<p class="MsoNormal">In the hustle and bustle of today's tech market, it's easy to feel daunted by the process of <a href="https://www.lorienglobal.com/job-seekers">finding your ideal role</a>. Job hunting can feel like navigating a labyrinth, especially with the sheer volume of options and competition. However, with the right strategy, you can transform a potentially overwhelming task into a manageable and rewarding experience.</p>
<p class="MsoNormal">Whether you're a recent graduate, a seasoned professional seeking new opportunities, or someone looking to pivot their career, these 5 practical tips will help guide you on your path to success.</p>
<h3 class="MsoNormal">1. Tailor your CV</h3>
<p class="MsoNormal">In today's competitive job market, <a href="https://www.lorienglobal.com/insights/how-to-write-a-good-cv">customising your CV</a> for each individual application can make a significant difference. By highlighting the skills and experiences most relevant to the job you're applying for, you show potential employers that you understand the unique demands of the role and are prepared to meet them head-on. This personalised approach is crucial to standing out from the crowd and making a strong impression.</p>
<p class="MsoNormal">Employers value candidates who demonstrate a proactive and considered approach in their applications. When you take the time to align your CV with the specific requirements and responsibilities of each position, you signal that you have not only the qualifications they seek but also the dedication and attention to detail that sets you apart.</p>
<h3 class="MsoNormal">2. Leverage Your Network</h3>
<p class="MsoNormal">In today's interconnected professional landscape, building a robust network can significantly impact your career trajectory. One effective way to do this is by attending industry events. Whether it's a conference, seminar, or workshop, these events offer unparalleled opportunities to meet like-minded professionals, exchange ideas, and stay ahead of industry trends.</p>
<p class="MsoNormal">Another valuable strategy is to join professional groups. These groups, whether online or offline, often serve as a hub for knowledge-sharing and support. They can provide you with access to resources, mentorship, and collaboration opportunities that you might not find elsewhere. Additionally, being active in these communities can increase your visibility and establish you as a thought leader in your field.</p>
<p class="MsoNormal">You can also utilise LinkedIn to grow your professional network by connecting with others in your field. It&rsquo;s a great place to<span style="mso-spacerun: yes;">&nbsp; </span>share your achievements, endorse skills, and engage with content relevant to your industry.</p>
<p class="MsoNormal">Remember, a referral can often get your foot in the door more effectively than a cold application. Having a contact vouch for you can make your application stand out and demonstrate that you come with a seal of approval from someone within the organisation. So, take the time to build and nurture these relationships &ndash; they could be the key to unlocking your next career opportunity.</p>
<h3 class="MsoNormal">3. Research the Companies</h3>
<p class="MsoNormal">When you're on the lookout for new job opportunities, taking the time to research prospective companies can be extremely beneficial. It&rsquo;s not just about finding a vacancy but finding a place where you can thrive and grow. Understanding the company culture, values, and any recent developments can provide you with a considerable advantage.</p>
<p class="MsoNormal">Knowing a company's culture and values can also help you tailor your cover letter to align with what they are looking for. This level of specificity not only showcases your interest in the role but also your compatibility with the company's ethos, setting you apart from other candidates.</p>
<p class="MsoNormal">Additionally, staying informed about any recent developments within the company can be a game-changer during interviews. Whether it's a new product launch, an award, or a significant business milestone, mentioning these can demonstrate your keen interest and initiative. It shows that you&rsquo;ve done your homework and are genuinely interested in contributing to the company&rsquo;s success.</p>
<h3 class="MsoNormal">4. Prepare for Interviews</h3>
<p class="MsoNormal">Navigating the world of job interviews can be daunting, but practicing common interview questions and answers can massively help. Being ready to discuss your experiences and achievements in detail is crucial. This means reflecting on your career journey and identifying key moments that showcase your skills and growth. Think about times when you overcame challenges, led a project, or had a significant impact on your team or company. Having these stories at your fingertips not only demonstrates your qualifications but also paints a vivid picture of your capabilities.</p>
