Author Archives: Matt Fernandez

MaxAd’s Recruitment Portal

Emails, emails, emails. Constant emails back and forth. Emails in your inbox, your junk, your spam all about recruitment. Is there any wonder good candidates are missed in the plethora of emails that you receive in any one day? Surely there must be a way to make this whole process easier, quicker and more efficient? There is – a recruitment portal!

A portal can be hugely beneficial in the recruitment process as it ensures CVs are all grouped together in the same place without relying on ongoing email communication. MaxAd’s new portal incorporates a single login which can be shared by all relevant members of staff in the process, from HR, to hiring managers and board members. The benefit is that everyone can view applicants at their convenience without having to wait for an email to be forwarded.

Making use of a portal thus greatly reduces the chance of breakdowns in communication and emails being missed in busy times, or being caught in spam filters.

MaxAd has recently implemented its own recruitment portal allowing a hiring client to view a suitable CV, with accompanying screening notes from the Campaign Maximisers, in a near real-time service. This portal gives clients an easy-to-use platform where they can view suitable candidates and action options such as “Like”, “Hold” and “Reject” each candidate – the changes directly correlating to our own internal databases and updating the Campaign Maximisers.

This portal will allow for an improvement in communication between the client and MaxAd, helping MaxAd to work better towards our client’s needs. This improved liaison stops the “Do you like this CV? / What about this CV?” type of questions and opens the gateway for more constructive open questions: “What is this CV missing? / “What is it that excites you about this CV?” and so on. The more detailed feedback from client to MaxAd enables us to undertake more tailored searches to find the ideal candidate. This is especially important in such a competitive market – being able to move quickly and accurately increases the likelihood of a positive result.

A recruitment portal is an efficient way for hiring clients to view CVs and improve their communication with their chosen recruitment party. As great as emails are within recruitment and business in general, we are sitting pretty in the technology age and a portal could just be the next great leap forwards in streamlining the recruitment process.

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The challenges of recruiting senior people in the IoT

A talent shortage? Even non-technology businesses are now scouting for IoT talent, as IoT is cross connecting companies and technologies. In a corporate world, where we have a general deficiency of Chief Data Officers, platform architects, security architects, data scientists and software architects – companies need to be open minded, when recruiting for these new roles.

Do not expect to find someone with 10 years experience in this area, one of the key factors to look for, is professionals who possess strong data interpretation skills. Get them to share their examples of data capture, and most importantly what have they done with it!

Above all recruit a candidate that “gets it” in terms of your business and how to engage with new technologies to reach the customer or how to best market new products and services.

Look for the progressive individual and don’t rule out someone who has worked in a free lance capacity or in a start up environment, as their learning is real and recent, they might just be looking for the right long term employed role right now!

As well as tech knowledge and skills (specifically cloud based business solutions) what are the other key skills to look for?

· Commercial and business outlook, interaction with business partners

· Forward thinking mindset – new business models & go-to-market strategies

· Data, data, data – experience of trend modelling

· Understanding of the possible security risks and threats

· Innovator and Implementer

Think about how you can attract and retain the best IoT talent, as their motivation is not necessarily the same as traditional industries…

· Am I working on new, innovative important work

· Who am I working with? Are they recognised as a credible manager or developer

The organisations that recruit the talent now, in preparation for future IoT needs, will be positioned at the forefront of this evolving business landscape.

Creating a strong IoT presence in the company can have massively positive effects, increased market presence, improved productivity and hence the opportunity to dramatically grow in sales and profit.

A talent shortage? Even non-technology businesses are now scouting for IoT talent, as IoT is cross connecting companies and technologies. In a corporate world, where we have a general deficiency of Chief Data Officers, platform architects, security architects, data scientists and software architects – companies need to be open minded, when recruiting for these new roles.

Do not expect to find someone with 10 years experience in this area, one of the key factors to look for, is professionals who possess strong data interpretation skills. Get them to share their examples of data capture, and most importantly what have they done with it!

Above all recruit a candidate that “gets it” in terms of your business and how to engage with new technologies to reach the customer or how to best market new products and services.

Look for the progressive individual and don’t rule out someone who has worked in a free lance capacity or in a start up environment, as their learning is real and recent, they might just be looking for the right long term employed role right now!

As well as tech knowledge and skills (specifically cloud based business solutions) what are the other key skills to look for?

· Commercial and business outlook, interaction with business partners

· Forward thinking mindset – new business models & go-to-market strategies

· Data, data, data – experience of trend modelling

· Understanding of the possible security risks and threats

· Innovator and Implementer

Think about how you can attract and retain the best IoT talent, as their motivation is not necessarily the same as traditional industries…

· Am I working on new, innovative important work

· Who am I working with? Are they recognised as a credible manager or developer

The organisations that recruit the talent now, in preparation for future IoT needs, will be positioned at the forefront of this evolving business landscape.

Creating a strong IoT presence in the company can have massively positive effects; increased market presence, improved productivity and hence the opportunity to dramatically grow in sales and profit.

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How does the Sport industry impact the UK economy?

So we’ve had an interesting time recently with lots of negativity in the press about the UK economy. I wanted to break away from that and highlight that over the next couple of months there are a number of positive events that are going to help the UK economy.

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sport and the economy

Stop paying too much for your recruitment…

I’ve just had a client who agreed to use a Recruitment Agency for one of their vacancies and the fees being charged were astronomical at 35% of the starting salary. He had not needed to recruit for some time and had forgotten about MaxAd and the service we provided. I had a discussion with him and explained that this is just too high even for an agency fee, regardless of whether he used us or not (he did!) I just didn’t want him to be over sold to, it’s just not right.

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The UK is now officially in “Full Employment”

With only 5.4% unemployed, there has been a dramatic turnaround in employment over the last year. So what does this actually mean for your business?

– Fewer people looking for work
– Potential salary increase to attract and retain workers
– People becoming more choosy about what, where and when they work
– Higher number of people requesting flexible working

 

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The UK is at full employment

All I want for Christmas is…

…yoooooooouuuuuuu!

Our partners at People Puzzles, the HR Consultancy, wrote this great article on top tips for businesses over the festive period.

Well, I’m sure it’s not really us and I’m positive it’s not a sexual harassment claim, an increase in sickness or a Christmas party that everyone is talking about for the wrong reasons!

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Xmas Party HR Rules