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I’m regularly invited to attend webinars hosted by some of the biggest global names in the talent attraction business and this week I joined two presentations hosted by Linkedin and CWJobs who as part of Stepstone Group are owned by one of the worlds largest e-recruitment businesses.

Both organisations have a huge reach and user base so I’m always interested to hear the outcomes of their research as it helps us both devise strategies for accessing the talent and ensure we are giving accurate up to the minute advice to clients on how to position their roles and the likely hurdles they will need to overcome when hiring.

Across both webinars there was a lot of information, some of which I’d classify as absolutely must know for hirers. The Linkedin report “The Future of Recruiting 2023” is a global report based on interviews with global talent leaders, surveys of thousands of recruiting professionals and candidates, and analysis of millions of data points generated on LinkedIn. They break the report down by region and whilst it isn’t necessarily tech specific it is based on professional hiring so many of the lessons apply across sectors. The key Linkedin UK takeaways were:

The CW/Total jobs presentation went into some more granular details that validated much of our experience and definitely worth sharing:

Both Linkedin and CW offered the following actionable advice:

All reasonable points to consider and as you may imagine I’m in particular agreement with the last one.

If you’d like to discuss any specific hiring needs which are holding your organisation back from achieving your goals then please get in touch, we will have the solution.

Andy

As a creative, experienced, highly knowledgeable expert in your field, it’s natural to feel the world is your oyster. Why shouldn’t you be able to do what you like? Nobody owns you, your insights or the people you’ve worked with. 

Well… this sounds good in theory. However, in reality, when an employer has hired you to perform duties and deliver results for clients as part of their team – and perhaps provided training – then your work and the relationships around it are seen as not entirely your own. After all, would you have had the same resources, the same experience or been introduced to those clients if you hadn’t been working for that firm? 

This is the main point behind an item in your employment contract you may not have noticed before: the non-solicitation clause. And, if you are looking to make a move – either to another full-time role or into the freelance world – it’s a clause you need to take seriously. 

Would you try to steal a client from a previous employer?  

Non-solicitation can take on different meanings according to the industry you work in. In the realms of IT and software development, the term can encompass three specific scenarios: taking clients from your previous employer, working for a competitor or tempting colleagues to join you in a new workplace.

Contacting clients

If you have just left, or are planning to leave, your place of employment, then directly approaching their clients can land you in hot water. Yes, these may be people whose business you know inside-out and you have grown to like on a personal level, but in the end they have been in your world precisely because you worked for your previous employer. 

It’s worth also considering that your relationship with them is only one of many and that their first loyalty may still be towards your ex-boss, who may have taken them on at an early stage in their business and has helped their livelihood grow.

As a rule, even if you suspect clients are looking to move, it’s best to take the high ground, do the right thing and not contact them directly. Especially if you had a clause in your contract preventing you from doing so for a specific time period, with the threat of legal action if this happens. 

Working for competitors

It’s now common for employers to stipulate a non-compete clause to prevent employees immediately going to work for a direct competitor. While they can’t restrict your work entirely, they can state that you cannot do so without an interim break (or so-called ‘gardening leave’). 

This is to prevent the direct transfer of commercially sensitive knowledge or material – or the advantages of your expertise and talents – the implication being such assets will have lost impact over a period of time. It also allows your ex-employer to further develop and evolve on the work you’ve done so that your inside knowledge will no longer be crucial, or for them to launch it publicly during your off-time so the expertise is then in the public domain. Either way, while you still retain all your core skills and talents, your recent knowledge and work will have lost its competitive edge. 

Tempting ex-colleagues to join you

Similarly to courting your previous employer’s clients, a non-solicitation clause can also prevent you from inviting former colleagues at your last place of work to join you in your new role. This has been known to happen in the past, where one person leaving to join another firm led to whole teams departing, only to reappear at the competitor’s office. When you have created a great dynamic with a group of people you’ve grown to call friends as well as colleagues, it feels right to keep the old gang together so you can continue to create the same magic results.

But this will again compromise your former employer’s business – and in quite a dramatic way. Not only will they potentially lose an entire department, its skills and the services it delivered, they will also lose the ideas, the reputation that accompanied that team and finally the enormous amount of time and energy necessary to re-hire personnel. This could be a huge blow to the business, from which it may never recover. 

How long does a non-solicitation clause run for? 

The duration of a non-solicitation clause will again vary from contract to contact, but there are some generally accepted terms. While there is no legal limit to the length of time these clauses cover, if an employer specificies an extended (and possibly unfair) time period, then this can be open to a legal challenge. 

