StackHire Ltd

Finding it tough? You're not alone! There's a lot of people in my network currently looking for their next role, and finding it tough to do so. To help yourself get noticed, and find the right role for you, you need to make sure your LinkedIn profile is telling potential recruiters and employers exactly what you are looking for, and what you can do for them. Here's a few top tips to help yourself stand out: 1️⃣ Use your headline to grab attention. Instead of just putting your job title, be more descriptive with something like ' Experienced PHP Software Developer looking for jobs in Cambridgeshire' 2️⃣ Use the #Opentowork frame on your profile picture. Ignore the haters. If you are looking for work, use all the tools at your disposal 3️⃣ Detail your key skills and what value you can add in your About Section. Use this to highlight key achievements, technologies you specialise in etc 4️⃣ Have a good professional photo. It sounds simple, but this really does help stand out 5️⃣ Complete the experience section thoroughly - use your CV to fully complete your accountabilities/responsibilities in previous roles so people can see what you've done, and could do If you really want your profile to stand out once people are on it, consider adding a banner to your profile telling people what you are looking for. This can be a great way of catching attention! #JobHuntingTips #CareerAdvice #LinkedInProfile

If you are currently looking for work, don't be deterred by application numbers! Like many, you've probably scrolled through job postings, found one that's perfect for you, and then hesitated because there were already over 100 applicants. I speak to many people who say that they've not applied for a job because they thought it would be a waste of time due to the high volume of applications. My advice.....regardless of the number of applications, if you think you are suitable, apply for the job. There's a good chance that most of the applications aren't suitable (or on some sites, not even complete and they are showing the number of people who started the application). By tailoring your CV for the role, and following up on the phone or by email will help you stand out, regardless of the number of people who have applied. #JobSeekers #JobSearchTips #ApplyNow

If you have a school-age daughter, niece or sister, are they aware of what a career in technology can give them? With 94% of girls dropping computing at the age of 14, it's clear that the curriculum isn't geared towards girls forging a career in the fantastic world of technology. It's time to change this! Tech She Can exist to change the ratio of women in technology, with a focus on inspiring girls to consider a career in technology. To do this, they've created a fantastic range of on-demand lessons for children. These are completely free, and can be completed at home without anything other than a computer/tablet. If you want to inspire someone to have a career in tech, then check out the link in the comments 👇 #WomenInTech #ChangeTheRatio #TechSheCan

IR35 isn't killing the contract-market. Over-cautious businesses are. I speak with so many contractors who are finding the market incredibly tough at the moment. These are 'proper contractors'...highly skilled individuals with Ltd Companies set up. They are being constantly overlooked for roles because of blanket-bans on outside IR35 contractors within the business. IR35 itself isn't to blame for this. I personally think the rules make sense. The problem is, many companies aren't following the rules. They are making blanket-bans, or if they are doing individual determinations they are often being too risk-averse. Yes, the penalties for getting it wrong are steep, but by following a proper process you'll hugely mitigate this risk. If your business needs expertise to deliver a project, then let's work together to make sure the right determination is made. You'll be amazed at what can be achieved by doing this correctly. This isn't about flaunting compliance - it's about putting in the right processes to ensure you are making the correct determination. Got a contract role but not sure how to make a correct determination? Get in touch now 📩 [email protected] #IR35 #Compliance #ContractRecruitment

Are you on the hunt for the best software developers for your team? At StackHire Ltd we have a large network of the best Developers in the UK, so if you are looking for somebody to slot seamlessly into your team, get in touch! Whether you are a start-up or a multinational giant, I will connect you with developers who aren't just great on paper but are true game-changers. ☎️ 01223973999 📩 [email protected] #TechRecruitment #SoftwareDevelopers #Hiring

It is predicted that it will take 283 years for the number of women in technology to be equal to men. With the pace of change in technology, it's impossible to even picture what the tech landscape will look like then. For context, electricity hadn't even been discovered 283 years ago! So much needs to be done, and quickly to change this. Whilst the number of women in tech-roles is increasing, there are still some alarming statistics: 🔴 A massive 94% of girls will drop 'computing' as an area of study by the age of 14 🔴 Only 20% of students studying Computer Science are female 🔴 Women in technology roles earn an average of 16% less than males 🔴 Just 5% of technology roles are part-time (compared to an average of 23% in other sectors) Diverse teams are proven to be more innovative, with increased ROI. That's not mere opinion; it's backed by data! And yet, here we are, facing a stark imbalance that's limiting potential. This isn't just about filling quotas; it's about enriching our workspace with varied insights, experiences, and skills that women bring to the table. 💼 Thankfully, there are organisations like Tech She Can out there who are focussed on changing the ratio of women in technology. By working together, we can fix this. #WomenInTech #TechDiversity #TechSheCan

