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Reed are fantastic and professional recruiters, who immediately understood my profile and gave me precious pieces of advice with regards to the Maltese labour market. Their availability and attention to details make him undoubtedly a precious resource for any organization. I have met several recruiters but reed are probably one of the best ones I have met.
Reed have always been a very professional company to work with. Very patient and do their best to understand a client's needs.
Reed show great attention to detail and are responsive to their client needs. Reed provide a “one to one” recruitment service, ensuring both employer and candidate are the optimum match and best cultural fit for each other. Definitely recommended.
Reed are a highly qualified and professional recruiters who helped me in my job research. We met for a first interview where I felt at ease and he was able to summarise my skills and competences in a well written cover letter.
I am happy with the approach and process and would be happy to work with Reed again. The role has been immensely interesting, and it’s been rewarding to see the fruition of the project plan take place.
I am lucky to have been a client of Reed. They were were genuinely invested in placing me at a great company and in reaching my career goals. Very insightful, particularly in the tech industry.
What's happening
3 mins read
- Featured
- Article
The power of your personal brand and how to build it
Personal branding is the practice of creating, managing, and influencing your own brand. Everything you want people to know about you is your personal brand. While you can’t control how others perceive you, you can take strides to ensure you highlight the best parts of yourself. It involves taking control of how you present yourself to the world and making sure you are seen in a positive light.The adage ‘It’s not what you know but who you know’ isn’t exactly true – it’s more about who knows you and how they see you. It’s not only professional accolades that help professionals progress in their careers, but who they are as people as well. Just as a company works to promote its business to clients, customers, candidates and employees, to stand out from competitors, individuals can also market themselves to employers and other professional contacts in their network. Your experience, expertise, values, personality and everything that makes you unique can contribute to your personal brand. How to build your personal brandHere are some tips to help get you started and keep up the momentum: 1. Define your target audienceKnowing who you want to reach with your personal brand is essential for success. Research your target audience and consider what kind of content, tone and style of communication will resonate with them. 2. Set yourself apartYour brand must be an honest representation of yourself if you are to highlight your unique skills and traits. Think about the qualities and experiences you can use to set yourself apart and emphasise how you’re different from others. 3. Create a compelling messageWhat values do you stand for as a person? Creating a tagline or mission statement is a great way to articulate your personal brand in a concise, memorable way. Your message should be one of positivity and optimism. 4. Build an online presenceSocial media is essential for building an online presence. Choose the platforms that make the most sense for your target audience and start creating content around your personal brand. You might decide to build your own website as well – some use this as a way of showcasing their portfolio of previous work and their ‘about me’ page. 5. Be a thought leaderSharing your knowledge with others adds value to your social media profiles and people will recognise you as an authoritative voice on a subject and a trustworthy source of information. 6. Be approachableWhile you want to show your professionalism, you don’t want to overdo it by using jargon or words that most people wouldn’t use in everyday conversation. Using language that shows you’re a person and not a corporate robot will help others identify with you. 7. Be consistentIn order to ensure your brand is successful, you need to be consistent. Keep your message and branding consistent across all your platforms and maintain an active presence. This shows your authenticity and builds trust in your audience. 8. Keep up with trendsTo ensure your brand stays relevant and cutting-edge, you must be up to date with trends and know what people are interested in now. Stay abreast of industry news, what your competition is doing and check in regularly with your contacts. 9. Monitor your progressSet goals, track your progress and measure the success of your efforts. Use analytics tools to analyse the data and adjust your tactics accordingly. Everything you do must be intentional and have a purpose. 10. NetworkNetworking is essential to building a successful personal brand. Develop meaningful relationships with your peers in the industry and look for opportunities to collaborate. 11. Take constructive criticismMost people will shy away from criticism they don’t want to hear, but it’s useful for improving your personal brand and adjusting your strategy. Listening to your audience is another way to connect with them and keep learning. Building a strong personal brand takes some work, but it’s worth it in the end, allowing you to unlock new opportunities and set yourself up for success. To find your next opportunity, or the perfect professional to join your team, contact us today.
