The What,1 How & Why of Diversity in the Workplace
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Business • Recruitment • HR
ISSUE 3, 2015
PITCH TO RICH: THE SILICON GLEN Britain is creating more startups than ever before, but many are finding it difficult to move into the high-growth bracket because of investment constraints. Virgin Media Business has set up a competition to help the best entrepreneurial minds across the UK with a £1 million business accelerator prize fund on offer. According to the latest Entrepreneurs Index, compiled by Barclays and the equity investor Business Growth Fund (BGF), the number of start-ups rose 3.7pc in the second half of last year, taking the total of active UK companies
to almost 3.14m. However, figures show that issues are occurring for high-growth companies in the £2.5m to £100m revenue bracket, with a slip from 23.2pc to 21pc. The Edinburgh Pitch to Rich competition was hosted in Dynamic Earth, April 29, as part of a nationwide search. Those picked from Edinburgh were Maddy Hurtle with SKINT, Grant Campbell with
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Scot Hatch Limited, and Kristine Moody from Team Magnus. Entrepreneur Jo Malone, founder of Jo Malone and Jo Loves, Katie McNair from Entrepreneurial Spark and Cally Russell founder of Mallzee judged the candidates from the region. Entrepreneurial Spark is already a presence in Edinburgh and Scotland for aiding entrepreneurs. Recently they announced that they would be furthering their efforts by partnering with KPMG, the global profession services, to help “thousands” of entrepreneurs across the UK to prepare their start-ups
for investment over the next three years. This alliance is headquartered in Scotland and runs four dedicated spaces in Glasgow, Edinburgh, Ayrshire, and Birmingham will later extend its reach across the rest of the UK. The Pitch to Rich competition echoes these sentiments and is self-described as an event “test your pitch on a panel of entrepreneur heroes, hear what they have to say to help improve it and create some buzz in your local area,” It is clear that the age of the entrepreneur Continued on page 3..
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5.8% of Scotland’s Workforce in Jobs That Did Not Exist in 1990
Editor’s Comment Mary Philip Welcome to the third issue of TeamPlayer360! It has been amazing to have such positive feedback about the paper and we are very excited to see how we can further grow – thank you! As a recent startup venture in Edinburgh, I’d like to take this opportunity to thank everyone that has helped us on our way. Over the last couple of months, there has been a lot of press about the rise of employment levels in Scotland. Official figures show the number of people in work rose by 3000 during the three months between December and February, meaning it increased by 46,000 over the past year. The number of Scots in employment now stands at 2,615,000. Statistics also showed unemployment increased by 9000 over the three-month period, however this still accounted for a fall in the figures by 14,000 over the year. The number of unemployed now stands at 167,000. As I also work for a Digital Marketing company called SharkDog, it is always interesting to see how these jobs are manifesting themselves into the hustle and bustle
of the 21st century business world. A recent report by PricewaterhouseCoopers (PwC) showed that 6% of the UK workforce is now employed in jobs that did not exist in 1990. This raises questions on how HR and recruitment will react in Scotland. Scotland was proved to be ahead of some of the other major regions in the UK, such as Manchester, Wales, North of England and Meresyside, with the number of those in jobs that previously did not exist in the 1990s. In London, close to one-in-ten workers are employed in roles that range from software engineers and database administrators to programmers and IT support workers. As businesses become fully enveloped into the digital age, it is imperative that HR and recruitment follow suit – and it is only set to increase. Jamie Coleman, Managing Director of CodeBase, said in a recent question and answer on Scotland Now’s Facebook page that: “I see at least 4 more billion dollar unicorns coming out of Scotland and a massive expansion of the [tech] scene.” With Scotland having seen a 32.3% growth in IT startups since 2009, growing from 4,930 to 6,520 tech enterprises, this is clearly an area that HR and recruitment need to keep up to date on. TeamPlayer360 is proud to have contributors discussing industry trends and commenting on HR and recruitment in Scotland today. The TeamPlayer360 team hope you enjoy this issue and find it both informative and relaxing!
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What’s inside NEWS
1-3
CITY SNAPSHOT
4-5
HR NEWS
6
HR INDUSTRY TRENDS
7
LEADERSHIP AND MANAGEMENT
8
DEVELOPMENT
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EMPLOYEE ENGAGEMENT
10
HR WOMEN
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DIVERSITY
12-13
GLOBAL RECRUITMENT
14-15
HR TECH
16-17
SOCIAL MEDIA
19
GRADUATE AID
20-21
YOUTH EMPLOYMENT
22
NEW APPOINTMENTS
23-24
INTERVIEWS
25
NETWORKING
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EXPERT ADVICE
29-30
NEW ORAGANISATIONS TO EDINBURGH
31
PRESS RELEASES
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UP AND COMING
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EVENTS
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NEWS
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Continued from page 1... is becoming more and more accessible. Peter Kelly, managing director of Virgin Media Business, said: “Digital connectivity is playing a huge part in helping entrepreneurs build successful businesses, propelling the economy forward. Right now, great British businesses, like the thousands” we work with, are seizing the opportunity that digital can have and shaking up their respective markets. “Scotland is one such economy that is already seeing the rise of game-changers.” These types of events should be well-welcomed in Scotland. Scotland’s technology sector has seen a large growth in startup companies since 2009, suggesting it is growing faster than other regions in the UK outside of London. Nicknamed Silicon Glen, the region has seen a 32.3% growth in IT startups since 2009, growing from 4,930 to 6,520 tech enterprises. Despite London being the UK’s main incubator for tech startups, its percentage growth only just beat Scotland with a 38.5% jump from 25,085 to 34,750 enterprises. It is not only Virgin Media Business that is attempting to assist Startups across the United Kingdom. At the beginning of April it was announced that Entrepreneurial Spark would team up with KPMG, the global profession services, to help “thousands” of entrepreneurs across the UK to prepare their start-ups for investment over the next three years. This alliance is headquartered in Scotland and runs four dedicated spaces in Glasgow, Edinburgh, Ayrshire, and Birmingham will later extend its reach across the rest of the UK. The final of Pitch To Rich will see nine finalists pitching to Sir Richard Branson and his hand picked panel of judges to see who will win the vast array of prizes and support of the Virgin Group. Once picked at the live final, June 26, Virgin Startup will also provide one-on-one financial advice and information about business funding and mentoring at the events. Those that are pitching are split into three categories: 1. Start-Up, the winner of which will receive £150,000 in marketing support with two runners up receiving £50,000.
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2. New Things, aimed at “disruptive ideas” with £50,000 going to the winner and £10,000 to two runners up. 3. Grow, aimed at existing businesses with a £250,000 marketing support top prize and £100,000 in marketing support going to the two runners up.
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CITY SNAPSHOT
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City Snapshot A new feature to TeamPlayer360, City Snapshot highlights some of the main news that has has been happening in Edinburgh - giving you your monthly briefing.
Edinburgh Retail Economy sees 5.5% increase 5.5% Resilient shoppers are helping the Capital’s stores buck a national trend of falling retail sales, new figures have revealed. Recent statistics from the latest Essential Trends survey shows that takings in March were up 5.5% on the same month last year in Edinburgh, compared with a drop
across Scotland of 0.7%. The economic strength has been associated with the success of marketing campaigns such as This is Edinburgh, and this year’s inaugural Edinburgh Fashion Week. Roddy Smith, chief executive of Essential Edinburgh, which manages the city centre’s business improvement district, notes that it is promising that the increased sales outwith the traditional tourist season in Edinburgh is encouraging. Mr. Smith added: “The retail sales figures so far this year have shown strong growth each month compared to 2014, maintaining the upward trend from last year, strongly ahead of the Scottish averages since January and consistently higher than the UK averages.”
Edinburgh Based Law Firm, Brodies, Has Been Named Scotland Law Firm of the Year at the International Who’s Who Legal Awards 2015 in Washington D.C.
Picking up the award for the fourth year running, Brodies picked up the award based on client feedback and peers, past performance and weighted votes cast in their favour. The Who’s Who Legal Awards recognises the leading business lawyers firms from 35 practice areas in more than 50 countries. Partners from Brodies were chosen for inclusion 13 times across the nine business law practice areas. Tom Barnes, editor of Who’s Who Legal, said: “Once again Brodies has performed extremely strongly in our research, and garnered more recommendations from the clients and private practitioners we canvassed
worldwide than any other Scottish firm. “We are delighted to recognise them once more as our Scotland Firm of the Year.” Commenting on the award, Bill Drummond, managing partner of Brodies, said: “We are proud to receive this award from Who’s Who Legal for the fourth consecutive time. “To be singled out by our international colleagues and our clients, following such a rigorous research process, is very encouraging. “In-house corporate counsel and top independent firms in the US and other major jurisdictions are,
rightly, discerning and demanding in their choice of adviser and this recognition reflects our commitment to go above and beyond their expectations in our work for them in Scotland and internationally. “We are grateful to Who’s Who Legal for carrying out such extensive research and to our clients for their continuing trust in us to provide the legal solutions they need.” In March Brodies was named National/Regional Law Firm of the Year at the Legal Business Awards in London and was also named UK Law Firm of the Year at the British Legal Awards last November.
Plans Lodged for Major Film Studio in Midlothian A BID to create a “world-class” film studio complex on the outskirts of Edinburgh has taken a huge step forward as full details of the £150 million project were revealed for the first time.
A recent announcement has revealed a huge step forward for a “world-class” film studio complex to built on the outskirts of Edinburgh. The £150 million project was revealed to include six separate sound stages suitable for film and television productions, alongside two huge back lots,
vast outdoor water set and a film academy in two years. The project is likely to attract international interest helping the creative industry’s reputation globally. It will also help to address concerns that Scotland is falling behind the countries like Wales and Northern Ireland, where Doctor
Who and Game of Thrones are made respectively, when it comes to studio facilities. The plans are vast with the two largest sound stages planned to be up to 70ft tall, with the remaining four having a maximum height of 50ft. Those behind the Pentland Studios project, which is being
pursued by a group of property developers and film industry figures with CVs that include Harry Potter and James Bond, claim it would give Scotland the UK’s third biggest film studio hub. The complex will even have a visitor attraction to allow people to experience the world-class facility and the stunning views of the Pentland Hills, as well as the 18— room hotel and health spa. The Pentland Studios team also insist the project does not rely on the backing of public sector bodies like the Scottish Government, Scottish Enterprise or Creative Scotland, who have been under fire for delays in backing a proper film studio for the country. Instead, Scottish culture secretary Fiona Hyslop has been trying to attract Hollywood film studios to Scotland during Tartan Week last month in Los Angeles. However, there are concerns that any significant public sector investment in a Scottish film studio will fall foul of strict EU state aid rules. They hope to secure planning permission within the next few months, although a significant
stumbling block will be the need to develop part of the project on green belt land. Douglas McGhee, chairman of the Pentland Studios project, said: “With extensive research and design talent behind the project, we hope this application will be recognised not only as a significant asset for Midlothian, but also for Scotland, the film, television and creative industries across the globe.” Alan Seddon, divisional director of project architects Keppie Design, one of the UK’s leading architectural practice, said the project had now reached a “significant milestone” with the lodging of a full planning application with the council. He added: “Film and television play an important role in people’s lives, but for most of us their production is such a remote activity, both physically and emotionally. “That a project like this should be coming to Scotland is amazing and we at Keppie feel genuinely privileged to have been involved in getting it to this stage.”
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Best Workplace in Scotland Is Right Here in Edinburgh Atria’s development, on Morrison Street, has won an award for their office space – for the second time.
The annual British Council for Offices (BCO) Scottish property sector awards has recognised PwC’s Edinburgh office as one of the best workplaces in Scotland. During the transformation that has been acknowledged for it’s top quality office design and functionality and high standard of excellence in both the regional and national office sector, the staff consultation process has also led to another award nomination. PwC Edinburgh will find out in October whether it has also won the award for the national Innovation award. Judges have commented that it is the attention to the people within the property as well as the physical
property itself that is the most important aspect. PwC successfully consulted its workforce throughout the fit-out process that allowed for employees to become passionate about their work environment. It is unsurprising that the relocation has achieved such attention. The new office space has managed to encapsulate the PwC business mission statement: “Together: One Firm, One Space, One Future”. Judging Chairman, Stephen Lewis of HFD Group, commented: “The entries for this year’s BCO Scottish Awards have been outstanding across all categories. All winners excelled in a variety of
factors including design, materials used and efficient use of space. The winning project in Edinburgh demonstrates how effectively the occupier’s vision has been incorporated in the physicality of the space.” Richard Kauntze, Chief Executive of the BCO, added: “This year’s awards reflect the outstanding quality of new office development across Scotland. The winning PwC Edinburgh office is a prime example of how a workspace can be used to engage staff and its credentials exceed industry standards to offer inspiration for other businesses.” The Regional Awards will be held
in Scotland for the seventh year, before winners go to the National Awards to compete on Tuesday 6th October 2015.
If you would like to find out more information about the awards, information is available via the BCO website (www.bco.org.uk).
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HR NEWS
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67% of HR Directors Are More Willing to Negotiate Salaries HR directors are now more willing to negotiate salaries to attract top job candidates, according to research from recruitment specialist Robert Half UK. Historically candidates have been dissuaded from mentioning their potential pay at the start of their recruitment process and throughout their employment. However, now 21% per cent of HRDs believe that it is appropriate to for applicants to initial remuneration discussions when applying for a role or within the interview, research from Robert Half UK suggests. The report went one step further and highlighted that one in 10 of HRDs feel that the company should always be the first to begin financial discussions. Only 28% per cent of the HRDs asked said that candidate should wait until the
final interview or offer stage before raising the discussion. “In the current hiring market companies need to move fast to secure in-demand talent, as candidates are receiving multiple job offers. Employers who are able to act quickly during recruitment and are prompt in providing applicants a competitive job offer are more likely to secure skilled professionals,” said Phil Sheridan, UK managing director of Robert Half. How should hiring managers broach the subject of pay? Sheridan added: “There is no one best way, however, HR directors have the opportunity to do so by
providing the salary band when advertising the role, during the interview process, or in the job offer. Either way employers should be proactively benchmarking remuneration levels so they remain competitive when discussing salary and benefits with potential candidates.” The topic of talent remuneration is picking up pace, with 49% of HRDs saying that they are operating in a job market where salaries are rising – with none reporting a deflationary wage environment. Robert Half UK predicted a 5.6 per cent wage increases for existing employees in the next 12 months.
39% of schoolgirls think certain jobs are more suited to boys, a survey by Network Rail has found Network Rail’s director of diversity and inclusion Loraine Martins commented that the report’s findings showed that girls as young as 12 are: “sensitive to stereotypes” and “ruling themselves out” of certain jobs. Of those asked, 58% said building and construction jobs are ‘male’, 39% said engineering and 29% said finance. Martins added: “We must put as much energy into tackling bias while girls are still in education, as we do into overcoming gender bias issues in the workplace,” A more positive outcome from the survey was that 65% of those asked said that they had a good idea of the career they would like to enter. The majority of those surveyed, 56%, said that having a clear understanding of the area of work they would like to enter helped them to decide which areas to pursue. In response to this survey, Network Rail has signed up
to the Women in Science and Engineering (WISE) “Ten Step Plan”. This campaign has been set up to increase female career opportunities in male-dominated sectors. One way in which they are achieving this is by working with university technical colleges to attract more women into engineering. Martins added: “We know that our industry is perceived as being pretty macho and that men have a better chance of succeeding than women. If this is the general consensus among adults, then it’s hardly surprising that these attitudes appear to have rubbed off on younger generations. “We cannot afford to be complacent and must keep challenging ourselves; setting ambitious targets to increase the proportion of women in our workforce and working with more education institutions to tackle the problem sooner and with the urgency it deserves.”