I've seen a lot of talk on LinkedIn recently about a candidate shortage in cyber security. I don't think this is true. What is clear is that cyber threats are on the rise, and businesses are feeling the pressure. What is also clear is that a large volume of specialist cyber security roles remain unfilled. This would suggest that there is a candidate shortage in the field. However, I think this is somewhat misleading. For a recent role I had for a SOC Analyst, I received over 800 applications, of which over 500 had the experienced required. This was a junior position, and I was inundated with great candidates for the role. Compare this to a more 'specialist' security role I had. For this, I had over 400 applications, but only around 35 people had the right skills. Once I filtered out those in the wrong location or without the certification the business wanted, this dropped to just 3 people. That's less than 1% of those who applied. What is obvious is that there is a skills shortage in cyber security. There's plenty of people wanting to get into the industry, but not enough seasoned cyber security professionals to fill the huge volume of specialist jobs. Most businesses simply don't have the time or resources to develop people from scratch, leaving the industry in a vicious cycle which seemingly has no obvious fix to the skills shortage. What can we do to ensure the cyber security sector has enough people with the specialist skills needed to thrive? #CyberSecurity #SkillShortage #TalentAcquisition

If you've interviewed a candidate for a role, then please give them proper feedback 🙏 It's such a crucial part of the process for both parties that is sadly often avoided. For candidates, it gives closure and provides them with constructive feedback to help them in their search for work. For businesses, it significantly helps your reputation. This makes you a more attractive potential employer and therefore broadens your talent pool. By taking just a few moments to do this (it's literally a few minutes per candidate) you are adding so much value. #RecruitmentAdvice #InterviewAdvice #InterviewFeedback

Apparently, 80% of people who accept a counteroffer leave within 6 months. What a load of sh1t. You've likely heard this stat, or something similar from a recruiter if you've been presented with a counteroffer when you were all set to accept the job the recruiter was offering. It's unfortunately a common tactic to scare you into taking the job they've got for you. Telling you this might make me unpopular with other recruiters, but honestly, I don't care. My role is about matching you with the best opportunities. If ultimately that results in you staying where you are after you've explored your options, then good for you. Is accepting a counteroffer a bad idea? Maybe. Is it a good idea? Maybe. The truth is, you need to figure out whether the counteroffer is better for you than the new job you've been offered. I will always discuss the pro's and con's of both with you, but ultimately, the choice is yours. I've been in recruitment for a very long time, and I've had my share of offers turned down by people opting to stay put. Some of these people did change jobs within the next 6 months. 80% of them? Absolutely no chance. My best guesstimate is it's around 30% of them. To put that into perspective, around 30% of people leave a new role within the first 6 months. The reality is, you are just as likely to leave the new job in that timeframe as you are to leave the job you opted to stay in. Don't let people scare you into taking a job for their own personal gain. It's your career, and your choice. Just make the decision which feels right for you. #CareerMoves #Counteroffers #JobSatisfaction

Are you missing out on the best people by making decisions on their behalf? I've noticed a puzzling trend in recruitment that needs to stop. A lot of the best job seekers I've spoken to have been rejected for a role for the following reasons: ❌ We think the commute is a bit far for you ❌ We think you won't be challenged in the role ❌ We think you'll get bored ❌ We think it's a step down for you Surely these reasons are for the candidate to decide? 🤔 Now, the above can be valid concerns about a candidates suitability for a role. However, by making assumptions without first having a discussion with the candidate addressing your thoughts could mean you are missing out on the best people. A recent example of this was a business looking for a Senior Developer. They rejected somebody at the CV screening stage because they were already working as a Lead Developer. Their assumption was that he'd leave if another managerial position came up, so they didn't progress. This person was working as a Lead Developer, but disliked the leadership aspects of the role and wanted to focus on what he loves doing - developing software. Despite making this clear, they weren't interested. Because of this they've missed out on having one of the best local Developers in their team. Remember, everybody is different, and wants different things. Some people want to work in your location for specific reasons, not everybody wants to reach the top of the tree and some people like just going to work and going home again after a good days work. Don't miss out on some of the exceptional talent available by having premeditated misconceptions. Talk to people to understand what they truly want. It might be the best hiring decision you ever make. 👂 #HiringAdvice #JobSeekers #TalentAcquisition