A specialist in the field of Payments, Technology Sales and Development recruitment, DP Connect has been uniting talent and technology with some of the UK’s leading organisations and specialist professionals for almost three decades.
Our consultants are experts in their fields; with an unrivalled knowledge of business systems, development platforms and emerging cutting-edge technologies, this ensures they are best placed to support you in finding the right hire or matching your skills to the perfect opportunity. Directing our expertise to our specialist sectors allows us to focus on providing a premium bespoke service, uniting the best talent in the market with the role that is right for both them and their future employer.
We offer a comprehensive range of opportunities as we work exclusively with some of the UK’s most prestigious organisations as well as fresh and exciting start-up businesses providing contract, permanent and fixed-term positions. We will consult closely with you to understand your skills and experience, requirements and aspirations and to accurately match them with the right employer.
The term unprecedented is far too over used at the moment, so lets say that in these ‘different’ times, recruitment has to be completed in a slightly different way to what it has been before. With many companies previously utilizing large scale face to face meetings and in depth onboarding processes, it can be somewhat daunting to know that you will be relying on a more remote interview process to bring on new staff. However, rather than pause recruitment, we have seen many clients adapt the way they recruit technical employees to suit the environment and allow them to continue with their growth plans. The technology market will be the first to bounce back, due to the more remote elements that can be completed - https://www.recruitment-international.co.uk/blog/2020/03/uk-tech-industry-to-remain-resilient-in-face-of-covid-19. So how can you adapt your interview process to allow you to still recruit top talent, but be able to ensure team fit? Here are some examples of what some businesses are doing in the market, so hopefully it proves some guidance for you: - Interviews Client A’s ‘normal’ process: - A telephone Interview with a line manager A 5 hour half day face to face (including technical test, meeting a range of people, coffee meetings for cultural fit etc) They have adapted this to:- A telephone Interview with a line manager Completing the interview via Video Conference. They will use Hackerrank for the coding exercise, and just video call the candidate at intervals to see how they are getting on with it. They will then have predefined slots, where different team members will call the candidate and have conversations etc, and try to replicate the coffee meetings at best as possible. The 5 hour nature of the interview will probably be broken up into more manageable 1.5 hour – 2 hour chunks as virtual meetings can usually be more intense. This still allows for a technical Q and A, as well as a range of people from different teams to speak with the candidate to gauge team fit. This can also be used as an opportunity to adopt more remote interviewing capabilities when the office is open, and help you to fill hard to fill roles with people in different geographical locations who are looking to relocate, without having to drag them across the country, or from further afield. Onboarding Normally an onboarding process is quite ‘dull’, you learn where the fire exits are, where you go for lunch and sign lots of paperwork before sometimes being taken to lunch. This can easily be adapted to a more remote level and utilise the power of technology more than ever. We have one client who have adopted the following: - They have increased their internal communication channels to include Slack and Zoom on top of what they had already existing. This helps as it can allow departments across multiple “sites” to work together. They mail courier a laptop to the new starter with all the necessary software installed, so the employee can get up and running straight away. They have then created a buddy system, whereby the first few weeks work and expectations have been pre-planned, and the buddy will be their point of contact, to assist with anything technical and otherwise. They are also still doing the ‘first day lunch’ but over Zoom, and are setting up things like video quizzes to ensure lots of collaboration and interaction, so when the employee does go to the office, they won't feel like a newbie, but as part of the furniture already. There are a number of things you can do without the need to be physically in the office to ensure your onboarding process is as strong as ever whilst being virtual – we have developed a guide for you here: Virtual Onboarding Guide If you require any assistance with virtually interviewing or onboarding please contact Ryan Lanham on rlanham@dpconnect.co.uk
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Top Tips for Virtual Interviews For the majority of companies who were adjusting to working from home, their hiring campaigns suddenly did not seem to be at the top of the agenda as lockdown gripped the country. However, now we are a couple of weeks in to this new way of working, most of our clients have begun to adapt and are keen, like ourselves, to carry on with business as usual. This includes continuing to hire for those essential roles, and therefore adjusting their interview process to fit with this new way of working. Usually you could expect a telephone interview followed by a face to face meeting with your prospective new employer. But this has forced most organisations to be dragged in to utilising the great technology we have available…and realising they can still hire great candidates without that face to face meeting. It is crucial to ensure you prepare yourselves for these virtual interviews as employers may still be nervous to hire without meeting you face to face… prove to them they do not need to be. We have compiled our top tips for virtual meetings, whether this be using Microsoft Teams, Skype, Zoom or any other technology the client requests. Test your technology – even if you are using software you are familiar with, ask a friend to test out your connection; that they can hear you clearly and your laptop/PC is positioned to see your head, shoulders and torso. Imagine you are across the desk from your potential employer, this is how they