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Employers in Scotland Will Face a Challenge to Retain Their Best Employees This Year, a Survey Predicts
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A study by Robert Half UK reveals that the Scottish labour market will see an increase in intensity in 2015. Over 200 interviews were conducted with HR directors across the United Kingdom has exposed that, due to end of the recession, professional, skilled workers are in a stronger position in negotiations. The demand of these workers will become more increasingly in demand in 2015, something that will present a significant challenge to hiring managers and for employers wanting to retain staff. Scotland and Edinburgh are seen to demonstrate very positive signs of growth, especially in comparison to London. Out of the HR directors interviewed in the report, 58% intend to increase the number of permanent staff in Scotland in comparison to 40% across the rest of the UK. This trend of hiring in the first half of 2015 is predicted to continue into the second half additionally. However, Scotland will need to overcome the issue of skills shortage, a complication that doesn’t look like improving over the next year. This will lead to high levels of competition for recruiters to find the best talent. The Robert Half UK report showed that the majority of HR executives in Scotland, 95%, are aware of this competitive
environment and the challenges it will bring to their companies’. Just under half these HR executives (43%) go further and have stated that finding the right professionallevel talent will be more than challenging – it will be very challenging. Scotland faces the challenge of also having to compete with the rest of the UK; this is shown by only 32% of HR executives in the UK overall believing that the situation will be very challenging.
Retaining of quality staff in Scotland Hiring managers in Scotland are also confronted with the issue of how to retain their current staff. The Robert Half UK report highlighted that 85% of HR executives in Scotland are concerned that those with the top talent will seek other employment opportunities elsewhere this year. Kris Flanagan, Associate Director, Scotland, Robert Half UK said: “We are witnessing the typical post-recessionary power shift, with rapidly increasing demand for niche skills and commercial acumen affording
candidates a position of strength from which to negotiate. Scottish firms looking to expand their employee base are likely to drive up wages with the increased competition for the most soughtafter professionals. Companies who want to attract skilled employees will need to look once again towards generous remuneration packages. It’s also important to “rerecruit” current staff in a bid to retain them, making sure they are aware of training programmes and opportunities to progress, as well as other factors such as flexible working to facilitate work-life balance.” Join our LinkedIn group to add to the discussion of how Scotland’s HR managers can effectively keep hold of their best performers.
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LEADERSHIP AND MANAGEMENT
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Prevention Is Better than Cure – Don’t Wait for the Exodus
In January 2015, the Institute of Leadership and Management published research that highlighted that 37% of workers plan to change jobs this year. OK, so it was January - one of the points in the year when people naturally get off the treadmill, sit back and reflect on careers and make plans for the future (summer holidays being another one), but it’s the comparison with the same survey in previous years that makes it stand out. In 2014 only 19% planned to change job and in 2013 it was even less at 13%. Even though intent doesn’t always transfer into action, the significant increase in those looking to move on is likely to lead to higher attrition rates. On the same theme, research from Glassdoor this month revealed 39% of UK employees will look for a new job if they don’t get a pay rise in the next 12 months. This means 12 million people could be changing jobs this year with a potential cost of £360 billion in recruitment. Add to this the European Commission research that predicts a looming “Workforce Cliff” where labour demand outstrips supply across all major European countries (this happens in 2021 for the UK), and the scale of the potential talent problem facing UK plc. becomes alarming. Are you waiting for the crisis to hit and pay your part of the £360billion, or could you be taking action now to retain your talent and stay ahead of the competition? If we spin all this research on its head and look at what this really means for organisations, the results are concerning but provide great insight into what businesses need to focus on. However, in order to do so, firstly we need to understand what is driving dissatisfaction in the workplace. Then we can ask the
question: why are so many people suggesting that they plan to look for a new job in 2015? The vast majority of research points to two key factors to take notice of: 1. Pay isn’t the main issue. As alarming as the Glassdoor research mentioned above is, it supports other research that there are bigger reasons people are looking to move in 2015. Figures published by Kelly Services in H2 2014 state that 59% of respondents would choose the opportunity to gain new skills over higher pay. 2. Career Development is critical. Penna research also shows that other factors are a bigger driver of people moving on - 54.7% of employees leave due to a perceived lack of career development opportunities according to data gathered in 2014. Organisations need to see this as an opportunity. Taking preventative action now and working on career development could make all of the difference in H2 2015, helping to re-engage and hold on to key talent. Here are a few ideas on what we can do differently to counter the exodus:
1. Talk is cheap! Open the ‘career’ dialogue with colleagues and direct reports. Understand what makes them tick and understand what they want from the career deal in order to feel fulfilled. Career conversations need to happen on a regular basis and should be meaningful, not something that is banished to the annual review meeting. 2. Act. Delegate interesting projects to team members seeking opportunities for development and help them find opportunities for lateral development as a way of developing new competencies. 3. Share. Don’t be selfish with your people - if you spot a great opportunity for one of your team that happens to be in a different part of the business, signpost it to them. It might cause you a short-term headache but ultimately helping talent to move on, rather than move out, will be beneficial to your business. If you’re in HR or Resource Management, make sure you are building process and communication channels that make it easy to do this. 4. Recognise. 2015 research by
Penna on the different generations in the workplace highlighted that 32% of 18-24 year-olds felt their employer hadn’t done enough to recognise their potential. Notice it through regular conversations with them. 5. Celebrate! Take every opportunity to recognise and celebrate career success. If your team can see that you are openly delighted by their success, they’re more likely discuss their career aspirations with you. The benefits are two-fold; you’ll be seen to have helped them with their development, and will have created opportunity for others in your team to develop within the organisation instead of seeking opportunities outside. Whilst no single approach is going to be a panacea, these simple yet effective steps will help you to re-engage those who may be lured by the greener grass elsewhere. Promoting career development also strengthens your employer brand - positioning you as a company that truly supports employee progression and development, helping you to attract new talent.
Steven Ross Penna Head of Career Development M +44 (0)7810 801 707
DEVELOPMENT
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Is Being Busy the New quiet? Remember those times when we had quiet spells? When the flow of work eased for a while and we could stop and take stock of things? Yes, it’s been a while, certainly, but is the constantly busy feeling all that bad, or have we become hardened to it? It may be unrealistic to expect a return to the good old days, but do we deal with our current pressures as well as we should? And, can we look forward to being even busier in future? That is, if we’re fortunate enough still to be in work. So, it’s probably time to establish a new equilibrium. One where we are still very busy, but certainly more productive and able to accomplish more, instead of feeling overwhelmed or even stressed all of the time. For some of us, work is selfgenerated and we can regulate the pressures, or at least, balance them more evenly across our schedules. For those less fortunate, work flows from others – bosses, customers, staff, peers and assorted hangerson. Establishing and maintaining control in those circumstances isn’t quite as easy, without the authority or persuasive style that could buy us some time. If either one of the above is you (and that must include most of us), then how about adopting a new or revised attitude to work? As well as bad stress that creates the “fight or flight” response in us, there is a corresponding good stress, also known as “eustress” that gives us energy and motivation. Eustress is present in many high achievers, elite athletes and creative artists. If you’ve ever clinched a big deal, or had some other great result, then you’ll have enjoyed the benefits of eustress, such as clear thinking, focus and creative insight. Much of our talk about stress however, focuses on the bad. This can take many and different forms – from global catastrophic issues, such as wars & terrorist attacks, to more immediate and intimate
concerns like family and health. Sadly, there’s no shortage of stuff to worry about and it isn’t easy to separate the worry from work. When we’re at work and we encounter something stressful, like a tight deadline, we can deal with it for a while before it becomes too negative. However, if we are exposed in this way for too long, it can make us physically and mentally ill. The good news here is that research shows if we let go completely of a problem by applying certain triggers, our brain re-arranges itself so that the left and right hemispheres communicate better. The brain is then better equipped to solve the problem. This is known as the breakout principle where, by triggering a relaxation response ourselves at a point where we feel stressed, we can experience a sudden creative or energetic insight into the problem. This leads to a state of sustained improved performance called “the new normal” because the breakout principle effect can be remembered indefinitely. So, how do we go about accessing this? Like all good consultancy ideas, this takes place in four steps: First, struggle with a thorny problem – one that really taxes your thinking and experience. You need something that will take you up the stress curve quite a way and you will know when you get there, as you’ll stop feeling productive and start feeling stressed. Second, you need to step away from the problem completely and do something different to invoke the relaxation response. This can be done in lots of enjoyable ways: meditating for ten minutes, jogging, walking the dog, looking at paintings or listening to some favourite music. The key is to stop analysing, surrender control, and detach yourself completely from the problem. When you do this, your body creates the chemical response to relax you and make you feel more productive.
Third, is about gaining the sudden insight, which is the actual breakout itself. This is also known as “flow” or being in the zone and is what happens to elite athletes when they train hard and let muscle memory take over. It also happens to creative artists when they experience a surge or burst of creativity or imagination. In all cases, a breakout is experienced as a feeling of well-being and relaxation that brings with it the unexpected insight or higher level of performance. Fourth, is the return to the new normal state, where the feeling of self-confidence continues. Sleeping on the problem and waking refreshed and re-energised will equip us better to face the next day’s challenges. When we emerge from this calm period and expect things to go well, they often do. Practice and persistence helps to embed this as part of our work habit. This form of re-framing or adopting a different perspective on a problem is often seen as helpful in a dispute between two people who are in conflict. When our mind and body are in conflict within ourselves, using a technique like this can also assist us in working out of such an inner deadlock to make a genuine breakthrough. Whether we can or can’t control our work flows, we can control how we deal with them, whether they’re self-generated in the case of the independent worker, or they arrive in random, unpredictable sequences if we live in a more corporate world. The cost to our organisations and to our own physical and mental health means it must be worth a try. It is after all, a very pleasurable break from the routine of being busy all the time and not feeling as if we’re making progress.
Willie Maltman
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EMPLOYEE ENGAGEMENT
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Independent Alternative for Employee Rewards Would you like to reward your staff in an engaging and creative way whilst supporting the local economy? If so then the Love from Indie Street employee reward card is for you. An Edinburgh based company, Love from Indie Street, provides gift cards and experiences from independent businesses. From bookshops to florists and restaurants to fashion boutiques, Love from Indie Street is a growing community of over 60 of the best independent and local businesses
that Edinburgh has to offer. Lunching in July 2015, the Love from Indie Street employee reward card provides an exciting alternative to the traditional big brand gift vouchers that are typically used as rewards. Organisations will be able to issue cards to their employees who can then choose where they want to use their reward card, for example they could go for afternoon tea, enjoy an overnight stay in a five star hotel, take a bike tour of Edinburgh or pick out some new clothes. And importantly all
of the money is staying in our local economy. Love from Indie Street understand the importance of delivering a reward scheme that is as streamlined as possible and we will work with organisations to make sure we do just that. The team behind Love from Indie Street has built the community of businesses with
the aim of ensuring that a diverse range of gifts and experiences are available. The main categories that these fall in to are: food and drink, health and beauty, children, fashion, homewares and leisure. You can view the public website and all of the independent businesses that the cards can be used in at www.lovefromindiestreet.com.
We are already working with some of Edinburgh’s most exciting organisations to deliver this scheme to their employees from this summer so if you would like your company to be involved then we would love to hear from you and you can contact Rebecca Christensen, our CEO, on 07876612333 or by email at hello@lovefromindiestreet.com.
An Inclusive, Whole Systems Approach Is Key to Delivering Major Change Dr Ian Dodds, iandodds@iandoddsconsulting.com, www.thepowerofinclusion.com Understanding an inclusive, whole systems approach was highlighted to myself after working with an international chemicals business employing 11,000 people globally and it was unprofitable. The CEO was tasked with returning it to profitability in 3 years. He believed that its problems were caused by customer dissatisfaction, as it was too internally and technically focused. The Fighting for the Customer (FFTC) Steering Group was set up to combat this. The FFTC Steering Group was given a remit to devise a vision and strategy for success to deliver the mission of returning the business to profitability by building an inclusive culture. The FFTC Steering Group decided to interview purchasing representatives from the 20 per cent of the customers that generated 80 per cent of the business’s turnover. This demonstrated that customers required the right products, in the right quantities, and with the correct labelling, often within 24 hours of the order. The FTCC Steering Group set about building an inclusive culture and taking a whole systems approach by: 1. Developing a vision
of future success of a profitable business in three years’ time based on Right-on-Time delivery to customers. This vision was agreed with the leadership team and was then cascaded down the management lines. Every manager was required to obtain feedback from his or her team members of what would help and/or hinder the delivery of the vision. This feedback had to be written on flip charts by each manager. 2. The flip chart feedback from the vision cascade was analysed and the FFTC Steering Group used it to formulate a strategy for delivering the vision. The following strategy was approved by the executive: i. Each manager discussing the strategy with their teams and formulating with a team plan for delivering their contribution to the strategy. ii. The setting up of task groups to formulate plans and steer their implementation for: • Delayering the organisation and structuring work teams to improve collaboration across the organisation and speed up responses to meeting customer needs; • Re-engineering business
processes to improve response times to meeting customer needs; • Managing and promoting a Fighting for the Customer Suggestion Scheme. 3. All managers were trained to be able to be better at: listening to people; empowering them; helping them identify their talents and developing them. The FFTC Suggestions Task Group initiated a programme in which key customers would visit sites, accompanied by the relevant sales manager, to bring the need for Right-on-Time delivery to life. These visits encouraged employees at each site to submit suggestions to the Task Group concerning how both external and internal customers could be more included. Over 3000 suggestions were received and responded to, creating a number of improvement projects as a result. Another aim was to upskill managers in listening to people, empowering them and helping them identify their talents. An extensive management training programme was introduced to achieve this. Business results and progress with FFTC Strategic Priorities were communicated across the
whole business at six monthly intervals. Particular emphasis was placed on positive progress and the sharing of success stories. The organisation successfully delayered, work structured, and business process reengineered. Soon after a year, the business succeeding in meeting most of the orders placed on it Right-on-Time. Within eighteen months the business had become profitable and after three years was successfully meeting the profit targets placed on it by the Executive Board. This success demonstrates the importance of:
1. Building an inclusive culture in which people are: listened to, affirmed, and helped to perform to their best is critical to the success of delivering major change programmes. 2. Taking a whole systems approach so that the change was aligned throughout the business, including its organisation and business processes. 3. The need to train managers to listen and dialogue effectively to empower employees, thus helping to develop their talents, such as manage inclusively.
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Are You Supporting Women Returners and Getting the Best from This Valuable Asset? Aveline Evans aveline@momentumprojx.co.uk
A third of women returning to work after a career break suffer a downturn in status. Discrimination, salary reduction, absence of flexibility, lack of recognition as well as guilt from leaving children in childcare
and the challenges of juggling home and career, all affect women returning to work. Many employers are bad at supporting women through this transition to their own detriment. Skilled and highly trained women are being
lost from business and industry. Taking women back to work and then failing to keep them is also damaging to the stability of the work place. Coaching is a very effective tool in helping women through the many challenges of returning to work. It is proven that giving women the best support during this transition phase leads to greater job satisfaction and job retention. Unlike counseling, where the process looks back and analyses the past to understand what it is that affects us today, coaching looks to the future. It looks at what a person
wants to achieve, small or big, and at any level - work, career, business, life - and helps them put together the necessary steps to support them in getting there. Coaching is based on the premise that each of us has the best and most effective answers to the challenges we face. It is not the coach’s job to tell the coachee what to do but, through careful and effective questioning, to help them understand their position better and support them in their own journey on reaching their goals helping them find the best route for them to get there. Only the individuals have it in them to know
themselves, know where they want to go, and understand what might be holding them back. Coaching is about supporting and giving the coachee space to think and find their own solutions, and then facilitate and support their path to success. Women returning to work after having a family, caring for a sick relative, having their own health problems or family situations are faced with innumerable challenges and difficulties. Employers willing to invest in this are giving their staff, both male and female, and their business a huge advantage.
Flexible Working and Skills Shortage Article Every year, more and more of us decide to work on a flexible basis, either due to caring commitments, or lifestyle reasons. At the same time, the severe skills shortage faced by the UK is worsening, and in 2015 it is expected that more than half of employers will have trouble finding candidates who are qualified enough for the positions they are advertising. Due to the widening skills gap, employers must be constantly on the lookout for ways to attract and retain the talent that their businesses need. Employers who don’t fully understand the power of offering little choice in hours and working conditions to their employees undervalue flexibility in the workplace. Perhaps the most obvious group that springs to mind when one thinks about flexible working is parent returners who want to combine a career with raising a family. The introduction of Shared Parental Leave in April 2014 is evidence of a need for greater flexibility among new parents, and growing desire to share the responsibility of childcare more equally. However, flexible working is no longer the preserve of working parents. Increasingly, the youngest generation to enter the job market (often referred to as ‘Generation Y’) look for greater control over their working patterns and seek a strong work-life balance. A recent study of 1100 young people in the UK found that 86 per cent expected opportunities to work remotely and flexibly in their careers. Therefore, it is reasonable to suggest that offering flexibility to the younger generation may improve employers’ chances of retaining this group
within their organisation. Perhaps the most overlooked group requiring workplace flexibility is the fifty year-old plus bracket that are approaching retirement. The on-going skills shortage has meant that employers need the skills and experience of the older generation more than ever. Within the next ten years, the steady growth of the retirement population will lead to a ‘demographic time-bomb’ whereby the number of people leaving school will be far less than the number of vacancies that need to be filled by businesses.
