<h4 dir="ltr">What is Unconscious Bias?</h4>
Unconscious bias is the automatic and unintentional judgments or stereotypes individuals form about others based on their background, experiences, and societal influences. Unlike explicit bias, which is deliberate and conscious, unconscious bias operates subtly and often without our awareness, impacting our decisions and interactions.
Unconscious bias can show up in several forms, each affecting how we behave and make decisions:
<ul>
<li dir="ltr" role="presentation">Affinity Bias: Favouring people who are similar to us in some way, like sharing the same interests or background.</li>
<li dir="ltr" role="presentation">Gender Bias: Making assumptions about someone based on their gender.</li>
<li dir="ltr" role="presentation">Racial Bias: Forming opinions about people based on their race or ethnicity.</li>
<li dir="ltr" role="presentation">Age Bias: Judging people based on age, whether young or old.</li>
<li dir="ltr" role="presentation">Confirmation Bias: Only pay attention to information supporting our beliefs and ignore anything that challenges them.</li>
</ul>
Our attitudes can affect our thoughts, feelings, and actions toward others. Employees are not robots; we all have different opinions that can influence our behaviour. Unconscious biases are often rooted in social stereotypes and shaped by our upbringing, beliefs, and past experiences. These biases can make us act in ways that reinforce existing stereotypes without us even being aware of them.
&nbsp;
<h4 dir="ltr">How is Unconscious Bias Impacting Your Working Environment and Hiring Processes?</h4>
Unconscious bias can significantly impact your workplace and hiring process, often in ways that aren't immediately obvious. One survey found that workers who experienced bias were 33% more likely to feel alienated and 34% more likely to withhold ideas. This shows that bias affects individuals' sense of belonging and stifles innovation and open communication.
In recruitment unconscious bias can subtly influence hiring decisions, leading to less diverse and inclusive teams. For example, affinity bias might lead hiring managers to favour candidates who share similar educational backgrounds or professional experiences, reducing the chances of selecting a diverse range of candidates. Various forms of bias can result in the underrepresentation of different groups, perpetuating imbalances in the industry.
&nbsp;
Specific examples of bias affecting diverse groups in tech include:&nbsp;
<ul>
<li dir="ltr" role="presentation">Resume Review: Resumes with names that suggest a particular gender or ethnicity are often less likely to get callbacks than identical resumes with more familiar names.</li>
<li dir="ltr" role="presentation">Interviews: People from different backgrounds might be judged more harshly for behaviours seen positively in others, like assertiveness in women or enthusiasm in younger candidates.</li>
<li dir="ltr" role="presentation">Performance Evaluations: Bias can also appear in performance reviews, where individuals from underrepresented groups may receive less credit for their achievements.</li>
</ul>
<h4 dir="ltr">Why Addressing Unconscious Bias Matters</h4>
If left unchecked, unconscious bias can harm team diversity in tech and overall company performance. A lack of diversity in tech has the potential to lead to a homogeneous work environment where creativity and innovation suffer. On the other hand, diverse teams bring various perspectives and ideas, supporting a more innovative and adaptable company environment.&nbsp;
&nbsp;
Consequences of Unchecked Bias:
<ul>
<li dir="ltr" role="presentation">Reduced diversity: Teams that are too similar are less likely to challenge each other&rsquo;s ideas, leading to less creativity.</li>
<li dir="ltr" role="presentation">Lower Employee Morale: Employees who feel excluded or unfairly treated are more likely to disengage and eventually leave, increasing turnover rates.</li>
<li dir="ltr" role="presentation">Damaged Company Reputation: Companies known for biased practices may need to help attract top talent, which could affect their competitive edge. </li>
</ul>
Benefits of Diverse Teams:
<ul>
<li dir="ltr" role="presentation">Enhanced Creativity and Innovation: Diverse teams bring different perspectives, leading to more creative solutions and products.</li>
<li dir="ltr" role="presentation">Better Decision Making: Various viewpoints can improve decision-making, as diverse teams are more likely to consider a broader range of options.</li>
<li dir="ltr" role="presentation">Improved Employee Satisfaction and Retention: An inclusive environment where diverse perspectives are valued leads to higher job satisfaction and lower turnover rates.</li>
<li dir="ltr" role="presentation">Stronger Company Reputation: Companies known for their diversity in tech and inclusion efforts can attract top talent and stand out in a competitive market.</li>
</ul>
Addressing unconscious bias in tech hiring is crucial. By using structured interviews, blind recruitment, diverse hiring panels, and technology, you can make your hiring process fairer and more inclusive. These steps will help you build a diverse, innovative team, boosting creativity and performance.
Tech tools and processes are critical, but human oversight and regular training on unconscious bias are essential. Commit to diversity to attract top talent from various backgrounds.
&nbsp;

How is Unconscious Bias Impacting Your Working Environment and Hiring Processes?

Everywhere you look, AI and machine learning are transforming how we work, solve problems, and innovate. From automating tasks to driving decision-making, these technologies are shaping the future. But the demand for talent to build and maintain these systems has skyrocketed, and finding the right people has become a real challenge.
In 2025 and beyond, the growing demand for AI and ML expertise will push organizations to rethink how they recruit, train, and retain talent. Addressing this gap requires a deeper understanding of the challenges and a clear strategy to overcome them.
This guide explores the causes of the AI/ML skills gap and the impact it has on businesses. More importantly, it offers practical strategies for overcoming these challenges, from upskilling and inclusive recruitment to building teams that thrive. So, how do you create the optimal AI/ML team? Let&rsquo;s start with the bigger picture.
<h2 dir="ltr">The AI/ML Skills Gap in 2025</h2>
As AI and machine learning adoption grows, the skills gap is becoming one of organizations' biggest challenges. In 2025, the numbers paint a clear picture: while 81% &nbsp;of IT professionals believe they could leverage AI effectively, only 12% have the skills to do so.&nbsp;
&nbsp;
<a href="https://www.google.com/url?q=https://www.peoplemanagement.co.uk/article/1903575/ai-poised-drive-global-productivity-skills-gap-remains-critical-hurdle-report-finds&amp;sa=D&amp;source=docs&amp;usthttps://www.peoplemanagement.co.uk/article/1903575/ai-poised-drive-global-productivity-skills-gap-remains-critical-hurdle-report-finds">With AI spending set to surpass USD 550 billion this year, businesses are struggling with a 50% shortfall in talent.&nbsp;</a>The issue goes beyond demand&mdash;it stems from deeper educational, policy, and workforce development challenges.
What&rsquo;s at the core of the gap?
<h4 dir="ltr" role="presentation">1. The disconnect between education and industry demands</h4>
While AI and ML are central to business strategies, academic institutions still lean heavily on outdated curricula. Many programs emphasize theoretical concepts over practical applications, leaving graduates unprepared for businesses' real-world challenges. This disconnect is particularly stark in industries requiring sector-specific AI applications, such as healthcare or logistics, where domain knowledge is as important as technical expertise.
<h4 dir="ltr" role="presentation">2. The speed of innovation is outpacing workforce readiness</h4>
AI evolves far faster than most organizations can prepare their teams. Businesses may invest in technology without a clear plan to develop the internal talent required to sustain it. As a result, the gap between what technology enables and what teams can deliver widens, particularly in industries that are newer to AI adoption.
<h4 dir="ltr" role="presentation">3. Specialist roles lack clear definitions</h4>
Roles like machine learning engineers or data ethicists are still poorly defined in many organizations. Hiring managers often struggle to articulate exactly what they need, leading to unrealistic expectations or mismatched hires. This lack of clarity also discourages candidates who may have transferable skills but don&rsquo;t meet overly rigid job descriptions.
<h4 dir="ltr" role="presentation">4. Biases in recruitment and technology</h4>
AI-driven recruitment tools can unintentionally reinforce biases, further narrowing the talent pool. Additionally, the lack of diverse representation in AI development teams leads to blind spots in how technologies are designed and applied. Diversity plays a key role in creating teams that can develop innovative and ethical solutions.
<h4 dir="ltr" role="presentation">5. Fragmented government and policy support</h4>
Policies and funding often focus on research and technology development rather than workforce readiness. For example, while initiatives like the CHIPS Act aim to boost AI innovation, there&rsquo;s less emphasis on creating accessible and scalable reskilling programs to meet workforce needs across industries.
The AI and machine learning skills gap is holding businesses back. Without the right talent, innovation slows, projects stall, and opportunities to harness AI&rsquo;s full potential are missed. Companies that prioritize solutions like upskilling, better recruitment strategies, and inclusive hiring will be the ones to stay ahead.
<h2 dir="ltr">Key Challenges in AI/ML Recruitment</h2>
We&rsquo;ve talked about the reasons behind the AI and ML skills gap, but is the lack of&nbsp;<a href="https://www.mcgregor-boyall.com/">qualified talent</a>&nbsp;the only issue businesses face? For many organizations, the real challenge lies in navigating the complexities of hiring within such a specialized and competitive space.
One of the biggest issues is the lack of clarity around emerging roles. Positions like machine learning engineers and AI trainers are still relatively new, and many businesses struggle to define their requirements. Without clear expectations, recruitment efforts can stall or lead to mismatched hires, slowing progress on critical AI and machine learning projects.
The competition for talent is another significant challenge. Organizations across industries and regions are all vying for the same small pool of AI and ML specialists. Smaller businesses, or those earlier in their AI adoption journey, often struggle to attract candidates when competing with global companies offering higher salaries or rapid career progression. Even when businesses do secure talent, retention can be an uphill battle, with specialists frequently approached by competitors.
Key challenges businesses face today:
<ul>
<li dir="ltr" role="presentation">New positions in AI/ML lack clear requirements, which complicates recruitment and increases the risk of mismatched hires.</li>
<li dir="ltr" role="presentation">Career pipelines for positions like AI trainers or ML engineers are still underdeveloped, which narrows the talent pool.</li>
<li dir="ltr" role="presentation">High demand for AI professionals means better offers or opportunities often lure them away.</li>
<li dir="ltr" role="presentation">Businesses are competing internationally for the same talent, making it harder for smaller organizations to keep up.</li>
</ul>
Outsourcing vs in-house development has become another challenge for businesses. Outsourcing offers quick access to AI engineers or machine learning specialists, but building in-house teams provides long-term flexibility and alignment with organizational goals.&nbsp;
The challenge lies in finding the right balance. If we are to combat the skills gap, we need to weigh the benefits of speed and expertise against the need for control and sustainability when deciding how to approach AI recruitment.
<h2 dir="ltr">&nbsp;</h2>
<h2 dir="ltr">Best Practices and Strategies for Closing the Gap</h2>
It might not feel like there are many ways forward when it comes to tackling the AI and ML skills gap. You&rsquo;re not alone if you&rsquo;re reading this thinking, &ldquo;I&rsquo;m just one business, and this challenge is sector-wide.&rdquo; The reality is that no single organization can close the gap overnight. But by taking it one step at a time and focusing on what&rsquo;s within your control, your business can make progress&mdash;not just for itself, but for the wider industry.
<h4 dir="ltr">Start with smarter recruitment</h4>
Finding the right AI and ML talent doesn&rsquo;t have to feel impossible. Specialist Recruitment Agencies&nbsp;can help you access candidates with the specific expertise you need, whether it&rsquo;s for roles like AI engineers or machine learning specialists. Remote recruitment is another option, especially if you&rsquo;re struggling to find talent locally. With the right support, even smaller businesses can compete for candidates in this highly competitive field.
<h4 dir="ltr">Consider the balance between contractors and in-house growth</h4>
Contractors and permanent hires both have their place when building AI/ML teams. Contractors can provide immediate access to expertise for specific projects or tight timelines, helping businesses deliver results while navigating short-term needs. At the same time, investing in permanent in-house talent gives you the long-term flexibility and alignment to build teams tailored to your goals.
Finding the right balance often depends on your priorities at the time. Are you looking for speed, or are you building for sustainability? Both approaches can work together. Contractors can help you meet immediate objectives while you focus on hiring and upskilling for permanent roles that strengthen your business in the long term.
<h4 dir="ltr">Make upskilling achievable</h4>
Upskilling might sound like a big undertaking, but it doesn&rsquo;t have to be. Start small. Look at where your team is now. Are there employees with transferable skills who could be trained for AI or ML roles? What tools or training resources are already available? Focus on creating a step-by-step plan, whether that&rsquo;s introducing tailored training programs or encouraging mentorship within your organization.
Here&rsquo;s how to break it down:
<ul>
<li dir="ltr" role="presentation">Assess your current team:&nbsp;Identify gaps in skills and opportunities for growth.</li>
<li dir="ltr" role="presentation">Start small and build momentum:&nbsp;Target one or two areas where development could make an immediate difference.</li>
<li dir="ltr" role="presentation">Combine learning with doing:&nbsp;On-the-job training can help employees build confidence and apply new skills quickly.</li>
</ul>
The skills gap can feel overwhelming, but by focusing on what&rsquo;s achievable and building steadily, your business can adapt. Every step counts, and the work you do now can help your organization and the wider industry move forward.
<h3 dir="ltr">Quick checklist: Is your business closing the AI/ML gap?</h3>
Ask yourself: has your business identified where your current team&rsquo;s strengths and gaps lie? Understanding who could be upskilled into AI and ML roles is the first step to building long-term capabilities. Are you also looking for transferable skills that could make training more efficient and targeted?
When working with a recruitment partner, have you considered whether they specialize in AI and machine learning? Accessing niche talent pools and expert insights can make all the difference in such a competitive market.
Are you balancing short-term solutions, like contractors, with a clear strategy for developing an in-house team? Finding the right mix ensures your business is prepared for both immediate projects and future growth.
<h2 dir="ltr">Valuing Diversity in AI/ML Teams</h2>
The gender and diversity gap in AI and machine learning doesn&rsquo;t just reflect broader societal imbalances. It&rsquo;s also a missed opportunity for innovation and progress. Currently,&nbsp;<a href="https://www.recruiter.co.uk/news/2024/11/randstad-data-reveals-widening-ai-skills-gap#:~:text=While%2075%25%20of%20companies%20are,half%20of%20Gen%20Z%20workers.">71%</a>&nbsp;of AI talent are men, and only 29% are women. This 42% gap highlights how much potential is being overlooked. Similarly, only 22% of Baby Boomers have received AI training opportunities, compared to 45% of Gen Z workers.
For your business, building more diverse AI teams can deliver real results. Different perspectives bring fresh ways of solving problems, help reduce blind spots, and lead to more effective solutions. Inclusive hiring practices allow you to tap into underrepresented talent pools while strengthening your ability to innovate and compete.
Where progress can be made:
<ul>
<li dir="ltr" role="presentation">Focus on potential, not just expertise:&nbsp;Look at transferable skills when recruiting and provide training for candidates with the right aptitude.</li>
<li dir="ltr" role="presentation">Create inclusive recruitment practices:&nbsp;Anonymised CV reviews, diverse interview panels, and job adverts that appeal to a wider range of applicants can all help.</li>
<li dir="ltr" role="presentation">Support diversity in leadership roles:&nbsp;Ensuring diversity at senior levels sets an example for the rest of your team and helps build an inclusive culture.</li>
</ul>
For your business, diversity isn&rsquo;t about meeting targets. It&rsquo;s about creating teams that can meet today&rsquo;s challenges while building solutions that are fair, innovative, and effective.

Closing the AI & ML Skills Gap

Cybersecurity
Here&rsquo;s the good news - you don&rsquo;t have to wait for these threats to catch you off guard. By implementing effective strategies, you can protect your business from the emerging risks of 2025. If there is one thing to take away from this, it is that being proactive now means you&rsquo;re already one step ahead. With this in mind, let&rsquo;s explore the most effective strategies for adapting to cybersecurity technology trends and staying protected from emerging cyber threats: To maintain strong defenses in the face of emerging threats, businesses must adopt integrated, forward-thinking strategies. Here's how to adapt:
 1. Implement Multiple Cybersecurity Frameworks First, businesses must implement multiple cybersecurity frameworks that cover various aspects of protection. A combination of frameworks work together to enhance overall security. &nbsp;Here are some key strategies to consider: &bull; &nbsp; &nbsp;Quantum-Resistant Algorithms: Prepare for the quantum era by adopting quantum-resistant encryption algorithms to protect sensitive data against the potential future threat posed by quantum computers. &bull; &nbsp; &nbsp;Zero-Trust Architecture: Implement a Zero-Trust approach, where trust is never assumed, and every access request is thoroughly verified. As we discussed, this cybersecurity technology trend limits internal and external threats by continuously authenticating users. &bull; &nbsp; &nbsp;AI-Driven Threat Detection: As we mentioned earlier, implementing AI-powered tools is essential to quickly detect and respond to cyber threats like ransomware and AI-driven attacks. &bull; &nbsp; &nbsp;Multi-Layered Security: Use a combination of encryption, network segmentation, and access control to minimize vulnerabilities across different systems and networks &bull; &nbsp; &nbsp;Ongoing Updates and Adaptation: Regularly update security protocols to address new risks from IoT and 5G networks, ensuring systems stay ahead of emerging threats. &bull; &nbsp; &nbsp;Cross-Department Collaboration: Encourage collaboration between teams to integrate cybersecurity measures into all business operations.
 2. Vendor Consolidation and Cybersecurity Platformization With cybersecurity budgets growing slowly, organizations are consolidating their vendor partnerships to reduce costs and streamline operations.&nbsp; But how would this benefit your business? &bull; &nbsp; &nbsp;Simplify Data Management: Consolidate vendors to improve visibility and reduce complexity, making it easier to detect and address threats. &bull; &nbsp; &nbsp;Enhance Risk Management: Providers are developing more integrated tools that offer cyber risk management capabilities, supporting resilience across operations. &bull; &nbsp; &nbsp;Evaluate the Risks: CISOs should assess the risks associated with vendor consolidation, considering the potential for a single point of failure in case of an attack. Cyber risk quantification (CRQ) can help determine if consolidation is an effective cost-saving strategy.
 3. Adapting to New Regulatory Standards Expect stricter cybersecurity regulations from governments worldwide, particularly in high-risk sectors like government and finance.&nbsp; Here&rsquo;s how to stay ahead: &bull; &nbsp; &nbsp;Integrate Cybersecurity into Risk Management: It is essential that the CISOs in your team align cybersecurity policies with regulatory requirements to ensure they are embedded into business operations to avoid penalties.&nbsp; &bull; &nbsp; &nbsp;Conduct Regular Training and Awareness Programs: To avoid breaching regulatory requirements all around, it is important that employees of all levels are aware of compliance regulations to reduce the risk of human error.
 4. Growing Need for Material Cyber Incident Reporting In line with new regulatory frameworks, businesses will be required to report significant cyber incidents transparently.&nbsp; To manage this, you should: &bull; &nbsp; &nbsp;Implement Clear Reporting Guidelines: Companies must develop frameworks to determine when a cyber event is material and needs to be publicly disclosed. &bull; &nbsp; &nbsp;Ensure Transparency: The push for transparency will require companies to assess the financial and operational impact of cyber events to comply with new reporting obligations.
 5. Cyber Risk Quantification (CRQ) in Action The adoption of CRQ will grow as companies recognize its ability to quantify and manage cyber risks more effectively. CRQ involves using data and metrics to translate cybersecurity threats into financial terms. This shift will: &bull; &nbsp; &nbsp;Improve Risk Assessment: On-demand CRQ solutions are making it easier to assess and quantify cyber risks across organizations, enabling more accurate, real-time decision-making. &bull; &nbsp; &nbsp;Drive Strategic Cybersecurity Investments: By integrating CRQ into their strategy, businesses can prioritize actions that provide the most significant return on investment in terms of risk mitigation.
 6. Understanding the Shared Responsibility Model Cloud security isn&rsquo;t just the job of service providers. It&rsquo;s a shared responsibility, with businesses playing a major role.&nbsp; To keep emerging cloud data and applications safe, organizations need to: &bull; &nbsp; &nbsp;Encrypt data effectively&mdash;both when it&rsquo;s moving and when it&rsquo;s stored. &bull; &nbsp; &nbsp;Audit access regularly to ensure the right people have the right permissions. &bull; &nbsp; &nbsp;Stay compliant with regional data storage and privacy regulations. With the right approach, businesses can enjoy the flexibility and power of the cloud without compromising on security.
 7. Hire the Right Talent Building a strong cybersecurity team is vital for continuous innovation and addressing the latest cybersecurity threats. As threats become more sophisticated, a strategic approach to cybersecurity recruitment is essential.&nbsp; Here's how to ensure you're hiring the right professionals for your cybersecurity jobs: &bull; &nbsp; &nbsp;Identify Key Cybersecurity Jobs: Ensure you have the right mix of talent, from CISOs to manage regulations to cybersecurity experts, analysts and threat hunters to mitigate the risk of attacks. &bull; &nbsp; &nbsp;Recruit for Specialized Skills: Look for candidates with specific expertise in regulatory compliance, risk management, emerging technologies and more. &bull; &nbsp; &nbsp;Focus on Experience: Prioritize professionals with proven track records in handling complex security challenges. &bull; &nbsp; &nbsp;Offer Training and Development: Build a culture of continuous learning to keep up with evolving threats and technologies. &bull; &nbsp; &nbsp;Build Diverse Teams: A range of perspectives often leads to better problem-solving and innovation in tackling the latest cybersecurity threats. &bull; &nbsp; &nbsp;Work with a Cybersecurity Recruitment Agency: Partnering with a cybersecurity recruitment agency means you can tap into extensive networks and insights to access the best talent whilst you focus on core business operations.
 Key Takeaways: Predicted Cybersecurity Trends for 2025 As we move towards 2025, the need for businesses to stay ahead of cybersecurity challenges has never been more critical. The emerging trends, from AI-driven threat detection to the rise of Zero Trust models, demand that organizations not only adapt but anticipate future risks. Proactive strategies, such as adopting quantum-resistant algorithms and multi-layered security, will be key to safeguarding data and maintaining trust. While new technologies bring immense benefits, they also open the door to sophisticated cyber threats. Ransomware-as-a-Service, AI-powered attacks, and vulnerabilities in IoT devices are just a few examples of the growing risks that businesses must address. It&rsquo;s essential for organizations to stay vigilant, continually update their cybersecurity frameworks, and invest in talent with expertise in the latest security strategies. 
&nbsp;
&nbsp;

