergent condition like Autism or Dyspraxia you could struggle to understand social norms and non verbal communication Autistic people are also prone to nbsp a href https www autismspeaks ca about about autism learn the signs of autism utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank sensory processing issues a making a panel interview difficult to navigate as the candidate has to focus on several people s verbal and non verbal communication at one time p p However there are many ways to adapt your interviewing techniques to help neurodivergent individuals For example instead of using a panel of interviewers you could conduct a series of sequential interviews with one interviewer at a time p p a href https www ibm com blogs jobs 2019 11 19 neurodiversity at ibm when doing the right thing brings success for us all en fr utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank Dyllan Rafail a nbsp was diagnosed with Asperger s Syndrome in the first grade He now works at IBM and explains how the traditional interviewing process put him at a disadvantage My difficulties make it very hard to present myself effectively in the setting of a standard job interview The fault of this standard is that it s more effective in gauging an applicant s ability to polish a resume and speak smoothly rather than their eligibility skills for a position of employment While good for some this system filters out people like me p p This nbsp a href https hbr org 2017 05 neurodiversity as a competitive advantage utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank Harvard Business Review a nbsp article explains things further The behaviour of many neurodivergent people run counter to common notions of what makes a good employee solid communication skills being a team player emotional intelligence persuasiveness salesperson type personalities the ability to network the ability to conform to standard practices without special accommodations and so on These criteria systematically screen out neurodiverse people p p One way in which to compensate for this is to send candidates the questions in advance of the interview Obviously if the ability to think on your feet is a key requirement of the role then this may not be suitable However where that is not the case it can allow candidates to give more detailed quality examples which can help interviewers to better understand their suitability for a role As working memory can be an issue for many neurominorities this simple adjustment can be particularly beneficial nbsp p p In support of neurodiversity IBM launched the IBM Ignite Autism Spectrum Disorder programme in 2017 People who are Autistic struggle to get through the standard hiring process Andy Williams explained who s spearheaded the IBM scheme In nbsp a href https www ibm com thought leadership passion projects neurodiversity utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank a recent report a he notes that engaging in small talk or making eye contact can be an overwhelming challenge for these individuals and create an uncomfortable situation for the interviewer By adapting the process to meet the needs of a neurodiverse candidate employees can find their way to opportunities that might otherwise be out of reach to their benefit and IBM s the report added nbsp p p strong 2 Adapt your job interviews strong p p When referring to its Autism at Work programme nbsp a href https news sap com 2019 10 workplace neurodiversity autism at work program utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank SAP a nbsp recently stated Many companies are looking to problem based interviews that ask a candidate to perform a task which can make it easier for neurodiverse candidates to demonstrate their talents to the company nbsp p p This is particularly common in technical interviews where candidates are often asked to solve a problem and explain their thinking using the white board This can be an overwhelming experience for nbsp a href https medium com will f gilreath tales from the interview from a perspective of autism cc8db4d65357 utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank neurodivergent candidates a u u nbsp particularly where there are interruptions from the interviewer or where instructions and boundaries for the task are unclear p p Nahia Orduna a solutions architecture consultant at Amazon agrees that the interviewing process needs modification Writing for the nbsp a href https www weforum org agenda 2020 08 neurodiversity workplace opportunity utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank World Economic Forum a Orduna said Ambiguous and too broad questions are a disadvantage for neurodiverse talent and can discard great employees It is much more appropriate to give them a task to perform Not all the roles may be optimal for people on the neurodiverse spectrum but in our digital age with new careers in data and in IT there are more and more opportunities where their skills are needed p p If you do include more traditional interview questions in the process you may want to change the nature of your questions to make them more manageable for neurominority candidates This includes avoiding vague questions and instead focusing on those with a discernible connection to the tech job For example instead of what are you most proud of try to be more specific such as name a technical problem at work you ve solved in the last couple of months Instead of tell me about your CV ask for specifics from their CV and so on p p strong 3 Get inventive with your interview techniques strong p p You don t need to stick to traditional interview processes either For example work trials short internships and practical assessments in person or remote all provide alternative ways for candidates to showcase their talent focusing on an