Glocomms

1. ALIGN EXPECTATIONS Tell your talent partner what you want. At Glocomms we often say that the close is at the start – in other words we manage tech professionals expectations from the very beginning and make sure they align with the role, which is why it is really important businesses know what they want. ​2. THE NEED FOR SPEED Don’t drag your heels - Top talent simply won’t wait around. Cut out inefficiencies, include putting hiring managers and HR in one round to decrease the number of interviews for example, and streamline processes to free up time and space to measure personal fit. ​3. IT’S ALL ABOUT RELATIONSHIPS Being able to access and communicate with hiring managers from the very start makes such a difference because it is a great way to show those interviewing what the culture and team are really like. Be transparent, be human, and demonstrate what positive relationships look like. 5. DISCOVERY TIME A discovery call, or a live role play often allows organisations to really

  ​If you are struggling to source the best talent for your company, you are not alone. A survey by Indeed found that nine out of ten tech companies in the US find the task of recruitment ‘challenging’. It is a fiercely competitive sector, with a lack of skilled graduates available to fulfill high demands. The call for employment in the tech sector means companies are now adapting methods such as crafting an  Employer Value Proposition , or EVP, in order to attract the best talent available. An EVP works as a pitch to prospective employees in the talent pool, communicating the benefits of your mission, culture and job offering. This article will show you how to craft a strong EVP which effectively communicates the leading benefits of your company to potential candidates. It also runs through the process involved in developing an EVP, which can also contribute to the overall company strategy.

​Today, many organizations across all sectors are falling short at the first hurdle to secure business-critical talent. Whilst the reasons may be nuanced and depend on several variables, it’s largely due to the time it takes to hire. We sat down with  Adam Nightingale , Vice President at Glocomms, to discuss actionable strategies for business leaders and jobseekers alike on how to increase recruitment efficiency. The need for speed It’s crucial to have a clear and defined recruitment strategy; why not cast a critical eye over your current hiring policy to identify any bottlenecks? If an organization is dragging their heels or getting too many people embedded into the recruitment cycle, not only might this negatively impact an employer’s brand, but top tier talent won’t wait around. Most companies promise a 3-5 step process, which is the industry standard, however this typically evolves into 7 rounds. By cutting out the inefficiencies and including hiring managers, HR personnel, and oth

No matter how experienced and confident a new employee is, the first day of a new role can be a head-spinning rush of information, excitement, new faces, new names and a brand new culture to learn. While many companies in the global tech sector have invested in onboarding processes to help new employees assimilate into a company, there is pressure to make a great firstimpression while adjusting to a new working environment. A strong first impression can make a long-lasting impact, and following the tips in this article will help you navigate your first day in the most successful way possible. Walk through the office doors on the end of your first day confident that you have started your role on the right foot.

The continued Covid-19 pandemic has ushered in the largest  working-from-home population  in human history alongside a period of  great economic uncertainty.  In the technology sector, quarantines are causing labor shortages and impacting manufacturing capacity. Some companies, including providers of digital banking, logistics, video conferencing, or cloud software, are of course seeing the benefits of the current climate. More than ever they are in  need of business-critical talent   to deliver a reliable service to new and existing clients or to lead them through this challenging period. Some are scaling up their contingent workforce to deal with increased demand. Others are restructuring their teams in anticipation of a downturn. Many tech professionals, therefore, have been placed on furlough or had their projects stalled. Coupled with  economic uncertainty,  some tech professionals are seeking advice on  how to demonstrate their value during this time . On request, we have put tog

  The global tech sector is one of the fastest-growing sectors and candidates with technical skills are in high demand. This means many candidates who are seeking a technology role hold a good position when it comes to considering a job offer. Many tech companies poach valuable candidates with large salaries and flashy company benefits, but there is more to think about when you receive a job offer. Compensation matters, but it shouldn’t be the only motivation for saying ‘yes’ to a lucrative job offer. A great wage may not be worth a toxic company culture, working under a bad manager or being stuck in a role with no career advancement. This article shows candidates how to look at their entire job offer and make an informed and intelligent choice when deciding if a job offer is worth taking.