Cybersecurity Part II

The cybersecurity field is brimming with innovation, challenges, and opportunities. With growing cybersecurity technology and emerging threats, businesses are under pressure to safeguard their digital assets. While it is true that no system is entirely immune to breaches, staying informed about upcoming trends can be the difference between resilience and vulnerability. In this guide, we will explore the top cybersecurity technology trends, as well as emerging threats for the upcoming year, and the best strategies your business can use to adapt to change and protect your business.
 With that said, here&rsquo;s a closer look at what cybersecurity might look like in the coming year and how you can align your strategy to keep pace:
 Top Cybersecurity Technology Trends for 2025 Cybersecurity touches every part of modern business. As technology grows smarter, so do the tools we use to protect it. From harnessing AI to adapting to stricter regulations, staying ahead of emerging trends can shape a company&rsquo;s future.
&nbsp; Let&rsquo;s explore the upcoming cybersecurity trends for 2025:
 1. AI-Driven Threat Detection Artificial intelligence continues to revolutionize threat detection and response. By automating the identification of vulnerabilities and threats, AI enables businesses to respond faster and more effectively than ever. Research suggests that organizations that use AI and automation to prevent data breaches save an average of $2.22 million annually compared to those that do not.
 The key lies in AI&rsquo;s ability to analyse vast amounts of data in real-time, identifying anomalies that would otherwise go unnoticed. AI-driven tools not only detect existing threats but also predict potential vulnerabilities, making them indispensable in today&rsquo;s security strategies.&nbsp; AI-driven threat detection has capabilities that humans alone simply can&rsquo;t match. Here&rsquo;s why it&rsquo;s such a crucial part of modern cybersecurity: &bull; &nbsp; &nbsp;Speed and Efficiency: AI automates threat detection, allowing businesses to identify and respond to vulnerabilities much more quickly than traditional methods. &bull; &nbsp; &nbsp;Real-Time Data Analysis: AI can process vast amounts of data instantly, identifying anomalies that might go unnoticed by human systems. &bull; &nbsp; &nbsp;Predictive Capabilities: AI doesn&rsquo;t just spot existing threats; it predicts potential vulnerabilities, allowing businesses to address issues before they escalate. &bull; &nbsp; &nbsp;Continuous Improvement: AI tools learn from new data and threats, constantly adapting and improving their detection capabilities over time. However, implementing AI solutions requires cybersecurity professionals who understand both the technology and the evolving tactics of cybercriminals, which we will discuss later in the guide.&nbsp;
 2. Zero Trust Architectures Redefine Network Security Zero Trust has emerged as one of the most critical cybersecurity trends and strategies, challenging traditional security models that relied on strong parameters to keep threats out. Instead, Zero Trust prioritizes verification over trust. Adopting Zero Trust architectures involves continuous verification of all users, devices, and applications that are trying to access a network. This approach reduces the risk of unauthorized access, even if attackers manage to breach the perimeter.&nbsp; Key components of Zero Trust include: &bull; &nbsp; &nbsp;Identity Verification: Every user and device must authenticate their identity before gaining access. &bull; &nbsp; &nbsp;Network Segmentation: Networks are divided into smaller, controlled segments to limit attackers' movement within the system. The rise of hybrid work environments and increased cloud adoption has made Zero Trust an essential framework for businesses. Beyond its technical benefits, this architecture ensures compliance with regulations requiring stricter access controls and data protection.&nbsp; For businesses looking to implement Zero Trust, cybersecurity leaders must focus on rethinking existing infrastructures and investing in professionals skilled in identity management, segmentation, and cloud security.
 3. The Growing Role of Regulatory Compliance Today, regulatory compliance is not just a legal obligation but a critical aspect of cybersecurity strategy. Governments and global regulatory bodies are introducing stricter standards, particularly as businesses adopt AI-driven systems that handle sensitive data. Chief Information Security Officers (CISOs) are at the forefront of this shift. Once tasked primarily with managing technical defenses, their roles have expanded to include regulatory oversight and ethical considerations.&nbsp;
 For example, CISOs now need to:
&bull; &nbsp; &nbsp;Align AI Use with Legal Standards: As AI becomes integral to cybersecurity, CISOs must ensure these systems operate transparently and ethically while complying with laws like the GDPR. &bull; &nbsp; &nbsp;Implement Frameworks for Emerging Risks: With cybercrime expected to hit &nbsp;$12 trillion in 2025 the role of CISOs is more important than ever. The responsibility for identifying new vulnerabilities, such as those posed by quantum computing, and integrating appropriate safeguards is significant.
 CISOs must educate stakeholders about the implications of failing to meet regulatory requirements. Businesses that prioritize hiring or upskilling professionals in this area can ensure they remain ahead of evolving regulations and avoid costly penalties.
&nbsp;
Emerging Cybersecurity Threats for 2025 While it is true that technological innovation brings new solutions, it also introduces complex cybersecurity threats. The threats on the horizon for 2025 are concerning for tech businesses, so it is important for business leaders to take note of the challenges ahead. So, what are the emerging cybersecurity threats for 2025? Take a look below:&nbsp;
 1. Ransomware-as-a-Service (RaaS) The rise of the RaaS model is enabling non-technical individuals to launch sophisticated ransomware attacks. With 24% of all data breaches using ransomware, cybersecurity threats are definitely something businesses must stay cautious about as we move into 2025.&nbsp; RaaS makes it easier for criminals to begin attacks without advanced coding skills, leading to more frequent and severe incidents. Businesses must invest in ransomware-specific defences and incident response planning to stay resilient against this growing threat.
 2. AI-Powered Cyberattacks and Deepfakes The same AI systems that strengthen defenses are now being weaponized by attackers. Malicious actors are using AI to create deep fakes, automate phishing campaigns, and identify vulnerabilities faster than ever before. Deepfakes have become a powerful tool for fraud. By impersonating executives or employees, attackers can manipulate organizations into transferring funds or sharing sensitive data. Combating these threats requires businesses to adopt advanced detection tools and train employees to recognize signs of manipulation.
 3. Quantum Computing Risks Quantum computing represents a long-term threat to current encryption methods. As these powerful systems become more accessible, the risk of encryption breaches will increase dramatically. Businesses must begin transitioning to quantum-resistant algorithms now to ensure their data remains secure in the future. While this transition will require time and resources, starting early can mitigate the potential fallout of quantum-driven attacks.
 4. Growing IoT Vulnerabilities The increasing number of Internet of Things (IoT) devices in homes, workplaces, and critical infrastructure has brought incredible convenience&mdash;but it has also opened up new doors for cybercriminals. As these devices become more integrated into daily life, they create numerous attack vectors that hackers can exploit, particularly those that haven&rsquo;t been patched or properly secured. According to research, it is expected that the global number of Internet of Things (IoT) devices is expected to rise from 15.9 billion in 2023 to over 32.1 billion in 2030, which will significantly expand the attack surface.
 Other key points to remember:
 &bull; &nbsp; &nbsp;Over half of hospital IoT devices are vulnerable to attacks. &bull; &nbsp; &nbsp;Vulnerable IoT devices pose significant risks, including unauthorized access to sensitive data. &bull; &nbsp; &nbsp;Legal consequences are a concern, especially under regulations like GDPR and HIPAA.
 5. The Challenges of 5G Networks 5G is set to revolutionize the way we connect, offering faster speeds and more reliable networks. While this technology promises great benefits, it also comes with new challenges for cybersecurity. The sheer speed and connectivity of 5G make it easier for cybercriminals to find and exploit weaknesses in both devices and networks.
 Why are 5G networks such a huge concern? Consider the following: &bull; &nbsp; &nbsp;Increased connectivity creates larger attack surfaces for cybercriminals. &bull; &nbsp; &nbsp;Faster data flows make it harder to detect vulnerabilities before they spread. &bull; &nbsp; &nbsp;The rapid growth of 5G means that securing networks is becoming more complex.
 6. Autonomous Systems Hacks &ldquo;Cyber-physical&rdquo; systems control physical processes through digital automation, from smart cities to industrial factories. These systems are becoming prime targets for hackers looking to exploit weaknesses, given their growing complexity and reliance on interconnected technologies. So, why are these systems specifically targeted? &bull; &nbsp; &nbsp;The scale and complexity of autonomous systems create large attack surfaces. &bull; &nbsp; &nbsp;Breaches in critical systems like energy grids and factories could lead to catastrophic outcomes. &bull; &nbsp; &nbsp;The increasing dependence on automation heightens the risk of cyberattacks on public safety and operational continuity.
&nbsp;

Predicted Cybersecurity Trends for 2025

<h2 dir="ltr">Top 4 Strategies to Combat Unconscious Bias Within Hiring</h2>
&nbsp;
There are multiple ways to combat unconscious bias, how it manifests itself, and its impact on the recruitment process and internal team dynamics in hiring practices. &nbsp;Let&rsquo;s discuss these.&nbsp;
1. Structured Interviews
Unconscious bias occurs when we act on stereotypical assumptions without conscious awareness. To mitigate this, it is essential to make the interview process as structured as possible. A structured interview process reduces the impact of unconscious bias by ensuring that all candidates are evaluated based on the same criteria.&nbsp;
A study found that structured interviews accounted for&nbsp;<a href="https://www.testgorilla.com/blog/unstructured-vs-structured-interviews/">26%</a>&nbsp;more variance in hiring decisions than unstructured interviews, leading to better hiring outcomes. Structured interviews help to level the playing field by ensuring that each candidate is assessed equally and fairly.
Here are some examples of how you can implement a structured interview process tailored explicitly to hiring:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Develop Specific Interview Questions: Focus on skills, problem-solving abilities, and coding expertise relevant to the role. Tailor questions to the specific technologies mentioned in the job description.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Commit to a Limited Time for Each Section: This keeps the interview focused, ensures all areas are covered, and helps maintain consistency across all interviews.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Standardise Scoring with a Rubric: Outline desired responses and assign points for each question. Focus on technical concepts, problem-solving steps, or coding best practices.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Train Interviewers: Educate them on the interview format and scoring system. Train them on how to probe for insights without introducing bias.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Focus on Skills and Experience: Frame questions around the candidate's abilities and past projects, not personal characteristics. Ensure the evaluation is based on relevant skills and experiences rather than subjective impressions.</li>
</ul>
&nbsp;
Consistency in Questioning
Using the same questions for all candidates is essential for maintaining consistency. This practice ensures that every candidate is evaluated on the same criteria, making the process fairer and reducing potential bias. When all candidates face the same questions, it provides a level playing field and makes comparing candidates more objective.
Example:
Prepare standard interview questions and ensure each interviewer uses them, recording responses to compare candidates fairly. For instance, if you are hiring for a software development position, you might include questions about specific programming languages, problem-solving scenarios, and past projects. By recording responses and scoring them against a standardised criteria, interviewers can objectively compare the qualifications and skills of each candidate.
Implementing these strategies can create a more inclusive and equitable interview process. A thorough, structured, and fair method of interviewing will help your organisation attract and retain a varied and talented workforce.
&nbsp;
2. Blind Recruitment
Blind recruitment is another fundamental way to minimise unconscious bias during the hiring process. This approach helps ensure a fairer evaluation of candidates by focusing solely on their skills and qualifications rather than on potentially bias-inducing personal information.
Blind hiring software has been shown to significantly increase the chances of minority and female applicants being offered first-round interviews&mdash;by approximately 40%&nbsp;compared to standard resume screening. Such software anonymises resumes, removing identifiers such as names, genders, and sometimes even educational institutions and addresses. This allows recruiters to decide based only on the applicant's qualifications and experience.
However, it is essential to note that blind hiring typically only masks candidate information during the early screening stages. Once candidates move to face-to-face interviews, biases based on visible characteristics can still come into play. Despite this limitation, blind hiring offers many benefits, including:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l4 level1 lfo2; tab-stops: list 36.0pt;">Increased Likelihood of Women Being Hired: Research indicates that blind hiring processes can increase the likelihood of women being hired by 25-46%.</li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo2; tab-stops: list 36.0pt;">Reduction in Callback Disparities: Research indicates that resumes with names perceived as white receive&nbsp;<a href="https://www.npr.org/2024/04/11/1243713272/resume-bias-study-white-names-black-names#:~:text=The%20watershed%20study%20found%20that,names%20indicated%20they%20were%20Black.">50%</a>&nbsp;more callbacks for interviews than identical resumes with names typically associated with Black individuals. Implementing blind recruitment can help address these disparities.</li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo2; tab-stops: list 36.0pt;">Enhanced Diversity: By reducing unconscious bias, blind recruitment supports the creation of a more diverse tech team, which can lead to greater innovation and problem-solving capabilities.</li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo2; tab-stops: list 36.0pt;">Fair Evaluation of Talent: Blind hiring ensures that the best talent is identified and considered, regardless of background, by focusing on skills and qualifications.</li>
</ul>
To effectively implement blind recruitment and reduce unconscious bias in your hiring practices, consider the following strategies:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Remove Identifying Information from Resumes: Ensure that resumes are stripped of names, genders, addresses, and other personal details that could trigger unconscious bias.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Create a Standardised Screening Process: Develop a consistent set of criteria and questions for evaluating all candidates, ensuring that decisions are based solely on merit and relevant qualifications.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Anonymise Initial Communications: Use coded identifiers for candidates in initial communications and evaluations to maintain anonymity until later stages of the hiring process.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Blind Review Panels: Assemble review panels that assess anonymised applications independently, ensuring that multiple perspectives are considered without being influenced by personal information.</li>
</ul>
By adopting these strategies, your business can effectively implement blind recruitment, helping to reduce unconscious bias and promote a more inclusive and diverse hiring process in the industry. This, in turn, strengthens your tech team and enhances your ability to attract and retain top talent.
&nbsp;
3. Diverse Hiring Panels
Unconscious bias can easily creep into the hiring process, especially when interviewers and recruiters come from similar backgrounds. This shared background can unknowingly influence their decisions. In the industry, where diversity is a key driver of innovation, addressing and mitigating these biases is crucial to ensure a fair and inclusive hiring process.
Your recruiters reflect your company&rsquo;s vision. This vision must include a solid commitment to inclusivity and eliminating bias. Recruiters might not always be aware of their biases, but these unconscious biases can significantly impact their decisions. One effective way to counteract this is by implementing diverse hiring panels.
Diverse hiring panels bring several benefits to the table:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo4; tab-stops: list 36.0pt;">Broader Range of Insights: When people from different backgrounds come together, they bring unique perspectives and experiences, leading to a deeper understanding of each candidate's potential.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo4; tab-stops: list 36.0pt;">Different Evaluation Criteria: Diverse panel members might value different skills and attributes, offering a more well-rounded evaluation of candidates.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo4; tab-stops: list 36.0pt;">Challenge Assumptions: A diverse group is more likely to question and challenge any biases, making sure that unconscious biases are brought to light and addressed.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo4; tab-stops: list 36.0pt;">Enhanced Decision-Making: With diverse voices in the discussion, hiring decisions are more thorough and balanced, considering multiple aspects of each candidate.</li>
</ul>
Unconscious bias happens when we unknowingly favour specific candidates over others based on stereotypes or personal experiences. This bias can skew the recruitment process, resulting in a lack of diversity in tech teams. By having diverse hiring panels, you can minimise these biases and create a more inclusive hiring environment.
You can incorporate diverse hiring panels into your recruitment process in several ways. Let&rsquo;s discuss some practical steps below.&nbsp;
&nbsp;
Ensure Diversity in Panels
Include a mix of genders, ethnicities, and backgrounds in your hiring panels. For example, if your team lacks gender diversity, ensure women are represented on the interview panel. Diverse hiring panels mirror the variety of candidates you aim to attract, which is crucial for building a talented and varied workforce.
&nbsp;
Provide Unconscious Bias Training:
Train all panel members on unconscious bias and its impact on recruitment decisions. Use real-life examples of unconscious bias in recruitment to show how these biases can appear and affect decision-making. This training can help interviewers recognise and counteract their own biases.
&nbsp;
Encouraging Different Perspectives
Actively seek out and value different viewpoints during the evaluation process. Make sure all panel members feel comfortable sharing their unique insights and experiences. Diverse panels are more likely to challenge assumptions and prevent unconscious biases from going unchecked, leading to a more balanced assessment of candidates.
Implementing these strategies can create a more inclusive and equitable recruitment process. Diverse hiring panels help reduce unconscious bias and ensure that the best talent is selected based on a comprehensive and fair evaluation. This approach will contribute to building a diverse team to drive innovation and success within your business
&nbsp;
4. Use of Technology
When discussing ways to limit unconscious bias in hiring, it is only fitting to mention how technology can play a crucial role in enabling and supporting this effort. As unconscious bias is typically attributed to humans, more businesses are using technology, AI-powered hiring tools, and other applicant tracking systems to reduce internal biases and ensure a fairer hiring process for all tech professionals.
Using technology in your hiring process can bring many benefits for a business looking to mitigate unconscious bias. Here are some ways it can help:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l3 level1 lfo5; tab-stops: list 36.0pt;">Blind Hiring Software: As previously discussed, tools can anonymise candidate information during the initial screening stages. Removing names, genders, and other personal details helps ensure that candidates are judged solely on their skills and experience.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo5; tab-stops: list 36.0pt;">AI and Machine Learning Tools: Platforms like HireVue use algorithms to screen candidates impartially. These tools analyse various aspects of a candidate&rsquo;s application, focusing on qualifications and relevant experience without being influenced by factors like name or appearance.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo5; tab-stops: list 36.0pt;">Bias Detection in Job Descriptions: Platforms like Textio monitor and analyse job descriptions and communications to detect and correct biased language. This ensures that job postings are inclusive and appealing to a diverse range of candidates.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo5; tab-stops: list 36.0pt;">Skill Matching Platforms: Tools like Pymetrics use assessments and machine learning to match candidates to roles based on their cognitive and emotional abilities. This helps identify the best-fit candidates based on their skills rather than their background or demographic characteristics.</li>
</ul>
&nbsp;
For example, one study found that using AI screening followed by human evaluation decreased hiring bias by&nbsp;<a href="https://law.stanford.edu/wp-content/uploads/2019/08/Houser_20190830_test.pdf">46%</a>&nbsp;compared to human-only processes. This significant reduction shows the potential of AI to enhance fairness in hiring.
However, while technology can significantly reduce unconscious bias, it&rsquo;s not a perfect solution. AI algorithms can reinforce existing biases if trained on biased data, so regular audits and human oversight are crucial. Additionally, while AI can effectively assess skills, human judgement is still needed to evaluate cultural fit and team dynamics.
Combining technology with other strategies, such as diverse hiring panels and unconscious bias training for recruiters, creates a more thorough approach. By integrating these methods, your business can work towards a more inclusive and fair hiring process, leading to a more diverse team.
&nbsp;
Start today to create a more inclusive hiring environment. Your efforts will strengthen your tech team and brighten your organisation's future.
&nbsp;