individual s ability to perform the specific job role You could also replace psychometric testing which are often more favourable to the neurotypical cognitive profile and instead ask candidates to provide examples of their previous work to help you better understand their fit to the job in question p p a href https www protocol com newsletters protocol enterprise tech neurodiversity autism hiring rebelltitem 1 amp utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace rebelltitem1 target _blank Microsoft a s neurodiversity recruitment initiative for example began in 2015 with more than 125 full time employees now hired under the programme COVID 19 meant that the company had to get creative with its interviewing processes for neurodiverse individuals Prior to the pandemic they would hold interviews with potential candidates over several days including sessions where individuals would work in teams to solve an engineering challenge Now that s all virtual Microsoft also uses Minecraft and other programs to keep that same team style interview but in an online setting p p Dell also has an nbsp a href https jobs dell com neurodiversity utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank Autism Hiring Programme a which focuses on the technical abilities of the candidate and observing them during team building exercises Candidates then take part in a two week skills assessment which includes project prototyping exercises p p Regardless of the approach that you adopt it is important to consider what you are trying to get from the process Following a standardised recruitment process for every role may not ultimately lead to the best candidates Think about what the role needs and how you can identify those skills in a candidate without putting unnecessary barriers in the way p p strong 4 Help tech talent and interviewers prepare strong p p It s also important to prepare your candidates for the selection process The nbsp a href https www cipd co uk Images neurodiversity at work_2018_tcm18 37852 pdf utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank Neurodiversity at Work a nbsp report from the CIPD recommends providing the candidate with clear instructions on how to get to the interview venue and what the process involves as well as choosing a suitable quiet space free from distractions It is important to avoid any ambiguity in your instructions to ensure that the candidate s expectations are aligned with your own p p If you intend to ask the candidate to complete a coding test for example make them aware of this part of the interview and if possible provide them with a way to get to grips with your coding environment before the interview p p The problem with many code tests is they expect way too much and put the test in a completely alien unfamiliar coding environment on the web in the web browser that is very user unfriendly and overwhelming and over stimming nbsp a href https medium com will f gilreath tales from the interview from a perspective of autism cc8db4d65357 utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank writes software development engineer William Fletcher Gilreath a p p You may also want to consult with nbsp a href https businessdisabilityforum org uk knowledge hub resources how to commission services for supporting neurodiversity at work utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank neurodiversity experts a nbsp to help your interviewers prepare for interviewing and hiring neurodivergent individuals Otherwise they could consciously or unconsciously make negative judgements on an applicant s suitability for a role Your candidate filtering tools may need to be adapted as well to remove unconscious bias for example by enabling blind recruitment on a number of levels p p Importantly companies must also remember there is no duty for an individual to disclose a neurodiverse condition However interviewers must be aware of a few key dos and don ts if a candidate does decide to disclose this information A nbsp a href https www acas org uk neurodiversity at work utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank report from Acas a nbsp states If they do volunteer this information interviewers must not respond by asking further questions about it They should take particular care not to be influenced by the information in their selection decisions p p strong 5 Consider the wording of your job adverts strong p p It s not only your interview processes that may need adapting but your job adverts as well As explained by Martynas Kavaliauskas co founder and CEO at GPS tracking company Tracking Fox in this nbsp a href https www techrepublic com article people with autism succeed in it jobs when companies hire for capabilities not credentials utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank Tech Republic piece a companies should modify job postings to state explicitly that neurodiverse applicants are welcome p p This is an important point Include a diversity and inclusion statement in your job description and state you are happy to discuss reasonable adjustments to help the candidate Job adverts also need to be precise clear and avoiding jargon p p For Direct Line s nbsp a href https www bbc co uk news uk 51014028 utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank Yvonne Akinwande a the key to getting her dream job was that the advert didn t specify something like Must be exceptional at written communication p p Speaking in a statement Yvonne explained I am not exceptional at written communication But it did ask for someone who s creative in their mindset and likes to engage and work with other people Skills that I possess p p When writing job adverts it is important to consider the skills attributes that are really necessary for the role rather than listing generic skills