<p class="MsoNormal">Remember, confidence combined with thorough preparation can set you apart from other candidates. When you walk into an interview well-practiced and knowledgeable about your own career narrative, it shows. It demonstrates motivation, attention to detail, and a proactive attitude&mdash;qualities every employer values.</p>
<h3 class="MsoNormal">5. Stay Organised</h3>
<p class="MsoNormal">Maintaining an organised record of your job applications, interviews, and follow-ups is crucial for a <a href="https://www.lorienglobal.com/insights/how-to-know-when-it-is-time-to-job-hunt">successful job search.</a> By keeping a detailed log, you can stay on top of important deadlines, track your progress, and ensure that no opportunities slip through the cracks.</p>
<p class="MsoNormal">In today's competitive job market, every detail counts. A robust tracking system can help you manage multiple applications effectively, allowing you to schedule interview prep and follow-up emails promptly. This level of organisation not only demonstrates your professionalism but also provides a clear overview of your job search journey, helping you identify patterns and adjust your strategies as needed.</p>
<p class="MsoNormal">By dedicating time to log each application meticulously, noting down dates, contacts, and key points from interviews, you create a resource that can be referenced repeatedly. This approach reduces the risk of missing out on potential opportunities and optimises your chances for success. Whether you use a simple spreadsheet or a sophisticated job search platform, the goal is the same: to stay organised, focused, and proactive in your job hunt.</p>
<h2 class="MsoNormal">Sign Up to Our <a href="https://www.surveymonkey.com/r/LorienCandidateCouncil24">Candidate Council</a></h2>
<p class="MsoNormal">Are you a job seeker? We&rsquo;re interested in hearing your sentiments on how things could be improved for you on your job hunt. By joining our <a href="https://www.surveymonkey.com/r/LorienCandidateCouncil24">Candidate Council</a>, you can directly influence how we refine our services to better meet your needs and those of other job seekers.</p>
<p class="MsoNormal">Additionally, you can explore our <a href="https://www.lorienglobal.com/job-seekers">extensive range of tech job listings</a> to find your dream role. Whether you're looking to start your career or take the next big step, we have <a href="https://www.lorienglobal.com/job-seekers">opportunities</a> that suit every level of experience.</p>

Nail your job search with our top 5 candidate job hunting tips

Candidate Job Hunting – Our Top 5 Tips to Guide You to Job Search Success 

<p class="MsoNormal">Work/life balance is a top priority for<span style="mso-spacerun: yes;">&nbsp;</span>many employees, but sometimes it&rsquo;shard to achieve. Realistically, everyone wants to enjoy their free time without thinking too much about work, whilst also being able to focus on tasks during working hours. Not only is this great for your wellbeing, it also ensures you&rsquo;re getting the best out of both aspects of your life.</p>
<p class="MsoNormal">But how can workers attain this? For <a href="https://www.mind.org.uk/get-involved/mental-health-awareness-week/#:~:text=Mental%20Health%20Awareness%20Week%20runs%20from%2013%20to%2019%20May%202024." target="_blank" rel="noopener">Mental Health Awareness Week</a>, we&rsquo;ve put together some helpful advice that will hopefully introduce a healthy work/life balance into your life. Read our tips below!</p>
<h3 class="MsoNormal"><strong>What is work/life balance?</strong></h3>
<p class="MsoNormal">Before we go straight into our advice we need to clarify &ndash; what <strong>actually </strong>is a work/life balance? It varies from person to person, but generally the idea is that you manage your work efforts in a way that won&rsquo;t burden your thoughts during your free time. Many of us know all too well the feeling of work piling up and bleeding into our free time, whether that&rsquo;s just in your thoughts or you sacrifice your own time to finish tasks.</p>
<p class="MsoNormal">Whilst it isn&rsquo;t out of the ordinary to work a little overtime, where exactly do we draw the line? This is where the practice of a healthy work/life balance comes in. It&rsquo;s key to keep the balance even, and not focus too heavily on your work responsibilities.</p>
<h3 class="MsoNormal"><strong>How to achieve a work/life balance</strong></h3>