Top 4 Strategies to Combat Unconscious Bias Within Hiring

Cyber Attacks
Decades ago, the primary threat to businesses was physical, with burglars breaking in to steal valuables. Today, threats have evolved significantly. Over the past decade, technological advancements have revolutionized nearly every sector, introducing incredible opportunities and significant vulnerabilities. As businesses increasingly integrate advanced technologies, they open themselves to cyber threats.
Cyber attackers are becoming more sophisticated, exploiting gaps businesses may fail to recognize. This makes developing a comprehensive internal cyber security plan crucial for modern-day business operations.
This guide aims to help you create an effective internal cyber security plan to safeguard your business from cyber threats. We will start by assessing your current vulnerabilities and identifying your critical assets. From there, we will cover key components such as establishing a robust security policy, implementing multi-layered defences, and adopting best practices for data protection.
&nbsp;
Why is Developing a Cyber Security Plan Essential?
With the rise of digital transformation, businesses face more cyber threats than ever. In fact, 66% of organizations expect their cyber security budget to grow in the coming year, which shows just how urgent this issue is.
Cyber attackers are getting smarter, and they&rsquo;re after data. Whether your business is online, storing client information, handling payment details, or managing any kind of sensitive data, you&rsquo;re at risk. This makes&nbsp;<a href="https://www.mcgregor-boyall.com/our-specialisms/information-cyber-security/">cyber security</a>&nbsp;an absolute must for any modern business.
Companies everywhere need strong cyber security measures to protect sensitive data and keep their operations running smoothly. Additionally, businesses must comply with various local, state, and federal cyber security regulations, such as the New York SHIELD Act and the General Data Protection Regulation (GDPR). A strong cyber security strategy safeguards your data, ensures compliance, and helps you steer clear of substantial fines.
To put things into perspective, cyber security incidents in New York rose by<a href="https://www.osc.ny.gov/press/releases/2023/10/cyberattack-complaints-in-new-york-rise-53-percent?__cf_chl_tk=KDq4t.tXFs3.l1wT9hNj_dx9BodeC1cYM8U8WavI0R8-1721309588-0.0.1.1-7124">&nbsp;53%</a>&nbsp;from 2016 to 2022, increasing from 16,426 incidents in 2016 to 25,112 in 2022. And it&rsquo;s not just a local problem. A recent report by MIT professor Stuart Madnick revealed that more ransomware attacks were reported in the first nine months of 2023 than in all of 2022.
Your cyber security team should be as crucial as your HR or Operations departments. If you're considering running a business without dedicated cyber security professionals or preventive tools, it's time to reconsider.
By prioritizing cyber security, your business can stay ahead while protecting itself against these threats.
&nbsp;
&nbsp;
5 Strategies to Build a Comprehensive cyber security plan&nbsp;
A cyber security team must think like detectives, collaborate like a football team, analyze threats thoroughly, and resolve issues effectively. Here's how to build your cyber security plan in 5 steps:
&nbsp;
1. Assess Your Current Security Posture
So, you're gearing up to enhance your cyber security game&mdash;and with good reason. Today's businesses face serious risks, but knowing where you stand is crucial before diving into a new cyber security strategy.
Understanding your current security policies and needs is key. This initial assessment will highlight gaps and improvement areas, ensuring your efforts hit the mark.
Surprisingly,&nbsp;<a href="https://www.strongdm.com/blog/small-business-cyber-security-statistics#:~:text=47%25%20of%20businesses%20with%20fewer,measures%20in%20place%20at%20all.">51%</a>&nbsp;of small businesses still lack cyber security measures, leaving them wide open to threats. Recent stats from 2024 show that only 31% of businesses and 26% of charities bothered with a cyber security risk assessment or health check, highlighting a widespread need for better security practices.
Ask yourself these questions to get a handle on your current security posture:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l5 level1 lfo1; tab-stops: list 36.0pt;">Do we have a solid cyber security policy?</li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo1; tab-stops: list 36.0pt;">Do we have a dedicated cyber security team?</li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo1; tab-stops: list 36.0pt;">What are the strengths and weaknesses of our current security setup?</li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo1; tab-stops: list 36.0pt;">What cyber security skills do our team members have?</li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo1; tab-stops: list 36.0pt;">Where do we lack expertise, like in cloud security or incident response?</li>
</ul>
Action Steps:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Review Existing Policies: Review your current security policies to determine what's working and what needs improvement.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Evaluate Current Resources: Check out the skills and capabilities of your team to see where we might need more help.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Identify Skill Gaps: Determine where we lack cyber security expertise. If we're struggling with cloud security, it may be time to bring specialists.</li>
</ol>
At this stage, it's also beneficial to engage your internal teams in discussions about your company&rsquo;s current cyber security measures. Assessing their familiarity with handling attacks and preventing them is valuable. Even if they are knowledgeable about policies, cyber threats evolve continuously, making it essential to refine your plan continually.
A clear picture will set the stage for building a strong cyber security strategy. This proactive approach will help your organization avoid threats and protect your valuable assets, regardless of industry.
&nbsp;
2. Define Your Cyber Security Needs
Before you start building your&nbsp;<a href="https://www.mcgregor-boyall.com/our-services/">cyber security team</a>, it's important to identify your organization's specific security needs. This step involves understanding the distinct risks and challenges that your business encounters.
By this stage, you may have already identified gaps in your current cyber security measures. However, it's equally important to establish clear objectives. Without defined goals, your strategy might overlook essential aspects vital to your business's security.
Every business is different and faces unique priorities. For instance, a pharmaceutical company deals with highly sensitive internal data and patient medical records, while a company specializing in security software handles confidential payment information.&nbsp;
In this example, both companies need to protect their data, but in different ways. A pharmaceutical company faces vulnerabilities primarily in its supply chain partnerships, while a software company focuses on securing its internal data storage solutions.
Essentially, in this step, you want to define the primary goals of your cyber security strategy. Are you primarily focused on safeguarding sensitive data, ensuring regulatory compliance, or mitigating specific threats?
Here&rsquo;s how to proceed:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Conduct a Comprehensive Risk Assessment: Evaluate external and internal factors to identify potential threats and vulnerabilities to your business.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Identify Critical Roles: Determine key positions essential for your cyber security team, such as the Chief Information Security Officer (CISO), security analysts, and incident response specialists.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Define Role Responsibilities: Clearly outline the duties and required skill sets for each role to ensure clarity and effectiveness within your team.</li>
</ul>
These foundational steps ensure that your cyber security approach aligns with your business objectives and effectively addresses your organization's unique security challenges.
&nbsp;
3. Design an Overall Cyber Security Plan
The next step in this plan is to begin to design your overall cyber security plan. In this stage, you should use the pain point areas you determined from the previous stages to determine what areas you need to focus on.
To design a successful and thorough cyber security plan, you should start with the key basic areas every business needs to look at.&nbsp;
&nbsp;
Compliance and Regulations
Ensure alignment with relevant laws, regulations, and industry standards such as GDPR, HIPAA, PCI-DSS, or sector-specific requirements. Stay updated on regulatory changes and adapt your strategy to maintain compliance and reduce legal risks.
&nbsp;
Technology Integration
Make a plan for all essential technologies to protect your systems and data. These include firewalls, antivirus software, encryption tools, and monitoring systems. Select technologies that scale with your organization&rsquo;s size and complexity to enhance cyber security defences.
&nbsp;
Security Protocols and Data Handling: Securing Your Information
Establish clear rules for handling sensitive data&mdash;from who can access it to how you store and delete information. This builds trust with your customers and protects your company's reputation.
&nbsp;
Collaborating with Vendors: Strong Partnerships for Security
Lastly, strengthen your relationships with vendors and third-party partners. Set high standards for anyone who interacts with your systems or handles your data. This approach reduces risks and strengthens your overall security framework.
Tailor your cyber security plan to address unique challenges within your industry. For example:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l6 level1 lfo4; tab-stops: list 36.0pt;">Healthcare: Focus on protecting patient records and complying with HIPAA regulations.</li>
<li class="MsoNormal" style="mso-list: l6 level1 lfo4; tab-stops: list 36.0pt;">Financial Services: Prioritize securing financial transactions and adhering to stringent financial regulations.</li>
<li class="MsoNormal" style="mso-list: l6 level1 lfo4; tab-stops: list 36.0pt;">Retail: Safeguard customer payment information and prevent retail fraud.</li>
<li class="MsoNormal" style="mso-list: l6 level1 lfo4; tab-stops: list 36.0pt;">Technology Companies: Protect intellectual property and secure software development processes.</li>
</ul>
By incorporating these foundational elements and adapting your strategy to industry-specific challenges, you can build a robust cyber security framework that protects your organization&rsquo;s assets, maintains compliance, and mitigates cyber risks effectively.
&nbsp;
4. Implement Your Security Measures
Once your strategy is designed, the next critical step is implementation. This involves deploying the necessary tools, technologies, and processes to secure your business.
Did you know? 81% of businesses and 58% of charities have already implemented at least three key technical controls to enhance their defences against cyber threats. In today's landscape, safeguarding your business from cyber-attacks isn't just wise&mdash;it's essential for survival.
To simplify your cyber security approach, focus on three core areas: people, process, and technology. These pillars will protect your organization against evolving threats and ensure robust security for your valuable assets.
&nbsp;
People
Think about it&mdash;your team is your first line of defence. How do you ensure they're equipped to handle cyber security threats? Training is key. Imagine if everyone in your company could spot a phishing email from a mile away or know exactly what to do if they suspected a security breach.
Team knowledge is essential in defending against cyber threats. Provide comprehensive cyber security training to:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l4 level1 lfo5; tab-stops: list 36.0pt;">Phishing Awareness: Train them to recognize and report phishing attempts effectively.</li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo5; tab-stops: list 36.0pt;">Incident Response: Ensure they know how to respond swiftly during security incidents.</li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo5; tab-stops: list 36.0pt;">Access Control: Implement stringent access controls to safeguard sensitive information.</li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo5; tab-stops: list 36.0pt;">Awareness: Support a culture where everyone understands their role in protecting company data.</li>
</ul>
&nbsp;
Process
Have you ever considered what you'd do if your systems were hacked? That's where having a clear incident response plan (IRP) comes in. It's like having a fire drill&mdash;everyone knows their role, and you can quickly minimize damage.
A well-defined Incident Response Plan (IRP) is important. In this plan, you should include:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l3 level1 lfo6; tab-stops: list 36.0pt;">Incident Identification: Clearly define what constitutes a security incident and establish reporting protocols.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo6; tab-stops: list 36.0pt;">Roles and Responsibilities: Assign clear roles for incident declaration, investigation, and communication.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo6; tab-stops: list 36.0pt;">Budget allocation: Ensure adequate funding for tools, services, and training.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo6; tab-stops: list 36.0pt;">Response Procedures: Outline step-by-step actions for incident containment, threat removal, and system recovery.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo6; tab-stops: list 36.0pt;">Communication: Establish clear channels for reporting incidents internally and externally.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo6; tab-stops: list 36.0pt;">Review: Conduct thorough reviews after incidents to refine and improve response strategies.</li>
</ul>
&nbsp;
Technology
Now for the tech side of things&mdash;these tools are like your cyber security squad, working round-the-clock to keep threats at bay. Secure your systems with advanced cyber security tools like:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo7; tab-stops: list 36.0pt;">Network Security: Use Firewalls, Intrusion Detection and Prevention Systems (IDPS), and Virtual Private Networks (VPNs) to protect your network perimeter.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo7; tab-stops: list 36.0pt;">Endpoint Protection: Install antivirus, Endpoint Detection and Response (EDR) tools, and encryption to secure devices and data.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo7; tab-stops: list 36.0pt;">Data Security: Implement Data Loss Prevention (DLP) measures, encrypt sensitive data, and maintain secure backups.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo7; tab-stops: list 36.0pt;">Access Management: To limit exposure, control access with Single Sign-On (SSO) and Identity and Access Management (IAM) solutions.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo7; tab-stops: list 36.0pt;">SIEM: Monitor system logs for real-time threat detection and response.</li>
</ul>
These technologies, combined with a strong focus on people and processes, form the backbone of a resilient cyber security strategy.&nbsp;
&nbsp;
Additional Considerations
Begin by focusing on high-risk areas, then gradually implement security measures. Monitor your security posture and adjust as needed.
Remember, staying on top of cyber security is an ongoing effort. Stay informed about new threats and technologies to protect your business effectively.
&nbsp;
Cyber Security Plan: Closing Thoughts on Safeguarding Businesses&nbsp;
Developing a strong internal cyber security plan is crucial in today's tech-driven world. As businesses integrate advanced technologies, they also face heightened cyber threats. Whether you're in a data hub or any other city, protecting your data and complying with regulations are top priorities.
Follow these steps to build your cyber security framework: assess vulnerabilities, define clear protocols, integrate effective technologies, and collaborate closely with partners. Remember, cyber security is an ongoing effort.&nbsp;Stay vigilant, keep your team trained, and adapt to new threats.
&nbsp;
&nbsp;

How to Build an Internal Cyber Security Plan

Technology advances present a raft of opportunities for professionals in social media, content creation, or marketing analyst jobs. At the same time, the increasing use of mobile devices, the web, and the volume of data available because of both sources have meant that campaign managers and strategists are increasingly able to personalise their marketing efforts, improving audience engagement and ROI.&nbsp;
Several emerging technologies are revolutionising jobs in marketing, including:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Artificial intelligence.&nbsp;AI and machine learning technologies are helping marketers to automate tasks and optimise campaigns. Natural language processing and AI-enhanced chatbots, predictive analytics, and recommendation engines are leading to the transformation of customer interactions and brand storytelling.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Voice technology.&nbsp;With Tesla's voice command technology leading the way, voice assistants and voice-enabled devices are becoming increasingly popular, particularly within the automotive environment. These technologies influence how customers interact with brands and shop for products, meaning that marketers must adapt their strategies and advertising to accommodate voice searches.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Big data and analytics.&nbsp;90% of the world&rsquo;s data has been generated within the last two years. This wealth of data generated by digital platforms, social media, and customer interactions presents opportunities for professionals in marketing analyst jobs to derive meaningful insights, identify trends, predict behaviour, and understand and communicate the key impacts of their work to stakeholders.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Automation.&nbsp;Marketing automation through software and online services has allowed professionals to speed up the completion of repetitive tasks, improve their workflows, and more efficiently manage campaigns. From email marketing to lead nurturing, social media scheduling, and customer relationship management, marketing automation software is enhancing productivity and helping businesses to scale.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">The Internet of Things (IoT). Interconnected and internet-enabled devices&mdash;from washing machines and fridge-freezers to LED room lighting&mdash;present marketers with a new way to collect data on customer behaviour, preferences, and usage patterns to deliver personalised experiences, highlight bugs to product development teams and create targeted campaigns.</li>
</ul>
These innovative technologies are driving trends in today&rsquo;s rapidly-evolving marketing landscape. Staying ahead of the curve will mean that businesses have to seek professionals who possess the specialised skills necessary to harness the power of these advancements, meaning that jobs in marketing will become increasingly specialised as time goes on and technologies are refined.
If you&rsquo;re looking to advance your knowledge on the future of marketing, see our guide to whether the&nbsp;<a href="https://www.mcgregor-boyall.com/resources/blog/is-the-cost-of-living-crisis-damaging-brand-loyalty-/">cost-of-living crisis is damaging brand loyalty</a>, where our expert consultants explore the impact of rising inflation on campaigns and marketing hiring within the FMCG sector.
Forward-Thinking Marketing Jobs in 2024
With an estimated global market value of&nbsp;<a href="https://finance.yahoo.com/news/digital-advertising-marketing-global-market-160800132.html#:~:text=The%20global%20market%20for%20Digital,the%20analysis%20period%202022%2D2030.">$531bn</a>&nbsp;in 2022, the growth of the digital marketing landscape is almost guaranteed moving forward. Researchers believe that the industry will be worth around $1.5 trillion within the decade. As a result, marketing hiring will continue to be a focus for businesses over the coming years.&nbsp;
Traditional roles, however, have been up-ended by the rapid advancement of the emerging technologies explored in the last section of this guide. Hubspot&rsquo;s report on data and trends from global marketing industries has shown that 78% of professionals agree the industry has diversified more in the three years since 2020 than it has in the last fifty years, pivoting to adapt to dynamic consumer preferences and economic uncertainty.&nbsp;

The Emerging Technologies Revolutionising Jobs in Marketing

So, what skills and specialisations are in high demand this year, and how are they changing the way we think about the average digital marketing job?&nbsp;
1. Marketing Technologist
Average salary: &pound;51,000
Given the dependence of the average digital marketing job on new technologies, it&rsquo;s no surprise that the role of the marketing technologist has grown exponentially over recent years. The use of artificial intelligence within the day-to-day duties of marketing specialists grew by&nbsp;<a href="https://blog.gitnux.com/marketing-technology-statistics/#:~:text=The%20number%20of%20marketing%20professionals,18%25%20from%202020%20to%202027.">186%</a>&nbsp;in the three years between 2018 and 2021, whilst a 2023 report on the global MarTech market size has shown that the sector generates over&nbsp;$389bn, which is expected to grow by&nbsp;19.8%&nbsp;by 2030.
The marketing technologist bridges the gaps in knowledge and practice between a company&rsquo;s IT and marketing skills, allowing emerging technologies to inspire marketing strategies and vice versa.&nbsp;
Marketing technologists can be found at all levels of organisations, in marketing manager jobs as well as C-suite roles. They often incorporate several aspects of each of the roles in this list, bringing expertise in operations, brand growth, analytics, and software engineering to bear on the complex problems that their clients present. These have been referred to as the &ldquo;<a href="https://chiefmartec.com/2020/04/martech-job-responsibilities-4-marketing-technologists/">4 roles</a>&rdquo; of the marketing technologist.&nbsp;
At the same time, the growth of software solutions and the general migration from internal IT infrastructure to cloud solutions and SaaS has meant that digital marketers must understand how to manage a diverse number of channels and responsibilities, from web apps to emails, digital asset management to interactive, personalised advertisements.&nbsp;
As a result, the role of the marketing technologist remains incredibly important&mdash;with these professionals making certain that all marketing and communications team members are aligned on their digital strategies
2. AI Marketing Specialist
Average salary: &pound;39,000&nbsp;
As the media attention that OpenAI&rsquo;s ChatGPT product has experienced, the widespread adoption of emerging, artificially-intelligent technologies within the workplace is well underway. AI is helping to transform roles within the marketing sector, speeding up go-to-market strategies and helping to enhance audience experiences. Due to this, the demand for AI marketing specialists is growing.&nbsp;
Knowing how to effectively prompt natural language processing chatbots, utilise predictive analytics and personalisation to accurately target demographics, and automate repetitive tasks is quickly becoming necessary for any niche within the marketing industry. AI marketing professionals often fill the role between tech evangelists, content strategists, and marketing practitioners, with this specialised digital marketing job helping to enhance the productivity of all internal departments.
These experts will also be vital in addressing ethical considerations and biases in AI content moving forward, ensuring fairness, transparency, and the responsible use of these technologies when producing campaigns that build authentic connections with target audiences.
3. Content Strategist
Average salary: &pound;48,000&nbsp;
Focused on optimising content and devising strategies that lead to conversion, content strategists ensure that marketing departments are aligned on their plans for publishing new blog articles, insight pieces, and gated content to drive marketing-qualified leads (MQLs). In short, they typically hold the keys to an entire campaign and understand the channels that get their clients the best results.&nbsp;
Content strategists will typically have spent time within another content-production role or digital marketing job, whether that&rsquo;s copywriting, design, or as a marketing generalist&mdash;building the expertise and adaptability necessary to control the direction of an entire brand&rsquo;s communication strategy. As a result, these professionals must be comfortable setting guidelines and delegating work, stepping in where required to ensure consistency and quality.&nbsp;
Alongside these duties, content strategists will be expected to offer their insights when troubleshooting why MQLs aren&rsquo;t converting to customers. Whether it&rsquo;s poor website design that makes it difficult for users to find the services they want to purchase, or copywriting that isn&rsquo;t hitting the right note and is turning readers away, the content strategist will help business leaders understand where friction is entering the equation.&nbsp;
4. Influencer Marketing Manager
Average salary: &pound;56,000&nbsp;
Influencer marketing manager jobs focus on nurturing how content creators share their products and services across multiple channels, from social media to video and streaming platforms. These professionals must keep a meticulous calendar, ensuring that content activities are planned alongside their company&rsquo;s go-to-market strategy.&nbsp;
Alongside this, they&rsquo;ll often work closely with social media marketing specialists to make certain that brand messaging is aligned across all platforms and websites. Influencer marketing managers will be expected to measure ROI with the help of their colleagues in marketing analyst jobs to make data-informed choices that enhance their ability to drive conversions. Typically, they'll use specific, measurable, attainable, relevant, and timely&mdash;or SMART&mdash;goals to track their campaigns' impact and how engaged audiences are.
These marketing manager jobs are ideal for candidates that understand how valuable a community can be in boosting sales. Still, they need to be adept at navigating relationships, reporting, and recruiting new influencers to ensure that they can continue to improve their overall marketing strategies.
&nbsp;
5. Marketing Analyst
Average salary: &pound;42,000&nbsp;
Marketing analysts are responsible for providing their businesses with data-driven insights that allow them to predict future sales trends, better understand the key demographics they serve, and evaluate the effectiveness of outreach and branding strategies.&nbsp;
These experts have historically been found working within management, scientific, and technical consulting services. However, with the growth of big data and the widespread adoption of artificial intelligence-empowered analytics tools, marketing analysts are becoming an invaluable resource for organisations in any field, from finance to FMCG.&nbsp;
With the number of marketing analyst jobs set to grow by over&nbsp;<a href="https://www.comptia.org/blog/your-next-move-marketing-analyst">163,000</a>&nbsp;by 2030, this cross-functional role is quickly becoming critical when it comes to product development and long-term business vision. Able to understand and articulate programme performance and key statistics on customers, analysts are crucial to the overall health of the marketing department.
&nbsp;
The Bottom Line
This guide explored the ever-evolving landscape of marketing jobs and the skills required to thrive in this rapidly-digitising industry. With the advancements that the emerging technologies discussed here are presenting, professionals have a wealth of opportunities to connect with audiences and drive sales, but they need to adapt to stay competitive.&nbsp;
These increasingly popular jobs in marketing often require candidates with unique expertise, meaning that they&rsquo;ll need to understand how to articulate their non-standard career experience in a way that is attractive to marketing hiring managers.

Top 5 Cutting-Edge Jobs in Marketing

<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Unfortunately, no one will know or respect your brand if your profiles are dormant. Fortunately, fixing this and being consistent with content is simpler than you think.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Establishing a Content Routine&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Committing to a consistent content routine is crucial to personal brand development as a freelancer or contractor. Posting regular content and interacting with followers or connections can establish an image of reliability and trustworthiness for your brand. Developing your online presence enables you to attract a stable network of followers over time, increasing the likelihood of attracting contract or freelance jobs.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Creating a content calendar can assist with organisation, ensuring all followers have a steady supply of information about your brand activities. Including various types of content and diversifying this regularly will display your skills while engaging a broader audience.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">If you have a portfolio website, your social media platforms should mirror that content. For example, if you have just updated your portfolio, upload similar content highlighting your latest activity with a link to your webpage to strengthen brand connections.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Replying to comments, messages, and requests in a timely manner in line with your uploaded content will enhance your credibility and assist you in network relationship development. If you respond promptly to any activity surrounding your brand, you will take advantage of every opportunity.&nbsp;
<span style="font-size: 13.5pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">5. Don&rsquo;t Rush, Remain Focused&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Developing personal branding as a freelancer or contractor is a process that can&rsquo;t happen overnight. The numerous aspects of each stage in personal brand development are essential to your long-term success. Rushing this process would involve sacrificing the quality of each step, limiting your professional reach, and missing out on opportunities.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Take your time with each stage and create a routine that reflects your services and skill development across all platforms to maximise success.&nbsp;
<span style="font-size: 18.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The Art and Impact of Personal Branding: A Reflection
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The practices and trends around employment are constantly evolving. Mastering personal branding is essential for the sustained success of freelancing and contracting careers in this competitive market. Your personal brand is a powerful tool to display your skills, values, and achievements to potential clients globally rather than relying on traditional word-of-mouth marketing.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Building a brand is a process encompassing a variety of platforms and content, as well as requiring continual commitment to growth. Take the time to reflect on your desired brand message and determine the unique selling point of your services to improve your audience engagement.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">A robust personal brand can result in various benefits for contractors and freelancers, ranging from increased personal credibility to creating meaningful industry professionals. Personalised and tailored content can inspire growth, especially on social media platforms.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Rushing this process, failing to be up-to-date with industry trends, and inconstantly posting content will result in the inability to establish trust and rapport with your audience. Refining each aspect and creating detailed content will maximise personal branding efforts and long-term success.&nbsp;
&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">No matter how complex your needs are,or how many roles you need to fill, the consultants at Creative Recruitment l are here to help you attract and retain the sector specialists that will lead your business to greater success. <a href="https://www.creativerecruitment.co.uk/send-us-a-brief/" target="_blank" rel="noopener">Contact us today</a> to explore your requirements and learn about how we can support your Digital, Marketing and Creative recruitment needs.

Establishing a Content Routine 

Taking Branding Personally 

<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Contract and freelance jobs are increasing in popularity, with more and more people participating in the shift of employment, moving away from full-time and permanent roles. The changing attitudes towards work and technological advancements have prompted this shift. Autonomy and other benefits associated with freelance and contract opportunities only increase the competitive nature of these job types.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">To stand out as skilled professionals in this crowded environment, freelancers and contractors must strategically promote their skill sets by investing in developing their branding. It has never been more essential to promote your services and skills in several ways and across a variety of platforms. But where exactly do you begin?
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">This guide will explore the importance of creating a solid personal brand and how to build one that benefits you as a contractor or freelancer. In addition, we have included five strategies to elevate your personal branding and increase the continual flow of jobs coming your way. You will become a branding master in no time!
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">A personal brand is how you market yourself to your target audience and other industry members. Establishing and growing a personal brand is relevant to every organisation, business, and person aiming to build industry credibility.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">An increasingly competitive market means that building a clearly defined brand is becoming even more crucial for contractors and freelancers who desire a consistent workflow.
<span style="font-size: 13.5pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">What Is Included In a Personal Brand?
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">A personal brand needs to have specific components within it for success. As a freelancer or contractor, you must market your personality, knowledge, and skill set to remain competitive and get noticed by other professionals. When attracting freelance or contract jobs, a strong emphasis is placed on what you know and why you stand out from the crowd.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Critical elements of a solid personal brand for contractors and freelancers include:
<ul type="disc">
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Brand values</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Accomplishments and record of your previous work</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">A tailored tone of voice that relates to your brand identity&nbsp;</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Content related to your work, achievements, and industry-related topics</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Your unique selling point (what makes you stand out from the crowd)</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Authenticity and personality</li>
</ul>
<span style="font-size: 12.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">What Can a Strong Personal Brand Achieve?
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Working on personal branding isn&rsquo;t always straightforward, especially considering the changing dynamics of technology and the different needs of clients, but it is undoubtedly beneficial. According to a recent LinkedIn report on the value of personal brands,&nbsp;<a href="https://www.linkedin.com/pulse/power-personal-branding-business-professional-growth-sunil-solanki/">70%</a>&nbsp;of hiring managers stated that a solid personal brand is more critical than any CV.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">If your brand remains as clear, in-depth, and updated as possible, you will:
<ul type="disc">
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Establish trust and credibility: Establishing a brand that looks good and reflects who you are will encourage more clients to trust your services. The more detailed your personal brand is, the more likely clients will use and recommend your services.&nbsp;</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Remain competitive: Your competitors will network, market their skills on social media platforms, and advertise their services. Increasing your visibility by producing consistent content and creating a solid and captivating brand enables you to stand out.&nbsp;</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Create and retain connections: If your personal brand clearly displays your brand identity, professionals in your industry will be more likely to engage with you and utalise your talent. These connections can be developed until you have created a network of like-minded professionals engaged in your work.&nbsp;</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Progress in your career development: A strategically planned personal brand can provide you with more opportunities and expand your reach.&nbsp;
&nbsp;
&nbsp;
&nbsp;
&nbsp;
&nbsp;
<span style="font-size: 13.5pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Define your Brand, Achievements and Goals&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Creating the foundation of personal branding can be the most challenging aspect of brand development, but it is imperative for career development. Before instilling marketing or branding development strategies, a successful contractor or freelancer will establish their specialism. These aspects will be included in every future stage of brand development, so they must be perfected.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Identify Your Unique Value Proposition&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Whatever your industry or specialism, you will always have competitors. The number of freelancers and contractors has increased in the last decade, with no indication of slowing down. This means securing a steady supply of freelance and contractor jobs will now require a more extensive development investment than simply applying for positions.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">We invite you to ask yourself these questions to determine your industry value:
<ul type="disc">
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">What is your unique selling point? Is it your work itself and the positive reputation surrounding your work, or are your personal branding message and stories contributing factors?</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">What do you bring to your industry? Think about your services, industry-relevant experience or flexibility.&nbsp;</li>
<li class="MsoNormal" style="color: #747678; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; background: white;"><span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Why are you more likely to get freelance or contractor jobs than your competitors? Is your positive reputation, skill endorsements, or brand personalisation strong enough to stand out?
&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Providing value to your network and audience is a significant aspect of creating a successful personal brand. You will be lost within the competitive contract and freelance market if you have no unique or in-demand services to provide.&nbsp;
&nbsp;
&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Along with your services, providing content based on your industry knowledge and your previous work can give your personal brand a competitive edge. This may include appropriate opinions on industry topics, images or examples of your work for previous clients, or snippets of your portfolio. Any unique content or in-demand services you can provide will assist in forming your competitive brand identity.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&nbsp;</li>
</ul>
&nbsp;
</li>
</ul>

Is Building a Personal Brand Important For Career Development?