In order to respond effectively to this exodus of talent, UK businesses must recognise the value of mature workers to their organisation and develop methods of retaining and engaging them. Offering flexible working upfront is one way of encouraging older people to re-enter the workforce or delay retirement. Aside from retention and attraction there is a strong business case for flexibility. Several studies have shown that workplace flexibility increases employee output, with 81 per cent of business owners and senior
managers seeing flexible working as a way of improving business productivity. Other benefits include the potential for extending office hours and decreased overhead costs when employees work remotely. The benefits of flexible working are clear. If UK businesses are to thrive, HR must embrace flexibility in order to adapt to the priorities and needs of 21st century businesses, and the needs of modern workers. Flexiworkforce.com CEO Tracey Eker believes that making flexible working accessible is key to a more equal society while solving the
current UK skills shortage: “For the first time, those who have been excluded from the traditional ‘9 to 5’ working, now have the opportunity to make an impact within top UK companies who are desperate for their skills. Flexibility is key.” To find out more about Flexiforce, please visit www. flexiworkforce.com or get in touch via email at info@flexiworkforce.com
Olivia Carr
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DIVERSITY
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Creating a Diverse Workplace in Recruitment By Karen Harvie Karen.Harvie@shoosmiths.co.uk
We all know that a diverse workforce is a good thing. There are countless surveys telling us this, and those organisations that have “nailed” diversity are generally more productive and do much better in employee satisfaction surveys. Creating a truly agile organisation, with all employees able to work in a way that makes them productive and engaged, has many positive benefits for business. This article looks at ways in which employers can help achieve this and the legal risks in getting it wrong.
The legal position From a legal perspective, only protected characteristics are covered by the Equality Act 2010 (“EA”) and can form the basis of a discrimination claim. These are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The EA applies to all stages from recruitment, throughout employment and post employment. There are four different types of discrimination: direct, indirect, harassment and victimisation. Direct discrimination occurs where someone is treated detrimentally because of his or her protected characteristic. Examples of direct discrimination can include: • Deciding not to employ someone who has all the skills and
attributes to do the job because they tell you at the interview that they have a same-sex partner; • Deciding not to interview someone because their name suggests that they are Asian; • Deciding not to employ someone of childbearing age because it is perceived that they will take maternity leave. Indirect discrimination requires a person to show that the practice applied by the employer puts people with protected characteristics at a group disadvantage and they are individually disadvantaged by that practice. An example of indirect discrimination is where the employer requires shift work, including night work. This is likely to put women with child caring responsibilities at a group disadvantage as they are less likely to be able to work nights. If the employer can show a genuine business need for night work and that this requirement is proportionate, a claim of discrimination can be defeated. This illustrates the importance of employers scrutinising the essential criteria for a role and ensuring that each essential criterion is genuinely essential. Harassment is defined as any unwanted conduct relating to a person’s protected characteristic which has the purpose or effect of violating that person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Harassment can take many forms. It may be obvious or violent such as a prolonged campaign of bullying or it may be unintentional or subtle such as a simple one off remark. For example, an interviewer makes a homophobic joke during an interview. This can amount to harassment even when the person is not gay and the interviewer knows that. Victimisation occurs where someone raises a complaint about an employee’s behaviour and is then treated less favourably for no other reason than because they have made that claim or complaint. In the above example, victimisation occurs where the person interviewed complains about the fact that a homophobic joke was made, and for that reason, is not offered the job. If someone tells you about his or her protected characteristic during an interview, that disclosure must remain private and confidential. If an employer “outs” someone’s protected characteristic without their permission then such conduct can amount to a breach of that person’s privacy and the Data Protection Act 1998. Furthermore, if appointed, an employee could resign and claim constructive unfair dismissal on the basis they have been discriminated against in the workplace. Therefore, employers must take reasonable steps to ensure confidentiality at work is maintained regarding any disclosures and that policies are in place to address any issues.
If any of the above practices takes place, this can expose an employer (and the alleged perpetrator personally) to the risk of Tribunal claims. There is no requirement for any length of service to make a claim of discrimination. In addition, whilst the maximum compensatory award for unfair dismissal claims is capped, a discrimination award is unlimited. Therefore, the consequences for employers who get it wrong and fail to prevent discrimination in the workplace can be significant. Whilst the legalities are important, as we have seen, creating an open and inclusive workplace culture where everyone feels valued and respects their colleagues is key in creating a diverse workplace.
Practical guidance to improving diversity in recruitment • Consider recruitment policies to ensure that they focus on fairness and inclusion, ensuring that merit; competence and potential are the basis for all decisions. • Do not set selection criteria that prevent certain individuals from applying for the role because of their protected characteristic. • Be alert to the influence of conscious and unconscious bias. • Avoid asking questions in application forms or at interview about a person’s sexual orientation, marital status or family plans which may be seen as intrusive and imply
discrimination. • Use standardised interview questions or tests to check skills and competencies needed for the post. The only information, which should be considered by the decision-maker, is whether the person can do the job and no assumptions at the recruitment stage should be made about whether a person will fit into the workplace because of their protected characteristic. • Ensure you have an up to date equality policy in place and that all staff are trained to understand their rights, responsibilities and they are treated consistently. Include training on practical examples of unacceptable comments such as jokes and inappropriate language that may be intended as “banter” but could have the effect of being degrading or distressing to another person. • Review your dignity at work policy to ensure that all forms of intimidating behaviour, including harassment, are treated as serious disciplinary matters. Ensure that employees are aware that they could be held personally liable if they are found to have discriminated against someone. • Adopt a well-communicated value system reflecting the importance of diversity. All employees should be trained to understand and engage with the diversity strategy in the way they do their jobs and work with colleagues.
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The What, How & Why of Diversity in the Workplace widely acknowledged concept is that of ‘unconscious bias’: • Whilst we might think that we are making decisions logically, scientific research shows everyone makes decisions based on intuition so entrenched in us that we are not even aware of it. • There are around 150 named biases we use in our decisionmaking without realising it. Many of us will have been in an interview and wanted to hire a particular candidate over another based on a ‘gut feeling’. This could be because an affinity with that individual (affinity bias), an assumption or stereotype in relation to that individual being part of a particular group (perception bias), or liking that person and believing everything about them is good (halo effect).
and everything to gain by striving for improved diversity: • Valuing all employees, regardless of their gender, age, ethnicity or any other characteristic which makes them different is essential in achieving job satisfaction and employee engagement, and this will ultimately affect profitability: It is a well known concept that ‘happy employees equal productive employees’ • Competitive edge can be achieved through diversity – if employees are satisfied at work in the knowledge that their contributions are respected by their colleagues and management, they are more likely to provide innovative approaches which set their organisation apart • Corporate social responsibility is fast becoming a key area of business development, and is not just about environmentally sound policies. CSR relates to the overall image of an organisation and how it is perceived by both it’s clients and the local community, so diversity is a consideration which organisations should be careful not to overlook in this respect
have experience in supporting organisations in promoting equality in the workplace, through developing policies and procedures, providing equality awareness sessions and line manager training. If you would like further information on this, or other aspects of managing the employment life cycle, French Duncan HR Services would be delighted to assist you. Please contact Louise McCosh on 0141 221 2984 or email l.mccosh@ fdhrservicesco.uk to arrange a free consultation.
Further Information & Support French Duncan HR Services
Louise McCosh
How To Achieve Diversity in the Workplace? Last year was a historical year for diversity: • With the appointment of the first female First Minister in Scotland, Nicola Sturgeon stated “…the sky is the limit to what you can achieve, and no glass ceiling should ever stop you from achieving your dreams.” • The right to vote was extended to 124,000 16 and 17 year olds for the first time in the Scottish referendum • The right to request flexible working was opened to all employees with 6 months employment We anticipate further significant steps forward in the near future:”? we anticipate further significant steps forward: • A drive to achieve boardroom gender balance in Scotland with a challenge to certain bodies to achieve a 50/50 gender split on boards by the year 2020 • The roll out of an ‘older workers’ champion scheme across the UK to tackle age discrimination which is thought
could add £50 billion to the UK economy • The introduction of Shared Parental Leave to allow parents to choose how to split leave following the birth of their child, rather than the traditional 52 weeks maternity leave With this in mind, we explore what diversity in the workplace really means, how to achieve it, and why it is so important.
What Is Diversity? In short, diversity is about differences between individuals. The Equality Act 2010 is legislation to protect individuals against discrimination. It outlines nine protected characteristics: sex, age, race, maternity/pregnancy, marriage and civil partnership, sexual orientation, disability, gender reassignment, and religion & belief. Most organisations understand that intentional discrimination or bias is unlawful and unacceptable. However, a less
Diversity in the workplace is no mean feat, particularly when unconscious bias impacts on every day decisionmaking: • As a minimum, an organisation should have an Equal Opportunities Policy to ensure equality in all aspects of the employment life cycle • Appropriately responding to situations which could be perceived as discriminatory is essential, either informally through mediation, or using formal disciplinary or grievance policies as required • Training can help embed a culture of diversity, and this could include equalities awareness sessions for all staff, or specific line manager training in recruitment and performance management practices
EXCELLENCE. RECOGNISED.
Why Is Diversity So Important? Notwithstanding the fact that it is a legal requirement, diversity in the workplace has many advantages. Organisations have nothing to lose,
t 0131 220 3000 w www.shoosmiths.co.uk
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GLOBAL RECRUITMENT
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Ticket to the World
In a word of increasing skilled shortages, your qualifications and skills can be a ticket to see the world. This is especially so when it comes to working or migrating to Australia. Whilst modern Australia was built on a combination of both skilled workers and unskilled labour - the majority of which were people on a one-way ticket from the UK, Ireland and Europe - this is not the case anymore. The focus is now well and truly on skilled individuals. Individuals who are qualified and have experience in high demand occupations such as engineering, healthcare, information technology, trades, accounting and professional services. It is no coincidence that
these occupations remain in high demand around the world and it is these professions that are driving an increasingly global mobile workforce. However, if you fall outside these high demand occupations this does not necessarily rule you out completely as Australia has a myriad of visa options. If you have some qualifications and professional experience it may be just about assessing yourself against the options, and then putting into place the pieces of the jigsaw to get the result you are after. For the lucky few, the golden ticket is usually gained from being eligible for a skilled independent visa. Skilled independent visas are, in general, for people under
50 years old and work in one of the occupations mentioned above. These visas allow an individual and their family to arrive as permanent residents - the stepping-stone to Australia citizenship - and to access a great majority of public services that Australians can, such as healthcare and schools. Once gained, there is not even a requirement that you need to work in the skill that got you there. For those that fall outside the skilled independent options, the past decade has seen an increasing focus on the States and Territories of Australia having a greater say on would be migrants. They are given some degree of autonomy to attract people with skills that aren’t necessarily in shortage nationally but are specifically in their state
or regional area within. So while there may be little opportunity for people in occupations in your desired city, there may be elsewhere. Close relations in Australia such as family - can also in some circumstances have a positive effect on a visa application. This family support can often be the difference between moving there or not. When none of the above fits your circumstances there may be opportunities for you through employer-sponsored visas. When a recruiter picks up the phone to speak to you about roles in Australia, it is usually through a sponsored visa that you will be employed. Employer Sponsored visas allow for skilled individuals
to obtain work visas as long as you remain with that employer. So, while it does come at the cost of some flexibility, compared to the independent visas it also often comes with the advantage of an income upon arrival. There are also other benefits that may be added - primarily depending on the human resources policy - such as housing, relocation, annual return flights home and other incentives. Whilst the heady days of benefits that were handed out pre-GFC no longer exist, anything offered can be the difference between going and staying. At this stage understanding the tax ramifications of accepting an offer, both home and abroad, is imperative. Although as this is an expensive business there may be
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claw back arrangements in place to repay some costs should you leave employment within a specified period of time. Whilst employer sponsored visa are usually a temporary residency option it is often a pathway to permanent residency. Whilst accurate figures are hard to find, it is often suggested that 80% progress to permanent residency. This shows the appeal of a strong economy and an enviable lifestyle. It is also a reflection of the trend of successive governments supporting employer-sponsored migration. For anyone who falls short of meeting any of the above visas, there may be some alternate options. The working holiday program allows most EU citizens under the age of 31 to experience
12-24 months working in Australia. Whilst this can be the great backpacking adventure of a life, it can also provide opportunities to experience living and undertaking work in Australia and can then lead onto other visas such as employer sponsored visas or even partner visas. It remains the ultimate ‘try before you buy’ option. Where all else fails, there are significant advantages offered to those who may want to stay permanently in Australia if they undertake study in a recognised skill shortage area. This is best reflected by the fact that Australia has the fourth largest market in the world for foreign students in tertiary education. However, it is not all about
skilled individuals and employees. For successful investors or business owners that desire to relocate permanently to Australia, there are pathways via the business skills program. This program allows innovative and entrepreneurial people to either set up or buy a business or make investments in approved funds or businesses. Finally, for those business owners looking to expand their business or to service new contracts in Australia there are pathways for you to facilitate this and to offer your employees an opportunity to change their life. The criteria for this is not always straight forward and involves compliance with a wide range of laws, such as covering corporate, tax and employment law to
name a few. On the other hand, they allow a business to establish themselves from the beginning with the right foundations for long-term success. There have also been concessions made for contract and project workers to enter the country for work; a reflection of the growth and significance of the resources boom that has helped Australia to not have a recession in 23 years. The only developed country in the world to claim this. Whether it is permanently or temporarily, those people with the right skills or desire can usually find a pathway. It may be easy for some compared to others but with planning, patience, and the right advice it is achievable.
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Mark Welch mark@cargilmigration.com
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HR TECH
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The Digital Revolution Is Happening
At the Accelerating Growth Through Digital breakfast at the Sheraton Grand Hotel in Edinburgh, Google’s UK director of retail sales, James Cashmore, stated that: “Change has never happened this fast before and will never be this slow again.” The availability of digital technology means that more information can be sourced than ever before. The speed of technological development is connecting more of the world to the Internet every day. Eight in ten homes in Scotland now have internet access. Access increased by five percentage points year on year to come into line with the UK average (81%). The use of mobiles to access the internet increased by twelve percentage points - the biggest increase of the UK nations bringing Scotland to 56% (UK at 57%).
Scottish business should prepare to capitalise, or otherwise fall behind in what is predicted to be a new age of rapid advancement in technology. This is especially true in the e-commerce sector which has seen a double-digit growth year on year, and now tops £1.01 trillion. Cashmore’s point that 77% of a 1,000-strong sample said they regularly research a product prior to making a purchase and 62% of those went online to do so. HR and recruitment companies therefore will need to ensure that their online presence is transparent and easily accessible to their clients or future clients. Cashmore has urged Scotland’s technology sector to aim high in order to optimise the expected explosion in technological development in business. He said: “Everything is connected to everything – data,
knowledge and insight now are absolutely critical to business. “Globally, around two billion people are online in any given moment, meaning for a global population of 7.5 to eight billion, roughly one in every three people are online. “And we expect within the next five to 10 years we will see all of those other people come online, probably using mobile devices. “And with the speed of people coming online, we are going to see huge changes along with it.” The guest panel for Insider’s digital event included serial entrepreneur Chris van der Kuyl, chairman of 4J Studios, which this week picked up a BAFTA for the game console version of Minecraft. He said: “The pace of change in technology is like nothing we have ever seen before, and we need to embrace this, but for human beings it’s a tough challenge to
keep up. “We are seeing disruptive technologies like Uber, which is changing the way consumers look at the taxi industry as a service, and those who accept and adopt will win over stagnation every time. “But businesses who will become extinct in the new landscape will be those who think they can defer from the pace of technological advance, and there are dinosaur web businesses out there who are failing to grasp the development of mobile connectivity. “Quite simply, if your business does not put technology at the centre of its strategy you will not have a business because there will be young businesses who have adapted who will move in and take over market share. “Scotland’s economic future depends on it embracing these advances in technology and
encouraging and developing its talent. “We are in the best and most developed e-commerce market in the world – that is the opportunity and we have to go for it quickly; next year is too late and next week is probably about right. “So enjoy the future, because it’s here already and it’s only going to get faster.”