should be viewing you on camera. Dress for the occasion - just because you are at home, you are still having an interview. Clients may not expect you to be fully suited and booted, however a smart dress code should still be applied. Be aware of your surroundings – many of you will also have family members at home during this time. Ensure you have a quiet spot in the house set up where you will not be disturbed by background noise or people entering the room on your video call. If you do not have an office try to position yourself at a table as if you were in a face to face interview. If you can have a blank wall behind you then sit yourself accordingly. Organise yourself - have a glass of water to hand, your CV, any notes you may need etc. However, do not be distracted by reading off your notes or shuffling paperwork. You are in a position where you may be able to glance at questions you wanted to answer which may normally slip your mind or key points about the organisation. Body Language – because you do not have that face-to-face connection with the interviewer your body language and enthusiasm becomes even more important. You cannot give a firm hand shake but you can smile, be yourself, relax and maintain eye contact with the screen. Although on starting your role you may be working from home, the interviewer will still want to ensure you are a good personality fit for their organisation. Preparation – this stands for all interviews whether face to face, over the phone or virtually. BE PREPARED. The interviewer will want to know you have researched their organisation, the job role, the skill set and any potential questions you may be asked. Speak to your consultant at DP Connect about anything else you may need to prepare and some more background on the vibe of the organisation. If you have any questions on interviewing in the current climate do not hesitate to call Matt Taylor on 0208 466 3656
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Are you a woman considering a career in tech? Are you sometimes apprehensive about what being a woman in technology means? Women may still be in the minority in tech, with just 17% of the workforce being made up of women, however, in order to engineer change in the situation, more and more women need to break into the industry. A career in tech is an excellent choice, it can be well-paid, offer great opportunities for remote and flexible working, and with the pace of advancements in technology it can be an extremely rich and diverse industry to develop alongside. WomeninTech.co.uk have compiled 5 top tips to help women considering a career in technology: 1. Become a relentless learner Technology is always changing along with new industry trends, iterations and inventions. If you are considering a career in the tech industry then it is important to open as many doors as possible for yourself by always learning new skills, staying up to date with the latest tech trends and never losing that thirst for knowledge and development that sparked your interest in tech. Having an arsenal of skills and knowledge in your field will give you a competitive edge in the eyes of employers and organisations. Learning doesn’t have to mean always enrolling on courses, there are so many free resources out there to gain valuable insight, knowledge and skills such as books, podcasts, YouTube videos, and forums. 2. Network and connect Seeking out mentors and/or opportunities to network and connect with other women in tech is a really positive thing you can do for yourself to not only increase your understanding and picture of what it’s like to work in tech, but also it can be a way to discover new opportunities for work experience, or even a future referral for a job. Attending networking events or signing up to a mentorship programme will provide you with support from someone who has perhaps been in your shoes and can make you feel empowered and supported that you can do it too! Women empowering women is an important part of working to increase female representation in tech. 3. Seek out inspiring role models The power of role models to inspire and innovate is a great thing to utilise when considering a career in tech, especially if you are a woman and entering as a minority in the industry. Everyone will have different stories about how they entered their fields, what qualifications they gained, work experience they embarked on and advice for those at the early stage of their career journeys. Role models are powerful because they are examples of real people who have been in your situation and therefore they are extremely relatable. A way to discover role models is to read case studies because this is a quick and accessible way to feel like part of a growing community of women in tech. 4. The possibilities are endless! Research your options It’s really important to do as much research as possible into what sector of tech to go into as well as the different jobs available in the tech industry. Often there are misconceptions that working in tech is mostly coding or software developing, however, this is not the case. Tech covers a broad range of roles and there could be jobs out there in tech you hadn’t even thought possible. For example working in tech can mean working as a project manager, as an analyst, user experience guru, IT support and even tech sales to name but a few. From health tech and artificial intelligence to web design and aesthetics, the more you start looking into tech jobs, the more diverse the picture of working in tech becomes. 5. Take advantage of your unique position as a woman in tech More and more organisations are committing to fixing the issue of gender imbalance in tech, and this means that if you’re a woman considering a career in tech you are in a great position to put yourself out there and take advantage of the opportunities being created to attract more women into the industry! Technology has such a broad definition and because of that can often seem quite daunting, but it’s important to have confidence in your abilities to bring your talents to the industry and thrive. From specific business grants aimed at helping women in tech, to an ever growing list of employers committed to creating gender diverse tech teams, it’s an exciting time to be a woman considering a career in tech. For more information and career advice visit women in tech here Or call DP Connect on 02084665666
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