Tag: Candidate

UK government gives thumbs up to screening and identity services firm

Background screening and identity services firm, Sterling, has become the first such organisation to become a certified digital identity service provider (IDSP), under the UK Digital Identity & Attributes Trust Framework, for UK Right to Work and DBS Criminal Record checks.

The company, which meets the requirements of the trust framework, can employ in-session biometric and document verification to confirm a job candidate’s identity. This fulfils the standards to digitally process DBS Criminal Record and UK Right to Work (RTW) checks. In addition, the company can provide employers with a statutory excuse for UK Right to Work.

The digital nature of these checks is set to reduce turnaround times, improve accuracy, and reduce the chance of identity fraud.

Steve Smith, President International at Sterling, commented: “We are delighted to announce that Sterling is the first identity and background screening service provider to become a certified digital identity service provider (IDSP). IDSP’s can carry out digital identity verification to a range of standards or levels of confidence, and this development will improve the experience for both the job candidate and the employer.”

“In addition, Sterling’s certification as an IDSP is well timed, particularly as the competition for talent intensifies and with growing concerns around identity fraud. While some businesses may not immediately recognise the advantage of using an IDSP, the introduction of digital identity should be viewed by employers as a positive change: Working with a registered IDSP will allow firms to benefit from technology that can significantly improve the candidate experience, as well as the speed and accuracy of their background checks.”

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Rapid growth in demand and shortage of talent creates tricky situation

Industry specialists continue to warn of challenges in finding the right candidates in the current buoyant software recruitment market.

The rapid upturn in demand and a talent shortage is creating a difficult situation for businesses that wish to expand. Specialists warn that companies need to invest sufficient time, money, and expertise in the employment process if they wish to succeed.

Experts say that one of the reasons for the current challenging situation is an increasing number of recruiters in the technology industry, resulting in candidates receiving significantly more cold approaches than before.

Additionally, remote recruiting has sped up recruitment procedures, even though companies have added layers and touchpoints to ensure that they’re hiring the right talent.

Tristan Heywood, Divisional Director at Oakstone International, commented: “I’m 21 years at Oakstone and I can’t remember a time when we have been busier. Literally every tech company is hiring at scale, which is not only driving salaries up, but also challenging candidates to make the right decision – and that situation is unlikely to change in the near future.”

“There are simply not enough qualified/experienced resources to deliver against the demand across every function – whether that’s technical, marketing, consulting or sales – the average candidate is overwhelmed with offers and for many, the primary metric for measuring an opportunity is on the salary rather than a holistic focus on earnings, culture and genuine career prospects.”

“Software is now driving everything – new banks are essentially technology platforms – and traditional industries are being fully automated by tech and therefore the demand for staff is constant and is only getting bigger and greater and more difficult.

“Companies will also have to think about how to sell their brand to attract the right people. Packaging your opportunity based on earning scope, leadership, personal development and culture will be critical. Otherwise you are in a straight salary shoot-out and if you don’t sell a vision then the risk is that highest payer will win”

Dan Hammond-Smith, Divisional Director at Oakstone International, added: “As we continue to move towards a hybrid working model, most clients who we partner with have adapted and adjusted.

“Those that haven’t – and those that aren’t willing to – will lose candidates because employees are more than ever calling the shots about when they want to be in the office. People’s priorities have changed.”

“There is probably a 20 per cent increase in terms of base salaries within senior technology roles from even where we were last year – coupled expectations of bonus, decent pensions, investment in people’s betterment, learning and well-being – and you have a pretty competitive landscape.

“At the start of 2021, the standard interview process within technology was 27.5 days – now, for most of my clients, it’s 14 days. That’s because they have now got to be even more competitive in the market to succeed.”

All indications are that UK businesses need to continue adjusting and extending sufficient resources in the recruitment process to thrive in the current challenging business climate.

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Jobseekers think it’s easiest to get through a job interview for a role in the transport sector, while technology positions make for the toughest interviews.

This was the finding of research carried out by Reboot Digital Marketing, which cross-referenced Nasdaq listings with Glassdoor to rank the various sectors and companies.

Candidates were least daunted at being put through their paces for jobs in airlines, parcels and logistics firms, with the transportation sector getting a difficulty score of just 2.48 out of 5. Among the companies covered, Old Dominion Freight Line (with an average difficulty score of 2.20) and FedEx (average rating of 2.50) were felt to be the easiest to interview for.

The next easiest sector was consumer services, with job interviews for industries such as hospitality, entertainment and leisure ranked only slightly harder than transport at 2.60. Candidates found interviews for jobs at McDonald’s (1.8) and Walmart (2.20) especially painless.

In third place was the materials sector, which includes jobs in manufacturing, mining and metal refining. Here, the easiest companies were ranked as NextEra Energy (2.60) and Sinopec (2.70).

Tech firms toughest

At the other end of the scale, jobseekers found it most difficult to get through a meeting for a position in technology, which had an average difficulty rating of 3.10.

Perhaps unsurprisingly given it typically subjects potential Googlers to three or four interviews – and this number was once as high as 12 – Google had the highest difficulty rating in the sector at 3.30. The next hardest company to interview for was NVIDIA at 3.20.

The second toughest sector was found to be consumables, with an average difficult rating of 3.0. Interestingly, among the firms analysed, those selling alcohol proved toughest for jobseekers.

Brewer Anheuser-Busch proved the trickiest for candidates to make a good first impression on, with its score of 3.30 putting it right up there with Google in terms of interview difficulty. Fellow beer and spirit producer Diageo was the second most difficult at 3.10.

The energy sector was ranked the third hardest with an average score of 2.96. However, included within the category there were a couple of firms believed to be easier to meet with, with both TOTAL and Duke Energy Corporation scoring below the sector average at 2.80.

Photo courtesy of Canva.com

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