Editor Mary Philip
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Why Contracting Can Provide a World of Opportunity
For many of us, understanding how our career will pan out over the next 12 months, 5 years, 20 years can be impossible to predict. We live in an ever changing, rapidly paced work environment which evolves faster than a new Apple product. So how are things really looking out there in the world of employment and why are so many people choosing the contractor / freelance route to showcase their skills? An influx of figures and surveys into Scotland’s jobs market in recent months have pointed to a decidedly upbeat picture for 2015. Unemployment down to under 6% which is below the UK average. Job postings in 2014 were around 34,000 which demonstrates a 31% increase year on year. With 2.6 million people now in work in Scotland this represents a higher percentage of the population than the UK as a whole. The evidence is there for all to see and the confidence in the economy and improving job market in Scotland has highlighted a surge in organisations looking to strengthen their existing teams whilst looking forward to new talent attraction. It is a time to identify, develop and support your existing talent
but not to lose sight of the new talent you want to attract for the future. With this in mind, an employer’s brand will become essential for Scottish businesses to attract new talent. Having a strong employer value proposition will be as important as the financial package, if not more so. However, all this positivity does bring with it some issues including a big skills shortage in key sectors such as I.T. The past year has seen a huge increase in the number of contract and permanent positions in the IT sector. Largely down to Glasgow becoming a major IT skills hub, the biggest in the UK outside London for digital and mobile expertise. Many international companies, particularly those in financial services, have established their IT headquarters in the city. The growth has given rise to a corresponding increase in pay rates. Many workers who have relocated to Glasgow to develop the likes of apps for mobile phones, or digital technology for websites, have been attracted by daily rates of £400-plus. The following daily rates are an example of the 10 most sought-after IT contracts. They are averages based on contractor placements across the UK. They
are listed in no particular order. Currently in-demand Average • Web Developers (particularly those with PHP, .Net, HTML and Javascript) £375 • Project Managers £475 • Cyber Security Specialists £500 • Cloud Computing experts (particularly integration specialists) £475 • Big Data and analysis experts (particularly within financial services) £500 • Programming and App Developers £370 • Mobile Developers and Device Managers £370 • Full Stack Software Engineers £400 • UX Specialists £370 • Business Analysts £425 Edinburgh, the capital city of Scotland, is a powerhouse of the Scottish economy, as well as the
wider UK economy. Edinburgh has been consistently one of the most prosperous parts of the country and has the strongest economy of any city in the UK outside London. Renowned as the 2nd largest financial centre in the United Kingdom after the City of London, Edinburgh has seen steady growth in key sectors such as Human Health and Social Work, Wholesale, Retail and Repair, Financial Services, Education and Professional, Technical and Scientific Activities. With key skills commanding high income there has been an ever increasing number of professional workers choosing to work as contractors / freelancers. This provides flexibility to work on projects and be the master of their own destiny. The flexible workforce has been a major support to the economy and provides companies with the key people they need to meet their business objectives and project deadlines. About Danbro Danbro are a firm of award winning Chartered Management Accountants, providing specialist accountancy and payroll services to thousands of contractors and freelancers throughout the UK. As one of the UK’s most experienced
service providers we aim to provide you with the best advice for contractors, tailored to your individual needs. Our other services include Danbro Financial Services, offering expert financial advice to all of our customers. Also, Danbro Business, offering a wide range of modern accountancy services and taxation solutions to businesses throughout the UK. We are currently the preferred suppliers of accounting solutions to over 600 recruitment agency branches due to our excellent service, professionalism and expertise. Danbro provide contractor / freelancer support throughout the UK. To find out more about our services - Tel: 01253 600140 Written By: Chris Jones (Senior Business Development Manager – Danbro)
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Top Tips for Social Media: Graduates The Graduate Rules Using Social Media There are many websites or articles that are out there that will inform you what you, as a graduate, need to do online to get a job. TeamPlayer360 have condensed it all for you here. Best of luck! Start your own blog Blogging is a marvellous tool to demonstrate the numerous transferable skills that your university keep telling you are in your tool belt. The ability to write confidently on a wide range of topics is a simple, yet effective, way to demonstrate your skills to future employers. Additionally, the decision to set up a blog and regularly post content shows imitative and reliability. What you write about is up to you- within reason of course. If you focus your blog on the industry you want to enter then even better! Linking a blog on your CV shows your interest and knowledge will give you the extra edge on your application. Most importantly, setting up a blog with relevant and consistent content shows your passion – and this is what employers care about the most. Be authentic, yet professional The vast array of social media platforms will allow you the opportunity to promote yourself. Profile pictures don’t necessarily have to be ‘serious business-like’, but they do need to be good quality and portray a positive representation of yourself. Remember, being professional doesn’t mean you have to be
‘stuffy’. Professionals are people as well - creativity is encouraged! Link all of your social platforms to each other Ensure that all of the relevant social media platforms to recruiters have links to each other. This will allow prospective employers to easily go between them all and gain a better understanding. Follow the right people This one is crucial. Before mass following everyone that you think could be relevant, do some research on the industry and whom you might want to work with. Developing a strong understanding of the industry and the key players will help you decide on where you want to go, as well as how you can contribute. This will be very useful when it comes to the interview stage and will provide you with wellresearched conversation points Don’t neglect real life Yes, it is true that being active on social media is becoming increasingly important to finding employment opportunities; remember that not all recruiters understand the digital world. Make sure you get out to events and network. Although scary to begin with, networking will allow you to showcase yourself naturally and help your confidence for interviews.
As a graduate, you will constantly hear the importance of your social media profile on LinkedIn and how you should adapt the privacy settings on your Facebook. One thing that is easy to forget is that companies that you want to work for have to similarly worry about their social media and online presence. Advertising jobs can be costly. Many employers choose to advertise their new positions through social media to reduce the overall costs. This is why it is a good idea to branch your research for employment from the online job
boards to Google, Twitter and LinkedIn. Here you can fine-tune your searches to particular sectors. A top tip, once you have optimised your LinkedIn, is to look at the profiles of those in the company you are researching. From here, you can find out more about the individuals within the company. If appropriate, you can then ask to connect from their profile with a personalised message. This will ensure that you stand out from the pack. Introduce yourself as you would in person: - Who are you? - How did you come to their
profile? Are there any mutual connections? Did you meet at a job fair? - Enquire for the best time to meet for coffee. At this point in your career, it is important that you utilise all of the connections you have. Do not be afraid to call on family friends to introduce you to someone they know in the company. As a graduate you may feel like you are alone, but you are not. You just need to ask for help and be proactive with the advice. At TeamPlayer360 we hope that we can help and you find this section informative.
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GRADUATE AID
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ScotGrad Case Study: Science & Environment
If you’re reading this, it’s likely you have a degree, or just about to graduate. Gaining a qualification is the first step – but the reality is, these days employers are looking for more than just your qualifications. Gaining work experience in a competitive job market is of vital importance, and shows employers that you are able to use your skills practically. ScotGrad can help you put your talents and graduate qualifications to work in the real world and provide you with that allimportant stepping stone into your future career. Since 2010, over 900 graduates from 23 different countries have had the satisfaction of making their mark with scores of projects across Scotland, in all kinds of companies and social enterprises.
ScotGrad covers a wide range of sectors in Scotland such as Food & Drink, Science, and IT, and each placement project is different. Not all roles are where you’d expect either. For example, not every placement in the Oil and Gas Industry will be for someone with engineering skills. There might well be a need for someone with marketing qualifications, or business development. Or, a web company might need a person not to write code, but to write an HR policy and put it into action. After studying for three years at the University of Glasgow to achieve a B.Sc in Chemistry, Campbell Vaughn told us how he moved straight from university into the real world, to work in his area of interest through ScotGrad: “I applied to a ScotGrad
Placement as I wanted to gain valuable work experience, as well as apply the practical lab skills and knowledge I had gained from my degree. My main role as a lab technician was to analyse samples of chemical products to make sure they met the specifications set by the customers. I also tested and refined new ways of both analysing and manufacturing chemical compounds, even getting the opportunity to apply my research on an industrial scale. As well as applying my practical laboratory skills, I also utilised my knowledge of inorganic and transition metal chemistry, an area I am particularly interested in.” As well as gaining this relevant experience, there’s a high chance of being made permanent within your host company - over 92%
of Associates are in graduate-level employment after their placement. Campbell was delighted to have bagged a permanent role with Bardyke Chemicals, after showcasing his talents to the company throughout his placement. “Having completed my placement, I was offered a permanent job at Bardyke Chemicals - leaving me in the fortunate position of going straight from education to employment. I would absolutely recommend ScotGrad to other graduates as it has made me more employable and I have really enjoyed becoming part of the team at Bardyke.” During a ScotGrad placement, you’ll be given a ridiculous amount of experience and responsibility, no matter which role you are doing.
It is a fantastic way to get your foot in the door and make a salary, whilst working in a fascinating smaller business. What are you waiting for? Search for current Graduate vacancies and find out more about ScotGrad, including our Student Placements, here: www.ScotGrad. co.uk. You can also find us on Facebook and Twitter.
Kelly Barbour, ScotGrad Programme Manager (Graduate Engagement) placements@scotgradco.uk, 0845 371 5444
GRADUATE AID
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What Are Companies Doing to Help Graduates? MBN Academy – Working with Universities In the early part of 2014, a decision was made by MBN Solutions to begin a University “outreach” programme that would act as a catalyst for closer collaborations between MBN Solutions, their clients and various University departments throughout the UK. Robin Huggins, Head of Business Development at MBN Solutions, was tasked to work as part of MBN Academy and to bring his knowledge and network to bear - acting both as facilitator and presenter. Rob’s involvement had stemmed from three main perspectives: over a decade of front-line recruitment experience in the highly topical “Data Technology” space; his background as internal Trainer for MBN Solutions and in previous roles; and an often repeated and widely recognised “skills shortage” within not only MBN Solutions’ clients but also in the wider UK Technology space. As an innovative and marketleading Technology People Solutions practice, MBN Solutions are perceived in the market as a “disruptive” business – challenging conventions and established perceptions around the role of a recruitment business in a Human Resource supply chain. MBN Academy would play a vital role in this service using the following methodology as a start point: If MBN Solutions can enable clients to raise their profiles within the relevant academic circles, and act as enablers and facilitators for students to engage professionally with these brands, the end result will benefit all stakeholders. From that initial premise, Rob utilised his network of contacts and engineered an initial presentation opportunity with the University of Oxford’s Said Business School’s MBA programme. James Morgan, Head of Management Information at Centrica, accompanied Rob on the day. The presentation was effectively in 2 parts – with James opening with a biographical account of his career to date, the roles that he had carried out on his journey to his current position, the opportunities for graduates within his department at Centrica, and the kinds of academic backgrounds that were most highly sought after within the business. Rob
then followed with a “state of the nation” overview of the wider Data Science / Technology UK employment space – looking at areas such as employment trends, salary information and guidance, emerging technology issues and closed with some practical guidance for students wishing to engage with brands like Centrica. This “tag team” format proved to be highly successful – with the closing “open forum” Q & A session allowing the students to ask questions on almost any subject and to receive an answer from either James or Rob. Following Oxford, Rob then presented twice to Regents University in London. Firstly as part of a “tag team” with Adrian Kingwell, MD and Founder of Mezzo Marketing (a financial services’ focussed Web Analytics consultancy) – following the same format as the Oxford event – and then as a solo “guest lecturer” – speaking on Employment, Data Science and Human Resource issues to a group of students from the university’s MSc in Marketing Analytics course. Next up, in early 2015, was the University of Cambridge’s Judge Business School. Sanjeevan Bala, Head of Analytics at Channel 4 Television, accompanied Rob on this presentation. Sanjeevan has just been voted into second place in Data IQ magazine’s “Big Data 100” for the UK – the definitive list of influential “data focussed” business people. Sanjeevan and Rob gave a “tag team” presentation – centred on Channel 4’s use of Data Science and Analytics and followed up with a guide on “maximising employability” – designed to assist students in their search for the most highly sought after Data Science opportunities. The audience, a mixture of MBA and Masters level students, left with some insight on the potential opportunities with Channel 4 for data science and analytics students and also with pragmatic guidance on how best to maximise any opportunity to engage with a brand of this nature in the pursuit of employment. February 2015 saw Rob being invited at close a week-long series of events at Edinburgh Napier University’s “Think Future” programme. This event, organised and administered by the
School of Computing, brought together students, academics and representatives from the world of commerce to showcase and discuss some of the career options available to students upon graduation from Technology disciplines with Rob providing a closing address based upon “Top Ten Tips for Employability”. Rob joined industry speakers from Accenture, Baillie Gifford and Avaloq in providing students with real-time examples of best practice around engaging with Human Resource and Technology functions when pursuing career opportunities in Technology. After the event, Rob’s presentation was captured and widely syndicated through the E-Placement Scotland website – an industry-sponsored organisation which seeks to place students on placements with Technology organisations.
What’s next? Discussions have already begun with Edinburgh Napier University for a follow-up “tag team” presentation – where Rob will be joined by the Head of CRM Analytics for a major Scottish based Financial Services company who are looking to both raise their brand visibility within the local student body and to engage directly with relevantly experienced and qualified student candidates. This organisation are looking to hire a wide range of experience within the Data and Analytics space so would benefit hugely from exposure raising events like the ones carried out at the afore-mentioned Universities. They already utilise the services of MBN Solutions for specialist recruitment expertise within the Data Analytics space so utilising MBN Academy to
engage with a student body makes pragmatic commercial sense. It is hoped that this initial presentation will, in time, lead to closer links between the organisation and the University. It is exactly this type of outcome that MBN Academy are looking for when organising events of this nature.
MBN Academy is a part of the wider MBN Solutions business group that focuses on internal/external Training & Development and Education. MBN Solutions are a specialist Data Technology focussed People Solutions and Recruitment Consultancy
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YOUTH EMPLOYMENT
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Developing Employability in Young People – Becoming Career Ready…
I’ve had the pleasure in the last few months of working with Career Ready (currently rebranding from Career Academies UK) through the Diageo Learning for Life CSR programme as part of my Saltire Fellowship. Coming from an HR/ business background myself I’ve been fascinated to learn about this sector and the workings of the scheme and wanted to share with my network the benefits for your business of engaging with them…. Career Ready is a UK-wide, employer-led organisation with charitable status, which links schools and colleges with employers to help prepare young people for the world of work. They act as a bridge between the education system and employers, providing real experience of the world of work for young people aged 16-18. These targeted young people might typically be taking up to 2/3 Highers and may not have access to all of the family and network advantages available to ‘wealthier’ peers, and so the opportunities and access are of particular benefit and can help them to unlock their potential and achievements. The scheme is delivered through a 2-year programme comprised of: - Assigned 1:1 employer mentor; - 4/5 week paid summer internship; - Series of employer-led master classes; and
- Opportunities for workplace visits to = organisations from a range of sectors. In Scotland the programme is tailored to the needs of our education system and landscape and has seen an impressive growth trajectory under the leadership of Anne Wexelstein, Director for Scotland - from 59 students in 8 schools in 2 Local Authorities (LAs) in November 2011 to now, with active engagements across Local Authorities including Edinburgh & Lothians, Glasgow, Aberdeen & Shire, Perth & Kinross, Moray and Fife, and over 100 employer organisations supporting 605 new students from September 2014, rising to 900 students in September 2015, with continued employer and Local Authority led demand for growth. There is continued ambition to extend this reach in Scotland but balanced only where this can be achieved without comprising any impact on the exceptional quality of the programme deliverables, which boast an enviable 97% positive destination outcome for students. For employers this programme offers you an opportunity to:
report and government responses. Most importantly, the Career Academies programme allows employers a practical and impactful means to positively impact the futures of talented young people to unlock and achieve their full potential.
