What do you look for when recruiting? A can do approach? Specialist skills? Relevant experience? Or evidence of a leader in the making?
Much has been written in recent years about the opportunities available to UK businesses looking to expand abroad. A great deal of this has been focused on the BRIC countries, which offer high growth rates and large markets. But this focus has too often led to UK businesses neglecting the opportunities available closer to home. In 2010 CloudSense opened its first overseas office in Croatia, a country that joined the European Union three years later in 2013. The move has been a great success, with our office growing to 60 full time staff in a short amount of time. Following this, I wanted to outline some of the key reasons UK businesses should look to Croatia as the next stop for expansion.
Recent research reveals that just one in ten people feel more positive about their job as a result of the improving economy. This sentiment has a significant impact on motivation levels within a business — an issue which many organisations should be planning to address.
As a new academic year approaches; thousands of bright-eyed university students will once again be populating the various campuses across the country. Despite the rise in tuition fees, there has been a record number of over 342,000 new university applicants who are ready to begin their next steps towards higher education.
One economic puzzle of the 2010s has been a decline in the rate of productivity growth. In previous recessions, productivity per worker climbed, while employment rates fell. In the latest downturn, productivity actually fell in the UK, and by more than employment. British recessions ain’t what they used to be.
The skills shortage in the UK is a growing concern, with it now accounting for more than one in five of all vacancies (22%), up from one in six (16%) in 2009. It is also a pressing issue in the technology sector where specialists have been in short supply. A survey from the Recruitment and Employment Confederation (REC) revealed that IT and computing in 2013 became the most in-demand skill area within the UK, moving up from second place.
Danny Clenaghan, Managing Director at Argos for Business, part of Home Retail Group, looks at how the definition of a benefit has changed in years gone by.
At a time when unemployment is still higher than we would like, why is the UK manufacturing sector suffering from a shortage of skilled workers? It seems counter-intuitive that British jobs are going unfilled when so many people are struggling to find work.
When I left the army aged 21, I was determined to adapt to civilian life straight away. I’d seen many other demobbed soldiers leave a secure job in the army for supposedly “greater” things, only for them to fall by the wayside. This wasn’t going to happen to me.
Being honest at the start of any relationship is essential — but especially so at the beginning of a new partnership that could change your life. Would you want to get caught with your pants around your ankles further down the line just because you bragged about a skill you don’t actually have? There’s no worse feeling that being asked to do something you can’t — the truth is the only option, right from the beginning.
Ask any business owner in the digital sector what the biggest hurdle they are currently facing and the answer will be unanimous: talent acquisition.
Even with unemployment hovering close to ten per cent in many countries, a remarkable number of CEOs are still having a hard time finding and retaining staff. Good developers and data scientists have become a mythical occurrence only on par with the unicorn and phoenix. As a result companies are being forced to either seek out highly-trained international recruits to plug holes in their workforce, or to constrain the pace at which they can grow.