Eid Mubarak from all of us at Creative Recruitment&nbsp;🌙✨ Sending out warm wishes to our Muslim colleagues and community around the world today. May this Eid be filled with love, laughter, and happiness. #CreativeRecruitment&nbsp;<a href="https://www.linkedin.com/feed/hashtag/?keywords=eidmubarak&amp;highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7183823845001154560">#EidMubarak</a>
&nbsp;

Eid Mubarak from all at Creative Recruitment 🌙✨  

Creative Recruitment are delighted to celebrate International Women's Day #IWD2024 <a class="css-1qaijid r-bcqeeo r-qvutc0 r-poiln3 r-1ny4l3l r-1ddef8g r-tjvw6i r-1loqt21" dir="ltr" role="link" href="https://twitter.com/hashtag/InternationalWomensDay?src=hashtag_click">#InternationalWomensDay</a>&nbsp;<a class="css-1qaijid r-bcqeeo r-qvutc0 r-poiln3 r-1loqt21" dir="ltr" role="link" href="https://twitter.com/hashtag/March8?src=hashtag_click">#March8</a> &nbsp;<a class="css-1qaijid r-bcqeeo r-qvutc0 r-poiln3 r-1loqt21" dir="ltr" role="link" href="https://twitter.com/hashtag/InspireInclusion?src=hashtag_click">#InspireInclusion</a>&nbsp;
🎨✨ Celebrating Creativity, Courage, and Inclusion -&nbsp; International Women's Day! ✨🎉
To the women shaping dreams into reality, turning blank canvases into masterpieces, and infusing the world with creativity &ndash; today is for you!
Shoutout to the artists, writers, designers, and creators who transform imagination into tangible brilliance. Your ability to weave stories, capture emotions, and paint the world with innovation is truly awe-inspiring.
In a world full of possibilities, women in the creative industry are the architects of wonder. From graphic designers to musicians, poets to filmmakers &ndash; each stroke, note, and word adds a unique hue to the canvas of our shared experiences.
Supporting Sisters: Let's take a moment to uplift and amplify the voices of our fellow creative women. Tag a colleague, mentor, or friend who has inspired you, and let's create a ripple effect of encouragement and celebration. Embrace the power of being different, for it is in our diversity that we find true innovation.
International Women's Day - March 8th is a global day celebrating the social, economic, cultural, and political achievements of women. The day also marks a call to action for accelerating women's equality. &nbsp;'Inspire Inclusion'&nbsp;
Imagine a gender equal world.&nbsp; Collectively we can all&nbsp;<a class="css-1qaijid r-bcqeeo r-qvutc0 r-poiln3 r-1loqt21" dir="ltr" role="link" href="https://twitter.com/hashtag/InspireInclusion?src=hashtag_click">#InspireInclusion</a>&nbsp;.
<a href="https://www.internationalwomensday.com/">https://www.internationalwomensday.com/</a>

International Women's Day 2024 campaign theme is 'Inspire Inclusion' #InternationalWomensDay 2024 is #March8 #IWD2024  #InspireInclusion #CreativeWomen #genderequal world

The Future of Digital Recruitment: Emerging Trends and Strategies

<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Developing tailored digital recruitment strategies can help better align your team's efforts with the demands of your market sector and the candidates you&rsquo;re trying to attract, not to mention helping you stand out amongst competitors. Whilst we&rsquo;ve all become familiar with the need to have a social media presence over the last few years, where you&rsquo;re able to share valuable content with followers and can build your brand authority - as well as let the world know when you&rsquo;re recruiting&mdash;it can&rsquo;t be the only digital recruitment strategy you implement in 2024. With the emerging technologies discussed in our last section at your disposal, it&rsquo;s never been easier to produce a multi-channel digital recruitment strategy that can drive your talent acquisition and retention efforts.<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&nbsp;
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">1. Utilise the sites that your candidates use.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The employees you&rsquo;re looking for aren&rsquo;t just spending their time on LinkedIn.&nbsp; Build your social media presence and brand over Instagram, X, Threads etc to present an opportunity for your business to share content, and insights into your culture&mdash;all of which can become part of a well-rounded digital recruitment strategy.&nbsp;&nbsp;
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">2. Keep candidates engaged, and you&rsquo;ve already won half of the battle.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">AI-empowered chatbots can help to easily automate the process of engaging candidates and get them excited to work for your company by answering FAQs, sharing videos which offer more information on vacant roles and your products, and scheduling interviews. Offer candidates a seamless experience to increase the likelihood that they&rsquo;ll upload a CV or request a call.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">3. Take part in online events to expand your available talent pool.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Whether you&rsquo;re encouraging your current employees to share their skills via online seminars or lunch-and-learn activities, or you&rsquo;re helping other business founders to understand the challenges behind scaling up, sharing knowledge in this way helps you to make connections with other organisations and establish your presence as a thought leader within your field.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">4. Hybridise your assessment process.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Using video interviewing platforms and AI-empowered screening technologies, you can encourage candidates to apply in their own time and space&mdash;not only highlighting your commitment to work-life balance and respecting the demands for flexibility amongst talented job seekers but also increasing the quality of hires as candidates spend more time honing their applications and evidencing their competencies.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">5. Facilitate communication between internal departments.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Collaborative hiring platforms can help the managers of different teams to offer feedback on interviews and assessments, or more easily take part in panel interviews despite geographical distance or remote work. The more senior a hire is, the more important it is to get the buy-in of different employees&mdash;particularly where a candidate may provide leadership for an entire division.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">6. Streamline the onboarding process.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Getting your recruits up to speed quickly is an important part of any hiring exercise. Leveraging digital tools to provide a way for candidates to access their employment documentation and collect necessary signatures can help to save time which can be better spent on training or mentorship for new hires.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">7. Personalised recruitment makes an impact.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Regular contact with your talent pool is vital, but reaching out to them with a blanket e-mail or instant message will often see your efforts go to waste. Instead, utilise the data you&rsquo;ve gathered on them during their unsuccessful hiring exercises to provide them with valuable information: relevant company news and industry insights, tailored job opportunities, and local or online events in their time zone.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">8. Encourage your employees to become brand advocates.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Business leaders are bound to be positive&mdash;but allowing candidates to speak to your employees can give an authentic insight into your work, culture, and opportunities for internal mobility. Give your employees the time, resources, and incentives they need to share their positive experiences and engage with jobseekers on LinkedIn or other platforms, and they can also help to assess candidates for cultural fit.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">9. Collect and analyse data from the entire recruitment process.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Feedback from successful and unsuccessful candidates has never been easier to gather or parse through using AI-empowered technologies. This information can provide valuable insights to improve candidate experience, enhance their interactions with your organisation, and ensure they&rsquo;re likely to return for future hiring exercises, reducing overall attrition during recruitment.
<span style="font-size: 10.0pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #747678; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">10. Listen to the conversations about your business.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Social media listening and sentiment analysis tools provide the opportunity to track brand mentions and gain a real-time overview of how their organisation is being perceived by candidates, giving business leaders more fine-grained control over how they manage their reputation and deliver targeted messaging.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Of course, it&rsquo;s likely that any successful digital recruitment strategy will require a blend of some&mdash;or even all&mdash;of the above suggestions based on your specific context and the candidates you&rsquo;re trying to attract. It&rsquo;s always important to set clear goals and objectives for any recruitment exercise since it will ensure that you can attract the right candidates the first time. With the cost of a poor hire in 2023 / 2024 hovering around 20-30% of that employee&rsquo;s first-year wage, it&rsquo;s a mistake few businesses can afford to make.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Once you&rsquo;ve decided on your digital recruitment approach, you need to be certain that you&rsquo;ve made the right choice. The answer will be found through robust testing, and implementing your strategy on a small scale before a business-wide roll-out. Monitoring the performance and pivoting based on key metrics set out at the start of the digital recruitment process can help you to remain competitive and adapt to the changing market.
<h2>Supporting Your Hiring Needs with Digital Recruitment Expertise</h2>
No matter how complex your needs are,or how many roles you need to fill, the consultants at Creative Recruitment l are here to help you attract and retain the sector specialists that will lead your business to greater success. <a href="https://www.creativerecruitment.co.uk/send-us-a-brief/" target="_blank" rel="noopener">Contact us today</a> to explore your requirements and learn about how we can support your Digital, Marketing and Creative recruitment needs.
&nbsp;

10 Digital Recruitment Strategies to Take Advantage of in 2024

<a name="_Hlk157088430"></a>After the COVID-19 pandemic, the explosion in flexible working became the new norm for most businesses. With advancements in technology, individuals had access to virtual communication tools, enabling them to collaborate effectively with colleagues regardless of their physical location. Employers recognised the importance of maintaining a healthy equilibrium between professional and personal life. leading to improved mental well-being, increased productivity, and reduced burnout among employees. However, companies like Apple, Google, and Meta are recalling employees to the office.&nbsp; Companies have understandably found maintaining a company culture among remote workers is difficult.&nbsp; This shift raises questions around flexible work arrangements.
Recent data from the&nbsp;<a href="https://timewise.co.uk/article/flexible-jobs-index/">Timewise Flexible Jobs Index</a>&nbsp;for 2023 reveals a modest 1% growth, with only 31% of job ads explicitly mentioning flexibility. As we look to 2024, it is evident that hybrid working model is changing.&nbsp; With 2023/2024 and its economic uncertainty the market is currently an employer-employee driven market and the desire to unite staff, build brands and culture pressure is gaining to bring back staff to offices within certain organisations. &nbsp;
However, from the 6th April 2024, the newly approved Employment Rights Bill (flexible Working) employees will have the right to request flexible working from "day one" of their employment.&nbsp; <a href="https://www.acas.org.uk/page-print/1597">ACAS</a>
&nbsp;
This legislation will add complexity to flexible working for employees and employers.&nbsp; Its impact on staff retention, recruitment and a companies business model.&nbsp; Employers will still need to offer flexible working, and employees will continue to demand it.
&nbsp;

The Future of Hybrid Working: Exploring the Changes in 2024 

Dear valued clients, candidates and staff,
 As we approach the joyous holiday season, we wanted to take a moment to express our heartfelt appreciation for your continued support and trust in our company throughout the year. It has been an extraordinary year, filled with challenges and uncertainties, but together we have persevered and achieved remarkable milestones. Christmas is a time for reflection, gratitude, and spreading joy. We are grateful for the opportunity to work with you and to be part of your success. Your partnership has been invaluable, and we are truly grateful for the trust you have placed in us. This holiday season, as we gather with our loved ones, we are reminded of the importance of connection and community. We are grateful for the relationships we have built and the friendships that have grown over the years. It is through collaboration and teamwork that we have been able to accomplish great things, and we look forward to many more fruitful partnerships in the years to come. In the spirit of the season, we would also like to extend our warmest wishes to you and your families. May this Christmas be filled with love, laughter, and cherished moments. May it bring you renewed hope and the courage to embrace new opportunities in the coming year. Finally, we would like to express our gratitude to our incredible team. Their dedication, hard work, and unwavering commitment have been the driving force behind our success. We are privileged to have such talented individuals who go above and beyond to deliver excellence to our clients. As the year comes to a close, let us celebrate the holiday season with gratitude in our hearts and a renewed sense of purpose. Thank you for being part of our journey, and we look forward to a prosperous and fulfilling year ahead. Wishing you a Merry Christmas and a Happy New Year!
&nbsp;
Again this year our chosen charity is The Trussell Trust &ndash; Stop UK Hunger <a href="https://www.trusselltrust.org/">https://www.trusselltrust.org/</a> Warmest regards,
&nbsp;
Diane Scally
Director
Creative Recruitment Limited

Happy Christmas/festive season & new year!

Proposals for a new directive for the standardisation of USB charging ports throughout the EU were agreed. If the recommendations become law, it will mean that the majority of small electronic devices, including; smartphones, tablets, headphones, digital cameras and handheld games consoles, will all have to be manufactured with a USB-C port to be able to use a universal charging cable.
Why? The idea behind the initiative is primarily an environmental one, with research suggesting that the new rules could cut down on around&nbsp;<a href="https://www.theverge.com/2022/6/7/23156361/european-union-usb-c-wired-charging-iphone-lightning-ewaste" target="_blank" rel="noopener">11,000 tonnes</a>&nbsp;of e-waste annually from the disposal of incompatible chargers and devices, as well as saving consumers up to&nbsp;<a href="https://www.theverge.com/2022/6/7/23156361/european-union-usb-c-wired-charging-iphone-lightning-ewaste" target="_blank" rel="noopener">250 million euros</a>&nbsp;per year on &lsquo;unnecessary charger purchases&rsquo;.&nbsp;
An additional purpose of the proposed legislation would be to standardise &lsquo;fast-charging&rsquo; speeds so that all devices can achieve the same charge rate.
When? The EU is aiming to introduce the new rules around the autumn of 2024, after which time devices will need to have a built-in USB-C port for charging, ruling out the option of a plug-in &lsquo;dongle&rsquo; converter, presumably because this would not only create&nbsp;more&nbsp;hardware rather than helping to reduce the amount, but it would also somewhat undermine the spirit of the legislation by allowing companies who use alternative USB types to continue to manufacture bespoke ports and cables.
Presently, the proposal still needs to be approved by the European Council and European Parliament before it becomes law, which is anticipated around the beginning of September this year. This would give manufacturers approximately two years to comply.&nbsp;
However, an exception will be allowed for laptops due to the sort of specialist high-wattage USB-C chargers they need. Laptop manufacturers will be given an extra 16 months to prepare for the changes until around the start of 2026.
<h3>What does it mean for Apple and their &lsquo;Lightning&rsquo; Connector?</h3>
Perhaps understandably, Apple is not thrilled by this news. Always striving to be unique, Apple has championed their &lsquo;Lightning&rsquo; ports and chargers in their products, but this now makes them the only major smartphone manufacturer to use a proprietary port instead of a USB-C. With around&nbsp;<a href="https://www.theverge.com/2022/6/7/23156361/european-union-usb-c-wired-charging-iphone-lightning-ewaste" target="_blank" rel="noopener">56 million</a>&nbsp;i-phones sold in Europe in 2021, it is easy to see why they are concerned.
The rule change would mean a complete overhaul of the i-phone and other related Apple products to accommodate the USB-C port while simultaneously rendering older versions useless and devoid of any resale value throughout the EU. The new rules state that &ldquo;there shouldn&rsquo;t be products on the market that are not compliant&rdquo;, meaning that Apple may want to consider making the change sooner rather than later to allow for the sale of the outstanding stock of older models at a lower price even when new versions are released in the future.
Aside from the new rules being problematic for manufacturing Apple&rsquo;s existing products, the company has other reservations too. In a&nbsp;<a href="https://www.bbc.co.uk/news/technology-58665809" target="_blank" rel="noopener">recent interview</a>&nbsp;with the BBC, Apple commented that they &ldquo;remain concerned that strict regulation mandating just one type of connector stifles innovation rather than encouraging it, which in turn will harm consumers in Europe and around the world&rdquo;.&nbsp;They also added that they aim to make every Apple device and usage carbon neutral by 2030, suggesting that they don&rsquo;t see the EU&rsquo;s proposal as the only way to combat environmental issues relating to e-waste.
However, there may be an argument that the new rules could inadvertently encourage innovation rather than stifle innovation. Maybe not in the way Apple suggests concerning developing different types of charging ports but perhaps through accelerating the development of wireless charging technology to do away with the USB compatibility issue entirely and make the whole issue moot.&nbsp;
There is still much work to be done in this area, especially as charging pads also need a cable. Still, they may be exempt from the new rules, which would allow a grace period for developing further technology to resolve current wireless charging issues. In turn, there could be another unexpected side benefit of this in the form of new tech developer jobs, which may be created specifically to work on the hardware and software needed to move wireless technology forward.
For the time being though, we will have to wait and see if the proposals are passed as law in September and whether other countries worldwide will follow suit. Currently, the UK government has stated that such rules&nbsp;<a href="https://www.bbc.co.uk/news/technology-61720276" target="_blank" rel="noopener">would not be implemented in the UK</a>. However, it could apply to Northern Ireland under current post-Brexit arrangements. If other regions around the globe also decide to go ahead with similar legislation, the UK may be persuaded to change their rules too. Watch this space for updates.

How new EU rules on standard USB ports could upset tech giants 

<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">No one enjoys being put on hold for hours waiting to speak to the next available customer services agent, so if consumers can get the help they need from a chat function on a company website, then this is likely to be a popular place to start if it saves time and solves the problem.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Over&nbsp;<a href="https://www.tidio.com/blog/live-chat-statistics/" target="_blank" rel="noopener">5.3 million</a>&nbsp;websites now utilise some form of online chat technology, and as companies look for ever more innovative ways to improve customer experience and the trend for digitalisation of services continues, the global live chat software market is anticipated to reach $1.7 billion by 2030.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">However, there can be a big difference in customer experience between interaction with a chatbot and live chat with a human being, and businesses should be mindful of how effective their offering is and whether the end user receives it well.
<span style="font-size: 13.5pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">How do people feel about chatbots?
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Recent data shows that around&nbsp;<a href="https://chainstoreage.com/do-customers-ai-based-chatbots#:~:text=According%20to%20data%20from%20a,human%20for%20customer%20service%20needs" target="_blank" rel="noopener">68%</a>&nbsp;of consumers have used chatbots, but when given a choice,&nbsp;<a href="https://chainstoreage.com/do-customers-ai-based-chatbots#:~:text=According%20to%20data%20from%20a,human%20for%20customer%20service%20needs" target="_blank" rel="noopener">77%</a>&nbsp;of those surveyed would prefer to interact with a human being when it comes to fulfilling their customer service needs, citing that they find chatbots frustrating as the technology often can&rsquo;t understand the questions it is being asked and customers end up having to repeat themselves several times before they can proceed or decide to give up, leading to a poor customer experience either way.&nbsp;
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Consumers also say that chatbots only resolve their problems effectively around&nbsp;<a href="https://chainstoreage.com/do-customers-ai-based-chatbots#:~:text=According%20to%20data%20from%20a,human%20for%20customer%20service%20needs." target="_blank" rel="noopener">35%</a>&nbsp;of the time, with as little as&nbsp;<a href="https://www.marketingtechnews.net/news/2023/jun/22/just-8-of-customers-used-chatbots-during-most-recent-customer-service-interaction/" target="_blank" rel="noopener">a quarter</a>&nbsp;of those who had used chatbots saying that they would use them again, suggesting that an unhelpful interaction with an AI bot could be damaging to customer satisfaction, brand reputation and repeat business.
<span style="font-size: 13.5pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Do customers feel the same about live chat?
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Conversely, people favour live chat, not just over chatbots, but over other types of customer support, including phone and email.&nbsp;<a href="https://www.tidio.com/blog/live-chat-statistics/" target="_blank" rel="noopener">41%</a>&nbsp;of consumers now say that they prefer real-time customer service via live chat over other methods, with this number predicted to grow further in coming years with increasing digital transformation of services and the growing expectation, especially amongst Gen Z, for instant results and information.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;"><a href="https://chainstoreage.com/these-two-factors-are-key-satisfactory-online-customer-help" target="_blank" rel="noopener">Studies</a>&nbsp;also show that satisfaction, effort and repurchase rates are higher when a human is involved in the interaction than when chatbots act alone. Chat functions where a human joins the conversation within 30 seconds similarly have higher satisfaction rates.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Live chat is so successful that customers who ask questions over live chat are&nbsp;<a href="https://www.tidio.com/blog/live-chat-statistics/" target="_blank" rel="noopener">five times</a>&nbsp;more likely to complete a purchase and&nbsp;<a href="https://www.tidio.com/blog/live-chat-statistics/" target="_blank" rel="noopener">60%</a>&nbsp;more likely to return to the website again. When you consider that around&nbsp;<a href="https://www.tidio.com/blog/live-chat-statistics/" target="_blank" rel="noopener">15%</a>&nbsp;of website visitors will use a live chat function if it is available, that could be a sizeable difference in sales and positively affect customer retention.
<span style="font-size: 13.5pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Know your audience
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Of course, while many people like the immediacy of online chat functions and find waiting in a phone queue extremely irritating, it is essential to be aware of the preferences of your target market and existing client demographic. For instance, online consumers aged 18 &ndash; 34 are&nbsp;<a href="https://www.tidio.com/blog/live-chat-statistics/" target="_blank" rel="noopener">21%</a>&nbsp;more likely to select live chat as their favoured method of customer support than those between 35 &ndash; 54, so brands should certainly be considering the audience their products and services are aimed at before committing to offering one form of communication over another.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Companies should reflect on what their chat function will likely be used for to determine its success and whether to opt for live chat or chatbot technology. AI has been shown to resolve around&nbsp;<a href="https://www.marketingtechnews.net/news/2023/jun/22/just-8-of-customers-used-chatbots-during-most-recent-customer-service-interaction/" target="_blank" rel="noopener">58%</a>&nbsp;of returns and cancellations but only&nbsp;<a href="https://www.marketingtechnews.net/news/2023/jun/22/just-8-of-customers-used-chatbots-during-most-recent-customer-service-interaction/" target="_blank" rel="noopener">17%</a>&nbsp;of billing queries, so customer satisfaction is likely to be linked directly to accurate analysis of the subject of customer enquiries for any given company, which will vary depending on the nature of the business.
<span style="font-size: 13.5pt; font-family: 'Tiempos Fine',serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">To chat or not to chat?
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Understandably, some companies still need to decide whether to invest in website chat functionality. Looking at the evidence, you could argue that live chat would be far more helpful than chatbots.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">However, for live chat to be effective, a business must have the workforce to support it, and chatbots can be a helpful and less labour-intensive option if most of your customer queries are simple and transactional rather than open-ended or complex.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Automated chat will likely improve as generative AI becomes more intelligent and user-friendly. Still, we may be a way off of that yet. In the interim, marketers and business leaders must support online customer service offerings to ensure users have a high-quality customer experience to improve engagement and brand loyalty.
<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">If you are looking for a new role in marketing or tech, or if you need top professionals to join your team, contact Creative Recruitment today and find out how our expert recruiters can help you.