1) Contribute to Scotland’s Youth Employment strategy – this is something that is currently high on the political agenda following the Wood Commission
4) Take advantage of a unique opportunity to develop, motivate and retain staff through the mentoring scheme – Consistent feedback we receive is on the
2) Develop your Corporate Social Responsibility and community engagement initiatives – it is increasingly recognised that organisations can and should play a role in communities while making a profit, and many business leaders are realising the associated benefits of enhancing relationships with key stakeholders and customers. 3) Access and grow future talent pipelines for your organisation and to build and enhance your local employer brand Participation in the scheme can act as an opportunity for early talent spotting for organisations including those who might not previously have considered and engaged school leavers, opening up a new channel for recruitment and building diversity within your workforce.
‘journey’ our mentors go through with their assigned mentee. There is significant emphasis and investment on mentor support and training and a structured matching process to ensure a positive and sustainable fit for the duration of the programme. Mentors take a very important role with the young person, practically mentoring, coaching and guiding them, which offers benefits and development for both parties. The time commitment is approximately 12 meetings over the two-year programme. Many organisations are keen to support youth employability initiatives and to engage with young people but find it can be challenging to maintain and sustain these relationships, and to navigate the practicalities and process requirements. Career Ready makes this work effectively by being the ‘glue’ to help smooth this process – this is achieved through their strategic relationship with Local Authorities and set up of Local Advisory Boards, with assigned members of staff in each school responsible for the Career Ready experience to ensure engagement is as hassle free and rewarding as possible for all parties. Career Ready is a forward thinking and entrepreneurial organisation, constantly innovating and looking
outwards to engage in strategic partnerships and collaborations to improve the programme and student experience. In November 2014, fourteen Career Ready schools with 2nd year students participated in the Micro-Tyco challenge, a month long competition that enables participants to practice and learn fundamental business principles in a safe, ‘micro’ environment. Teams from schools, universities or businesses have one month to turn £1 seed capital into as much money as possible, fostering essential entrepreneurial thinking, resourcefulness and teamwork. This partnership is a significant development for both organisations with plans for Glasgow and Edinburgh to support all of their schools to participate in future years. As a parent myself, I have been very impressed by the experience of working with this forward thinking organisation and learning about the opportunities available to young people to help prepare them for work. Career Ready are making a positive difference addressing not only the needs of business and the economy but importantly the lives, and future of young people. We need to help them understand the opportunities of work and to equip them with the skills they need for the future. Employability skills don’t just materialise - employers need to find positive ways to engage with young people, and Career Ready offer an excellent framework and programme to enable this. If you would like to know more about Career Ready, or how to get involved, please don’t hesitate to contact me: lisa@purposehr.co.uk or Anne Wexelstein, Director for Scotland Anne.wexelstein@ careeracademies.org.uk
Lisa Thomson
NEW APPOINTMENTS
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Two Prominent Scottish Recruitment Firms Are Gearing for Growth
Glasgow-based Change Recruitment has announced a ‘top-tier overhaul’ with three new senior hires and Dumfermlinebased recruitment firm Maxwell Bruce is expanding into Edinburgh with a move to a new 2,500 sq. ft office in the the west end. Change has brought in three senior hires from rival Hudson and plans to increase headcount by “20 to 25 per cent” this year on its 65 at present and is opening a new office in Edinburgh. Matt Warder joins Change as head of energy and professional services, Mark Wilson joins as head of global accountancy and
finance and Steve Beck joins as operations manager. Scott Taylor has also been promoted to divisional manager in the accountancy and finance division. The new senior team follows a: “comprehensive restructure of the business” under Mark McFall, who took over as group managing director last year, says Change. McFall said: “We will look to grow headcount by a further 20-25 per cent this year and there is also our new office in Edinburgh which we move into over the next few months, new specialisms and new markets in the pipeline. Engineering, construction and industrial recruitment specialist
Maxwell Bruce, celebrating 25 years in business this year, is opening its fourth Scottish office in Edinburgh, adding to existing offices in Glasgow, Dundee and Dunfermline. The Edinburgh office, expected to open in July, will be staffed by a new eight-strong team and is currently recruiting, with plans to also add eight further staff in Glasgow. Maxwell Bruce said its target for 2015 is to fill at least 1,400 construction and engineering positions and is aiming to double in size in the next three to five years. Roddy Donaldson, managing
director of Maxwell Bruce, said: “As we enter our twenty-fifth year in the recruitment business, we’re seeing growth across the construction and engineering sectors, meaning increased demand for skilled staff across the country. “The expansion and recruitment also support our long-term growth plans. “We’re looking to increase our presence within the industry by doubling in size over the next three to five years. “Growing our team and moving into the brand new Edinburgh office will really kick-start those plans.
“In 2014 we placed almost 1,800 candidates – an 11-year high – and saw consistent revenue growth across all three of our existing offices. “We want that to continue, so we’re looking for a number of talented, driven recruitment professionals, with experience of the industrial engineering and construction markets, to deliver the high quality service that our clients have come to expect. “And the move to Edinburgh reflects our commitment to achieving a presence in locations where our clients most need us.”
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NEW APPOINTMENTS
Vacancy: Associate Director, Startup Grind Scotland Startup Grind Scotland are growing and we are looking to add to our team with Associate Directors in each of our 3 Chapter cities - Edinburgh,Aberdeen and Glasgow. This is a great opportunity to work with an exciting and fast-moving global startup community and to raise and boost your profile in the entrepreneurial ecosystem, however comes with a lot of responsibility and time commitment required with the role. With Phase 1 of our Startup Grind Scotland strategy complete, we now have active and growing Chapters in Edinburgh, Glasgow and Aberdeen, an expansion achieved within 13 months. We are pretty chuffed with this expansion, but not ones to rest on our laurels we are now entering Phase 2, which sees us focus on increasing attendee numbers, being more impactful and leveraging our 173,000+ global community to help Scottish high growth companies internationalise. These are our focus areas over the next 12 months and we have some interesting strategies and tactics in the works to achieve these 3 key objectives. As a City Associate Director, responsibilities would include: - help to raise our profile and promote events through social media, marketing, word of mouth, taking initiative to build and grow our community
and presence - attendance and support at events (no less than 90% of the events over a 12 month period) - arrive early, leave later, help set up and with logistics, check ins and registrations, welcoming and helping guests to network and meet other community members - potentially doing introductions at the events or even hosting the interviews if you line up the guest speaker - taking initiative in-line with our 3 key objectives - participation in fortnightly meetings (either in person or via Google Hangout/Skype) amongst many other things that will inevitably crop up. Whilst this is an unpaid role (monetary wise), it goes without saying that there are some amazing rewards both intangible and tangible. Phin and I have experienced many of these first hand over the past 12 months. Each month we host some amazing entrepreneurs, and our team become an automatic part of that, front and centre. Some of the other tangible rewards you will receive are a complimentary conference ticket to Startup Grind Europe in London in October and potentially also Startup Grind Global in San Francisco next year. If you would like to apply, kindly email me a 500 – 750 word personal statement on: - Why you would like to be an Associate Director - How you plan on meeting our 3 key objectives Please send to lisa@startupgrind.com
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Thirteen Staff Promoted at Eden Scott A series of promotions have been announced at Scottish recruitment firm Eden Scott as the business reports robust financial results in its thirteenth year. This is one of the largest rounds of promotions for the recruitment consultancy. The business, which operates from Edinburgh, Glasgow and Aberdeen, is committed to progressing internal talent by recognising and promoting thirteen star performers. Twelve of the thirteen are home grown, having moved up the ranks from entry level. The business is always interested in emerging talent and nurturing those who have the drive, hunger and capabilities to accelerate growth across its core professional and technical business sectors. Keith Tocher, Alasdair Murray, Peter Dunn in Edinburgh and Lucy Nicoll in Aberdeen move from Managing Consultants to Divisional Managers, growing
the firm’s management team from ten to fourteen. Elevated to Principal are Sally Rae and Paul Buchan in Edinburgh and Rebecca Ferguson in Aberdeen. Daniel MacNeill, Megan Vinten and Jennifer Telfer, all in Edinburgh, progress to Senior Consultant and Kirsty McKay moves from Associate to Consultant. These promotions come at a significant time; the business is celebrating its strongest financial year in history turning over a record breaking £16 million. James Milne, Managing Director at Eden Scott said: “On the back of an outstanding trading year for Eden Scott, it is a pleasure to recognise and reward these 13 incredible individuals who have demonstrated the hard work, dedication and skills required to deliver exceptional results. We are certain that they will continue our success in their new and well-deserved roles”.
About Eden Scott Eden Scott was established in in 2003 and has offices in Edinburgh, Glasgow and Aberdeen, providing s bespoke recruitment solutions for across professional and technical staffing markets. The company employs over 70 consultants that specialise in over 17 market sectors, including accountancy, information technology, legal, manufacturing, oil and gas and renewable energy. The recruitment business has enjoyed consistent growth since its inception, becoming a member of Scotland’s top SME 300 list and yielding a £16 million turnover for the most recent financial year.
INTERVIEWS
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How to Become a ‘Killer Interviewer’ There are countless blogs and articles available that tell us what we need to do to perform well at a job interview but what about when the shoe is on the other foot? Want to be a killer interviewer? Read on… bit deeper! 6. Dig deep Don’t be afraid to dig deeper with one or more follow up questions. This may be feel awkward at times if you feel that the individual is reluctant to give more information but you can then acknowledge this by acknowledging this then probing a bit further to gain a better understanding e.g. “I sense you don’t want to go into more detail about that, can I ask why?” 7. Activate the power of the pause The power of the pause is a great technique to use at the end of an answer to draw out more information. This is particularly helpful if you feel the individual is holding something back on a particular topic. Silence also works well as a power play in a tougher scenario such as salary negotiation. Fight your natural tendency to fill the silence! If you can, try counting to 5 in your head after hearing the answer to a tough or thoughtful question!
First things first, make sure you have the following covered: • You know the ins and outs of what the job entails • You know what you’re really trying to assess from the interview – what behaviours and competencies do you want to see in this person? • You are clear about the interview process and format • You are aware of unconscious bias and how to reduce this • You are aware of questions which may be seen as discriminatory • You have a pen and paper to take notes! Here are our top tips on how to become a top notch interviewer: 1. Plan, make notes, then don’t read them! Read the individual’s entire CV and gain a good understanding of their background and experience.
You may even wish to check out their social media to see what you can find out about them! A bit of familiarity will not only help you feel more confident but it may also lead to you asking questions which will encourage the interviewee to open up. Although it’s important to plan what you want to ask, an experienced interviewer is likely to take what looks like a more relaxed approach, rather than reading question after question. Off-thecuff questions often result in the best answers – but the opportunity only arises from engaged listening. 2. Be confident Inexperienced interviewers can be just as nervous as the interviewee. However the interviewer should come across as confident and this will help the candidate relax! If you’re inexperienced or feeling nervous recognise it is normal to feel this way! Remember that you’re prepared and you’re on the
better side of the fence as you’re the one asking the questions. Whilst offering the candidate a drink, get yourself one so if you do need additional time to think then breathe and take a sip! 3. Ask behavioural questions Behavioural interview questions will be more pointed, more probing and more specific than traditional interview questions. These questions focus on examples of past behaviours e.g. “Describe a decision you made that was unpopular and how you handled implementing it.” The logic behind this is that how you behaved in the past will predict how you will behave in the future. 4. What are your “killer questions”? You may want to ask some tough open questions, set a challenge or ask something a bit off the wall. Don’t do this for the sake of it but think about what you want to achieve. These types of questions
can assess how people problem solve, think under pressure and give you an idea of what their attitude is. Examples we’ve experienced include: • What do you think someone would need to succeed in this position? • How have you elevated someone from mediocrity to greatness? • How many planes land at Edinburgh airport each day? • Tell me a quote you live by? • Name five uses of a stapler without staples. • How would you cure world hunger? 5. Be an active listener Listening may sound simple but listening the right way is a skill! Practised interviewers not only listen to the words but also the tone in which the words are said and the pauses used. Active listening will help you know when to move onto a new subject and when the moment is right to dig a
8. Sell verses de-sell Whilst it’s important to give a good impression of the organisation you work for, there is a balance to be struck between selling the opportunity and de-selling it! If you oversell the role it may not meet the expectations of the person starting and they may leave quickly! Undersell it and they may not be interested! The key is to sell the organisation and the opportunity but make sure you highlight the challenges and downsides of the role and ask the interviewee how they feel about them. Developing your interviewing skills will allow you to effectively identify and hire the right talent for your business. Interviewing is a free PR opportunity as you’re representing your business’s brand, so be courteous and feedback to candidates after the interview. If you run a business it may be worth considering what support you can provide to your management team to allow them to be effective interviewers. Kirsty Mackenzie & Fiona Riding fionariding@imultiplyresourcing.com
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NETWORKING
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Using Emotional Intelligence in Networking As a writer and Psychologist who specialises in body language and positive behaviour change, I have been fascinated to observe over the past year and a half the outstanding results one can achieve through really effective networking. For many years, I worked as a psychologist in a school setting, and then in 2013, I launched myself upon the freelance market in London, with very little previous experience of business networking within structured environments. It very quickly became clear to me that there were several sub-groups of networkers operating in these competitive arenas, and they were not all created equal! It is well known that effective networking can grow business by increasing your valuable contact base, and also lead to a knockon effect with new possibilities appearing from unexpected sources. Even in a buoyant market - and there are strong signs of Britain’s economic revival continuing, with unemployment almost back to precrisis levels and job vacancies at an all- time high (Jeremy Warner, The Telegraph, February 3rd 2015 ) - being a strong contender and keeping your name on people’s lips is very important. In fact, with increased competition in every job sector, I would argue even more so. No matter how talented you are and how much business you currently generate, the fact is that unless you get out there so that people can put a face to the name, you are likely to lose out to your competitors. Word of mouth is incredibly important. Business is, after all, a matter of building relationships, and still the best way to do that is face to face. With this in mind, and given my ability to observe and analyse, born of many years working closely with human behaviour, together with my own experiences as a new networker, I wanted to put together a few notes on how you may be able to think about networking a little differently, thereby making it both a more enjoyable and more profitable experience. Firstly, it is very important to remember that all humans are just that! Nobody, no matter how high up the ladder they have risen is exempt from feelings of shyness or anxiety from time to time. Entering a room full of strangers can be daunting for anyone, particularly if people seem to be standing in closed groups. Here are some tips I have found valuable:
RESEARCH THE GUEST LIST Where possible, do your homework in advance. Think about who is likely to be at the particular event you are attending and the types of connections you are looking for. But keep an open mind. Some of my best clients have come from unexpected sources and yet conversely, some events I thought would be useful proved not to yield very much at all. Sometimes you need to cut your losses and leave. It is all adding to your experience. EMBRACE YOUR HUMANITY - BRING A FRIEND A simple tip here, and one I’ve used with great success especially when I first started out, is to either invite a friend or colleague to go along with you, or arrange to meet one there. This has a great confidenceinducing effect and you get the double benefits of knowing at least one person in the room as a ‘safehaven’ plus anybody they happen to already know. In my early networking days, I went with a friend and new client of mine to a very large event where over 200 companies were represented. We each took some of the other’s business cards, agreed we would circulate and recommend one another (if appropriate) and reconvene every half an hour or so to see how the other was doing and for a general morale -boost. This proved highly effective for us both, and got us double the amount of follow up emails and calls the next day. BE WHO YOU SAY YOU ARE In a world where there is a plethora of information on the Internet and elsewhere regarding who to employ or where to source a service, people can get very confused with their choices. When looking to engage anyone, a person or company will have needs to fulfil that they cannot, or do not want to fulfil themselves. Therefore, the person who solves their problem and fulfils that need will be the one they engage again and again. BE that person. Be the expert in your field and represent yourself in the manner in which that expert would be seen. This includes how you dress, speak and generally conduct yourself. It goes without saying that this should be authentic, as people can spot a fake a mile off, and if they don’t to start with, they soon will, when you are not able to deliver. Be able to back this up with evidence of previous satisfied clients and great results. DEVELOP A BRIEF PITCH Think about a short, simple
way to describe your business to people you meet in advance of the networking event. Be as specific as possible, but use your warmth and a dash of humour so it doesn’t sound too dry. You need a USP, something that makes you different from all the other experts in your field. I’ve found that people love to hear something a little unexpected, as let’s face it, a whole night of hearing business pitches can become very tedious. Stand out, and don’t be afraid to inject your personality, rather than just spilling forth a company manifesto, always remembering that demonstrating your knowledge will earn the respect of your fellow guests. A few times, when asked what I do, I have invited the person to guess. Every time, this has met with enjoyment, as people love a bit of a quiz and like to think of themselves as rather empathic. Nobody has ever guessed correctly, which injects yet more interest and humour into the situation both excellent for building a new relationship. ACTIVELY LISTEN I usually start by trying to get the other person to open up a little, not necessarily by asking them a question about their business, but about a more general subject. Humour is again a great leveller here and most people love to talk about themselves and what they do. Whilst they are talking to you, actively listen, paying them the ultimate respect of your time and attention, and certainly not scanning the room for a potentially more fascinating opening. Active listening involves not trying to guess what the other person might be about to say next or how you may want to reply, but mindfully taking notice and hearing them. This includes remembering their name, so that when you meet again (and you will, I see the same people very often and I go to many different events) you can then go up to them with confidence and consolidate the connection. Be friendly and engaging. Building a rapport is not about selling! Above all, I think what you are aiming for, is for the person you’ve had a conversation with to feel that you have really listened to what they have to say, so that they feel confident in you and comfortable to connect further or recommend you to a colleague. BE A GREAT CONNECTOR I firmly believe that there is abundance enough for all of us. In addition, I am sure that the more you give, the more you are likely to receive. Share your knowledge and your
connections with your fellow networkers. Introduce people with thoughtful detail, thinking carefully about how they may be of value to each other. This shows that you have listened carefully and understood somebody’s role, and that you are a professional who people can trust with their own introductions. I have found that my business contacts always remember that it was me who put them in touch with a particular person, and they keep me in mind to return the compliment whenever they can. It’s a win / win situation. NETWORK OUT OF YOUR COMFORT ZONE Do go to network at some places that you wouldn’t usually consider. Meeting new and diverse people both in your own industry and outside it is crucial for business growth. You never know who other people know. I’ve been pleasantly surprised. AIM FOR QUALITY RATHER THAN QUANTITY I think this is the most important thing of all. When I first arrive at an event (in good time and having done my research) I usually stand for a short while simply observing a little. It is surprising how standing quietly for a few moments allows you to ‘ ground ‘ yourself and feel more confident, whilst also enabling you to get a ‘ feel ‘ of the room and your fellow guests. I like to have two or three really valuable and worthwhile conversations, rather than ‘work ‘ a room, pressing my card into people’s hands. I’ve also discovered that standing still for a short time allows others to approach me, rather than the other way round. This is half the battle won, as they’ve chosen to engage with you! HAVE AN ESCAPE ROUTE! We’ve all met the networking bore. The ‘networking bore’ is that person who is intent on distributing their business cards to as many people as possible with no intention of listening properly or even following through on an introduction. How do you move on from this situation without seeming rude? I’ve developed a strategy for this, which is much easier if you have a friend or colleague there. I simply and warmly say how good it has been to meet them, but I must go and say Hi to a few colleagues before I go. There is no need to say you will drop them an email the next day unless you mean it. You can’t connect with everyone. AFTER THE EVENT Manners still maketh the man. The
day after the event, thank your hosts. I do this every time, even if I am a regular attendee at the event. It is so appreciated, and keeps you in the mind of the organisers for any interesting future networking opportunities. Follow up on any promises of introductions or emails you said you’d send within 24 hours of the event. Thank fellow guests for any introductions made to you too. This builds trust and reinforces their feeling that you are both reliable and professional. What is the point of all your efforts, the costs of getting there and your most valuable resource your time - if those efforts are not consolidated?” So set up a phone call or better still, a face to face meeting, so you can get to know each other. Connect carefully and mindfully on social media too. Random LinkedIn requests are to be avoided, so think before you link. It is during this follow-up period that all my meetings are arranged and where the real business is done, but if you leave it too long, there is a danger that the person may not remember who you are and the opportunity will be lost. Most of all, enjoy each networking occasion that arises and relax. Remember that humans are designed to interact; we are pack animals. Our best selves are revealed when we connect with others in positive ways.