As demonstrated above by including unnecessary requirements you could end up losing out on the strongest candidates p p strong To kick off your neurodiverse hiring journey start talking to the experts strong p p Hiring neurodivergent tech professionals has a positive effect on the entire workforce bringing a whole pool of untapped talent into the industry and at a time when the digital skills gap is at nbsp a href https www bbc co uk news business 56479304 utm_source blog amp utm_medium content amp utm_campaign haystech neurodiversity in the workplace target _blank an all time high a p p If you want to start hiring a neurodiverse workforce the first step for many tech businesses is to engage with specialists in this field make sure any supplier has both professional HR credentials and can also walk their own talk by being a neuro inclusive employer themselves nbsp a href https www geniuswithin org utm_source Tech amp utm_medium Blog amp utm_campaign article2 amp utm_id GeniusWithin target _blank Genius Within a nbsp is one such company whose expertise experience and insight is market leading nbsp p p Working for 10 years within the Neurodiversity sector they have gathered thousands of points of data which shine a light on how to attract and importantly retain the considerable talents and strengths of the neurodivergent workforce p p They know that good quality inclusion practice means 95 of individuals continue to perform better within their role with 25 of them going on to be promoted The average improvement in performance in 67 from Genius Within measurement surveys three months after completing their intervention sessions p p The adjustments that make the biggest differences are not necessarily the most expensive nbsp Calendar flexibility providing quiet environments and noise cancelling headphones for example can make a world of difference for just the price of a stationary cupboard item p p Their approach to systemic change also means that they seek to design out the barriers that individuals face within an organisation meaning that they are able to clear a path for those to come This kind of approach not only improves individual performance goals but also provide bottom line financial advantage to all sizes of business p p As Genius Within s CEO Nancy Doyle says we all lose when human potential is squandered p div You can get in touch with Genius Within by emailing nbsp a href http mailto clientservices geniuswithin org utm_source Tech amp utm_medium Blog amp utm_campaign article2 amp utm_id GeniusWithin target _blank clientservices geniuswithin org a u u nbsp or find out more by visiting their website or following them on all the usual social media channels div div nbsp div div a href https www hays net nz blog blogs the benefits of a neurodiverse tech team in the workplace Read more a nbsp on nbsp the benefits of a neurodiverse tech team from Jacqui Wallis Commercial Director at Genius Within div div nbsp div div nbsp div div h4 strong Author strong h4 div div img src https www hays net nz documents 6074458 6478987 James Milligan 01 crop 200x200 jpg 06b78275 d375 a3a8 5ea3 a8848c930f00 t 1647991218755 amp imagePreview 1 style float left p nbsp p p nbsp p p strong James Milligan strong br strong Global Head of Technology at Hays strong p p James Milligan is the Global Head of Technology at Hays having joined in 2000 In his role he is responsible for the strategic development of Hays technology businesses globally p div div nbsp div div div

Matsumoto Madoka 2022-04-05T23:55:00Z Tina Brown https://www.hays.net.nz/c/blogs/find_entry?p_l_id=1826085&entryId=6587066 2022-08-09T07:03:30Z 2022-04-01T09:57:00Z

ul li Remote work and digitisation have both skyrocketed during the pandemic with the adoption of new technologies pushed forward by several years in a href https www mckinsey com business functions strategy and corporate finance our insights how covid 19 has pushed companies over the technology tipping point and transformed business forever target _blank just a few months a li li This situation has created a boom in demand within the tech industry for particular skill sets a href https www hays co uk blog insights top skills employers want tech professionals target _blank As I ve previously discussed a there s currently a huge drive for expertise in cloud and infrastructure cyber security data science and change management to name a few li li But to build the right tech workforce for our future remote and hybrid working world employers must ensure their people have access to the personal and professional development they need no matter where they are working li ul div In this last blog of our series exploring the impact of flexible work in tech we look into how this phenomenon could affect the careers of tech professionals div div nbsp div div h2 strong Don t let the career progression of your tech talent stall strong h2 Tech workers are worried about advancing their careers while working from home with a href https www kaspersky co uk blog women in tech 2021 22201 target _blank women in tech a particularly badly affected a href https www zdnet com article remote work is here to stay tech workers are starting to worry about their careers target _blank Our research a found that more than one third 39 per cent of the tech workforce said they believe that flexible working limits career development but that belief varies greatly depending on how senior they are in the industry div nbsp div James Hallahan Director of Hays Technology in the UK and Ireland said that when it came to the impact of flexible working on career progression there is a fairly stark disparity between those more senior and newer members of staff div nbsp div Director level professionals for example are least likely to think that flexible working limits