The Future of customer service – Chat Bots v Live Chat

Freelance / Contract Hiring versus Permanent Employment: Choosing Your Path

<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The summer months are notoriously slow for the job market, with many people away from their desks and enjoying the warm weather and family time. Of course, this is generally followed by one of the busiest times of year for moving jobs, as those who have spent their summer break taking stock of their career satisfaction and reflecting on their work/life balance return home either dreading going back to a role they don't enjoy or with an invigorated sense of purpose and a drive to seek promotion and career development. Either way, this generally causes much staff turnover during September and, therefore, can create opportunities for job seekers.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">However, with spiralling interest rates and the ongoing cost-of-living crisis, will the end of 2023 be different, and will this likely affect whether September is still a good time to look for a new role? Are workers likely to quit in an unstable economy, or has job security become too important? And perhaps more importantly, are companies hiring now?
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The realities of the job market
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">While it's true that there is uncertainty about the global economic outlook, the UK employment rate was estimated to be&nbsp;<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/june2023#:~:text=Main%20points,employees%20and%20self%2Demployed%20workers." target="_blank" rel="noopener">0.2%</a>&nbsp;higher between February and April 2023 than it was from November 2022 to January 2023. In addition, during the last quarter, the number of people in employment increased to a&nbsp;<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/june2023#:~:text=Main%20points,employees%20and%20self%2Demployed%20workers." target="_blank" rel="noopener">record high</a>.&nbsp;
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">It is also worth recognising that as the country continues to recover from the lasting effects of the pandemic, companies are finally starting to see a return to 'normal' levels of employment, which have flip-flopped between over-hiring, mass quitting and hiring freezes over the past three years. This resuming of normality can bring more significant opportunities for job seekers, as businesses who have previously streamlined to stabilise their budgets may now be looking ahead to re-growth.&nbsp;
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">In addition, some industries are seeing rapid growth, with many tech and marketing tech roles in high demand. In a recent&nbsp;<a href="https://www.coursera.org/articles/high-income-skills" target="_blank" rel="noopener">survey</a>, the top skills for 2023 included data analysis, software development and user experience, suggesting that opportunities for professionals in these areas could be more abundant.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The job market is in better shape than it might first appear, giving people the confidence to move jobs and creating a buoyant market with opportunities for those looking to move after their summer break.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Focus on why you want to change jobs
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Another critical consideration when deciding if now is a good time to make a career move is why you are looking to change jobs. Job satisfaction is a significant contributing factor to good mental health and well-being, so regardless of the economy or job market, it could still be the right time for&nbsp;you.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Factors to consider:
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Opportunity<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&nbsp;- One of the most common reasons for a job change. Has an opportunity presented itself? If so, you might not want to miss out and hinder your career and personal development.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Growth<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&nbsp;&ndash; If you have plateaued in your current role, it might seem like there are no further opportunities to grow and learn. This can lead to feeling unfulfilled and disengaged at work, indicating it could be a good time to move on.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Remuneration<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&nbsp;&ndash; It's not always about finding a role that pays more money, although they do exist for talented candidates, but your salary and benefits should be a fair reflection of how a company value and respect your contribution and if you feel under-valued with no sign of negotiating a better package it could be time to look for a new employer.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Sector<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&nbsp;&ndash; Do you work in a growing industry? As mentioned above, if you work in tech or other thriving sectors, the opportunities available are likely to be far more significant for those with the right skillset, so now could be a great time to seek a new role and perhaps even a promotion.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Culture&nbsp;<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&ndash; Are you considering changing jobs to a more positive environment? Perhaps a company with better D,E &amp; I or CSR policies or a workplace that offers more learning and development opportunities, better work/life balance or more autonomy. If you don't feel comfortable being your&nbsp;<a href="https://www.careersindepth.com/post/authenticity-in-the-workplace" target="_blank" rel="noopener">authentic self</a>&nbsp;at work, moving to an organisation with a more aligned culture fit could resolve this.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: black; mso-color-alt: windowtext; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">In conclusion&nbsp;
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">As summer slips away, a shift is underway in the job market. New beginnings could be on the horizon for those who've been mulling over their career path while enjoying some downtime. It's a mix of personal aspirations and uncertain economic times, making career switches a big decision.&nbsp;
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The job landscape is looking up, with more job opportunities in the mix. Growing industries and skills in demand add colour to the options. Amid all this change, one question stands out: "Is now the time?".
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #1c1818; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">If you have returned from holiday thinking about changing roles or if your company has vacancies to fill as you look towards re-growth, contact Creative Recruitment and find out how our expert recruiters can help you.

Is it a good time to be looking for a new job?

As&nbsp;<a href="https://www.bbc.co.uk/news/uk-61475720" target="_blank" rel="noopener">job vacancies in the UK outpaced unemployment</a> for the first time in history this month, adding fuel to the fire in the continuing war for talent, workers are very much in the driving seat when selecting a company to work for. Businesses are looking for ways to attract and retain the best staff by offering attractive packages, but do organisations know what employees want regarding salary and benefits?
&nbsp;
<h3>Salary</h3>
The number one reason most people go to work every day is to earn money. With the spiralling cost of living,&nbsp;it would be understandable if workers were looking to up their salaries as a priority.&nbsp;
However, while money is considered a significant factor, it turns out that people may no longer just be looking for a hefty pay packet. According to a&nbsp;<a href="https://www.weforum.org/agenda/2022/02/what-do-employees-want-most-from-their-work-life-in-2022/" target="_blank" rel="noopener">recent survey</a>, the overriding factor which people now place importance on in their career is &lsquo;workplace happiness&rsquo;. This is perhaps lucky when you consider that many companies are unlikely to be able to afford the sort of wage hikes required to keep up with inflation when their overheads are rising too.&nbsp;
So, if money is not the only thing workers are looking for, what benefits are now attracting candidates to jobs, and why has money dropped down the list of priorities?
&nbsp;
<h3>The Covid effect</h3>
Since lockdown, a great deal of the working population has&nbsp;<a href="https://www.careersindepth.com/post/coronavirus-how-lockdown-is-making-us-evaluate-our-working-lives" target="_blank" rel="noopener">reassessed their life goals</a>, having been given a taste of the benefits of flexible working. On the flip side, many have also experienced burnout, especially those trying to be productive in their work while also managing family issues like homeschooling or the care of elderly relatives.
Many individuals have realised that providing they are paid a wage that allows them to live comfortably, they would rather have job satisfaction than earn a greater salary if they choose between the two.
A&nbsp;<a href="https://www.weforum.org/agenda/2022/02/what-do-employees-want-most-from-their-work-life-in-2022/" target="_blank" rel="noopener">recent survey</a>&nbsp;found that almost half of workers are prepared to move to a new organisation to improve their wellbeing. This indicates that work/life balance is taking precedence over career choices. So much so in fact, that there is a growing trend to switch the phrase around and refer to it as&nbsp;<a href="https://chopra.com/articles/shifting-from-work-life-to-life-work-balance" target="_blank" rel="noopener">life/work balance</a>&nbsp;to highlight that, while work is essential, &lsquo;life&rsquo; should take priority. Companies are starting to recognise that they need to offer employees a healthy working environment if they want to attract and retain top talent.&nbsp;
&nbsp;
<h3>What benefits can create a healthy working environment</h3>
As businesses move away from traditional benefits, these are gradually being replaced with more innovative incentives that are perhaps better tailored to real employee needs. Making benefits more specific and helpful to workers can increase their perceived value and make them more attractive to prospective candidates and current staff alike.&nbsp;
Flexible working options appear to be one of the critical benefits candidates now look for in a company. This can be in the form of a hybrid or shorter working week, which enhances work/life balance and has some financial advantages such as reducing travel costs, which can counterbalance the inability of some companies to offer hard cash.&nbsp; This gives maximum staff flexibility and opens a wider talent pool for organisations to recruit from.&nbsp;
Other types of wellbeing benefits on offer are focussed on preventing burnout and improving overall health. Some companies have started offering support sessions for mental, physical and financial health to help employees reduce stress levels, making them feel happier at work and, as a result, more productive. Other offerings include free healthy breakfasts, yoga sessions and social activities. These not only create a healthier working environment but can also aid employee engagement and relationship building at a time when retaining company culture is vital to offset any adverse effects of having a hybrid team.
Feeling valued and having opportunities to develop is also high on the agenda for many workers. This means that equity and inclusion feature in people&rsquo;s wish lists regarding what they are looking for from an employer. Companies must ensure they have a robust D,E&amp;I policy in place to guarantee they are creating a fair and engaging work environment.&nbsp;
<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Moreover,&nbsp;workers are more so now than ever looking for socially conscious employers, and having a policy for this can often outweigh the list of progressive benefits offered.&nbsp;
&nbsp;
<h3>The future</h3>
It looks likely that health and wellbeing have now taken over from monetary reward when it comes to working priorities, and perhaps we have the pandemic to thank for that. Only time will tell if this remains the case or whether the increasing pressure of the cost-of-living crisis pushes people back towards financial benefits, but with people now more motivated by good mental health, inclusion and job satisfaction, it seems probable that work/life balance will stay in the top spot for some time to come.
If you are looking to improve your work/life balance with a career move, talk to our expert recruiters at Creative Recruitment today and find out how we can help you.&nbsp;

The changing face of Employee Benefits

Pride Month is an annual celebration of the LGBTQ+ community that takes place in June. It is a time to honor and recognize the contributions and struggles of the LGBTQ+ community, as well as to raise awareness and promote equality and acceptance for all. Pride Month is celebrated worldwide with colourfull parades, rallies, parties, and other events that bring people together to celebrate diversity and inclusivity. In 2023, Pride Month will be especially significant as it marks the 50th anniversary of the first Pride March in New York City in 1973. This historic event was a pivotal moment in the LGBTQ+ rights movement, and it paved the way for many of the rights and protections that LGBTQ+ individuals enjoy today.
To celebrate Pride Month 2023, there will be a wide range of events and activities taking place around the world. From parades and marches to film festivals and cultural events, there will be something for everyone to enjoy and participate in. It is a time to come together as a community, celebrate diversity, and advocate for equal rights and acceptance for all. &nbsp;Pride Month is for everyone to embrace who they are and let the world know &mdash; in style! The rainbow aptly signifies the colorful activities and flavors of this month-long celebration.&nbsp;
#Pride
https://prideinlondon.org/parade/

Pride Month - 1st - 30th 2023

Mental Health Awareness Week is an annual event that takes place in the UK, aimed at raising awareness of mental health issues and promoting positive mental health. In 2023, Mental Health Awareness Week will take place from 15th to 21st May. The theme for Mental Health Awareness Week 2023 is 'anxiety', highlighting the importance of mental health and wellbeing, particularly in light of the pandemic and its impact on mental health. The week will feature a range of activities, events, and resources aimed at raising awareness of mental health issues and promoting positive mental health. This may include online events, workshops, and talks, as well as social media campaigns and resources to help people look after their mental health. Mental Health Awareness Week is an important opportunity to raise awareness of mental health issues and to promote positive mental health and wellbeing. It provides a platform for people to share their experiences, learn about mental health, and access support and resources to help them look after their mental health. If you or someone you know is struggling with their mental health, it is important to seek help and support. There are many resources available, including helplines, online support groups, and mental health services. Remember, it is okay to ask for help and support, and there is no shame in prioritising your mental health.
For more information: <a href="https://www.mentalhealth.org.uk/">https://www.mentalhealth.org.uk/</a>
<h1>&nbsp;</h1>
&nbsp;

Mental Health Awareness Week 15th - 21st May 2023 - 'Anxiety' #MentalHealthAwarenessWeek

Website design is advancing with technology, becoming more dynamic and interesting than ever.&nbsp;
A rise in the usage of virtual reality (VR) and augmented reality (AR) in website design, giving users a more engaging and interactive experience. Using augmented reality (AR) and virtual reality (VR) to make more immersive and interactive web experiences is one trend that has been picking up steam in recent years.
Using a smartphone or tablet camera, AR entails superimposing digital content over the actual world. For companies looking to exhibit their products in a more interesting way, this technology is especially helpful. Customers may, for instance, utilise augmented reality to view how a piece of furniture would look in their home by visiting a furniture business.
On the other hand, virtual reality (VR) entails building an entirely virtual setting that users may interact with. Businesses who wish to give their customers a more immersive experience can benefit greatly from this technology. For instance, a travel agency might employ VR to let customers tour a location before making vacation arrangements.
Businesses may differentiate themselves from the competition and offer a more engaging customer experience by incorporating AR and VR into website design.&nbsp; Some great <a href="https://www.editorx.com/shaping-design/article/best-vr-websites">examples.</a>
However, it's crucial to make sure that these technologies are applied correctly and in a way that improves rather than lessens the overall user experience.
&nbsp;
&nbsp;

Increased use of augmented reality (AR) and virtual reality (VR) in website design

Is Hybrid working on the decline?

In the age of professional social platforms and automated application processes, has the cover letter become an anachronism, or is it still necessary to help differentiate yourself from the pack?
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">According to one&nbsp;<a style="box-sizing: border-box; outline: none;" href="https://www.monster.com/career-advice/article/do-you-still-need-a-cover-letter" target="_blank" rel="noopener">recent report</a>, hiring managers barely even have time to read CVs, spending an average of only about six seconds glancing over a resume to find vital information to help identify candidates who might be suitable for an interview, so they certainly don't have time to look at a covering letter.&nbsp;
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">Many hiring managers who would have historically found a cover helpful letter to find out something more about a candidate than just their work history now often prefer to browse LinkedIn or similar platforms to glean more comprehensive information about an applicant's personality and character to assist with the selection process.
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">This explains why 58% of professionals&nbsp;<a style="box-sizing: border-box; outline: none;" href="https://www.cnbc.com/2022/10/13/most-workers-say-cover-letters-are-unnecessary-heres-when-to-write-one.html#:~:text=Though%20recruiters%20may%20be%20more,respondents%20find%20cover%20letters%20obsolete" target="_blank" rel="noopener">surveyed</a>&nbsp;in October stated that they think cover letters are redundant, and only 10% of those asked felt that they were necessary when applying for a job.
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">Additionally, with some companies choosing to utilise automated CV filtering software, a cover letter is unlikely to add any value when trying to get past the&nbsp;<a style="box-sizing: border-box; outline: none;" href="https://www.careersindepth.com/post/how-to-get-your-cv-past-the-ai-robots" target="_blank" rel="noopener">AI Bots</a>, which are generally tailored to look for keywords in a CV which match a job description.
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">However, perhaps surprisingly, there is also an opinion in the market that while a cover letter is not entirely necessary, a well-written cover document does allow you to demonstrate to a prospective employer that you would be a good fit for their business &ndash; something which a massive&nbsp;<a style="box-sizing: border-box; outline: none;" href="https://resumelab.com/uk/cover-letter/are-cover-letters-necessary" target="_blank" rel="noopener">83%</a>&nbsp;of recruiters agree with according to industry experts, resumelab.com.
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">Therefore, an alternative viewpoint is that there is never any harm in including a cover letter, even if one is not requested, especially if it is listed as 'optional' as part of the application. While it may never be read during the recruitment process, should a hiring manager or recruiter be struggling to differentiate between two very similar CVs, your cover letter could sway the decision in your direction, as it shows that you have used initiative to include one if it wasn't requested, or that you have put in the extra effort if a cover letter was optional.&nbsp;
&nbsp;
<h3 style="margin: 0cm; line-height: 23.25pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">What makes a good cover letter in 2023?</h3>
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">If you use a cover letter, a few tips can make writing it worthwhile. Firstly is to ensure it is accurate and error-free. Submitting a letter with spelling or grammatical mistakes could be more detrimental than not sending one.&nbsp;
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">Be concise. General guidance suggests that a cover letter should be a maximum of a page in length. As highlighted above, many recruiters and hiring managers have minimal time to read applications, so keeping a letter to just a few key points makes it more likely to be read.
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">It is also advisable to avoid repeating what is on your CV. Instead, try to include information which enhances your application. Around&nbsp;<a style="box-sizing: border-box; outline: none;" href="https://resumelab.com/uk/cover-letter/are-cover-letters-necessary" target="_blank" rel="noopener">50%</a>&nbsp;of HR professionals say that cover letters help explain a candidate's motivation to join their company, their career objectives, reasons for changing careers, explaining any employment gaps and highlighting professional achievements, which can be good themes to include.&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">Use a suitable tone. 
&nbsp;
Aim to sound professional but also enthusiastic about the role and the company. If you are unsure of the organisation's tone, you can use the job advert or company website to give you a better idea of how to pitch the tone of your letter.
&nbsp;
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">Finally, check that you are following any guidelines set out in the job advert which might request the inclusion of specific information in your covering document. Of course, never include a cover letter if the application process explicitly says not to send one.
&nbsp;
<h3 style="margin: 0cm; line-height: 23.25pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">The verdict</h3>
<p style="margin: 0cm; line-height: 18.75pt; background: white; vertical-align: baseline; box-sizing: border-box; font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px;">So, the jury is out on whether cover letters are still relevant in 2023, a digital age where recruiters and hiring managers are pushed for time and often use social media to find out more about applicants they are interested in. However, the best advice is to err on the side of caution and write a cover letter anyway, ensuring it is brief, accurate and makes you sound enthusiastic about the role. In a crowded market, it could be what helps you to stand out from the pack and secure an interview.
&nbsp;

Are cover letters a thing of the past?

The Mental Health Foundation started Mental Health Awareness Week 21 years ago and continues to set the theme, organise and host the week.&nbsp; It&nbsp;has grown to become one of the biggest awareness weeks across the UK and globally.&nbsp; Dealing with loneliness can be difficult. But there are things we can all do to cope with loneliness and prevent some of the negative feelings and mental health problems that can come with it.&nbsp;
One in four adults feel lonely some or all of the time. But, the longer we feel lonely, the more we are at risk of mental health problems.&nbsp;Some people are also at higher risk of feeling lonely than others.&nbsp;
For Mental Health Awareness Week this year, we're raising awareness of the impact of loneliness on our mental health and the practical steps we can take to address it.&nbsp;&nbsp;
For further help:
<a href="https://www.mentalhealth.org.uk/campaigns/mental-health-awareness-week/loneliness-help-and-advice">https://www.mentalhealth.org.uk/campaigns/mental-health-awareness-week/loneliness-help-and-advice</a>

Mental Health Awareness Week 9-15 May - Loneliness

Corporate Social Responsibility (CSR) is defined as a company's external actions and their benefit to broader society. Many businesses now realise that a good CSR policy can work hand-in-hand with&nbsp;Diversity, Equity &amp; Inclusion (<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-fareast-language: EN-GB;"><a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/why-deandi-has-become-a-priority-and-how-it-is-affecting-recruitment/292" target="_blank" rel="noopener">D,E&amp;I</a>)&nbsp;to also create internal benefits for an organisation and, most notably, the engagement and wellbeing of its employees.&nbsp;
&nbsp;
<span style="font-size: 18.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #3d4b52; border: none windowtext 1.0pt; mso-border-alt: none windowtext 0cm; padding: 0cm; mso-fareast-language: EN-GB;">What is Corporate Social Responsibility?
CSR is a type of self-regulation for businesses where policies are created to impact the world positively. Companies then hold themselves accountable for implementing their CSR policies, which can benefit society and help improve brand image. This, in turn, can help attract customers and investors, who are increasingly conscious of ensuring their money is funding ethical business practices.
Some common types of CSR include; employee volunteering initiatives - where staff are given time off during work hours to help with community projects, charitable donations in the form of money or products, environmental sustainability such as reducing a company's carbon footprint, and supply chain awareness whereby businesses ensure that the goods and services provided to them by third parties do not participate in unethical practices like modern slavery.
&nbsp;
<span style="font-size: 18.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #3d4b52; border: none windowtext 1.0pt; mso-border-alt: none windowtext 0cm; padding: 0cm; mso-fareast-language: EN-GB;">How can CSR improve the workplace?
People are becoming increasingly socially conscious, and many employees now place high importance on working for businesses that give something back to society and take an active role in protecting the planet.&nbsp;<a href="https://www.youtube.com/watch?v=R4KoUXHVbZo" target="_blank" rel="noopener">Recent research</a>&nbsp;shows that 82% of millennials consider CSR efforts when deciding where to work, with 70% willing to take a pay cut to work for a socially responsible company. Considering that around 75% of the average workforce comprises millennials and Gen Z staff, it's easy to see why there is an internal benefit to having a firm CSR policy.
A clear advantage for recruitment, CSR can also significantly impact retention and employee engagement and wellbeing. The research study showed that 74% of those asked said their job is more fulfilling when they can positively contribute to social and environmental issues. Companies whose workforces are actively engaged in volunteering and giving programmes stated that they had seen a 57% reduction in staff turnover.
Another benefit to both employees and organisations is the development of talent. Staff can increase their skill set and gain leadership experience through volunteering initiatives. When attracting top professionals can prove tricky, developing your team can be invaluable to succession planning and combating staff shortages.&nbsp;
Finally, companies looking to improve or maintain diversity can use CSR community volunteering and giving initiatives to raise their profile in particular social groups, for instance,&nbsp;<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-fareast-language: EN-GB;"><a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/06/how-can-organisations-better-support-lgbtqia-employees-in-the-workplace/319" target="_blank" rel="noopener">supporting local LGBTQIA+ charities</a>. Volunteering and giving are areas where D,E&amp;I and CSR can complement each other. Volunteering in local community projects with specific minority groups can help combat&nbsp;<span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-fareast-language: EN-GB;"><a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/05/the-importance-of-addressing-unconscious-bias-at-work/308">unconscious bias</a>&nbsp;and promote the inclusivity credentials of a company and therefore attract people from these diverse social groups to work for them. It also helps to support staff within the business from those communities, as they are more likely to feel valued if they see their company taking an active role in supporting their sector of society. This can improve the engagement, mental health and wellbeing of those employees and increase feelings of job satisfaction.
<span style="font-size: 18.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #3d4b52; border: none windowtext 1.0pt; mso-border-alt: none windowtext 0cm; padding: 0cm; mso-fareast-language: EN-GB;">&nbsp;
<span style="font-size: 18.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: #3d4b52; border: none windowtext 1.0pt; mso-border-alt: none windowtext 0cm; padding: 0cm; mso-fareast-language: EN-GB;">The future of CSR
The evidence suggests that CSR, D,E&amp;I and Mental Wellbeing are becoming increasingly linked, and rather than fighting for budget and resources, companies who recognise the benefits of having a joined-up approach between HR and governance are likely to attract and retain talent in a way that other companies may not. As <span style="font-size: 12.0pt; font-family: 'Source Sans Pro',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; color: black; mso-color-alt: windowtext; mso-fareast-language: EN-GB;">the&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/is-the-war-for-talent-sustainable-and-who-will-win/294" target="_blank" rel="noopener">war for talent</a>&nbsp;continues, it looks like CSR will play an increasingly important role in employee engagement and affect the companies that candidates choose to work for.