The customary duration for a non-solicitation clause is six months from the termination of the employment. If you hold a senior position, with privileged access to commercial information and business relationships, then you may be asked to take up to a year out. The key point here is that the period should be reasonable and justifiable on the part of the employer. 

How does a non-solicitation clause affect me? 

Aside from the comments above, we can’t give a general comment on every scenario, and the restrictions under a non-solicitation clause may vary from employer to employer. 

The best advice we can give is to thoroughly read your current employment contract to see (a) if there is such a clause in place, and (b) what specific actions, materials and time periods it covers. 

Only then will you get absolute clarity on your position and know what you may or may not do, and for what specific period of time. Then you’ll be able to make an informed decision going forward.

Can you protect me from a non-solicitation clause? 

Negotiations around job appointments only get to the fine print nitty-gritty at a later stage, but at every point we will be looking out for your best interests. If you have deeply-felt opinions around non-solicitation clauses, then we will certainly do what we can to temper these terms in your contract, but in the end the employer’s preferences will also need to be considered. 

The world of employment is a two-way street, and employers also need to protect their commercial interests, investments and relationships. If they have clear policies around these points that they are unwilling to compromise, then it will fall upon you to be flexible (or not). If the new role is exactly what you were looking for, with welcome perks and favourable terms for pay, benefits and time off, then a non-solicitation clause may not feel so significant. 

One thing to remember: 

The non-solicitation clause in your contract covers your own actions, but not those of others. It is entirely up to your ex-colleagues and your previous employer’s clients who they chose to talk to or do business with, now or in the future. As long as you do not actively engage them or tempt them away from your last employer or cause them to move on, you will likely have no case to answer.

Looking for a new challenge?

Our list of current available roles spans all disciplines in tech, development and IT – why not browse through and see if the new job you’re aiming for is there? Our team is on hand to support you in pursuit of your next role, and if your perfect job isn’t listed then it’s likely we’ll hear of a new opening to suit you soon. Simply register your interest with us and our team will be in touch. 

The continued rise of voice search means that by 2024, the global voice-based smart speaker market could be worth over $30 billion.  Currently dominated by international giants Google, Apple and Amazon – machine learning and evolving algorithms continue to turn vocal queries into meaningful digital experiences.

Last year, Google unveiled Multitask Unified Model (MUM), its next gen speech recognition AI.  Google Technologist, Pandu Nayak, said “MUM not only understands language, but also generates it. It’s trained across 75 different languages and many different tasks at once, allowing it to develop a more comprehensive understanding of information and world knowledge than previous models.”

Nayak said MUM is “1,000 (times) more powerful” than the BERT natural language processing (NLP) AI Google introduced in 2018. The MUM AI is also multimodal, meaning “it can understand information from different formats like webpages, pictures and more, simultaneously.”

Frankly, you’ll be hard-pushed to find a new smart device that does not cater for, and in fact advocate voice search.  Spanning languages and catering for people who struggle with reading, voice search is more accessible and continues to drive web experiences, notably ecommerce decisions through voice shopping queries, meaning businesses who are not evolving their voice search capabilities will likely suffer. 

Knowing each voice

In pursuit of slick and personalised digital experiences, voice search queries will now generate personalised responses according to both the question and the voice behind it. Clever stuff. Which means companies need to evolve their digital and physical productisation to cater for a richer pool of users, delivering personalised responses and products for a larger range of vocal queries. 

FAQ Schema

Browsers are continually advancing to accept voice, which means code needs to leverage attributes and hints to support voice search.  Developers will need to work closely with content creation teams to ensure that the structure and information on site caters for voice search.  Adding an FAQ schema to core pages by increasing the chances of a core product or offering being served as a response to a voice search query. 

Speakable Schema

Google’s schema markup tool, Speakable, enables developers to mark up sections of content specifically for voice search. It creates the equivalent of featured snippets for voice search, enabling you to select key pieces of information you deem most relevant for voice search queries.  With this excerpt, Google will determine how relevant and valuable your content is for the user, and if deemed so by the algorithm will be delivered via a smart device in response to that search query. Well worth getting ahead of.

voice tech

Seamless Navigation

Voice led experiences go beyond search queries, and now anyone developing a new app will need to heavily consider the functionality of voice search in all interactions. From chatbots and voice assistants through to standard navigation, customised operability will be key in determining the success and future proofing the software to deliver meaningful and profitable experiences for users. 

CX lead by voice

Post-pandemic, there is a demand for businesses to deliver immediate gratification and solutions, with voice search as a rising factor in driving online experiences.  Which means that while the tech remains relatively in its infancy, developers embracing the need to cater for search will gain a competitive edge by adopting voice programs early to begin to understand the exacting needs of their user base. Ultimately, AI across all web development will drive automated but powerful customer experiences.