their progression 70 per cent perhaps because they ve already built a successful career and have strong networks in place In contrast just over half of tech graduates are worried about the effect on their careers div nbsp div To overcome this organisations need to prioritise personal and professional development across their workforce from junior to senior staff There are many ways to achieve this from online learning to buddy schemes and professional qualifications div nbsp div h2 strong Prioritise the development of early career tech professionals strong h2 a href https sloanreview mit edu article how to develop early career talent virtually target _blank MIT reports a that remote work actually improves confidence among early career employees by 80 per cent Plus it enables geographically distant colleagues to connect and for leaders to rotate staff across different departments to help early career employees learn on the job and share knowledge This then ultimately helps them to a href https www forbes com sites benjaminlaker 2020 10 20 new virtual platform helps connect employers with talent sh c8b31a950648 target _blank figure out what they re most interested in a which will enable them to progress at a faster rate div nbsp div However a href https go doodle com Career Development in a Pandemic html utm_source doodleblog amp utm_medium website amp utm_campaign talentdevelopment target _blank further research a reveals that a lack of mentorship and training due to remote work can affect staff with only 18 per cent of bosses scheduling weekly one to one meetings during the pandemic for example This kind of regular contact while working remotely is essential for first time workers Particularly when they don t have the opportunity to learn by osmosis like they would when working alongside more experienced colleagues in an office div nbsp div So make sure you maintain the support and development of your staff especially your early career employees even when they re working remotely div nbsp div h2 strong Invest in online learning platforms for your tech staff strong h2 To tackle the complex issue of career progression for remote staff online learning initiatives have a href https theconversation com massive online open courses see exponential growth during covid 19 pandemic 141859 target _blank risen in popularity a with tech companies creating a range of training opportunities for staff using both remote and in class resources Here are a few examples which highlight some potential options for your business div ul li strong Invest in upskilling all of your staff not just the techies strong With advancing digitisation many non tech workers may need to switch to more tech led roles in the future It s important to provide training for both these workers and your current tech workforce Amazon for example pledged 700 million in upskilling and training across several departments as part of its a href https www aboutamazon com news workplace upskilling 2025 target _blank Upskilling 2025 a initiative This includes the introduction of a Machine Learning University MLU to help tech workers build their machine learning skills li li strong Personalise your learning platforms to the individual strong Everyone learns in different ways While some individuals prefer online lessons others may want to sit in a classroom Also everyone s pace of learning differs So it s important to personalise your learning initiatives to give everyone the best chance of success Mastercard for example launched its Degreed learning platform to provide personalised learning experiences and help staff access the right resources for their career development Launched in 2016 the platform has gone from strength to strength during the pandemic and recently achieved a href https get degreed com en mastercard success story 2020 target _blank 96 per cent a engagement levels with staff li li strong Explore tech forward learning tools strong VR or v learning for example a href https www cio com article 3572930 vr raises the bar on corporate training html target _blank is growing in popularity a within the tech industry This tool can create virtual learning environments that allow delivery of training and development programmes in an immersive way In fact a a href https www pwc com us vlearning utm_source idg amp utm_campaign oculus22147 amp utm_medium brandpost amp utm_content training_transformation target _blank PwC study a on the use of VR in soft skills training found that learners trained in VR were 275 per cent more confident to act on what they learned after training which was a 40 per cent improvement over similar classroom training and a 35 per cent improvement over e learning methods li ul div h2 strong Career development in a hybrid working world is more important than ever strong h2 div Thanks to the rise in remote working career ownership now lies with the individual But in the competitive and dynamic world of technology organisations must help every member of staff thrive and develop the right skills for the future div div nbsp div With advancing digitisation and a growing digital skills gap there has never been a more important time for tech leaders to help their teams develop their careers in the right way whether they re working remotely or not div nbsp div h4 strong Author strong h4 p a href https www linkedin com in jamesmilligan1 target _blank img src https expertcontrib hays com documents 14947266 18890907 James Milligan 01 crop 200x200 jpg style float left a p p strong James Milligan strong br strong Global Head of Technology nbsp Hays strong p p James Milligan is the Global Head of Technology at Hays having joined in 2000 In his role he is responsible for the strategic development of Hays technology businesses globally p div

Tina Brown 2022-04-01T09:57:00Z