4 mins read
- Article
Seven strategies to ensure your tech recruitment process is inclusive for all
Inclusivity, and diversifying your workforce, are the best ways to organically expand your talent pool and increase the longevity of your employees.Here are some of the key dos and don'ts of inclusive recruitment:What is inclusion and diversity?“Without inclusion, diversity is doomed to fail.” Devi Virdi, Group Head of Diversity and Inclusion at Centrica. Inclusion is the act, and diversity is the result. Inclusion and diversity (I&D) is now recognised as an essential part of business. It’s not just a tick-box exercise or a ‘nice to have’. Once your company adopts an inclusive culture, the more diverse your company will become.Diversifying your workforce has many positive outcomes, such as better employee wellbeing, productivity, and longevity. Creating an environment where people can bring their full selves to work can significantly increase employee attraction and retention because people will recognise your company or team as a place where they can love Mondays.There is also a strong business case for it, which is often overlooked. In the UK, for example, according to inclusion and diversity champion INvolve and the Centre for Economics and Business Research, discriminatory pay practices cost the economy £127 billion in lost output every year. That means, there is a high return on investment in inclusion training and preventing discrimination and closing pay gaps.Seven steps to an inclusive recruitment processRethink your fundamental requirementsThere are certain roles for which neurodivergent people would be perfect, like data analytics roles, but the barriers to entry include requiring “excellent interpersonal skills” or being a “team player.”In this case, professionals with conditions like autism are far less likely to apply for those roles because they do not believe this applies to them, despite being more likely to have the focus and skills needed than a neurotypical person. Employers must rethink what the fundamental requirements for the job are and consider whether your advert reflects this.Develop grassroots talentDoes the perfect candidate really need a degree or five years’ experience, or could you find someone with the right mindset and potential and train them with the skills you need?Or, if someone has the right skills and experience, but their soft skills are lacking, they may benefit from a mentor to build their confidence.Watch your languageFor employers to receive more applications and make the process accessible to everyone, you must be conscious of the language you use in your job adverts. Using inclusive language is an easy way to indicate that everyone is welcome to apply and be considered, if they believe they are the right fit for a role.Gender neutrality is a simple way to ensure you don’t limit your talent pool and unintentionally alienate suitable candidates. One way to avoid this is to use online tools to eliminate gender-coded language from your person specifications, job descriptions and adverts which often go unnoticed.Remove barriers to entryThe placement of your job adverts is an often-overlooked consideration. Those who place their ads in tech magazines that require paid subscriptions might be excluding groups from lower economic backgrounds, for example.Employers must also ensure that their application forms are inclusive of all genders, sexualities, ethnicities etc. by including an “Other” or “I’d rather not say” option, to give them space to tell you who they are if they wish to. It must be optional, or you could end up forcing someone to come ‘out’ prematurely.Create a diverse interview panelThe first impression of your team takes place at interview and a lack of diversity could impact a professional’s decision to accept your job offer. It would benefit employers to think about how diverse their hiring panel is and do their best to represent the variety of people in their company.Conversely, you must not over-correct and cherry-pick the same few people to be the ‘face of diversity’ or to hire certain people just to fill a quota in your company – no one wants to be tokenised or seen as a ‘diversity hire’.Ask the right questionsSome employers don’t know what they legally can and can’t say, or ask, in a job interview. Training should be provided to each hiring manager to ensure they understand the dos and don’ts of interviewing. Generally, an interview question is illegal and discriminatory if you couldn’t ask everyone the same question.One example that comes to mind is asking a woman if she is pregnant or thinking of having a baby one day. You couldn’t possibly ask the same question to a cisgender male candidate, which makes it discriminatory to ask of women. Asking everyone the same core set of questions will give your interview a good basis for objectivity.Negate any biasEveryone has their biases, but these should not influence your hiring decisions. Business leaders should ensure their hiring managers receive sufficient training in unconscious bias so they can identify their own biases and make more informed hiring decisions.Working with a recruiter such as Reed, where CVs are anonymised before being sent over to you can also help here. It means you can make a decision on potential employees without being swayed by certain information available on their CV.
3 mins read
- Article
How to prepare for an interview presentation
Particularly for executive level positions, a presentation stage can be an integral part of the short-listing process.Many employers opt for a presentation interview as it gives a better overview of your general aptitude when compared to (or combined with) a traditional question and answer interview. The presentation is your opportunity to showcase your knowledge, experience and communication skills as well as your general organisation and diligence.Here are our tips on how you can ensure you deliver the best interview presentation possible.Preparing your presentation for an interviewKeep each slide short and significant, aiming for no more than 10 slides. This ensures the information you deliver is memorable and will help you to stand out from other intervieweesUse a range of formats to help illustrate your points. Include graphs, statistics, diagrams, video clips, and images to help break up large volumes of text and maintain the attention of the interviewersInclude quotes from industry leaders and/or research pieces. This helps give your points authority and demonstrate your commercial awarenessIncorporate company colours or fonts in the design of your presentation. This will show you’ve done your research and highlight your brand awarenessCheck spelling and grammar thoroughly – small mistakes can really undermine the content of your presentationPresenting tipsPresent confidently and enthusiastically. Remember to speak clearly, make eye contact and use open body languagePractice, practice, practice. Ensure you are well rehearsed so that you are familiar with the structure and are able to deliver your presentation smoothlyArrive early to give yourself time to set up the presentation and settle any nervesGet comfortable with PowerPoint and presentation equipment. Make sure you know how to work the projector, visual screens or remote control before you begin to avoid any awkward stumbles or pausesHave access to multiple sources of your presentation. Email the file to yourself and the recruiter, bring a copy on a USB stick and bring printed handouts. This way you are covered if anything goes wrong with the file you’re intending to useStay within the allocated time. If you have not been given a guidance on length, aim for the 10 minute mark. Time your presentation when you are practising to make sure it will fit within your allowed time slot. If you need to reduce the content of your presentation, cut out the least relevant or weakest pointsBe prepared to adapt. You may have practiced your presentation in a certain way, but the interviewer might not respond accordingly. Be prepared to be stopped for questions or further discussion unexpectedly10 minute interview presentation templateBelow is an example for the structure of your interview presentation. Use this as a baseline and adapt or reorder where appropriate based on the task you have been set by the interviewer.Slide 1:Introduction – Reiterate the objectives you have been set and lay out the structure of your presentation so that the interviewers know what to expectSlide 2:About you – Detail your professional experience, skills and working styleSlide 3:Company history – Give a brief summary of the company history, any milestones or awardsSlides 4-7:Answering the brief – Give your responses to questions you’ve been asked to answer, the benefits and limitations of your suggestionsSlide 8:Question and answers – Include a slide titled ‘questions and answers’ as a cue to pause for interactionSlide 9:Conclusion – Sum up the key points you have made, reach a decision and explain your reasoningSlide 10:Personal achievements – End the interview on a high with a brief slide on achievements that show you will succeed in the roleTaking these steps should help you to succeed in your presentation interview.