Internal operations

Soon to be gone are the days of diving into a spreadsheet to access stock or supply chain information. Voice led technology extends beyond consumer facing needs in ecommerce, and also drives faster internal processes, from supply chain management through to HR, by giving those needing information immediate access to the data they need to make decisions. Currently, supply-chain dashboards negate the risk of unfulfilled orders and sketchy product pipelines by delivering up to the minute information in response to voice commands.

The need for speed

Make sure your site loads quickly. Seems obvious, but voice tech continues to empower users to access content relevant to them quickly and on the move. Basically, you’ve got less than one second to get that page serving those results. Which means developers need to align with users’ evolving needs and build experiences that hinge on conversational and interactive experiences. Natural language processing and AI continues to evolve to deliver stronger customer relationships and more lucrative experiences.

Helpful resources for developers

Looking to level up your understanding of voice search? Google and Alexa have all published handy guides for developers to help you better leverage voice search. 

Businesses will continue to put emphasis on the need to understand and leverage voice search, and their development team will need to deliver the perfect approach to optimising for voice.  Which means that if you haven’t already done so, it’s time to get proactive and lead those discussions to benefit performance and future proof your digital offering. 

Looking for a new challenge?

We have a growing list of roles spanning all disciplines in tech and IT, and our team is on hand to support you in pursuit of your next role.  If we haven’t got your perfect job currently, we’re likely to soon, so simply register your interest with us and our team will be in touch as soon as a relevant role becomes available. 

It’s a been an interesting quarter to say the least, a change of leadership in Government and reversal of direction in fiscal policy combined with rising energy, inflation and interest rates all signalling a possible recession – what does this all mean for the IT workers and hirers?

It may seem counter intuitive, given the tone of the press, but there are significant reasons for optimism in the IT community, bar a few exceptions. Business leaders are used to crises by now, from Brexit, then the pandemic and the Ukraine, we’ve been bouncing from one challenge to another for the last five years and decision makers at all size of business have learnt to keep their eyes on the prize and stick to their strategy. Sticking to the strategy inevitably means investing in IT. 

Back in 2008, it was relatively easy to ditch IT projects and staff, and many companies did at scale. However, 14 years later the level of reliance on IT, particularly among SME’s, means taking a similar approach is inconceivable and any CEO rowing back from investing in IT will be sabotaging future competitiveness. Why can’t businesses just freeze investment instead? The dangers of not continuing to invest vastly outweigh the risks, any short-term savings would be dwarfed by the costs in terms of lost ground to competitors and the impact on staff. 

It would be an exercise in wishful thinking to expect skilled IT staff to wait around for a company to start spending money on IT again. One of the most common reasons we hear from people looking to move on across all our IT specialisms is a perceived lack of investment or interest in technical strategy and direction of their current business.  Once confidence has left an IT team, a brain drain can happen in a heartbeat – yet replacing individuals will take significantly longer and require substantial investment to correct.

This presents some challenges and risks for public sector employers and IT businesses with a high percentage of public sector clients as this sector is certain to see spending constraints over the coming 24 months through the freezing of budgets at 2021 levels.  It was already challenging to attract and hire skilled technical staff and it will be interesting to see the prioritization of spending in this sector – will IT projects be the driver of future efficiency as expected or will budgets be cut across departments including IT?

Put aside your employment anxiety

At times of political and economic turmoil it is common for employees to hunker down and wait for the storm to pass, better the devil you know and all that.  Here’s reasons why putting off a job search is the wrong call:

  1. Ask yourself: who hires now? The answer is self-affirming because businesses hiring now are optimistic about the future, investing in their workforce and gearing up for growth in the next economic cycle.  Understanding that personal feelings of risk are clouding the logic behind making a move gives you a chance to get ahead of your peers…
  2. You can experience less competition for roles and greater choice of position
  3. You will have more negotiating power
  4. Joining businesses investing at the low point of the economic cycle gives you the rare chance to be front and centre of the next stage of the business’ investment in IT, particularly important for those looking to progress to senior management
  5. Avoid stagnating in a ‘steady as you go’ type business where investment and salary increases are all on the backburner.  Months can easily turn into years of doing this and before you know it you are well behind market

If you’re looking for a specialist IT recruiter to support you with finding your next role, or if you’re a business looking to gain an understanding of your current and future employment needs, myself or another specialist member of the team is on hand to provide consultancy and advice.

Get in touch with our team today.