Amanda Hills BSc ( Hons ) Psych. MBPsS, Psychologist, Freelance Writer and Communications Consultant. Amanda is also a Guest Lecturer in Psychology at King’s College London T: ( +44 ) 07939 116 013 E: amanda.h@live.co.uk Twitter: @ AmandaHLondon Blog: amandahlondon.com www.amandahills.co.uk LinkedIn
NETWORKING
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Building Connections – a Guide to Networking “Networking”. It is a word which fills some with dread, makes others yawn with boredom while others perk up on hearing it. Networking, love it or hate it, has become a buzz word in recent years for summing up a key practice in developing new business, that of meeting people and building new commercial relationships. Whether you are a student preparing to graduate, a newly qualified professional or business owner you need clients, customers and colleagues prepared to give you work. People do business with people and getting out in to the world to meet new connections is an excellent way to develop
new and better understanding of industry as well as generate new potential leads. Making new connections does not have to be the painfully uncomfortable experience some make it out to be. Here are a few tips for making it all a little easier: • Stop thinking of networking as work. Just relax and enjoy talking to people. Avoiding work-related subjects is often the easiest way to build a rapport with someone. After all, it’s all about having a good conversation. Ask people open questions and find out what they are passionate about. • If you want to connect with someone in particular then do
some background reading on their industry or sector but don’t jump to display all of your recent reading too quickly. Engage and drop a few key pieces of knowledge in to the conversation here or there to show you have awareness of the sector. • Know your “elevatorpitch”. This should be a 30 second synopsis of who you are, what you do and which business you are from. Identify yourself and something that interests you or say something interesting about what you do. This will help you stand out and make you more memorable. The key is to any successful networking event is making the
person you are talking to feel at ease, interested and inclined to meet you again for a follow up conversation. Why not get out and practice? Connections events are a great place to meet people from different sectors and stages in their careers. Visit the Connections website at www.connectionsnetworkinggroup. com to find out more.
Alexander Lamley CEO, Connections info@connectionsnetworkinggroup.com
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Escaping the Long Term Unemployment Trap
If you’ve been looking for a job for six months, a year or more, then you’re long-term unemployed. Whether you’ve been landing interviews that have not turned into jobs or you’ve been launching CVs into a black, unforgiving vacuum for months or years, you are probably feeling terrible about your situation—and yourself—at least some of the time. You know the standard advice: stay positive, keep submitting applications, stay fit or get fit, do some volunteer work, consider a new degree or certificate, or look for a government-sponsored training program. If you can’t find a job, then start a business. These are all good ideas, but they’re intermediate steps; none of them offer a clear way out.
acknowledge another fact, as well: if you’re long term unemployed, then you are almost certainly short of money. You have to think twice before taking the train or buying a mocha, let along paying for training or funding a business start-up out of your own pocket. The combination of rejection and austerity is depressing, and it can make you feel trapped and hopeless. Long term unemployment can shatter your identity and your sense of self worth. If you’re feeling bad, then please know that you are not the only one, and it isn’t your fault. It’s a perfectly reasonable reaction to a difficult situation. However, even if you’re feeling hopeless right now, you can find ways to pull yourself up and move forward.
The Reality
An Identity Crisis - and an Opportunity
The reality is that once you’ve been unemployed for more than a few months, you can start to feel like damaged goods, and it’s not all in your mind; recruiters and HR departments prefer currently employed candidates to the jobless, and candidates who have recently left a job to those who have been searching for months or years. The standard advice often fails to
Here’s a truth that you may already have glimpsed in your more positive moments: long term unemployment isn’t just a challenge; it’s also an opportunity. Now is the time to ask yourself, “Who and what do I want to
be?” Think about your education, your training, your interests and your experience. Can you picture a new way to put them to work, something different than what you’ve tried up until now? Failing that, can you think of a new area you can move into with the personal and financial resources you have at hand? Try to find something that resonates with you as a goal. Even more importantly, see if you can visualise a pathway from where you are now to where you want to be. It doesn’t have to be detailed. It doesn’t have to be a sure thing. It just needs to be something you can use as a guide. Realise that this new plan doesn’t have to be your life’s dream or something you’re passionate about. It might simply be a step in the right direction: upward, toward a regular income and a sense of usefulness. This might be through pursuing training, though building up freelance business or through starting a small company.
Find Your Community Once you have an idea, the next step is to find your community. The community you need to find
isn’t a support group of or even your old community of colleagues, who may be uncomfortable with you now. The community you need to connect with is a group of people who have been successfully doing the thing you want to do. They might be a very specific group of people, for example, if you plan to train for a new type of job, then join an organisation of people who are already doing similar work. If you plan to freelance or start a small business, then seek out successful freelancers or small business people. Look for people who are already where you want to be, or who are on the road there. They will be able to support your efforts, give you a hand up and provide opportunities for learning and collaboration. Even more importantly, this is the kind of group that will help you sharpen your focus, clarify your vision and see your path more clearly. Look for your people; you may find them in a business incubator like Entrepreneurial Spark, in a degree or certificate program, at a government program like Business Gateway, in a coworking space like Collabor8te or in a local meet-up group. It’s best to connect in the real world, but a supportive online space can be helpful, too.
Don’t Be Afraid to Ask for Help You should have a story; a true story about where you’ve been, where you are and where you’re going. Think hard about your story; write it down. Try to make sense of what’s happened and plan out at least one happy ending. This is where your volunteer work, selfimprovement efforts and positive focus can really help! Then, take your story on the road. Ask for the help you need to get from the middle of it to the end, and have an idea of what comes after that. You might go to public programs and non-profits who are there to help. You might take it to your new communities of colleagues. You might tell it to your family and friends. Once you have a good plan, you’ll find that people want to help you achieve it, even people you don’t know. With the help of a vision and a positive community, you can move forward. Find your story, find your people and ask for the help you need to succeed. Deidre Miller dee@quillandcompass.co.uk
EXPERT ADVICE
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So You Run a Company in Scotland, Who Is There to Help You? This is a question I’ve discussed with
numerous fellow business leaders and I thought it useful to share the answers I’ve received in the hope that it will help you.
1. Ensure you are registered with the appropriate state support organisations. Business Gateway, Scottish Enterprise and Highlands & Islands Enterprise, they are there to help. Call the local office to arrange a meeting. 2. Meet with your bank. Today all banks are looking to engage more closely with their clients and it’s always best to start building a relationship before you need to call on them for financial support. Don’t forget to ask what events they run as these are usually free and offer good speakers and excellent networking. 3. Talk with your accountant and ensure you are on top of all the numbers in your business. Also, make sure you are taking advantage of all tax allowances. For example, I’m regularly amazed at the number
of companies not applying for R&D Tax credits. 4. Ensure your local political representative is aware of your company and what you do. Any politician, be they regional or national, will want to support local employers in their area who create jobs. 5. Look at joining organisations such as WeDO Scotland, Entrepreneurial Scotland, Chamber of Commerce, IoD, FSB or any of the myriad of business support groups in Scotland, here you’ll find similar business leaders to yourself, all looking to help fellow members. 6. There are also many sector specific organisations operating in Scotland such as ScotlandIS (for the Tech community), WeAreTheFuture (supporting young entrepreneurs), Association of Scottish Business
Women and others. Search out which is the most appropriate for you. 7. Scotland holds a world leading position in Further Education so if you have a technical challenge or need for research then why not contact your local university and see where the conversation goes. 8. Cultivate a relationship with the press, both national and trade. Don’t just send Press Releases, build relationships. Don’t forget if you write a blog, this can easily be published as an article as well (thank you TeamPlayer360). 9. Recruiting staff can be expensive so speak with local councils or Skills Development Scotland and see what support is available. If you looking to hire a school leaver always check with local council to understand
what support is available and use Adopt-An-Intern (fab organisation) to identify Graduate hires.
To find a business mentor, start by picking up the phone and asking fir support, my number is Tel. 0792 000 8187.
10. Keep your eyes open for business competitions run by local associations and professional advisory firms. A competition win will not only lead to publicity opportunities but will also be greeted warmly by clients and staff.
There will of course be many, many more than I have listed here but perhaps this will get you thinking. Please drop me a note to Russell@ Exolta.com if you can think of any I’ve missed as I will look to write a follow up article.
11. If you’re looking to expand international Scottish Development International and UKTI are there to help and offer free-of-charge assessment and support services to get you going. 12. And finally find a mentor. Throughout my career I’ve been supported by experienced individuals who have helped me overcome challenges.
Russell Dalgleish Managing Partner Exolta Capital Partners
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CVs or No CVs? That’s a good question… If I asked you whether you use CVs as an integral part of your recruitment process, my guess is that you would probably say: “Yes – of course! That’s the way we’ve always done it.” More importantly, that’s the way everybody does it. But, just because that’s the case doesn’t mean to say that it’s the best or only way to select suitable candidates. Way back in 2001 Robertson and Smith carried out a major research study at UMIST School of Management and published it in the Journal of Occupational and Organizational Psychology with some very interesting findings. It turns out that the most accurate predictor of an effective candidate is not the education, experience and past job history listed in their CV, but data gathered about their intelligence, personality and integrity from psychometric testing. Have a look at the chart below for a summary of the research. This data puts the whole selection process in a completely new light. By trawling through tens or hundreds of CVs and what they claim about candidates’ education, experience and past job history, you could certainly recruit somebody who theoretically ticks the right boxes. On the other hand, you could also land yourself with an employee who is completely unsuitable for the job because they think they know best all the time, or they are stubborn and inflexible and can’t work as a team, or they
In addition, it’s a well-known fact that CVs can often be a work of fiction. Even Alan Sugar —the great lord almighty of entrepreneurialism — has had his fair share of dodgy CVs to contend with on the “The Apprentice” TV programme, with potential partners being outed at interview stage by their errors, deliberate embellishments (that’s a kind word) and, in one famous case, a downright lie. Perhaps it’s time to take a fresh approach, and move the focus onto personality, attitude and behaviour? Here’s a salutary tale from a business owner I met recently at a conference. We’ll call her Ms Smith. She was describing her career to date, and said that a pivotal moment was when she applied internally for a senior management job for which she had no previous experience and no formal qualifications. The job had been advertised in the traditional way, and CVs had already come pouring in from people with years of experience in similar posts and with impeccable qualifications. But it was also open to internal applicants. Thankfully for her, the organisation was ahead of its time and because the HR department already had a CV that was really only relevant for her current post, they asked Ms Smith to describe why she thought she was right for the job – what she could bring to it that the other muchmore-qualified-and-experienced
are lazy and can’t be bothered. And no candidate in their right mind is going to write ‘Can’t work as a part of a team’ under ‘Qualifications and experience’.
applicants couldn’t. So Ms Smith thought about it and told them in the interview that the job would require excellent communication skills, tenacity, determination and
Ground-breaking Recruitment Software that saves time and money, and quickly identifies the best candidate for the job. eTalent Software wording:
• Provides a paperless on-line application process • Automatically screens all applicants to ensure they are qualified for the job • Automatically screens all applicants to ensure they are suitable for the job • Provides psychometric personality and behaviour al testing as standard • Integrated candidate management • Enables you to review all your applicants on-line
We make screening CVs a thing of the past. www.etalentrecruitment.com
energy – and the ability to keep going when things didn’t go well. It would require keeping cool and smiling when scream-inducing deadlines were imposed by clients. It would require rallying and encouraging the team to keep going and meet those deadlines when they were tired and wanted to give up. It would also require somebody who was responsible, who would be accountable and who would be willing to evaluate systems and procedures on an on going basis. As she had worked there already for a year, the interviewing panel knew all this to be true – Ms Smith had these traits and qualities – and they knew she would be perfect for the job. She got it. And just to underline the point, Ms Smith went on maternity leave twice, and on each occasion the organisation advertised for
a temporary replacement the traditional CV-and-interview way. Guess what? After each maternity leave, Ms Smith returned to a team that was demotivated, disorganised and delighted to see her, because her temporary replacements looked good on paper but just didn’t get the job done. The moral of this tale? As a means of selecting a short-list, CVs are immensely time-consuming, often contain errors (at best) and lies (at worst) and they only give you a limited picture of the candidate. And because everyone’s CV is metaphorically shouting ‘look at me!’ you will probably be faced with a myriad of different formats and styles that make it hard to compare one candidate with another. So, CVs or no CVs? My advice? No CVs. Forget them. Ditch them. Think instead about using a software system like e-Talent
that will screen all applicants and identify the best and most suitable candidates using job-specific psychometric tests. These are unbiased, objective and — since the publication of Robertson and Smith’s report — now widely accepted as the most consistently accurate way of predicting superior performance in future employees. To get and keep the right people, you need to use the right recruitment tool. You need to look at attitude, personality and behaviour as well as qualifications and experience. Get in touch for a free consultation about e-Talent software and how it can help you to recruit and keep the right people for your organisation.