How CSR can help create a happier workplace

​Creative Recruitment are delighted to celebrate International Women's Day and beyond, let's all fully&nbsp;#EmbraceEquity.
International Women's Day - March 8th is a global day celebrating the social, economic, cultural, and political achievements of women. The day also marks a call to action for accelerating women's equality. Equity isn't just a nice-to-have, it's a must-have.
A focus on gender equity needs to be part of every society's DNA.
And it's critical to understand the difference between&nbsp;equity&nbsp;and&nbsp;equality.
The aim of the IWD 2023&nbsp;#EmbraceEquity&nbsp;campaign theme&nbsp;theme&nbsp;seeks to get the world talking about why&nbsp;"equal opportunities&nbsp;are no longer enough" - and can in fact be&nbsp;exclusionary, rather than&nbsp;inclusive.&nbsp;
International Women&rsquo;s Day is an important date in the calendar to inspire all women to believe in themselves and their own ability and creativity.&nbsp;&nbsp;
IWD has occurred for well over a century, with the first IWD gathering in 1911 supported by over a million people. Today, IWD belongs to all groups collectively everywhere. IWD is not country, group or organization specific.
#IWD2023&nbsp;<a href="https://www.internationalwomensday.com/Theme">#EmbraceEquity</a>
<a href="https://www.internationalwomensday.com/">https://www.internationalwomensday.com/</a>

International Women’s Day 2023

We hope this finds you well and looking forward to the Christmas festivities and a well-earned rest, after what can only be described as another unusual and challenging year! The Creative Recruitment Team would like to wish all our Clients, Candidates, Staff and their loved ones a happy and healthy Christmas and New Year. Thank you for all your wonderful support this year and we look forward to working with you in 2023. Creative Recruitment are proud to support the&nbsp;<a href="https://www.trusselltrust.org/">Trussell Trust Foodbank</a>&nbsp;and&nbsp;<a href="https://www.magicbreakfast.com/">Magic Breakfast</a>&nbsp;Charities.
 The Trussell Trust A nationwide network of food banks providing emergency food and support to society&rsquo;s most vulnerable.&nbsp;Supporting over 1,200 food bank centres across the UK. Providing emergency food and support to people locked in poverty, while also campaigning for change to end the need for food banks in the future.&nbsp;For more information on the wonderful work of The Trussell Trust:&nbsp;<a href="https://www.trusselltrust.org/">trusselltrust.org</a>
Magic Breakfast A charity aiming to end hunger as a barrier to education, providing nutritional breakfasts to children across the UK.&nbsp;For more information on the wonderful work of Magic Breakfast:&nbsp;<a href="https://www.magicbreakfast.com/">https://www.magicbreakfast.com/</a>

Happy Holidays Here is to a wonderful 2023!

​Amongst the many ways organisations are looking to improve their&nbsp;<a href="https://www.creativerecruitment.co.uk/blog/2022/08/why-de-and-i-has-become-a-priority-and-how-it-is-affecting-recruitment?source=google.com">diversity, equity and inclusion</a>&nbsp;strategies, parental leave has become one of the latest company benefits to come under review.
Currently, the law only requires maternity leave to be granted to the birth mother of a child - up to 52 weeks. In addition, for the past twenty years, fathers have also been given two weeks of paternity leave to help look after mother and baby, with a legal requirement to be paid at only half of the minimum wage. However, companies have the choice to pay more.
While this may have seemed ground-breaking at the time it was introduced, it seems somewhat outdated in today&rsquo;s diverse society. Only&nbsp;<a href="https://www.peoplemanagement.co.uk/article/1792695/third-eligible-fathers-taking-paternity-leave-analysis-finds">32%</a>&nbsp;of fathers claimed paternity leave in the UK last year, which researchers attribute to the rising cost of living compared to statutory paternity pay, which has not kept up with inflation, meaning that many families can&rsquo;t afford to lose the income.
As attitudes have changed around the role of fathers and the structure of families, businesses are beginning to realise that they must offer suitable parental leave options for all primary and secondary caregivers if they want to be genuinely inclusive.
<h3 align="start">Ringing the Changes</h3>
Employers are all too aware that in the&nbsp;war for talent, candidates can be picky about whom they work for, and having a solid D,E&amp;I offering now ranks among the highest priorities for many employees, with around&nbsp;<a href="https://www.weforum.org/agenda/2022/02/what-do-employees-want-most-from-their-work-life-in-2022/">50%</a>&nbsp;of workers stating that they would move jobs to improve their wellbeing and work/life balance.
This includes parental leave and&nbsp;<a href="https://www.creativerecruitment.co.uk/blog/2022/06/how-can-organisations-better-support-lgbtqia-plus-employees-in-the-workplace?source=google.com">LGBTQIA+</a>&nbsp;equity and inclusion, whereby organisations must recognise that parents can be non-heterosexual, different genders or non-gender conforming and that babies may be the product of birth, surrogacy or adoption. Companies&rsquo; parental leave policies should reflect this and offer equal time off for all parents, not just birth mothers.
The good news is that according to a recent&nbsp;<a href="https://employeebenefits.co.uk/69-of-employers-offer-equal-parental-leave/">Employee Benefits</a>&nbsp;poll, 69% of employers said that they are already offering equal parental leave for all parents, including surrogacy and adoption. The survey findings also showed that out of the remaining respondents, another 10% were considering implementing changes to their parental leave policies in the near future.
Many companies are now getting on board with the idea, including insurance giant Aviva, who said they want to be recognised as having a &lsquo;family-friendly culture&rsquo; as part of their D,E&amp;I efforts. Their research identified that&nbsp;<a href="https://employeebenefits.co.uk/69-of-employers-offer-equal-parental-leave/">80%</a>&nbsp;of fathers working in the business had taken up to five months of parental leave, highlighting that secondary caregivers do&nbsp;want&nbsp;to take time off but can be hindered by the current unsuitable 2-week statutory legal offering for paternity leave.
Another forward-thinking firm is the consumer health organisation,&nbsp;<a href="https://employeebenefits.co.uk/haleon-introduces-equal-parental-leave-policy/" target="_blank" rel="noopener">Haleon</a>. With over 22,000 employees, the company announced last month that all of its staff, regardless of gender or sexuality, would be entitled to 26 weeks of fully paid parental leave, covering biological birth, surrogacy and adoption. Haleon cited the initiative as &ldquo;a commitment to give equal opportunities for all of its employees to focus on raising a family, while safe in the knowledge that their careers can continue to flourish&rdquo; as part of their more comprehensive D,E&amp;I strategy to help make them an employer of choice.
<h3 align="start">The future of parental benefits</h3>
Now that organisations are levelling their parental leave across the caregiving spectrum, how else can companies further their offering to improve the employee experience?
Global management consultants&nbsp;<a href="https://www.mckinsey.com/about-us/new-at-mckinsey-blog/mckinseys-new-parental-leave-program-drives-inclusive-career-advancement" target="_blank" rel="noopener">McKinsey</a>&nbsp;seems to have come up with some answers in the form of two initiatives to extend parental benefits. The first is a re-boarding programme where staff are supported in transitioning back to work after a long period away from their job while on parental leave. It includes a re-integration scheme to help ensure returning employees can maintain their career growth rather than having to &lsquo;play catchup&rsquo;. The second initiative is a company healthcare package covering any complex medical procedures necessary for some same-sex couples to conceive.
The company&rsquo;s chief diversity and inclusion officer said, &ldquo;We hope these changes allow parents to focus on family&mdash;then successfully return to doing the work they love.&rdquo;
It would appear that big business is on board with supporting families, which can be good for their staff recruitment and retention, help foster an inclusive work environment and benefits employees, their families and hopefully society as a whole.

The advancement of parental leave

Big Tech, the collective term for the largest and most influential technology companies in the world, is generally considered to include; Apple, Amazon, Google, Meta (formerly Facebook) and Microsoft, with some also counting Twitter, Netflix and Tesla amongst its rankings. These US firms, which have always been highly profitable and enjoyed vast and rapid growth over the past decade, are suddenly experiencing a period of change.
<a href="https://www.washingtonpost.com/technology/2022/07/23/big-tech-recession-concerns/" target="_blank" rel="noopener">Reports</a>&nbsp;from Big Tech companies suggest a slowing and, in some cases, even a freeze on recruitment and a downturn in profits across the board in what is usually one of the most prosperous industries on the planet.
Quarterly&nbsp;<a href="https://www.insiderintelligence.com/content/big-tech-earnings-reports-warn-of-looming-uncertainty" target="_blank" rel="noopener">reporting</a>&nbsp;at the end of July 2022 saw Apple sales drop by 10% and Meta sales drop for the first time, with CEO Mark Zuckerberg stating that he will be introducing austerity measures to "get more done with fewer resources."
The concern for the business world is that an economic recession in the tech sector and especially in the Big Tech companies, creates uncertainty not just in tech but in other industries as well which could cause widespread panic, leading to a drop in share prices, loss of investment and a self-fulfilling prophecy of financial collapse for many organisations. But are businesses right to be worried?
&nbsp;
Why the downturn? Several factors have affected the sector recently, including global economic pressures caused by the&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/03/swift-payments-and-the-potential-impact-of-banning-russia/297" target="_blank" rel="noopener">war in Ukraine</a>&nbsp;and subsequent sanctions and hostilities with Russia, pushing the price of energy and goods and creating a&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/03/the-cost-of-living-crisis-and-why-now-might-be-a-good-time-to-move-jobs/298" target="_blank" rel="noopener">cost-of-living crisis</a>. The rising costs affect businesses directly as they see their overheads soar and also reduce customers' buying power, which obviously affects sales revenue. For example,&nbsp;<a href="https://gulfbusiness.com/even-tech-giants-like-amazon-and-meta-cant-escape-the-slowdown/" target="_blank" rel="noopener">recent research</a>&nbsp;shows that there has been a substantial reduction in online advertising sales, especially on social media, which is causing issues for both Meta and Google. Research company Magna estimated that the US digital ad market increased by only 11% in the second quarter of 2022, compared to 58% in the same period last year.
However, another viewpoint is that this 'downturn' is, in fact, just a return to more 'normal' times. Big Tech companies saw unprecedented growth during the lockdown as everything went online, meaning they were one of the few sectors to prosper from the pandemic. Recruitment increased in these companies to keep up with consumer demand, and investors flocked to get a slice of the action. But, as the world returned to life outside of lockdown, there was always likely to be a levelling off of growth in the tech sector, with people having the choice to be able to shop, socialise and communicate offline again. &nbsp;
Not all bad news So, while the slowdown is undoubtedly not a work of fiction, perhaps the outlook is not as bleak as it first appears. A slowdown in recruitment and a reduction in profits doesn't necessarily mean that Big Tech is collapsing. Perhaps it could be thought of as more of a streamlining of their services to operate efficiently and provide for reduced post-Covid customer demand.
Also, while Big Tech growth may be slowing,&nbsp;<a href="https://www.reuters.com/markets/europe/microsoft-alphabet-results-spark-rally-megacap-stocks-2022-07-27/" target="_blank" rel="noopener">Reuters</a>&nbsp;reported last month that some results published by Google and Microsoft are not as bad as predicted, helping to restore confidence in the market and suggesting that Big Tech could survive a recession, which is good news for all businesses, as investor confidence could help to avoid industry panic.
Wall Street seems to be getting behind Big Tech, too, as analysts remain&nbsp;<a href="https://www.forbes.com/sites/sergeiklebnikov/2022/07/25/wall-street-still-loves-big-tech-stocks-analysts-see-further-upside-ahead-of-crucial-earnings-week/?sh=45b82d43be0a" target="_blank" rel="noopener">cautiously optimistic about Big Tech stock</a>, with the majority of experts predicting that companies like Apple, Microsoft and Google can continue to post substantial profits in the long run.
 Could there even be an upside? Odd as it may sound, the Big Tech slowdown could even have some unforeseen positives.&nbsp;
For starters,&nbsp;investors can now buy shares in some of the biggest companies at a more attractive entry point, as Lindsey Bell, Chief Markets and Money Strategist for Ally, also identified that "there are some encouraging signs" in the market.&nbsp;
Secondly, over the last couple of years, recruitment and retention have been a significant issue for many companies with far more jobs available than candidates to fill them, causing staff shortages and skills gaps. Perhaps a slowing of recruitment in Big Tech, with a ripple effect on smaller tech companies and across other industries, could help ease the&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/is-the-war-for-talent-sustainable-and-who-will-win/294" target="_blank" rel="noopener">war for talent</a>&nbsp;with more tech professionals becoming available, helping to balance out the recruitment sector again and give employers back some control over the recruitment process and retention of good employees.&nbsp;
Big Tech could be in for a rough ride over the coming months. Still, hopefully, judging by the results filtering through so far and Wall Street's continued confidence in the sector, it is one which they can survive and perhaps even come out the other side of as more efficient businesses than before.

Is the US big tech slowdown just a tempest in a teapot?

On Monday 19th September&nbsp;2022 &ndash; the day of Her Majesty Queen Elizabeth II's funeral &ndash; as a mark of respect, Creative Recruitment will close for the day. Business will continue on Tuesday&nbsp;20th September.&nbsp; We extend our heartfelt sympathy to The Royal Family and all those whose lives she&nbsp;touched.

Monday 19th September 2022 - Queen Elizabeth II's funeral

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<h3>DE&amp;I</h3>
At first glance, DE&amp;I may seem like just another set of business initials designed to give the buzz-word fans something new to talk about. However, DE&amp;I &ndash; Diversity, Equity &amp; Inclusion, to provide its full name - is an essential addition to any company strategy and is fast becoming a major priority for organisations across the globe.
<h3>&nbsp;</h3>
<h3>What is DE&amp;I?</h3>
The idea of diversity in the workplace has been around since the 1960s. However, it wasn't until more recently that many companies started to understand its importance and how it can only work effectively in collaboration with equity and inclusion. DE&amp;I can be defined as an institution's efforts to create a more welcoming environment for people of less-privileged identities.&nbsp;
The&nbsp;diversity&nbsp;element is concerned with recognising and engaging with differences in values, beliefs, experiences, backgrounds and behaviours, ensuring that an organisation has a balance of diverse employees and identifying how these differences can have a positive business impact by providing a range of perspectives and approaches.
Inclusion&nbsp;could be thought of as putting diversity into practise by ensuring that the diverse workforce a company has created feels valued as individuals and has a sense of belonging and a voice within the organisation.&nbsp;
The newest addition to the team is&nbsp;equity,&nbsp;which focuses on instilling fairness. It means providing all existing and prospective employees with the same access to opportunities. This is not just by making everything equal but by recognising that to make a process fair, some elements may need to be different for specific individuals to achieve the same outcomes or benefits, e.g. accessible workspaces or flexible hours for working parents.
&nbsp;
<h3>Why is DE&amp;I Important?</h3>
Apart from the obvious moral obligation for companies to provide a safe and fulfilling place to work, businesses with a diverse workforce and a culture of inclusivity and fairness tend to be more successful, more productive and better equipped to serve a wide range of clients. They have more engaged employees and therefore enjoy higher retention rates and find it easier to attract the best talent.
A recent&nbsp;<a href="https://www.forbes.com/sites/sap/2020/10/15/fostering-an-inclusive-culture-is-a-business-imperative-not-a-trend/?sh=495dfff34302" target="_blank" rel="noopener">Forbes article</a>&nbsp;citing research by Deloitte found that "Organisations with inclusive cultures are twice as likely to meet or exceed financial targets, three times more likely to be high performing, six times more likely to be innovative and agile, and eight times more likely to achieve better business outcomes".
<h3>What is the impact on Recruiters?</h3>
Candidates have become wise to the personal benefits of working for a company with a robust DE&amp;I strategy, knowing that it will likely be a more satisfying and successful workplace.
According to&nbsp;<a href="https://www.channelfutures.com/diversity-inclusion/dei-is-an-essential-element-in-recruiting-success" target="_blank" rel="noopener">Channel Futures</a>, as of January 2022, "more and more candidates are asking potential employers about their DE&amp;I initiatives. And many are turning down both interviews and job opportunities if they don't like what they hear."
Some key stats from their research include:
<ul>
<li>Recruiters reported that job seekers' inquiries about diversity initiatives went from 33% to 49% between 2020 &ndash; 2021</li>
<li>44% of recruiters said they have had candidates turn down an interview or job offer because of a company's lack of diversity</li>
<li>80% of reporting companies said they had set goals for improving diversity and are using various strategies to make their commitment obvious to candidates.</li>
</ul>
<h3>How can recruiters improve their DE&amp;I to attract the best candidates?</h3>
In the current market, candidates have a wide choice of opportunities. If companies want to attract the best talent, they need to be doing more than just paying lip service to a DE&amp;I strategy.
Some&nbsp;practical initiatives which organisations are beginning to implement:
<ul>
<li>Writing more inclusive job descriptions</li>
<li>Showcasing a diverse workforce on the company website</li>
<li>Giving interviewers Unconscious Bias training</li>
<li>Demonstrating how they offer employees a voice - e.g. via&nbsp;<a href="https://www.careersindepth.com/post/building-working-relationships-part-2-courageous-conversations" target="_blank" rel="noopener">Courageous Conversations</a>&nbsp;</li>
<li>Publishing blogs/content that shows DE&amp;I in action</li>
<li>Assembling diverse interview panels.</li>
</ul>
It's clear that as we move forward into 2022 and beyond, recruiters may need to shift their focus to ensure that DE&amp;I is top of their list if they want to entice the best candidates to fill their vacancies.
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Why DE&I has become a priority and how it is affecting recruitment

As companies continue to strive for&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/why-deandi-has-become-a-priority-and-how-it-is-affecting-recruitment/292" target="_blank" rel="noopener">D,E&amp;I</a>&nbsp;excellence in fulfilling their moral obligations to staff and attracting the best candidates, one key component to ensuring that complete fairness and impartiality are achieved is recognising and addressing Unconscious Bias issues. This can be vital from the interview stage to general workplace relationships and define company culture and affect productivity and business success.&nbsp;
However, as the name suggests, Unconscious Bias is usually something we do without realising it, so how should organisations tackle the problem?
<h3>What is Unconscious Bias?</h3>
Unconscious Bias can be defined as preferences or social stereotyping that individuals form outside of their conscious awareness. Most people hold unconscious beliefs about various social and identity groups. These biases stem from a human tendency to organise social worlds by categorising things like gender, race, religion, sexual preference, or body shape.
An example of this in practice could be the bias shown while hiring a new employee. If the interview panel comprises only men, they may favour male candidates over female candidates even though they have the same skills and job experience. This is often due to a type of Unconscious Bias known as&nbsp;<a href="https://www.youtube.com/watch?v=rbe5D3Yh43o" target="_blank" rel="noopener">Affinity Bias</a>, where people have an inclination to think someone more similar to themselves would be better at a particular role or task.
Equally, this can also be seen with existing employees when a line manager always chooses specific individuals who are most similar to themselves for special projects or events.
<h3>Why is it a problem for businesses?</h3>
Apart from the apparent wrongs associated with prejudice, there are also several reasons that Unconscious Bias can affect a company's performance. For instance, hiring people similar to each other or only asking like-minded people to work on a task will give a business a less diverse team with similar life experiences. Where all individuals similarly approach their work, it can hamper opportunities for critique and creativity, thus reducing a team's ability to problem-solve.
In addition, talented candidates at the interview stage may be overlooked purely based on Unconscious Bias. A business may miss out on hiring the best people because the interviewer is unaware of their Affinity Bias.
Finally, managers may subconsciously form better working relationships with employees whom they feel an affinity with, putting them forward for promotions and making for a more friendly and relaxed working environment for these individuals. Conversely, those they feel less aligned with but still competent in their role are likely to be treated more harshly at appraisals, and they may find that the work environment feels more corporate and colder. This can be a problem for retention as good staff may be more inclined to leave a company where they think they don't 'fit in' or have a noticeable culture of favouritism.
<h3>How to address the problem?</h3>
As part of their D,E&amp;I strategies, many companies have encouraged employees to undertake Unconscious Bias training to be more self-aware. The idea is that self-awareness allows individuals to make more informed decisions, not just based on their gut reactions. Instead, employees are encouraged to challenge themselves to consider what would be best for the company. They can then create a more diverse hiring strategy and a more inclusive working environment where staff can feel valued and empowered.
However, it is worth noting that some companies have recently&nbsp;<a href="https://www.bbc.com/worklife/article/20210326-the-complicated-battle-over-unconscious-bias-training" target="_blank" rel="noopener">reported</a>&nbsp;that while Unconscious Bias training raises awareness, it is not always seen to filter through as behavioural change in the workplace.&nbsp;<a href="https://www.peoplemanagement.co.uk/article/1751852/why-unconscious-bias-training-isnt-fit-for-purpose" target="_blank" rel="noopener">Research</a>&nbsp;has also found that for some people, once they are told that everyone has unconscious biases, they relax in the knowledge that they are not alone and that this can create an unhelpful 'norm' for stereotyping, which can make the problem worse.
In a recent interview, professor Dr Grace Lordan from the London School of Economics (LSE) even described Unconscious Bias training as '<a href="https://www.itpro.co.uk/business-strategy/careers-training/367280/businesses-shouldnt-invest-in-anti-bias-training" target="_blank" rel="noopener">entirely ineffective</a>'.
Organisations are now looking at more tangible, longer-term strategies to address Unconscious Bias in the workplace, such as revising recruitment processes, avoiding using stereotypical language in job adverts, reviewing gender pay gaps, and providing mentoring opportunities to underrepresented groups within a business. The hope is that this will help to ensure that what is learned during training sessions is more effectively implemented in real-life situations.