Andy Bristow, leading East Anglian IT & tech recruiter, shares his candid thoughts on why candidate expectations of interviews have changed. In a bid to support employers in making sound and cost effective hires, Andy issues a stark warning to those hiring about the problems with their interview process. 

Recruiting tech talent means turning around an application to an offer typically within a week to have a chance of fending off the competition, a drawn out multi-stage interview processes mark a company as indecisive, risk averse and even self-indulgent.  Why? Because such processes carry the presumption that a candidate should be willing to invest significant time in securing a role but when they have 6 similar options to choose from why would they engage with an arduous interview process unless the prize was something truly exceptional?   

An interview is a meeting between a seller and a buyer (but the roles are constantly shifting) 

The idea that companies select their employees via a formal interview process is a comforting myth, candidates are the ones selecting their future employer. The challenge of the moment is attraction and retention which means coming up with suitably attractive roles, packages and working conditions then running a selection process that maximises the chances of securing the first choice candidate. At the same time candidates are looking to maximise both the value of their labour and select roles that fit best with their professional and personal preferences.   

If you’ve been offered an interview, it’s really yours to lose

Think about the dynamic of an interview, hirers inviting people to interview are desperately hoping that this candidate is the one and they REALLY want to offer the job.  Essentially, the process is as much about giving candidates the chance to talk themselves out of an offer.  Nine times out of ten, and assuming your CV is a fair representation of your skills, being presentable and demonstrating good social and communication skills should be enough to land you that role.

Who’s really under the spotlight?

Many already understand the challenges but aren’t agile enough to adapt.  Companies with hefty interview processes created at a time when candidates didn’t have the options they do now are struggling to hire, the very existence of time heavy selection processes is a signpost that a company is not only slow to respond to market challenges but lacks understanding and empathy with their would be employees – neither are precursors to successful hiring.  

Candidates want to talk directly to the person they will be working for and to see this person has the confidence to assess them efficiently and has been empowered to make a quick decision, not meet 12 different stakeholders and have to pass tedious and prescriptive technical tests.  

It’s worth thinking about why this sort of process comes about, normally it’s one of the following:

Or is it just grandstanding? Forcing people to jump through hoops as a test of resolve, or a flex? Either way, candidates becoming embroiled in such processes question the value of them on their time and usually opt for employers who put more confidence in their demonstrable skills and performance. 

Keep the dance short and sweet

I’m not suggesting that employers completely abandon interviews, there’s still an element of ‘the dance’ both to demonstrate commitment by the candidate and for giving people a sense of achievement that they have passed a selection process so by all means interview, but don’t spend forever on them, accept that risk is unavoidable and that sometimes hires won’t work out. Practical steps by employers such as refining and reassessing your interview process to make sure you’ve got as muich information as possible in advance, streamlining decision-making and only involving critical stakeholders at the right moment will go a long way, embarking on an often detrimental interview process that can delay hiring, demonstrate a lack of organisation and lack of confidence will send genuine talent running in the opposite direction. 

While other industries have suffered amid Covid and the worsening financial climate, the tech industry is booming. There are 42% more tech jobs on offer in the UK and tech salaries have increased by nearly 50% since before the pandemic. Front-end developers and data scientists are particularly in demand, with their salaries both going up by over 30% since 2019.

So how do you get in on the action? What are the top ways of ensuring your CV stands out and doesn’t get lost in the rapidly-growing stream of 1s and 0s?

The best way to start working in tech is to find a great technology headhunter. 

Here’s What you Should Expect from a Proper Tech Recruiter?

A tech recruitment specialist can make finding your ideal job much easier. 

What do you Need to Look For in a Tech Recruiter?

There are hundreds of tech recruiters in the UK, so how do you go about finding the right one? Here are some of the key traits you should be looking for.

How to Get the Best out of Your Recruiter

Good recruiters know how to find you your dream job in tech, but the process is always a two-way street. Here are some things you can do to help your recruiter help you:

Why You Need a Tech Recruiter as a Hiring Company

If you’re a company with a role to fill, it can be tempting to carry out the hiring process yourself. But working with a tech recruiter to find a new employee has plenty of advantages.

How to Find a Tech Recruiter as a Hiring Company


Here’s what to look for when choosing a tech recruiter to work with.

How Can Bristow Holland Support You With Your Tech Recruitment Needs? 

Here at Bristow Holland, we’re proud to offer all of the above (and more) to both our clients and candidates. 

We provide an extremely personalised approach, taking time to learn about every client’s values, goals, and needs. It’s important to us that we match candidates and employers who share these key characteristics — so we know that both sides will be happy with the end result.