<p class="MsoNormal">Every person will have their own idea of how they want to spend their time outside of work &ndash; be it hobbies, spending time with family or just generally relaxing &ndash; but it&rsquo;s important to reach a happy medium between the amount of time you spend on work and the time you spend on yourself.</p>
<p class="MsoNormal"><u>Exercise</u></p>
<p class="MsoNormal"><a href="https://www.mentalhealth.org.uk/our-work/public-engagement/mental-health-awareness-week">This year&rsquo;s Mental Health Awareness Week theme is movement</a>, and exercise &ndash; in all forms &ndash; is proven to improve quality of life. Regular physical movement can also help your mental and physical health in many different ways,<span style="mso-spacerun: yes;">&nbsp; </span>offering a good way to keep your mind busy and focused on something that isn&rsquo;t work. Group exercise, such as sports, can also boost your mental health as it&rsquo;s part of a routine and allows you to socialise.</p>
<p class="MsoNormal">If you&rsquo;re just starting out, something as simple as a brief walk can help to clear your mind and take in nature. However, If you wanted to step it up there are many free exercise offerings, such as <a href="https://www.nhs.uk/live-well/exercise/get-running-with-couch-to-5k/" target="_blank" rel="noopener">Couch to 5k</a> or local groups. The next time you find yourself overwhelmed by work or needing a small break, consider a form of exercise to help relax your mind.</p>
<p class="MsoNormal"><u>Set boundaries</u></p>
<p class="MsoNormal">One way to introduce a healthy work/life balance is to manage professional expectations and set clear boundaries. If you receive a last-minute request for a task that needs to be completed and your working day is almost over, ask yourself &ndash; is this a high priority? There&rsquo;s no doubt that sometimes there are urgent matters at work that may need extra attention, but if a task can wait, then it&rsquo;s important to communicate this effectively with stakeholders, and set a new, more realistic deadline.</p>
<p class="MsoNormal">Another way to set boundaries and manage your workload is to speak with your manager. At the end of the day, your manager wants you to succeed and if you&rsquo;re feeling overwhelmed or just generally need a chat about your mental health, it&rsquo;s good to communicate this. This will allow your manager to be sensitive to your workload before suggesting you take on new tasks, as they will be mindful of what you&rsquo;re working on.</p>
<p class="MsoNormal">It's also crucial to utilise the breaks you&rsquo;re given, such as starting and finishing work at your set times and taking your designated lunch break. This might seem obvious, but many people often log on early to &lsquo;get ahead&rsquo; or work through their lunch. This isn&rsquo;t healthy, and being firm on your working hours and your daily break will allow you to take yourself away from work and focus on yourself.</p>
<p class="MsoNormal"><u>Nurture relationships</u></p>
<p class="MsoNormal">Positive relationships and social support help build resilience and lead to more adaptive ways to cope with stress. Strong relationships take time to nurture and develop, but making time to socialise and talk about shared experiences can hugely benefit your mental health. Prioritise quality time with your family, friends, neighbours and loved ones.</p>
<h3 class="MsoNormal"><strong>Why is it important?</strong></h3>
<p class="MsoNormal">A good work/life balance is important for a number of reasons. Firstly, it stops you from getting burnt out. Burn out can not only affect the way you do your work &ndash; and how successfully you do it &ndash; but also leaves you lacking energy to do activities in your free time. This leads to an &lsquo;all work, no play&rsquo; type mentality that often impacts professional and personal life.</p>
<p class="MsoNormal">Striking a balance between your work life and your personal life can also reduce stress. Often, you see people who appear to be excelling at work and making the most of their spare time, and you probably ask yourself <strong>how do they do it?</strong> Well, the answer is probably that they have a good work/life balance. .</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal">In summary, no one person can &lsquo;have it all&rsquo;, but by practicing to balance work and personal life you can make yourself happier and healthier &ndash; and your life will be all the better for it! For more career advice, <a href="https://www.lorienglobal.com/insights/tag/career-advice">click here</a>.</p>

With Mental Health Awareness Week upon us, we gathered up some best practices for getting your work/life balance perfect.