The importance of addressing unconscious bias at work

It's Pride Month, and with&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/why-deandi-has-become-a-priority-and-how-it-is-affecting-recruitment/292" target="_blank" rel="noopener">D,E&amp;I</a>&nbsp;at the forefront of every company's HR agenda, this is an opportunity for organisations to demonstrate their support for their LGBTQIA+ employees further.
D,E&amp;I is becoming increasingly imperative for business success, and therefore companies need to get their strategy right regarding Pride Month. It is no longer enough to give a brief nod of acknowledgement during the month of June; actual actions need to be taken to demonstrate a company's support for the community. While any activities are a step in the right direction, organisations need to consider how they embrace the celebration and back up their initiatives by embedding their policies into the fabric of the business for the long term.&nbsp;
It's become the standard for companies to launch 'rainbow flag campaigns' during the month of June, using these on their social media and within advertising, but public opinion is changing; with just&nbsp;<a href="https://www.adweek.com/brand-marketing/infographic-if-your-pride-marketing-plan-is-a-rainbow-flag-think-again/" target="_blank" rel="noopener">14%</a>&nbsp;of Gen Z looking favourably on companies doing so, compared to&nbsp;<a href="https://www.adweek.com/brand-marketing/infographic-if-your-pride-marketing-plan-is-a-rainbow-flag-think-again/" target="_blank" rel="noopener">42%</a>&nbsp;of baby boomers. A&nbsp;<a href="https://www.fastcompany.com/90759471/brands-need-more-than-rainbow-colored-products-if-they-want-to-celebrate-pride-in-2022" target="_blank" rel="noopener">recent article</a>&nbsp;on the subject highlighted precisely this point, reporting how last year, Bud Light had created what was likely supposed to be a well-meaning 'rainbow flag campaign', which ended up offending as it was seen as a potential publicity stunt. Conversely, Kellogg's ran a far more well-received campaign in 2021, which used a catchy slogan&nbsp;'<a href="https://newsroom.kelloggcompany.com/2021-05-20-Kellogg-Companys-Latest-Collaboration-with-GLAAD-Unwraps-Why-Boxes-Are-for-Cereal,-Not-For-People" target="_blank" rel="noopener">boxes are for cereal, not people</a>'. This was then backed with action by donating profits from sales to support the&nbsp;<a href="https://www.glaad.org/" target="_blank" rel="noopener">GLAAD</a>&nbsp;organisation in its efforts to accelerate acceptance and equality for the LGBTQIA+ community.
So, what can businesses do to show their support during Pride Month and beyond? Here are some ideas to help your company embrace the celebration and improve inclusion and equity for LGBTQIA+ employees in the long term.
<h3>Partner with LGBTQIA+ charities&nbsp;</h3>
This can be a great way to show that your company is taking real action and is something which could be implemented during Pride Month but can continue far into the future as part of general D,E&amp;I policy for supporting all minority groups.&nbsp;
A percentage of profits from sales of a product created specifically for Pride Month could be donated directly to a charity, as Kellogg's did for their 2021 campaign, or like footwear brand UGG, who is partnering with&nbsp;<a href="https://www.thetrevorproject.org/" target="_blank" rel="noopener">The Trevor Project</a>, they are both promoting the organisation through advertising at their store locations and making a&nbsp;<a href="https://wwd.com/fashion-news/fashion-scoops/brands-celebrating-2022-pride-month-1235191853/" target="_blank" rel="noopener">$125,000</a>&nbsp;donation. Not all businesses can necessarily afford this level of commitment but working in partnership to raise awareness of a charity and making a suitable donation appropriate for your company will still show the same level of support.
<h3>Hold education sessions&nbsp;</h3>
Education is key to success in creating a diverse and inclusive workplace. Using Pride Month as a springboard for launching D,E&amp;I learning sessions for staff on topics such as unconscious bias&nbsp;or&nbsp;<a href="https://www.careersindepth.com/post/building-working-relationships-part-2-courageous-conversations" target="_blank" rel="noopener">courageous conversations</a>&nbsp;could be a progressive way to show that the company supports and values its LGBTQIA+ employees.&nbsp;
<h3>Create employee resource groups&nbsp;</h3>
Again, this is not something which can only be done for Pride Month and isn't exclusive to the LGBTQIA+ community, but it could be a great time to start a scheme like this if your company doesn't have one already. Employee resource groups are voluntary, employee-led groups within a company usually comprised of employees who share a particular characteristic such as gender, religious affiliation, ethnicity or lifestyle. Creating an employee resource group for staff who identify as LGBTQIA+ can not only help to show these individuals that they are valued but also allow them to meet other employees who identify as part of this group.&nbsp;
<h3>Ensure you have true D,E&amp;I with LGBTQIA+ represented in leadership positions</h3>
Not specific to Pride Month but of enormous importance to inclusion, having visible leadership from underrepresented groups is key to paving the way for others and driving real change within organisations. Ensuring that employees from the LGBTQIA+ community are both represented at the managerial level and also given the same opportunities as others to achieve leadership status can help to create a truly diverse and inclusive workplace and, as reported in our previous blog on the subject of D,E&amp;I, businesses with inclusive cultures are up to eight times more likely to achieve better business outcomes and retain talented staff.&nbsp;

How can organisations better support LGBTQIA+ employees in the workplace?

<h2>Every year, during the month of June, the&nbsp;LGBTQIA+&nbsp; community celebrate&nbsp;sexual diversity across the globe, various events are held during this special month as a way of recognising the influence&nbsp;LGBTQIA+&nbsp;people have had around the world. Why was June chosen? Because it is when the Stonewall Riots took place, way back in 1969.&nbsp; Also known as the &ldquo;Mother of Pride&rdquo;, it was Brenda Howard who coordinated the first LGBT Pride march. As well as sparking the idea for a week of events around Pride Day. These events then developed into the annual LGBT celebrations held every June.</h2>
<h2>This year marks the 50th&nbsp;anniversary of the first Pride march in the UK.</h2>
<h2>Pride month is about teaching tolerance, education in pride history and continuing to move forward in equality.&nbsp; It's all about being proud of who you are no matter who you love.&nbsp;</h2>
<h2>Let us all embrace the rainbow to help increase visibility and may lend support and encouragement to others within the LGBTQIA+ community.</h2>
<h2>Employers understand why all their employees should feel welcome, respected and represented at work.&nbsp; Because when&nbsp;LGBTQIA+ employees feel acceptance &amp; Inclusion they are free to feel uninhibited and themselves, everybody benefits.&nbsp;</h2>
<h2>Creative Recruitment&nbsp;are proud to showing our support to the LGBTQIA+ community our employees, clients and candidates and&nbsp;supporting the work of&nbsp;<a href="https://www.stonewall.org.uk/" data-cke-saved-href="https://www.stonewall.org.uk/">Stonewall</a>&nbsp;by putting our money where our mouths are with an annual donation.</h2>
<h2>For further information:</h2>
<h2><a href="https://www.stonewall.org.uk/" data-cke-saved-href="https://www.stonewall.org.uk/">https://www.stonewall.org.uk/</a></h2>
<h2><a href="https://prideinlondon.org/" data-cke-saved-href="https://prideinlondon.org/">https://prideinlondon.org</a><a href="https://www.stonewall.org.uk/" data-cke-saved-href="https://www.stonewall.org.uk/">/</a></h2>
<h2><a href="https://www.thetrevorproject.org/" data-cke-saved-href="https://www.thetrevorproject.org/">https://www.thetrevorproject.org/</a></h2>

Pride month 2022 - 1st - 30th June - 50th Anniversary

The greater our reliance on technology, the more attention we must pay to cybersecurity. This has become crystal clear during the pandemic, where many organisations have invested in digital infrastructure and have more digital information than ever in the face of increasing cyber threats. However, it is notoriously difficult to protect against all threats, with several high-profile organisations falling victim to attacks such as&nbsp;<a href="https://techcrunch.com/2021/09/12/technology-giant-olympus-hit-by-blackmatter-ransomware/" target="_blank" rel="noopener">ransomware</a>&nbsp;during recent years. The pressure is on to develop more effective cybersecurity measures &mdash; is self-repairing technology the approach we need?
<h3>What is self-repairing technology?</h3>
There has been much recent buzz about self-repairing (sometimes called self-healing) technology. Companies like&nbsp;<a href="https://www.finextra.com/newsarticle/37703/abn-amro-develops-self-healing-cybersecurity-software" target="_blank" rel="noopener">ABN Amro</a>&nbsp;and&nbsp;<a href="https://www.absolute.com/company/press-releases/2010/absolute-unveils-self-healing-computer-lifecycle-management-solution/" target="_blank" rel="noopener">Absolute Software</a>&nbsp;have been developing this cutting-edge technology, and many firms are already using it. The core feature of self-repairing technology is automation &mdash; it must be able to independently identify an incident, repair the damage and prevent the issue from arising again.
This new technology takes inspiration from the human immune system. The idea is to accept that some attacks are inevitable and instead focus on a quick and efficient recovery.&nbsp;<a href="https://www.finextra.com/newsarticle/37703/abn-amro-develops-self-healing-cybersecurity-software" target="_blank" rel="noopener">ABN Amro</a>&nbsp;has drawn on the expertise of immunologists using the principle of disposability to refine their software. In a human body, disposability means that some uninfected cells are periodically replaced alongside potentially infected cells. Systems will use behavioural analytics to detect suspicious activity and quickly respond to changing conditions.
<h3>What are the benefits?</h3>
Self-repairing technology is quicker to respond to threats than traditional methods. Often, malware can lie undetected for several months, and only then can IT teams attempt to fix the issue. In contrast, self-repairing technology can often spot and repair a problem in a matter of days. For example, using traditional methods,&nbsp;<a href="https://www.wsj.com/articles/ai-powers-self-healing-technology-11562021951" target="_blank" rel="noopener">Adobe</a>&nbsp;found that the average time to correct a data batching failure was 30 minutes &mdash; self-repairing technology reduced this to just 3 minutes. In addition, many self-repairing systems proactively seek out design flaws and rebuild themselves to become more resilient. Some can even monitor&nbsp;<a href="https://www.wsj.com/articles/ai-powers-self-healing-technology-11562021951" target="_blank" rel="noopener">everyday wear and tear</a>&nbsp;to predict when a device might be likely to malfunction and recommend when action is required.
In the face of IT shortages, self-repairing technology may become an essential component of cybersecurity. Problems can be quickly isolated before escalating into a full-blown data breach. Most self-repairing technology utilises a&nbsp;<a href="https://www.finextra.com/newsarticle/37703/abn-amro-develops-self-healing-cybersecurity-software" target="_blank" rel="noopener">container system</a>, which allows it to remove suspicious activity before it reaches the central system. This local intervention protects the broader digital infrastructure from harm.&nbsp;
<h3>What about the negatives?</h3>
Increased automation would allow IT professionals to focus on the tasks that add value to the company rather than solely fighting the growing wave of cyber threats. However, it isn't easy to know whether this new technology can be trusted to be completely independent. IT staff would likely be expected to monitor and work with self-repairing technology.&nbsp;
New technology is often expensive. Organisations will need high-quality self-repairing technology that works across devices and deployment scenarios. However, effective implementation of self-repairing technology should save an organisation money. According to a recent survey by&nbsp;<a href="https://www.redhat.com/en/resources/accelerate-self-healing-whitepaper" target="_blank" rel="noopener">Red Hat</a>, up to 30% of infrastructure service tickets could be resolved by self-repairing technology. Therefore, the potential savings could far outweigh the initial costs.&nbsp;
Given the sky-rocketing rates of cybersecurity attacks and the growing sophistication of threats, new approaches are vital. Self-repairing technology is one of the most exciting new developments in recent years and could represent a new phase of cybersecurity technology. Furthermore, in complex IT environments, at least some level of automation is essential &mdash; so why not embrace the next stage of cybersecurity development today?

Self-repairing technology - is it the future of cybersecurity 

The Government has now made a step towards fulfilling their promises on levelling up in the UK, publishing the&nbsp;<a href="https://www.gov.uk/government/publications/levelling-up-the-united-kingdom" target="_blank" rel="noopener">Levelling Up White Paper</a>
The name suggests that it goes a long way to evening out investment across the country and take the focus away from what many feel are &lsquo;London-centric&rsquo; policies and power.
The paper is split into a series of &lsquo;missions&rsquo; that the Government plans to deliver on by 2030. The first mission, intended to be a significant driver for business, aims to see pay, employment, and productivity growth across the UK, narrowing spatial economic disparities, with investment in research and development outside of the &lsquo;Greater South East&rsquo; increasing by 40%.
The White Paper also announced Innovation Accelerators. These large-scale hubs of innovation, modelled on MIT-Greater Boston and Stanford-Silicon Valley, will be centred on Greater Manchester, the West Midlands, and Glasgow-City Region. Local businesses and researchers in these areas will support &pound;100 million of new government funding to &lsquo;turbo-charge&rsquo; regional growth.
Other business-focused targets include bringing regional public transport systems much closer to London standards to improve access to major UK towns and cities and help improve user experience, encouraging people to want to live and work in these areas. A further commercially motivated mission is for the vast majority of the country to gain access to 5G broadband, allowing companies to operate anywhere in the UK without being at a technological disadvantage.
Additionally, with the paper offering devolved power to local governments, regional politicians will also have far more say in how money is spent on education, professional training and housing, allowing them to be able to provide people with opportunities to gain skills and find employment wherever they live in the UK.
So, as we wait to see if the Government can deliver on their promise, we will continue bringing you further updates on progress&hellip;

How levelling up could affect the job market

Environmental, Social &amp; Governance or ESG in business terms, it refers to non-financial factors that can impact business success, helping investors identify risks and opportunities to ensure that their investments are both responsible and sustainable.
&nbsp;
<h3>Why is it important?</h3>
Investors are becoming increasingly conscious of their obligation to invest responsibly and equally, how this can provide them with the best return on their investment in the long term.
When making investment decisions, investors are now looking at aspects such as; how companies are responding to climate change risks, their response to the impact of Covid-19 on their workforce or if their supply chains are compliant with the modern slavery act 2015.
These sorts of issues can assist with evaluating whether an investment will have long term sustainability, along with assessing if it will be seen to be a socially responsible investment that supports global welfare.
&nbsp;
<h3>Do Companies have to Report on ESG?</h3>
Although ESG reporting is not mandatory, it is becoming much more common for businesses to disclose this information in their annual reports, especially as they are aware that it is increasingly on investors radar. Therefore, a company with good &lsquo;Green&rsquo; credentials will be more likely to have lower overheads and sustainable financial success, which companies will want to advertise to potential investors.
&nbsp;
<h3>What Counts as ESG?</h3>
Currently, there is no universal model for the reporting of this data. Still, several organisations are working on defining some industry standards for this, including the Sustainability Accounting Standards Board (SASB), the Global Reporting Initiative (GRI), and the Task Force on Climate-related Financial Disclosures (TCFD). The CFA Institute has created a helpful reference table, separating Environmental, Social and Governance factors to illustrate what companies can measure.
&nbsp;
<h3>What does the future hold for ESG Reporting?</h3>
As the importance placed on ESG grows, its reporting and regulation will also evolve. In November, regulators set out a global framework to crack down on &lsquo;greenwashing&rsquo; (where environmental credentials of investment or activity are overstated). The start of this month saw the launch of ESG BOOK, a data platform developed by asset manager Arabesque with public support from HSBC, Deutsche Bank and Swiss Re. to provide free ESG information for companies and investors. Companies can use ESG Book at no cost to disclose, manage and keep ownership of their ESG data in real-time. The data is then available to users for free, with a charge for data analysis.
As ESG disclosure becomes more greatly transparent and greater significance is placed upon it, perhaps it&rsquo;s in the hands of investors to help create a better, more sustainable and financially rewarding future for all on a global scale.
We hope that the information in this article provides some helpful information about ESG.

Enviromental, social & governance - what does it mean and why is it important to business and investors?

Creative Recruitment are delighted to celebrate International Women's Day #IWD2022 #BreakTheBias
International Women's Day - March 8th is a global day celebrating the social, economic, cultural, and political achievements of women. The day also marks a call to action for accelerating women's equality.
IWD has occurred for well over a century, with the first IWD gathering in 1911 supported by over a million people. Today, IWD belongs to all groups collectively everywhere. IWD is not country, group or organization specific.
Creative Recruitment are delighted to celebrate&nbsp;IWD 2022 campaign theme: #BreakTheBias
Imagine a gender equal world.
A world free of bias, stereotypes, and discrimination.
A world that is diverse, equitable, and inclusive.
A world where difference is valued and celebrated.
Together we can forge women's equality.
Collectively we can all&nbsp;#BreakTheBias.
&nbsp;
International Women&rsquo;s Day is an important date in the calendar to inspire all women to believe in themselves and their own ability and creativity.&nbsp;&nbsp;
So let's all choose to challenge.&nbsp;&nbsp;
<a href="https://www.internationalwomensday.com/">https://www.internationalwomensday.com/</a>
&nbsp;
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<div><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/48a278ed-ac54-4b3f-8479-966447c89737.gif"></div>
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Remembering #IWD2020 when we were all together.

Celebrating International Women's Day #IWD2022 #BreakTheBias

As employee well-being and hybrid working options increasingly jump to the top of many organisations&rsquo; agendas, the United Arab Emirates has taken it to a whole new level this month by changing their working week from 5 days to 4.5 days for employees of all federal entities.
This trailblazing move, which came into effect on 1st January 2022, makes them the only country in the world to formalise a shorter working week to&nbsp;&ldquo;boost productivity and improve work-life balance&rdquo;,&nbsp;according to a UAE government media office Tweet.
Of course, the shift from a Friday/Saturday weekend (the norm for most Gulf nations) to a Saturday/Sunday weekend is not solely for the benefit of federal employees. The move will also bring the UAE in line with western schedules, which should be beneficial from an economic perspective, enhancing the UAE&rsquo;s ability to operate in global markets and transact in real-time.
However, to allow for Friday afternoon worship in the predominantly Muslim state, the new UAE weekend will start at lunchtime on a Friday, with employees being given the option to work from home on a Friday morning.
A report from the state news agency&nbsp;<a href="https://www.wam.ae/en/details/1395303000412" target="_blank" rel="noopener">WAM</a>&nbsp;said, &ldquo;The move is expected to boost not only trading opportunities but also add to the flexible, secure and enjoyable lifestyle the UAE offers to its citizens and residents.&rdquo; It would appear that the message the UAE wants to communicate to the world is that it is a forward-thinking, flexible and employee focussed place to live and work, which in turn should attract the best talent and encourage businesses to base themselves there.
In light of the government changes, it is expected that most private sector businesses and education institutions will swiftly follow suit, with many, including the&nbsp;<a href="https://www.mcgregor-boyall.com/contact-detail" target="_blank" rel="noopener">McGreggor Boyall Dubai office</a>, already implementing the change to their weekends with immediate effect.
So, in a post-Covid world where organisations have come to terms with things that perhaps made them uncomfortable in the past, such as remote working and flexible hours, plus the recognition that increased employee engagement is needed to help improve productivity, will something as radical as changing to a 4.5-day working week be adopted more widely?
There is already interest in the concept in the UK, with the Scottish National Party suggesting in a recent&nbsp;<a href="https://twitter.com/theSNP/status/1435240835281559554?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed%7Ctwterm%5E1435240835281559554%7Ctwgr%5E%7Ctwcon%5Es1_&amp;ref_url=https%3A%2F%2Fwww.thenationalnews.com%2FBusiness%2FUK%2F2022%2F01%2F07%2Fwhat-the-uk-can-learn-from-the-uaes-45-day-working-week%2F" target="_blank" rel="noopener">Tweet</a>&nbsp;that they would support a &pound;10 million pilot to help companies explore the benefits and costs of moving to a 4-day week. A few companies have already introduced a shorter week, such as&nbsp;<a href="https://www.thenationalnews.com/Business/UK/2022/01/07/what-the-uk-can-learn-from-the-uaes-45-day-working-week/" target="_blank" rel="noopener">Belmont Packaging</a>&nbsp;in the North of England, who say that the change benefits their employees and makes them more productive.
As companies worldwide continue to look for ways to differentiate themselves and offer better work/life balance to their workforce, a shorter working week could be the way forward. However, maybe it&rsquo;s still a step too far for many employers? It looks like we will have to wait and see who will be brave enough to follow the UAE&rsquo;s lead&hellip;Watch this space for updates!

Is the world ready for a shorter working week like the UAE?

As&nbsp;<a href="https://www.bbc.co.uk/news/uk-61475720" target="_blank" rel="noopener">job vacancies in the UK outpaced unemployment</a>&nbsp;for the first time in history this month, adding fuel to the fire in the continuing&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/is-the-war-for-talent-sustainable-and-who-will-win/294" target="_blank" rel="noopener">war for talent</a>, workers are very much in the driving seat when selecting a company to work for. Businesses are looking for ways to attract and retain the best staff by offering attractive packages, but do organisations know what employees want regarding salary and benefits?
​
Salary The number one reason most people go to work every day is to earn money. With the spiralling&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/03/the-cost-of-living-crisis-and-why-now-might-be-a-good-time-to-move-jobs/298" target="_blank" rel="noopener">cost of living</a>, it would be understandable if workers were looking to up their salaries as a priority.&nbsp;
However, while money is considered a significant factor, it turns out that people may no longer just be looking for a hefty pay packet. According to a&nbsp;<a href="https://www.weforum.org/agenda/2022/02/what-do-employees-want-most-from-their-work-life-in-2022/" target="_blank" rel="noopener">recent survey</a>, the overriding factor which people now place importance on in their career is &lsquo;workplace happiness&rsquo;. This is perhaps lucky when you consider that many companies are unlikely to be able to afford the sort of wage hikes required to keep up with inflation when their overheads are rising too.&nbsp;
So, if money is not the only thing workers are looking for, what benefits are now attracting candidates to jobs, and why has money dropped down the list of priorities?
​
The Covid effect Since lockdown, a great deal of the working population has&nbsp;<a href="https://www.careersindepth.com/post/coronavirus-how-lockdown-is-making-us-evaluate-our-working-lives" target="_blank" rel="noopener">reassessed their life goals</a>, having been given a taste of the benefits of flexible working. On the flip side, many have also experienced burnout, especially those trying to be productive in their work while also managing family issues like homeschooling or the care of elderly relatives.
Many individuals have realised that providing they are paid a wage that allows them to live comfortably, they would rather have job satisfaction than earn a greater salary if they chose between the two.
A&nbsp;<a href="https://www.weforum.org/agenda/2022/02/what-do-employees-want-most-from-their-work-life-in-2022/" target="_blank" rel="noopener">recent survey</a>&nbsp;found that almost half of workers are prepared to move to a new organisation to improve their wellbeing. This indicates that work/life balance is taking precedence over career choices. So much so in fact, that there is a growing trend to switch the phrase around and refer to it as&nbsp;<a href="https://chopra.com/articles/shifting-from-work-life-to-life-work-balance" target="_blank" rel="noopener">life/work balance</a>&nbsp;to highlight that, while work is essential, &lsquo;life&rsquo; should take priority. Companies are starting to recognise that they need to offer employees a healthy working environment if they want to attract and retain top talent.&nbsp;
​
What benefits can create a healthy working environment As businesses move away from traditional benefits, these are gradually being replaced with more innovative incentives that are perhaps better tailored to real employee needs. Making benefits more specific and helpful to workers can increase their perceived value and make them more attractive to prospective candidates and current staff alike.&nbsp;
Flexible working options appear to be one of the critical benefits candidates now look for in a company. This can be in the form of a hybrid or shorter working week, which enhances work/life balance and has some financial advantages such as reducing travel costs, which can counterbalance the inability of some companies to offer hard cash. Also, flexible working can apply to any location, with individuals being able to be based worldwide if the job can be carried out remotely. This gives maximum staff flexibility and opens up a wider talent pool for organisations to recruit from.&nbsp;
Other types of wellbeing benefits on offer are focussed on preventing burnout and improving overall health. Some companies have started offering support sessions for mental, physical and financial health to help employees reduce stress levels, making them feel happier at work and, as a result, more productive. Other offerings include free healthy breakfasts, yoga sessions and social activities. These not only create a healthier working environment but can also aid employee engagement and relationship building at a time when retaining company culture is vital to offset any adverse effects of having a hybrid team.
Feeling valued and having opportunities to develop is also high on the agenda for many workers. This means that equity and inclusion feature in people&rsquo;s wish lists regarding what they are looking for from an employer. Companies must ensure they have a robust&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/why-deandi-has-become-a-priority-and-how-it-is-affecting-recruitment/292" target="_blank" rel="noopener">D,E&amp;I</a>&nbsp;policy in place to guarantee they are creating a fair and engaging work environment.&nbsp;
On top of all this, workers are more so now than ever looking for socially conscious employers, and having a policy for this can often outweigh the list of progressive benefits offered.&nbsp;
 The future It looks likely that health and wellbeing have now taken over from monetary reward when it comes to working priorities, and perhaps we have the pandemic to thank for that. Only time will tell if this remains the case or whether the increasing pressure of the cost-of-living crisis pushes people back towards financial benefits, but with people now more motivated by good mental health, inclusion and job satisfaction, it seems probable that work/life balance will stay in the top spot for some time to come.