We’re also IT experts. We have a range of consultants who specialise in different fields, including software development, business analysis, business intelligence, software implementation, and testing. We have years of experience and extensive knowledge of the tech market, meaning we can advise on salaries, role requirements, and upskilling. 

Whether you want to find your next job in tech, or you’re a company looking to make the most of everything a specialist tech recruiter can offer, Bristow Holland would love to hear from you. Simply contact us today to see how we can help. 

It is important that you adequately plan your recruitment process, whether you are looking to employ someone or be employed yourself, follow our checklist to make sure you are in a good position to let things run smoothly and minimise issues.

Make your CV Digital

Your digital footprint is now one of the best ways to put yourself out into the wild. What’s a digital footprint? It’s the data you leave behind online, what sites you visit, what emails you send and what information you choose to submit online. Sounds ominous right? Not if you use it to your advantage. 

Take LinkedIn for example, fill LinkedIn with employable information, communicate with like-minded people, comment on industry leading posts and get your name further, increase your skill set and showcase your work. 

Get yourself ready to hire or be hired…

Candidates

Employers

These are some simple steps that all sides can take to help make the process that bit smoother and reduce the chances of it turning into a headache. To discuss this further please get in touch with any of the team on 01473 722944.

According to the most recent Tech Nation report, East Anglia is a blossoming area for tech. Both Cambridge and Norwich rank amongst the top 15 tech hubs in the UK, and the region is home to around 24,500 tech companies. 

Are you a developer, designer, engineer, tester, IT expert or a company offering tech services in Essex, Norfolk, Suffolk or Cambridgeshire? Here are the top 10 tech and digital events happening across East Anglia that you need to attend. Each one provides a unique opportunity to meet, mingle with and learn from the most knowledgeable tech leaders in the region.  

Tech East (and Tech & Toast) — Ongoing

Created to champion tech in the East of England, Tech East is a whole series of events, workshops, and meetups in Ipswich and Norwich. Key upcoming events include in-depth talks on data security, business networking for STEM employers, an AI for business masterclass, and a networking event for female founders and investors. 

And don’t forget Tech + Toast! This free breakfast event takes place every Friday and includes a lightning talk and Q&A, plus the opportunity to network with other tech specialists. The events can be attended virtually or in-person in Stowmarket or Norwich.

SynchIpswich — Ongoing

An excellent group created on Meetup, SyncIpswich is Ipswich’s tech and startup community. The community was created to facilitate “new ideas, new startups, and [to] push local growth”, and all technologists, creatives, entrepreneurs, and graduates are welcome. All of the events are 100% virtual and range from talks on funding and innovation to social meets and hackathons. 

Cambridge Tech & Beer — May 26

This year’s Tech & Beer is back at its inaugural home in The Bradfield Centre at Cambridge Science Park. Renowned for its ‘positive, curious, open and fun vibe’ the event is open to anyone working in tech, digital, science and innovation, and features industry-leading speakers, live panel sessions with Q&As and fun and friendly networking events. Expect music, beer, pizza and the chance to meet and hear from some of the most inspirational tech leaders in the region.    

Festival of Suffolk Business Expos — Throughout June and July

A far-ranging series of events organised by Innovation Martlesham, the Festival of Suffolk Business Expos consists of six business open days revolving around creating a ‘Stronger Sustainable Suffolk’. 

One event to watch out for is the Technology Day (June 21), which sees BT welcome attendees to its Innovation Labs at Adastral Park. The day is open to both tech professionals and those interested in a career in the industry, and features tech talks, a Career & Development Zone, a Business and Applied Research EXPO, and opportunities to meet the ​​Openreach Field Engineering team.

Nor(dev):con — June 16-17

Taking place at The King’s Centre in Norwich, the Norfolk Developers Conference promises “an eclectic bunch of the best of the East’s tech scene”. The conference includes talks ranging from the latest in tech news (Blockchain, NextJS, TypeScript, and more) to developer wellbeing and HR. There are also plenty of opportunities to network thanks to nor(dev): drinks, a wine reception and a special conference dinner.

CW Tech 2022 — June 22

Focusing on wireless telecommunication tech, the Cambridge Wireless Technology and Engineering Conference 2022 takes place at the Computer Laboratory at the University of Cambridge. This year’s conference takes an engineer’s look into the newest wireless technologies, including ground, air, space and hybrid networks. 

Innovation Hub @ Royal Norfolk Show — June 29-30

At this year’s Royal Norfolk Show, Agri-TechE is once again running its fantastic Innovation Hub. This year, the show celebrates its 175th anniversary, and the Hub will be focusing on showcasing the most innovative agri-tech available today. Expect stalls and displays from the likes of the University of Essex, the University of East Anglia, the John Innes Centre, the Sainsbury Laboratory, Crop Angel, PBD BioTech and more. The Hub will also be back in-person this year, after last year’s virtual event. 