Nik Plevan eTalent nik.plevan@etalentsystems.com
NEW ORAGANISATIONS TO EDINBURGH
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THE WORLD ECONOMIC FORUM GLOBAL SHAPERS COMMUNITY COMES TO EDINBURGH - APPLICATIONS FOR EDINBURGH SHAPERS NOW OPEN
world are achieving to know that this is an excellent opportunity to join a Global network of like-minded young people and to have an impact both on our local communities and the global community. Applications are now open to individuals interested in being a Global Shaper for the Edinburgh Hub. The World Economic Forum is an International Institution committed to improving the state of the world through publicprivate cooperation. Our moto is Entrepreneurship in the global public interest. In 2011 the Global Shapers initiative was launched to create an opportunity for young people to take an active role in the Forum. Since 2011 the Global Shapers community has grown to over 400 Hubs. This global network of Hubs is led by young people who are exceptional in their potential, their achievements and their drive to make a contribution to their communities. Up until recently, Scotland has not been represented in the
World Economic Forum Global Shapers Community. In January they appointed Phin Mpofu as Founding Curator for the Global Shapers Edinburgh Hub to spearhead the Shapers growth in Scotland. Phin had this to say, “I was both delighted and honoured to be appointed as Founding Curator for Edinburgh. The Global Shapers and indeed the World Economic Forum’s ethos as a whole resonates strongly with me. I fully subscribe to the ethos of entrepreneurship in the global public interest. The Edinburgh Hub marks the first of what we hope will be several other Hubs in Scotland.” One only has to look at what many of the Hubs around the
ELIGIBILIY CRITERIA • Potential members of the Global Shapers Community must be: • Young extraordinary individuals with great potential for future leadership roles in society and with verifiable achievements. • Between 20 and 29 years old at the time of nomination/ application. • From all walks of life and share a spirit of entrepreneurship, whether for-profit or social, in the global public interest. • Highly committed to developing their leadership potential towards serving the society. • Adhering to the highest standards of moral and intellectual integrity.
• Possessing unique qualities that distinctly set them apart from the mainstream. • Entrepreneurial or intrapreneurial track record. • Ready to deeply engage in the Shapers community, reinforcing its mission and objectives and supporting their fellow Shapers in their individual and professional development. • Committed. COMMUNITY PROFILE & PURPOSE • The purpose of each Hub is to complete a project or projects that have a positive impact on the local community • Shaper candidates must join their local Hub after their 20th birthday but before their 30th birthday • Shapers are members of the Community for five years or until their 33rd birthday, whichever comes first • Each local Hub must ensure the highest degree of diversity in the composition of its Shapers, with at least one representative of each stakeholder group
(business, government or politics, academia, civil society, science, arts & culture) of global society. • The World Economic Forum mandates each Hub to achieve representation of a minimum of 30% of each gender SUBMIT YOUR APPLICATION / NOMINATE SOMEONE Applications or nominations can be sent to either edinburgh@globalshapers.org or emailed directly to Phin Mpofu Founding Curator for Edinburgh at phin@globalshapers.org.uk. Your application should include the following: 1. Your CV 2. A personal statement of between 500 and 750 words addressing the following questions: • Why would you like to be a Global Shaper? • What are you are expecting to gain from the Global Shapers Community? • What community project(s) is/are near and dear to your heart?
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Specialist Engineering Recruitment
Influx Innovative Services, an engineering recruitment company servicing industrial sectors globally such as but not limited to Oil & Gas, Petrochemical, Construction Power Generation and Renewables. We supply skilled personnel for temporary, permanent and Contract positions. We add value to our clients by taking the time to understand their needs and focus on providing the candidate most suited to their requirements. It’s important to us to develop long lasting relationships. Each member of the Influx team has a passion for bringing clients and candidates together to create strong working relationships that are beneficial to all parties.
As Managing Director, Influx represents my determination and ambition to do well. During my time working for a global manufacturing Company, I spotted a gap in the market for a niche technical recruitment company, from this my concept evolved. Influx has progressed over a short period of time exceeding clients expectations of high standards. My team, hand picked by myself, share the same vision ensuring a sustainable foundation for the future of our business. A key element of our success is building and cultivating relationships with our clients worldwide. Maintaining these relationships is essential.
any organisation. I am a business graduate working as a recruitment consultant for Influx and I believe that my skills gained from University combined with the passion I have for what I do drives me to create thriving business relationships with every enquiry I deal with. After graduating University I travelled to Sydney Australia to work for a period of time which gave me a chance to develop the key life skills that are essential in understanding how to work effectively with a variety of people.
Natural progression for Influx is an exciting, new project….. Please watch this space!!
Working for Influx Innovative Services has given me the opportunity to work in a people oriented environment which is in an industry sector that I have always wanted to be involved in. I believe I have a natural flair for this line of work and in my time with the company I have received numerous recommendations and testimonials from satisfied clients. There is a great sense of satisfaction that comes from the placement process in the recruitment sector and this pushes me to do the best for every client and candidate alike.
Connecting people has always be en something that I believe is integral in Business. Companies are built and thrive through the people they are made up of so ensuring the right people connect and work together is essential to
Before joining Influx I wasn’t really sure what career path I wanted to follow. After doing some research into the recruitment industry I began to understand that it would offer me exactly the kind of challenges I was looking for.
My background is in Sales & Marketing and Finance also qualified in Project Management and International Trade. More importantly I love what I do and I am passionate about what I do. I help change peoples lives and that’s a great feeling.
Being part of the Influx team has allowed me to take a very handson approach to my work, it is so important to everyone in the team that we build good quality relationships with everyone we work with and provide the best possible service for our clients and our candidates. This continuous drive from the rest of the team and myself as well as having access to a global network and the necessary expertise within the industry is how I know that we add value with our service. In this type of business I think the likeability factor is key, I believe my bubbly and outgoing personality helps me to create good working relationships with client and candidate alike. I am willing to discover and accept new ideas and I have the ability to communicate well with people from all walks of life. Influx Innovative Services Office 11 Fife Renewables Innovation Centre Ajax Way Methil, Fife, Scotland KY8 3RS Contact: 0044 1333 426500 admin@influx-innovative.co.uk
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Eden Scott Elected To Support Project SEARCH Aberdeen central to the continuing success of our inspirational programme and I welcome the exciting opportunities which I am sure this partnership will bring”. About Eden Scott Eden Scott Aberdeen was launched in 2009 as an oil and gas and professional services recruitment firm. The business has grown exponentially since launch and its team now work across a variety of verticals, including engineering, procurement, accountancy, HR, business support and legal markets. The team delivers a range of often complex recruitment solutions in both commercial and technical staffing markets across permanent, temporary and contract positions.
Aberdeen based recruitment business, Eden Scott, has been announced as the latest partner of the Project SEARCH initiative, which is hosted by the University of Aberdeen. There are currently 1,700 young people with additional needs currently seeking employment in the Aberdeen and Aberdeenshire area. Project SEARCH is a one year programme for young people aged between 16 and 25, who have a learning disability and/ or an autistic spectrum condition, to help prepare them for employment. Now in its second year, the
project is delivered in partnership with North East Scotland College, Inspire, Aberdeen City Council and Aberdeenshire Council; supporting young people gain the skills and career experience they need to go on to have self-sustaining futures. Eden Scott is the latest partner. Teams from the recruitment business will utilise their recruitment experience to coach interns during their initial job search, host interview training sessions and introduce them to their clients throughout the NorthEast. Over the past 6 years Eden Scott
has forged successful partnerships with many of Aberdeen’s leading employers across the oil and gas and professional services sectors. Eden Scott’s ultimate aim is to support the University of Aberdeen and Project SEARCH programme to prepare the interns for the world of work. Lucy Nicoll, Managing Consultant at Eden Scott, commented: “It is a privilege to be elected as a partner to the Project SEARCH programme. The initiative has done a wonderful job transforming the lives of young people with additional needs and
providing them with the skills to embark on their own careers. I look forward to working with the University of Aberdeen over the next 12 months on delivering the programme”. Professor Neva Haites, Vice Principal of Development, Equality and Diversity at the University of Aberdeen said: “I am delighted that Eden Scott have embraced the Project SEARCH programme and are so willing to provide our interns with the benefit of their professional expertise. The ongoing support and commitment from our local business community is
About Project Search Project SEARCH Aberdeen, a one year Internship programme which supports young people with additional needs to gain skills and experience to go on to employment. This ground-breaking project is hosted by the University of Aberdeen and is delivered in partnership with North East Scotland College, Inspire, Aberdeen City Council and Aberdeenshire Council. Project SEARCH is a one year programme, which is delivered by the University of Aberdeen. Twelve Interns per year receive support to undertake 3 work placements within the University during this period, whilst studying to attain a vocational qualification. Upon the conclusion of the project, the Interns receive support to source and sustain paid employment. Last year 11 out of 12 students had gained work in a variety of organisations across the Grampian area by the time of their graduation.
Asia Pacific Unravelled for Recruiters If one or more Asia Pacific countries are on your 2015 radar for new business and you have not yet booked a complimentary, 60 minute, face-to-face meeting in April with ItsInternational’s Asia Pacific partner, don’t delay. Mike Phillips, Marketing Director of ItsInternational is delighted with the take-up and says: “Most recruiters are setting their own meeting agendas. Whilst everyone is seeking essential, up-to-date knowledge on obvious
topics such as ‘skill set demands’, ‘placement rates’, ‘where and how to establish an affordable sales presence’ and ‘how to assess local and regional umbrella services’, some want us to share our practical and timely solutions for issues which could harm their business prospects in Asia Pacific.” So far, most of those issues are country specific. Here are typical examples: Indonesia “The government has clamped
down on work permit quotas and is reinterpreting its withholding tax rules. As your Asia Pacific partner owns two local companies in Indonesia, can it help us legally mitigate withholding tax completely?” Myanmar “Still the rising star of South-East Asia but we face acute day-today admin problems from a local banking system which cannot be trusted, no effective local support for our placements, onerous
manpower laws – it’s a minefield. How is your Asia Pacific partner going to make our business life in that country easier and more profitable?” Hong Kong “How is your Asia Pacific partner able to help us capitalise on the Hong Kong government’s proactive approach to attracting, recruiting and retaining talent from outside their country?” Singapore “We know your Asia Pacific
partner has an excellent reputation with the Singapore authorities. But how are they helping agencies manage new changes to the tightening immigration policies?” Please don’t delay – book your complimentary April meeting today! Either call Mike Phillips on 020 7477 2660 or email him at mikep@itsinternational.ltd.uk. Mike Phillips
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MBN Chairman Paul Forrest Featured as One of the 100 Most Influential People in Big Data MBN are proud to announce that their Chairman, Paul Forrest, was named in the DataIQ Big Data 100. Listed as a data enabler, Forrest is identified as one of the most influential people in data and data-driven marketing appearing alongside key industry leaders from the best users of data including dunnhumby, the Information Commissioner’s Office, British Airways, BBC, Channel 4 and Aimia. data-driven marketing industry. They are the people who, with the explosion of data sources in recent years, know how to get to the data that counts – to move along that continuum of best practice data capture, to intelligence and finally, to profitable actions. About MBN Solutions: MBN are a full service Recruitment and People Solutions business. As a business, MBN are positioned as being a challenger brand to larger competitors and a market leader in the area of Data Insight, Analytics and Econometrics. The last three years have seen tremendous change and growth for MBN and the plan is to ensure that this business as usual is maintained during a period of high quality, low risk and profitable growth. MBN continues to lead the field in this important sector by developing thought leadership and perspectives that count with their clients. MBN will continue this theme by running a series of events and publishing further articles throughout 2015 and beyond.
The list was unveiled at the Kensington Roof Gardens on 25 February and profiles the one hundred people leading and shaping the Big Data driven business agenda in the UK today. Production of the annual list is a key activity of DataIQ and includes those who have the most influence, highest profile and groundbreaking knowledge in Big Data and is one of the year’s most important industry publications. Michael Young, MBN’s Chief Executive Officer said: “we are
delighted that Paul has been recognised in the list. It is a reflection of the quality of his work, thought leadership and contribution to the Big Data Industry and we are proud to have him serve as our Chairman helping us to maintain our position as a leading Big Data People Solutions provider” Paul Forrest has over 25 years experience in delivering business value through strategy, data and technology. He has been an advisor to boards ranging from
startups through to FTSE 100 and global 500 businesses and has developed high performing data driven disruptive strategies. Paul is the Chairman of MBN Solutions, ACS Consulting and a board advisor to a number of other fast moving businesses in the field of accounting, legal and digital agencies. Paul Forrest said: “Big Data, Insight and Analytics are pivotal to modern life, commerce and government. To be included in the DataIQ Big Data 100 is a real
honour and I’m proud to be able to represent MBN’s interest in the Industry as a leading provider of recruitment and I am thrilled that our commitment to the sector through our thought leadership and insight events resonate with industry leaders” About the DataIQ Big Data 100: DataIQ has created the definitive list of power players – the people they believe possess the most influence, profile, experience and knowledge to drive the vibrant
Paul Forrest
Michael Young, Chief Executive Officer Hannah Dockery, Marketing Business Partner MBN Recruitment Solutions, Ingram House, 227 Ingram Street. Glasgow. G1 1DA 0845 070 1130 www.mbnsolutions.com
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Recruitment Matters International Opens New Scottish Base Recruitment Matters International (RMI) has opened a new base in Glasgow as a springboard for their plans to develop a comprehensive training offering to recruiters throughout Scotland. The launch is being spearheaded by RMI MD, Warren Kemp. Sales & Marketing Director, Ken Kemp said “Following an extensive review of the Scottish market, we are confident that there is a terrific mutual opportunity for RMI and the
Scottish recruitment community to work productively together. “The really good news for all who want to join us is that we are starting in April at our Holiday Inn Glasgow Airport training venue with a very special launch rate for our open courses, with more to come as we progress including other major cities later in the year.” For more information, email ken@recruitmentmatters.com or call 0141 353 5093.
IQX: The Transformation of Recruitment Software Over the last 14 years the world of recruitment has been transformed, initially by job boards, then applicant tracking systems and currently social networks which are viewed as the key to identifying and communicating with candidates. For the recruiter in the agency they have been required to adapt their candidate sourcing strategies as technology has developed and over time have become more and more dependent on their own recruitment technology systems, not only to deliver recruitment services but to ensure the task is completed in full compliance with an ever more complex legislative structure. Today there seems to be new recruitment technology vendors popping up every day, each offering the latest piece of technology wizardry. However, when we asked recruitment MDs and CEOs what was of upmost importance to them, it was not the latest technological trends. Instead it was compliance, consistency and process improvement that came out top. In light of this finding today, we look at the Scottish recruitment technology supplier IQX Ltd who for the last 18 years have quietly grown and developed into one of the leading players in their sector by focusing on these very issues. IQX Limited is surprisingly based in the rolling countryside near Melrose with a team of developers and support staff who are more likely to cycle to work rather than compete with the city dwellers rush hour commute. The company was originally formed in 1997 and
can today claim an impressive client base both across the UK and Internationally. IQX delivers a suite of technology solutions to cover all aspects of the recruitment process but with a particular focus in enabling recruitment agencies involved in the supply of temporary & contractor staff to clients operating in highly legislative sectors such as Health, Social Care and Education. The issues involved in these sectors such as fast turnaround, complex shift patterns, AWR management and seasonal variations being seamlessly handled by the IQX solution which also monitors compliance reporting automatically. IQX appear to have taken the right approach in recognising that an agency recruitment platform is not a standalone entity but must dovetail into the back office systems hence integration options are available with leading back office packages such as Accord, Merit, TempAid, Enterprise, Safe Tempest, Safe Outsourcing, Cash Friday, Sage Line 50, 200, 1000, Sun Accounts, MS Dynamics (Great Plains). But beyond the technology it would appear from speaking with their clients that it is the IQX support and consultancy which is most valued. IQX acts not as external supplier but more a technology and sector expert supporting agency clients through legislative changes as these arise and thus ensuring compliance and minimising risk to both agency, worker and ultimately end client. Author: Mary Philip, Editor
Why not ask us how we can help you? IQX can offer you:
• Temp, Contract and Permanent Recruitment Management Software • Compliant solutions for al sectors including Education, Healthcare and Social Care • Fully configurable interface and workflow tailored to your needs • Local support from recruitment experts based in Scotland • Over 20 years delivery experience • Seamless integration with back office systems.