The Evolution of Employee Benefits

​Although it&rsquo;s not uncommon for people to have gaps in their work history, there has always been an undeniable stigma attached to having a gap on your CV. It can make candidates self-conscious when applying for jobs.
In the wake of the pandemic, there has been a massive and understandable increase in CV gaps due to Covid related issues such as furlough, redundancy, family care needs, delayed education and burnout. As a result, for many individuals, it is perhaps now more important than ever to be confident about how to explain a space between jobs as people begin to return to standard working patterns.
Here we explore some of the best ways to manage a career gap and how to handle explaining it to a potential new employer.
<h3 align="start">Honesty is the best policy</h3>
It might be a clich&eacute;, but when it comes to a gap on your CV, it&rsquo;s generally best, to be honest about the reasons for the break. In a post-Covid world, employers are generally far more sympathetic about the immense amount of disruption which everyone experienced over the past couple of years, and no one will be surprised if you couldn&rsquo;t get a job because you had just graduated or if you had to take a step back from a demanding role to home-school your children.
Regarding non-Covid related gaps, it is still advisable to be truthful about the reasons. Companies will look more favourably on candidates they know they can trust, and if there is a valid reason, you are better to &lsquo;own it&rsquo; and explain what happened than trying to cover it up.
<h3 align="start">Be prepared</h3>
Being prepared to talk about a gap on your CV at an interview can help you relax and become confident in your actions and decisions regarding why the break occurred.
Another helpful tip is always trying to put a positive spin on things when discussing the gap. For instance, you could say, &lsquo;I took a career break for five years to look after my child&rsquo;, but you could enhance this by saying, &lsquo;Having taken a career break for five years to look after my child, I am eager to return to the workplace now that I have more time and flexibility to focus on a new role&rsquo;.
<h3 align="start">What to include on your CV</h3>
Existing advice suggests that you only need to address a gap of more than three months. If the gap was a long time ago, anything less than six months could just be listed with one short sentence of explanation rather than wasting lots of space on your CV, as employers are generally more interested in what candidates have done recently.
If you have a long and more recent employment gap, you could consider listing this as if it was a job with the applicable dates to show a continuous timeline rather than leaving it to a potential employer to spot the space between dates and draw their conclusions as to why you were out of work.&nbsp;
Where possible, include details of unpaid work experience, volunteering or personal development you undertook while unemployed, and the information about what you were doing. This could be webinars, charity work or online courses, but something as simple as adding skills and experience you gained from teaching your children, caring for an elderly relative or setting yourself a home-based project as a hobby could add some value to an otherwise empty space.
Employers will generally be pleased to see that you have utilised the time to improve yourself and be proactive even though the &lsquo;work&rsquo; hasn&rsquo;t earned you a salary.
<h3 align="start">Every cloud has a silver lining</h3>
As mentioned above, the good news is that Covid may have done us all a favour with&nbsp;<a href="https://economictimes.indiatimes.com/magazines/panache/stigma-behind-resume-gap-is-finally-fading-as-pandemic-turns-hiring-managers-more-sympathetic/articleshow/88319891.cms?from=mdr" target="_blank" rel="noopener">recent reports</a>&nbsp;on the subject suggesting that employers are becoming more open to considering employees with CV gaps. While this is partly down to a level of understanding about the disruption caused by the pandemic, there is also another reason. As the&nbsp;<a href="https://www.mcgregor-boyall.com/our-thinking-library/2022/02/is-the-war-for-talent-sustainable-and-who-will-win/294" target="_blank" rel="noopener">war for talent</a>&nbsp;continues, the shortage of staff in many industries means that employers can no longer always be so choosy when rejecting candidates who have a gap on their CV.
Employers are becoming more compassionate when it comes to gaps on a CV, but some are even taking it a step further to combat staffing issues since Covid. For example, the State of Utah is trialling a new initiative called&nbsp;<a href="https://www.route-fifty.com/management/2022/05/how-one-state-finding-employees-destigmatizing-resume-gaps/367354/" target="_blank" rel="noopener">Return Utah</a>&nbsp;which deliberately aims to attract candidates with a gap on their CV. Government officials in the US State have realised that people with a CV gap can be valuable to the organisation, often being; mature, experienced, educated and very excited about the prospect of returning to work, making them good candidates for the roles on offer and assisting the State with finding enough individuals to fill their vacancies.
So, perhaps the stigma of a gap on your CV is not the issue it once was. With the careful presentation of your time away from the workplace and an open and honest approach to explaining it, candidates can be confident in applying for any role they set their mind to.
If you are a professional who would like advice on how to present a gap on your CV or you want to secure your next career move, contact our expert recruitment team at Creative Recruitment and find out how we can help you.

How to manage a gap on your CV

With the COVID-19 vaccine roll-out progressing impressively well, this year is already proving to be more promising than the last.&nbsp;
The technology industry was at the forefront of economic and societal changes in 2020, enabling the shift towards remote working, our increased reliance on digital services and allowing us to spend more time online. How will these trends continue to impact the industry in 2021? Here are a few areas that are set to stay in the limelight.
&nbsp;
<h3>Internet of things (IoT) advances</h3>
Remote working has considerably increased the time people are spending in their own homes. This means that there is increased demand for seamless technology that brings together work, entertainment and more in one easy to use package. Given that remote and hybrid office/remote work is thought to be a permanent fixture of our lives moving forward, IoT will continue to be an important topic in 2021. In particular, companies in 2021 will focus on&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.techrepublic.com/article/7-big-data-wishes-for-2021-iot-standardization-stronger-use-cases-and-more/">standardising</a>&nbsp;IoT products in order to comply with government policy, improve security and achieve integration across devices.
<h3>&nbsp;</h3>
<h3>5G becomes a reality</h3>
The digital transformation of 2020 has meant increased reliance on good connectivity and fast download speeds &mdash; and has proved beyond all doubt that 5G is vital in our technologically dependent world. 5G deployment was initially disrupted by the pandemic, but 2021 will see a renewed roll-out effort.&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.fastcompany.com/90588717/top-tech-trends-2021-post-pandemic-predictions-ai-fintech-health">Intel&rsquo;s Caroline Chan</a>&nbsp;(VP and general manager of 5G infrastructure division and network platform group) has said that CIO&rsquo;s from a variety of large enterprises &lsquo;are willing to spend 5-10% of their budget&rsquo; on 5G technology. In addition, almost&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.forbes.com/sites/danielnewman/2020/09/21/top-10-digital-transformation-trends-for-2021/?sh=4b0d89edc6f4">every major handset manufacturer</a>&nbsp;(including Samsung, Apple and Motorola) has either released or will soon release affordable 5G phones. Therefore, 5G is likely to become a reality for both large organisations and the individual consumer.
&nbsp;
<h3>Cybersecurity challenges</h3>
Security will continue to be a major concern in 2021. According to a report by&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.mcafee.com/enterprise/en-us/assets/reports/rp-hidden-costs-of-cybercrime.pdf">McAfee</a>, the combination of financial losses and cybersecurity spending cost the global economy an estimated $1 trillion in 2020. It is now essential to access our work from multiple locations and devices, so the cybersecurity industry has to step up to the challenge. According to&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.techrepublic.com/article/top-tech-trends-for-2021-gartner-predicts-hyperautomation-ai-and-more-will-dominate-business-technology/">Gartner</a>, cybersecurity mesh technology will be crucial in 2021 &mdash; this approach bases the security perimeter around the individual rather than whether they are inside the organisation &mdash; meaning that people can safely access digital resources, wherever they are. In addition, the roll-out of new technologies such as 5G means cybersecurity will have to prepare for new threats targeting such systems.
&nbsp;
<h3>Open source innovation</h3>
The pandemic resulted in unprecedented data sharing and open collaboration practices in order to understand and combat the virus. In 2021, we could see the benefits of this shift.&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.fastcompany.com/90588717/top-tech-trends-2021-post-pandemic-predictions-ai-fintech-health">Github&rsquo;s Erica Brescia</a>, believes that we will see greater cross-industry collaboration and an increased pace of innovation across the entire world.
&nbsp;
<h3>Artificial intelligence (AI) goes mainstream</h3>
Despite cuts to overall funding in 2020, technology budgets increased. The&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.idc.com/getdoc.jsp?containerId=prUS46794720">IDC</a>&nbsp;predicts that global spending on AI will double in the next four years, reaching $110 billion in 2024. In addition, the incredible volume of data produced in 2020 means that algorithms will become ever more sophisticated.&nbsp;<a href="https://web.archive.org/web/20210514124830/https://www.forbes.com/sites/ganeskesari/2020/12/21/why-covid-will-make-ai-go-mainstream-in-2021-top-3-trends-for-enterprises/?sh=4f839a22797a">Experts</a>&nbsp;have suggested that AI developments in 2021 will accelerate development in the healthcare industry, transform telecommunications and result in an explosion of truly smart devices being produced (including IoT).
It&rsquo;s clear that 2021 has plenty in store. Digital transformation and the shift to remote work has far-reaching implications that will continue to shape our professional and personal lives. Hopefully, innovation will be the silver lining in the years to come.
&nbsp;

Five technology Trends That Will Shape 2021

<h1>WE’VE BEEN CONNECTING YOU FOR DECADES</h1>

<div class="d-flex align-items-center justify-content-around flex-wrap py-5"><h2 class="text-white">Are you ready to get started?</h2><a class="primaryBtn" href="/contact/">GET IN TOUCH</a></div>

In 1995 Creative Recruitment was established, a pioneering Creative Talent Agency connecting the finest Creative, Digital, Marketing and Technical Talent with the most respected companies and brands across the UK and beyond. Creative Consultants with creative & technical expertise, industry knowledge and recruitment skills.Creative's ethos is to partner the best talent with some of the finest, creative, digital marketing and technical industries. ​By really listening to the needs of both, ​​candidates and clients we create freelance, contract and permanent careers!​No fancy mission statement or jargon here, just a culture to collaborate closely with you and flourish together. Our approach is refreshingly honest, passionate and no-nonsense expertise. Of course we work hard, but at the same time we’re not ones to take ourselves too seriously.

<h2>WE’RE ESTABLISHED ACROSS A RANGE OF CREATIVE SECTORS</h2> ​How many other Creative talent finders can say that? Thanks to our experience and reputation we attract the best creative talent, and in return you can expect only the best of service.

<h1>GET IN CONTACT WITH US</h1>

Hiring or seeking freelance or contract roles?Email <a href="mailto:temp@creativerecruitment.co.uk" rel="noopener noreferrer" target="_blank">temp@creativerecruitment.co.uk</a>For permanent roles email: <a href="mailto:perm@creativerecruitment.co.uk" rel="noopener noreferrer" target="_blank">perm@creativerecruitment.co.uk</a>Or call us on <a href="tel:+44(0) 20 7247 3458" rel="noopener noreferrer" target="_blank">+44(0) 20 7247 3458</a>Creative Recruitment70 Gracechurch StreetLondonEC3V 0HR<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.google.com/maps/embed?pb=!1m18!1m12!1m3!1d2483.055679670859!2d-0.08663518423909969!3d51.512194479635944!2m3!1f0!2f0!3f0!3m2!1i1024!2i768!4f13.1!3m3!1m2!1s0x48761cb3a44d371f%3A0xfb70395878dc7dd!2sCreative%20Recruitment!5e0!3m2!1sen!2smy!4v1677652506710!5m2!1sen!2smy" height="765" width="100%"></iframe>

<h2>Contact us</h2>
<h2>&nbsp;</h2>
Hiring or seeking freelance or contract roles? Email our Freelance / Contract Team: <a href="mailto:temp@creativerecruitment.co.uk" target="_blank" rel="noopener noreferrer">temp@creativerecruitment.co.uk</a> 
For permanent vacancies. Email our Permanent Team: <a href="mailto:perm@creativerecruitment.co.uk" target="_blank" rel="noopener noreferrer">perm@creativerecruitment.co.uk</a>
If you are looking to recruit staff for your company email: <a href="mailto:perm@creativerecruitment.co.uk" target="_blank" rel="noopener noreferrer">info@creativerecruitment.co.uk</a> or call us on:<a href="tel:+44(0) 20 7247 3458" target="_blank" rel="noopener noreferrer">+44(0) 20 7247 3458</a>
&nbsp;
Creative Recruitment
70 Gracechurch Street
London
EC3V 0HR
&nbsp;
<iframe class="ql-video" src="https://www.google.com/maps/embed?pb=!1m18!1m12!1m3!1d2483.055679670859!2d-0.08663518423909969!3d51.512194479635944!2m3!1f0!2f0!3f0!3m2!1i1024!2i768!4f13.1!3m3!1m2!1s0x48761cb3a44d371f%3A0xfb70395878dc7dd!2sCreative%20Recruitment!5e0!3m2!1sen!2smy!4v1677652506710!5m2!1sen!2smy" width="100%" height="680" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
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When it comes to landing your next juicy digital, creative or marketing role, it’s always ‘who you know’ that counts. After 30+ years immersing ourselves in the creative industries, we’ve built an impressive network of employer clients.People who know their way aroundRecruitment for the creative industry is our total focus. Plus, all our consultants have experience working in the creative sectors they serve to add to their 10+ years’ recruitment experience. So, you work with people who know and understand your industry.Every skillset, coveredWe cover the full range of creative industry roles: digital, advertising, design, integrated, print, e-commerce, fashion, retail, marketing, packaging, POS, entertainment, film, motion graphics, 3D, TV, publishing, PR, charities, telecom, corporate and finance.We recruit at every level - from experienced seniors to juniors on the way up.Your way of working: coveredWe understand the creative sector’s unique diversity of work modes and recruit for them all - permanent, contract, casual freelance, permalance….We don’t charge you for helping find you work. And, if you’re a freelancer, you get paid weekly!Nimble, personalWe’re boutique sized and personal - not a big, remote, portal-based machine. Our recruiters deal directly with you, our candidate, and with employers. They get to know you and your needs and support you over time.

<h2>TAP INTO OUR 30+ YEARS </h2><h2>OF GREAT CONNECTIONS</h2>

When it comes to landing your next juicy digital, creative, marketing or technical role, it&rsquo;s always &lsquo;who you know&rsquo; that counts. After 30+ years immersing ourselves in the creative industries, we&rsquo;ve built an impressive network of employer clients.
People who know their way around
Recruitment for the creative industry is our total focus. Plus, all our consultants have experience working in the creative sectors they serve to add to their 10+ years&rsquo; recruitment experience. So, you work with people who know and understand your industry.
Every skillset, covered
We cover the full range of creative industry roles: digital, advertising, design, integrated, social media, marketing, content, motion graphics, tech, print, e-commerce, fashion, beauty, retail, marketing, packaging, POS, entertainment, film, motion graphics, 3D, TV, publishing, PR, charities, telecom, corporate and finance.
We recruit at every level - from experienced seniors to juniors on the way up.
Your way of working: covered
We understand the creative sector&rsquo;s unique diversity of work modes and recruit for them all&mdash;permanent, contract, casual freelance, permalance&hellip;.
We don&rsquo;t charge you for helping find you work. And, if you&rsquo;re a freelancer, you get paid weekly!
Nimble, personal
We&rsquo;re boutique sized and personal&mdash;not a big, remote, portal-based machine. Our recruiters deal directly with you, our candidate, and with employers. They get to know you and your needs and support you over time.

<h2>TAP INTO OUR 30+ YEARS OF GREAT CONNECTIONS</h2>

Your role, covered
We cover the full range of creative industry roles: digital, advertising, design, integrated, social media, cmarketing, content, motion graphics, tech, print, e-commerce, fashion, beauty, retail, marketing, packaging, POS, entertainment, film, motion graphics, 3D, TV, publishing, PR, charities, telecom, corporate and finance.&nbsp;
Every level, every placement type
We recruit at every level - from experienced seniors to juniors on the way up.
We understand the creative sector&rsquo;s unique diversity of resourcing needs and recruit for them all - permanent, contract, casual freelance or permalancer&hellip;.
Looking to hire?
If you are an employer looking to hire, please fill in the job form below and we will get straight back to you.
Choose the Human Touch over Bots
Human touch&nbsp;- If you would like to talk to us about your current recruitment needs, fill in the form below and one of our consultants will call you back. 
Or lastly, email us:&nbsp;<a style="color: rgb(255, 255, 255);" href="mailto:perm@creativerecruitment.co.uk" target="_blank" rel="noopener noreferrer">info@creativerecruitment.co.uk</a>&nbsp;
or call us on&nbsp;<a style="color: rgb(255, 255, 255);" href="tel:+44(0) 20 7247 3458" target="_blank" rel="noopener noreferrer">+44(0) 20 7247 3458</a>

<h2>WE KNOW WHERE TO FIND CREATIVE, MARKETING, CONTENT, DIGITAL &amp; TECHNICAL TALENT</h2>
&nbsp;
&nbsp;
After 30+ years recruiting for the creative industries we&rsquo;ve really got to know who&rsquo;s who and where they shine. Our books are packed with candidates and our experienced consultants can quickly point you towards the people who are right for you.
Responsive, flexible, experienced
We&rsquo;re boutique sized, personal and experienced - not a big, remote, portal based machine.
Recruitment for the creative industry is our total focus. Plus, all our consultants have experience working in the creative sectors they serve to add to their 10+&nbsp;years&rsquo;&nbsp;recruitment experience. So, you work with people who know and understand your industry.
They deal directly with candidates, often over many years, and get to know their strengths and career trajectory.
They also deal with you, the employer, directly and get under the skin of your brief.

<h2>Contact us</h2> Hiring or seeking freelance or contract roles? Email our Freelance / Contract Team: <a href="mailto:temp@creativerecruitment.co.uk" rel="noopener noreferrer" target="_blank">temp@creativerecruitment.co.uk</a>For permanent roles email <a href="mailto:perm@creativerecruitment.co.uk" rel="noopener noreferrer" target="_blank">perm@creativerecruitment.co.uk</a>or send us your brief or CV & folio via the form or call us on <a href="tel:+44(0) 20 7247 3458" rel="noopener noreferrer" target="_blank">+44(0) 20 7247 3458</a> Creative Recruitment70 Gracechurch Street, London EC3V 0HR<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.google.com/maps/embed?pb=!1m18!1m12!1m3!1d2483.055679670859!2d-0.08663518423909969!3d51. 512194479635944!2m3!1f0!2f0!3f0!3m2!1i1024!2i768!4f13.1!3m3!1m2!1s0x48761cb3a44d371f%3A0xfb70395878dc7dd!2 sCreative%20Recruitment!5e0!3m2!1sen!2smy!4v1677652506710!5m2!1sen!2smy" width="100%"></iframe>

After 30+ years immersed in the creative industry, we’ve built up an impressive network of employer clients and candidates - great connections for helping you grow your career or build your business.People who know your industryRecruitment for the creative industry is our total focus. Plus, all our consultants have experience working in the creative and technical sectors they serve to add to their 10+&nbsp;years’&nbsp;recruitment experience. So, you work with people who know and understand your industry.We recruit at every level - from juniors on the way up to experienced seniors.

<h2>30+ years</h2>
<h2>of great </h2>
<h2>connections</h2>

<h2>CONTRACT</h2>
<h2>FREELANCE, PERMANENT:</h2>
<h2>YOUR NEXT STEP STARTS HERE</h2>

<div class="d-flex align-items-center py-5"><svg width="200px" height="60px" fill="none" xmlns="http://www.w3.org/2000/svg" class="d-none d-xl-block"><path d="M20.812 59v1h19.27V40.119H60V20.88H40.082V1h-19.27v19.881H1V40.12h19.812V59Z" fill="#fff" stroke="#fff" stroke-width="2"></path></svg>Creative Recruitment is fully compliant with all Government and Home Office legislation including ‘Right to Work’ checks, AWR, GDPR and IR35. We positively promote Diversity, Equity and Inclusion within our own company and the industries we service.</div>

<h2>EVERY SKILLSET, EVERY SECTOR</h2> Full range of roles within multiple sectorsWe recruit for the full range of creative industry roles. We’re established as recruiters for respected companies and brands across a range of sectors:

<h1>SEARCH FOR YOUR NEXT JOB</h1>

<h1>OUR SERVICES</h1>

We cover the full range of creative industry roles: digital, content creators, advertising, design, integrated, print, e-commerce, fashion, retail, marketing, packaging, POS, entertainment, film, motion graphics, 3D TV publishing, PR, charities, telecom, corporate and finance.
We recruit at every level&mdash;from experienced seniors to juniors on the way up.
&nbsp;
Every type of resource need
We understand the creative sector's unique diversity of resourcing needs and recruit for them all&mdash;permanent, contract, freelance and permalance...

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<h1>Send us a brief</h1>

Looking to hire? If you are an employer looking to hire, please fill in the job form below and we will get straight back to you. Human touch &ndash; If you would like to talk to us about your current recruitment needs, fill in the form below and one of our consultants will call you back. Or lastly, email us:&nbsp;<a href="mailto:info@creativerecruitment.co.uk" target="_blank" rel="noopener">info@creativerecruitment.co.uk</a> or call us on +44(0) 20 7247 3458

<h2>Contact us</h2> Hiring or seeking freelance or contract roles? Email <a href="mailto:temp@creativerecruitment.co.uk" rel="noopener noreferrer" target="_blank">temp@creativerecruitment.co.uk</a> For permanent roles email <a href="mailto:perm@creativerecruitment.co.uk" rel="noopener noreferrer" target="_blank">perm@creativerecruitment.co.uk</a>or call us on <a href="tel:+44(0) 20 7247 3458" rel="noopener noreferrer" target="_blank">+44(0) 20 7247 3458</a> Creative Recruitment70 Gracechurch StreetLondonEC3V 0HR <iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.google.com/maps/embed?pb=!1m18!1m12!1m3!1d2483.055679670859!2d-0.08663518423909969!3d51.512194479635944!2m3!1f0!2f0!3f0!3m2!1i1024!2i768!4f13.1!3m3!1m2!1s0x48761cb3a44d371f%3A0xfb70395878dc7dd!2sCreative%20Recruitment!5e0!3m2!1sen!2smy!4v1677652506710!5m2!1sen!2smy" height="450" width="100%"></iframe>