Talk Tech 2022 — July 15

Talk Tech 2022 is a one-day conference by ACE Anglia, that takes place at the University of Suffolk. The conference focuses on technology that supports people with learning disabilities and covers access to services, safety, financial management, health, and travel. Previous attendees have included Recite Me, LeadingLives, Dimensions and Skills for Care.

Cambridge Tech Week — Throughout September

Following the CW Tech conference in June, the community launches the inaugural Cambridge Tech Week this September. The week includes a wide variety of activities with Silicon Fen’s finest, including talks from entrepreneurs, CEOs, engineers, scientists, and academics — as well as plenty of socialising and networking opportunities. 

Kicking off Cambridge Tech Week is CWIC 2022. Hosted at Hinxton Hall on the Wellcome Genome Campus, the conference aims to provide networking and discussion opportunities for leaders in wireless tech. 

Agri-Tech Week 2022 — November 7-11

Another fantastic series of events from Agri-TechE, Agri-Tech Week takes place at various venues around Norfolk throughout November. You’ll get the opportunity to meet and learn from local leaders in agri-tech, as well as network with potential collaborators and customers. The week also includes the REAP Conference on November 8th, featuring talks by a range of expert speakers, an exhibition and networking opportunities. 

Get yourself out and about! 

Showing your face and getting familiar with people in your sector is an important way of advancing your career. Connections matter. 

If you’re getting yourself ready for a new role or meeting a potential new employer, we understand it can be a challenge. Talk to us about improving your chances by calling us on 01473 550780 or emailing [email protected]. We’ll be happy to hear from you.

Are You Using NestJS?

While plenty of projects exist to boost productivity and efficiency for frontend Node.js developers, tools to help backend developers are sorely lacking. 

Enter: NestJS, a fast and efficient framework designed to help both frontend and backend developers create testable, scalable, and maintainable applications for Node.js. 

What Is NestJS?

If you’re familiar with Angular, React, or Vue, you’ll already be familiar with a lot of NestJS’ features. Think of it like Angular but mostly for backend developers.

Not familiar with Angular? Then you can think of NestJS as a simple, user-friendly framework for building Node.js server-side applications. 

NestJS was originally conceived as a solution to the architecture problems found in other Node tools for creating monoliths and microservices. Built on HTTP frameworks like Express and Fastify, NestJS allows you to organise your code into clear components — making it entirely scalable, testable and loosely coupled. That means you can avoid the time-consuming refactoring that results from mistakes made when using the likes of Express or Koa alone. 

The Key Components of NestJS

NestJS consists of three main components:

The Most Useful Features of NestJS

Possible Setbacks to NestJS

Sounds good so far, right? Well, there are some potential downsides to NestJS.

The Big Advantages of NestJS

So we’ve seen some of the potential downsides, but what are the best things about NestJS?

The Nest Big Thing?

NestJS currently has over 46k stars on GitHub and is one of the quickest-growing Node.js frameworks of the last few years. Though not without its detractors, the framework provides a fast, efficient and easy way to create flexible, scalable and testable Node.js applications.

Whether you’re looking for a backend development tool to mimic Angular – or you just want an accessible and abstracted version of ExpressJS or Fastify – this is the framework to learn. 

Looking for new opportunities for your skills?

Talk to us about improving your chances or ways to upskill. Our team has got plenty of tips to help you keep on track.

Call us on 01473 550780 or email [email protected]. We’ll be happy to hear from you. 

Along with salary, an employee’s notice period can be one of the major sticking points in any recruitment process. It’s common for us to advise candidates on how to negotiate their notice period, but given it can be the difference between taking the next step in your career and staying stuck in a job you’re no longer enjoying, it’s something that any candidate should be prepared for.

Of course, there are times when a notice period doesn’t pose too much of a problem – this is usually when a candidate has a good working relationship with their current employer, or their new employer is happy to wait. However, when a candidate’s notice period looks like it could be a roadblock to their career progression, knowing how to work around it is crucial. Here are a few essential tips on how to avoid a notice period headache.

What’s a notice period?

Put really simply, a notice period is the amount of time that an employee is expected to work for their current employer following resignation. Usually that time is spent providing suitable handover to new employees to support the business on their departure.

Contractual obligations: Key Considerations

How long am I obligated to give?