Recruitment software that liberates your business.
www.iqx.co.uk sales@iqx.co.uk
0845 460 7540
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Slips, Falls and Panic Calls Four years after establishing UKSafety Mats, Glasgow based entrepreneur Steve Turner talks about his experiences making Scotland’s business premises a little safer and nicer to be in.
Have you had a slip or fall at work that wasn’t your fault? Plenty of us do, UK insurers pay out over £250 Million pounds every year to claimants who have slipped on floors. We’ve all seen the adverts and shaken our heads in despair at the thought of living in a world where the first question is “are you alright?” and the second is “are you going to make a claim?” The first thing the business owner hears is about 3 weeks after some seemingly innocuous slip when a letter arrives. “Did we put this in the accident book?” “Who was in here on that day? Do you remember anything?” Of course, someone has a vague recollection but it all seemed fine at the time.
There is a whole science behind this, if a floor is slippery, the chances of an accident increase dramatically, a wet tiled floor can have a chance of a slip as high as 1 in 2 where the same dry floor is nearer 1 in 1,000,000. So, the challenge to businesses is to manage the risk of water and other spills wherever they occur. That’s why mats are so common in entrance areas and bathrooms. We came across one business who told us that their insurance premium had gone from £5000 per year to over £50,000 after two claims were made in a short period of time. So, there is a real cost to businesses of getting this wrong. Of course the real impact is on the people who have the fall and,
the injury can be real and life changing, you don’t need to fall far to do damage and, the elderly are particularly at risk. We all have a commitment to safety but sometimes, we don’t see what is right under our nose. The problem is that when we go into the same shop, café or store every day, we don’t really see it, our eyes glance over the familiar scene. So, try something for me… The next time you walk into your work, really take a good look, and see it as if you were visiting for the first time, as your customer (or even a safety inspector) would. It can be a revelation. I ask people I meet at networking events to do this and, very often, I get a call the next day form people surprised at what
they saw when they really looked properly. Stopping slips and falls wasn’t the original idea behind UKSafety Mats, I had the idea when was working for a large company manufacturing Musical Instruments and, I was visiting a reseller who wanted to create a splash (pun intended) around a new Digital Piano but there was literally no space to put any advertising, every wall space was packed with Guitars, Banjos and Ukuleles. “Let’s put an advert on the floor” he said and so started a 20 year journey. To this day, I love getting calls and e-mails from business owners who have just unwrapped and unrolled their new mats printed with their logo excitedly telling me how much everyone loves them and that and that no one wants to walk on them and get them dirty. There are lots of reasons why businesses choose to buy a new printed mat and, you may be surprised to hear that over 80% of the mats that we sell are printed with a client’s design on them. Often, it is a new café or store opening, the owner has a specific look that they are going for and a printed mat is professional and keeps the whole space looking good, the same goes for
companies attending exhibitions, a printed logo mat marks out their space in a way that is really hard to do. The panic calls do stick in your mind though, I remember one wet Friday evening around 7pm, the concierge from one of Edinburgh’s more prestigious hotels called me. An elderly American guest had slipped when coming into the hotel and had had to make a precautionary visit to A&E. It went something like this: “Good evening UKSafety Mats, how can I help.” “Hello, Are you based in Scotland?” “Yes sir, how can I help?” “Could you possibly deliver eight large mats to us now? I mean this evening, and, by this evening, I mean in the next hour or so? NOW would be just great!! Please.” You get the idea. So, I have two simple requests, give a quick thought to the safety of your floors, where does Water meet Floor, meet Feet and have you done everything you can do avoid or protect slippery areas? And, finally, take a look around your business entrance, is it looking great, professional, fresh and the way you would want it to be? If you want to chat about how to improve it, give us a call. Steve is the owner of UKSafetyMats.co.uk and advises business on keeping their floors safe
Steve Turner
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Opus Pro - Enhancing Client Collaboration and Project Management for More Successful Search Assignments
Earlier this month, I met up with Tsen Wharton to hear about his transition from a full-time search consultant to software entrepreneur. What is OpusPro? OpusPro is an intuitive project management and collaboration tool designed by and for Executive Recruiters. OpusPro helps Recruiters work in true partnership with their clients and streamlines their workflow management so they can optimise the quality and profitability of search assignments. What is the back-story? My recruitment background began in London in early 2007 with a large national recruitment business. I’m originally from Scotland and returned to my university town of Edinburgh for the arrival of my first son in 2008. Since then I continued to serve the senior permanent end of the market with the same employer, and laterally with a boutique search firm. I’ve always had a natural curiosity about business and the great thing with recruitment
is that it exposes you to a huge variety of business models and functional areas in a relatively short period of time. This aspect of recruitment had always appealed to me and over the years this increasing exposure fuelled my desire to find ways to better serve the industry in some way. Having spoken to many other recruiters over the last year I can see how this is quite a common desire and path amongst the entrepreneurialinclined recruiters. Ultimately for me, the burning desire to make a wider positive impact through business had become too big to ignore. How did you go from Recruiter to Software Entrepreneur? With a desire to create value for others through software, I started 2014 as an experienced Executive Recruiter without a business idea. One thing I was sure about was that any value I created had to be based on real industry challenges and needs. Whilst my seven years in the industry is a decent stint, it is not the 20+ years that many have had and I did not want to base anything on my experience or assumptions alone. Instead
I decided the best place to start would be to conduct some thorough industry research. I spent months conducting in-depth research with Executive Recruiters to understand the biggest pain points in their business and identify common themes amongst the highly successful. After thousands of emails sent and more than 100 hours of phone interviews I was able to identify common pain points that came up regularly. As every former or current Recruiter knows, there are so many potential points of failure in the end to end recruitment process because we are dealing with the variables of 3 parties: the client, the candidate and our own performance as a recruiter. We are all human beings and as such have a myriad of nuances. My interviews revealed there are many issues and challenges that could be better managed, yet many Recruiters “live with” them and continue to “bank their time” in the hope of a pay-out at the end. So, what did I learn? When client collaboration and search project management is suboptimal there are huge ramifications on key business factors such as: (1) time to hire is reduced; (2)
candidate management becomes more challenging; (3) profitability of the search reduces; (4) up to 1 in 3 fees typically are at risk of falling out of the pipeline: (5) the capacity to take on new searches is reduced….the list goes on. Ultimately it is painful for everyone involved and costs the recruitment business money. At the same time, it became clear to me that there was a definite core theme amongst the top producers - with all the variables involved in the recruitment process, top producers take the time to set themselves up for success and minimize risk. They have a proven formula/methodology and are extremely intentional about doing the right things and not being complacent (even after 20+ years of experience). All of my findings were distilled and analysed alongside learnings taken from industry research on client perspectives about how they want to work with their Executive Recruitment partners. For example, client perspective research by the AESC shows that: • Clients want a high touch, client-centric offering • Clients want more transparency during the search process • Greater interaction with the search firm is required to feel they [the client] have bought the services of a trusted advisor How did the findings lead to a business? Fast forward several months, I was in a position to start sketching a solution. At this point I brought together a selection of forward thinking Recruitment businesses to be part of a beta process where, over the coming months, their feedback would help build a software solution that would alleviate some of the industry issues identified and add real value to recruitment businesses. Creating value for all parties interacting with the solution is at the heart of OpusPro - both in terms of setting Recruiters up to better serve their clients, and
in optimising search assignment management. OpusPro was created in response to the common challenge and opportunity to facilitate greater transparency, collaboration and project management between clients and their Executive Recruitment partners. What does the future hold? Following several months of development and testing, version 1 of OpusPro is now fully functional. This first version of OpusPro forms the backbone of a tool for Recruiters that will continue to grow and evolve based on direct user feedback. At OpusPro we believe the quality of what we create is directly linked to the quality of questions we ask, so we challenge ourselves to continue in the pursuit of asking better questions. We value listening, learning and implementing so that we create tools that generate real value and ROI for Recruiters. We have a number of customers in the US enjoying the benefits of OpusPro and we are excited about welcoming more businesses to join the OpusPro community as we continue to evolve through user collaboration. Get in contact If you would like to learn more please email Tsen at: tsen@opuspro.co
To subscribe to his newsletter and/or blog email him or sign up via website www.opuspro. co/blog
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UP AND COMING V
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TickX: Where Will You Go?
Our Editor, Mary Philip, meet up with Steve Pearce and Sam Coley from TickX to hear about their innovative event app. How does TickX differ from others event apps/websites out there? The primary and secondary ticketing market has become more crowded in recent years, making it both hard and time consuming for the public to know where to go to find events and get the best priced tickets. We’ve seen comparison sites dominate in almost every vertical sector – hotel, travel and insurance to name a few. But for some reason the events industry has been left out and it’s a gap we’re moving in fill. Being a comparison site, TickX sits above the ticket sellers in the process to become the first port of call, so event goers can find what’s on, who is selling tickets and who is the cheapest. And since we compare prices for club nights, gigs, festivals, sport, lifestyle,
theatre and comedy you’ll never be stuck for choice! Winning Pitch 2 Rich would be a great accolade for TickX and significantly raise the credibility of our brand. The support of a high profile entrepreneur like Sir Richard Branson and advice from the The Virgin Group mentors would be invaluable in helping us realise our vision of producing a market leading events app, in the UK, Europe and beyond. 2015/16 is all about growth and winning would massively boost our efforts and validate that there is a gap in the UK’s Billion pound events industry for TickX. The prize would boost our ability for us to tell UK event goers about TickX, which we know from our Beta stage feedback, people will love. Overall winning would enable us focus on TickX full time, kick start our marketing activity and drive critical growth in traffic to our platforms to increase ticket sales and create a profitable business ready to continue expanding rapidly. We also believe
that TickX is particularly relevant to the Virgin group strategy and culture and we hope our idea resonates with Sir Richard and his team. How does the Pitch to Rich competition differ to others you have done before? The exposure from being in Pitch to Rich is unreal – it’s unlike no other competition. There’s vast media coverage in the regional and national press, there’s billboards everywhere you look and there’s a great big prize at the end if you win! The competition which is heavily based on the public vote will massively help us build the profile of our business. What were some of the unexpected hurdles for TickX? 6 months in we never thought we’d have this much interest in the app. Not only have we partnered with 12 ticketing partners and
built TickX which is live on Google Play, App Store and online at tickx.co.uk. But we’ve also come runners-up in Venturefest, gained a place on the Rackspace tech-start up scheme and pitched in front of a number of highly influential businessmen and investors. This has been no easy ride and there have been many hurdles. But the support we’ve had from the mentors we’ve picked up on our journey has massively helped us overcome these. What we’ve found amazing from the whole experience so far is that there are a lot of very kind and generous people willing to help you along the way. You just have to ask! 4. What is coming up for the future for you guys? It’s all go at TickX at them moment , with more ticket sellers coming online, a new app version being released and additional features coming to our website in the coming weeks. We are now busy meeting investors keen to help us achieve rapid growth over
the coming year. Sam and I know it’s early days, but from the interest we have had so far has made us aware we have created something with massive potential. By listening to users, understanding their needs and reacting to their feedback, TickX will only get bigger and better. 5. How do you feel about the market in Scotland for young start up and entrepreneurs? From finding experts and mentors to receiving help from government agencies such as HIE, the support we have had in Scotland has been amazing. And with a rapid expanding tech scene it also provides the perfect base for us now and in the future. The success in recent years of tech companies such as SkyScanner has definitely boosted the Scottish startup culture which we are now proud to be part of. The app is available to download on Apple and Android.
EVENTS
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Forth Valley Businesses Celebrate Success at the Chamber Business Awards Nick Nairn, compere Colin Cloud took over the evening, and left the 340 strong audience stunned at his ability to read minds - and wallets – as he demonstrated his jaw dropping forensic skills. Eleven more awards were presented by category sponsors and guests such as Keith Brown, Cabinet Secretary for Infrastructure, Investment and Cities, and CEO of Scottish Chamber Liz Cameron. The winners were: Best Micro Business Life Fit Wellness Ltd Best Small Business You Train Ltd Best Large Business Central Demolition
In a dazzling evening at the Doubletree by Hilton Dunblane Hydro last week, businesses from across Central Scotland gathered to celebrate at the second Forth Valley Chamber Business Awards. Sponsored by the Ministry of Defence, keynote speaker Brigadier Paul Harkness praised
the business community for its resilience during recent difficult economic times, and acknowledged the hard work which went into running a business. He outlined the support available to businesses from the military in terms of leadership training and the
employment of skilled reservists to complement the work force. He then presented the first award of the night to Ray Young of Astute Facilities Management as Outstanding Supporter of the Armed Forces Reserves. As the guests digested a delicious meal, devised by celebrity chef
Best Start Up Business The Lead Generation Company Excellence in Customer Service The Oak Tree Inn Best E-Commerce Strategy Labels4Kids Best Green Business Green Power International
5 Top Events That Happened in Edinburgh This May Summer is tantalisingly near here in Scotland. Gone for the next 4 or 5 months are the heavy coats and hello sunshine - hopefully! If you’re eager to get out and then here are our 5 top picks of what the best experiences were in Edinburgh this May: “Ciamar a tha cùisean?” “Good thanks for asking.” Gaelic not up to much or maybe you want to improve it then head to Tradfest Edinburgh or in Gaelic - Dun Eideann that runs from 29 April to 10 May and learn all about: Gaelic Scotland, the language, traditions and food! http://www.tracscotland.org/ festivals/tradfest How green are your fingers? Gardens are therapeutic and they can be the balcony, a patch of grass at the back or maybe a few pots indoors whatever the size why not learn new skills or marvel at the professional exhibits at Gardening Scotland - 29 to 31
May 2015 (National Gardening Show) The only limits on your imagination are your own. That’s what childhood is all about limitless imagination and creating worlds - maybe you have the next Shakespeare at home or a budding Robert Carlyle eager to get on the stage. There were a wealth of performances and shows from a Modern adaptation of Shakespeare’s Henry V or a very unique story hold by A Hand (A Mano). We hope you took your children to see the Imaginate Festival aimed inspiring children and young people in Scotland to get involved in the Arts. It ran from 11 to 17 May. http://www. imaginate.org.uk/festival/whatson/ The Land of milk and honey or heather and whisky. The water of life after a wee dram or three. Which isle do you prefer and how do you take it: peaty, sweet, single, double, blended, neat or with a drop of water? Fun fact only whisky from Scotland can be spelt that way and called simply whisky
whereas if it’s produced anywhere else then it is spelt with an ‘e’ whiskey.If you went along, send us a tweet and let us know how you got on! - head over to learn more and sample a few wee drams at Whisky Fest 16 May 2015. www. smws.co.uk Did you start January stating that 2015 was the year to you’d get fit and be running every week - how is that working out for you? Good or has it been a very long winter? Still at it, then take a bow, but if not then why not go celebrate that person in your circle either running the half marathon or (heroically) the full marathon. Go get inspired - May is a runner! half and full marathon take place on 30 to 31 May respectively. The TeamPlayer360 team will see you there! http://www.edinburgh-marathon. com/?pages_id=1158
Rosalynn Try-Hane
Young Entrepreneur of the Year Josh Quigley of SharkDog Entrepreneur of the Year Karen Somerville of Angels’ Share Glass Best Family Business Tilly Confectionery Ltd Most Innovative Product/Service iQ Chocolate Ltd CEO of Forth Valley and Stirling Chambers Laurence Barrett commented, “It was a truly amazing evening with some exceptional businesses as finalists and as winners. The awards showcase all that is good in our vibrant business community and we hope the Chamber will continue to go from strength to strength in supporting our local economy and local businesses.” For more information on Forth Valley Chamber, go to www. forthvalleychamber.co.uk Michelle McKearon
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