From a statutory perspective, you are obliged to give a week’s notice if you’ve worked at a business for more than 12 months. Any further notice is a contractual matter between yourself and your employer. This means there is always scope to negotiate an earlier leaving date, and in these situations it is always better to seek a compromise than confrontation.

In some cases, however, confrontation is almost inevitable. I know of someone who was compelled to work a 12-week notice period but not given any meaningful work during that time. In fact, this fairly senior member of staff was asked to carry out tasks such as emptying the bins. In this instance, and others where compromise seems impossible, it may be that a more assertive stance is required. But before you reach that point, it’s worth considering the risks involved in choosing not to honour your notice period:

Unless you can demonstrate that your employer was similarly in breach of contract, they may seek compensation if it’s possible to demonstrate a material loss as a result of you leaving earlier than agreed. For example, there may have been a drop in profitability that was directly related to your absence or the cost of hiring a temporary replacement. 

You should also consider the possibility of damaging the relationship with your former employer, and the implications this may have in the future – for example, it could affect your chances of getting a positive reference for your next role.

In practice, it’s highly unlikely that your ex-employer would take court action to recover costs, making engaging in reaching an agreed leaving date the best option by far for both candidate and employer.

Be firm but fair: Negotiating your Notice Period

In an ideal world, you won’t need to resort to aggressive tactics when it comes to negotiating your notice period, and one of the best ways to avoid this is to be totally upfront with your employer. Tell them you’ve enjoyed your time working with them but that your focus is ultimately on your new job – you’d like to discuss getting your notice period down, and how you can help in the time you have left. 

You’re not saying you’re not going to do your job; you’re just saying you don’t want it. It’s quite a powerful thing to say, but if your current employer knows your commitment is with your new employer, it may convince them to let you leave earlier. 

After all, why would they want to keep somebody who isn’t committed?

What do you need to remember when negotiating your notice period?

Think about holiday

Unused annual leave is very useful when you need to negotiate a shorter notice period. If you’ve got ten days’ holiday in the bank when you hand in your notice, your month’s notice effectively becomes two weeks. This is the sort of scenario where I have advised candidates to get quite firm with their employer.

Let’s say, for example, a candidate is on a month’s notice and their new employer wants them to start in two weeks. In the candidate’s eyes, there’s no great reason why they couldn’t be released, but their employer says they’ve got to stick around. The employee then says, “Okay, I’ll take the last two weeks as holiday,” and the employer refuses it because they feel like they’d still be paying for them. That’s in spite of the fact they’ll owe them the accrued holiday pay in their last pay packet.

In normal circumstances, that holiday would be granted. It’s only when it’s refused – almost for the sake of making life difficult – that I’ve had to advise candidates to go back to the employer and say, “I will be leaving on this date.” You’ve almost backed them into a corner then, but ideally you’d like to think you can negotiate.

Reassure potential employers

Your notice period can be problematic when you’re trying to get out early, but it can also be a problem before you’ve even been interviewed. Some employers, for instance, won’t interview somebody knowing they have a three-month notice period. Should you declare your notice period in such cases? The answer is yes – if you are asked directly about it – but you should also be prepared to say, “I feel like I can negotiate this down; I have holiday in the bank, I have a good relationship with my current employer.” Basically, you need to make sure that door isn’t closed before you’ve even had a chance to open it.

Notice period becoming a problem? Get in touch with our team and let’s see how we can help.

When it comes to choosing the right candidates, employers often look for someone who’s demonstrably proactive and eager to learn. So, what better way to show off these qualities in yourself than to embark on learning some new programming languages this year? 

We’ve outlined the top five programming languages that should be on your upskill list in 2022. Whether you just want to expand your knowledge base, or you want to futureproof your career in time for Web 3.0 and the Metaverse, these are the languages that will get you there.

JavaScript

JavaScript is the programming language of choice for the majority of web developers, used to create most of the interactive elements of any web page (think graphics and anything clickable). According to a recent survey by Stack Overflow, it’s used by 69.7% of developers, making it one of the most commonly used programming languages in the world. It’s also the most sought-after by tech hiring managers. So, if you don’t have JavaScript in your toolbelt, now is the time to get to grips with it. 

Luckily, JavaScript is also one of the easiest languages to learn. It’s an interpreted language, which means you can immediately run your code whenever you make changes without having to compile it every time.

That’s great news for beginners learning the language, as you can easily test and check for bugs or errors as you go. There are also plenty of educational resources for JavaScript online since it’s such a popular language.

Java

Not to be confused with JavaScript, Java is an object-oriented language that was designed for “write once, run anywhere” functionality. That means you can run Java code on any compatible machine without having to recompile it. 

It’s also a useful language to learn if you want to move into development for fintech or crypto. Java is highly secure and works well with big data, which means it’s often used in online finance applications and blockchain development. According to a recent HackerRank survey, it’s also the third most sought-after programming language by employers. This is a vital programming language to know if you’re interested in development for Web 3.0 or the Metaverse.

R

If you work in (or want to move into) data analysis, R is an important language to add to your skillset. Like Java, R is an object-oriented language. It’s designed for statistical programming and is most often used by data analysts and data miners for its extensive libraries for interactive graphics. It’s also used by developers in fintech and telecoms. 

The best part? There’s a skills shortage of R developers, so learning the language could give you the edge over other candidates.

Kotlin

Want to move into app development? Kotlin is the programming language to learn. It was originally designed to be a more concise, easier-to-use version of Java while still being fully interoperable with Java code. It’s also known for being secure, hence its popularity for use in mobile apps. 

One of the fastest-growing languages, Kotlin is currently used by over 60% of Android developers and Google estimates that 70% of the apps in its Play Store are written in Kotlin. Google also uses the language for many of its own apps, and is even migrating several of its older apps over to Kotlin too. 

Python

Last, but by no means least, we have Python. Used by around 80% of the coding population and listed as Stack Overflow’s number one most wanted language (i.e. the language most developers want to learn), Python ranks number two on HackerRank’s list of the most sought-after languages according to hiring managers. 

Like JavaScript, Python is considered fairly easy to learn thanks to its interactivity. It’s also multi-functional with extensive libraries that can be used for app development, back-end development, AI, machine learning, data science, and more. If you only want to learn one language this year, Python is probably the best option. 

Future-Proof Your Toolkit

As a developer, you’ll already be aware of the need to constantly upskill and keep up-to-date with the latest in the industry. But, if you’re struggling to pick which language to focus on next, this list is a good place to start. 

Of course, the only way to learn a new programming language is to put your skills to the test and develop a programme using it. Our team has got plenty of tips to help you keep on track with upskilling.

It’s the latest buzzword in tech, and even the inspiration behind Facebook changing its entire brand name, but what is the Metaverse? Is it Mark Zuckerberg’s vision of a Big Tech-monopolised virtual world? Or will it be something entirely more radical and open source?

However you imagine the Metaverse, the opportunities for developers are undeniable. From AR and VR specialists to 3D modellers and Blockchain engineers, a new world is being created — and it needs builders.

What Is the Metaverse?

Contrary to what Zuckerberg and Co. would have you believe, the Metaverse is not a Facebook creation. The term actually originates from Neal Stephenson’s 1992 sci-fi novel Snow Crash and refers to the concept of a 3D virtual internet. Facebook’s iteration isn’t even the first or only kind. Online multiplayer games like Second Life, Fortnite, and Roblox are mini metaverses in their own right. Other tech corporations are creating versions too; Microsoft and Nvidia are both working on metaverse infrastructure stacks, while open-source platforms exist as well. 

The Metaverse (with a capital M) refers to the connection of all of these 3D virtual worlds into one. The concept goes hand-in-hand with the idea of Web 3.0, a new decentralised version of the internet based on digital assets and cryptocurrency. The idea is that a new internet will be developed, where we can socialise in 3D virtual reality, and interact with (or purchase) 3D digital assets. Education, work, games, social networks, entertainment and e-commerce will all have their place. 

But far from a simple 3D social network or gaming hub, the Metaverse has big implications for “real life” as well. We will be able to access the Metaverse via our current devices, as we do with the internet now, but there will be an increased turn towards merging the physical world and the digital world, via virtual and augmented reality technology. It could change how we buy things IRL, and what ownership even means in the first place.

What Skills Do You Need to Work in the Metaverse?

So what does it take to become a builder of this exciting new world? Here are some vital skill sets for developers in the Metaverse:

The Metaverse and The Future

It may sound like the stuff of sci-fi, but the Metaverse is being constructed as we speak. From Nvidia’s Omniverse to The Open Metaverse OS, developers are already working in the virtual sphere both at corporations and independently. 

While there are undoubtedly some issues with the concept (proponents have yet to truly counter concerns about the environmental impact of such massive amounts of data processing), it seems the pandemic has only spurred us on in our need to find new and innovative ways to connect. 

Of course, all this means increased demand for talent in tech. Learning these key skills now will future-proof your career and cement your place as a vital cog in the Metaverse.

Get Ahead of the Curve in the Metaverse Careers Market

Speak to us today about the current recruitment drives and vacancies within this soon-to-be expanding sector.

Call us on 01473 550780 or email [email protected]. We’ll be happy to hear from you. 

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