How can I achieve a healthy work/life balance?

<p class="MsoNormal">As we continue to settle in to a new year, you might have been thinking about your career path and where the year will lead you. If you&rsquo;re happy with your current employer, you should think about <span style="mso-spacerun: yes;">&nbsp;</span>how you can progress internally &ndash; and the first stop is a pay rise.</p>
<p class="MsoNormal">This blog will offer best practices and guidance on how you can ask for the pay rise you deserve!</p>
<h3 class="MsoNormal"><strong>Choose your moment</strong></h3>
<p class="MsoNormal">Research by XpertHR has found that employers are <a href="https://www.xperthr.co.uk/survey-analysis/pay-trends-february-2024-first-pay-awards-of-2024-see-slight-decline/167085/#:~:text=The%20latest%20XpertHR%20analysis%20of,in%20the%20previous%20rolling%20quarter." target="_blank" rel="noopener">planning lower pay rises</a>, or waiting to see if inflation falls before making pay decisions. Before you begin to put together research and stats, you need to take a look at your employer and their future plans. If there have been recent redundancies, hiring freezes or slow business progression, it&rsquo;s safe to assume now may not be the best time to ask for your pay rise. However, that doesn&rsquo;t mean it will never be the right time!</p>
<p class="MsoNormal">If you feel now isn&rsquo;t the time to bring it up, this allows you more time to achieve more goals, <span style="mso-spacerun: yes;">&nbsp;</span>highlight how well you can handle your workload, and how you can go above and beyond your responsibilities. This will help you put together an even stronger case for a pay rise when the time comes around.</p>
<p class="MsoNormal">If business is booming and everything looks positive, it could be the right time for you to begin putting together a case for a salary increase.</p>
<h3 class="MsoNormal"><strong>Do your research</strong></h3>
<p class="MsoNormal">It&rsquo;s good to get to know what other people in your role earn across the UK, so researching salaries is a good place to continue your preparation. There are many tools online you can utilise for this, including Lorien&rsquo;s own <a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">2023 Salary Survey</a>. Our salary survey highlights annual and daily salary ranges, alongside the average time people will spend in these roles.</p>
<p class="MsoNormal">It&rsquo;s important to note that location plays a part in salary, so it&rsquo;s worth searching for similar roles in your area. You can do that on Lorien&rsquo;s website <a href="https://www.lorienglobal.com/jobs">here</a>.</p>
<h3 class="MsoNormal"><strong>Put together a business case</strong></h3>
<p class="MsoNormal">Before you take the pay rise proposition to your manager, you should find ways to evidence what you&rsquo;ve done for your employer in the last year. The more evidence, the better! If you can show you&rsquo;re consistently meeting targets, you&rsquo;ve contributed to improving revenue and you&rsquo;ve taken on extra responsibilities, you should build your case around these points.</p>
<p class="MsoNormal">If you have any statistics to evidence how you&rsquo;ve helped the business grow and improve, you should definitely make a note of them to pass on when you make your case. Additionally, be sure to include any thing you&rsquo;ve achieved as part of a team &ndash; remember team work makes the dream work! Soft skills like teamwork add value to your business case, and if you&rsquo;re good at timekeeping, you&rsquo;ve demonstrated you can work in an agile environment and you can communicate effectively, you should highlight this in your case.</p>
<h3 class="MsoNormal"><strong>Asking the question</strong></h3>
<p class="MsoNormal">You&rsquo;ve examined the circumstances, researched your role and put together a business case; the time has come to take your case to your manager. You should do this in private &ndash; a video call if you work remotely, or a meeting room if you can do it in person. Many managers schedule regular one-to-ones with their direct reports to discuss goals and performance &ndash; this kind of meeting would also be a perfect setting to bring up your pay rise query.</p>
<p class="MsoNormal">Make sure you&rsquo;re familiar with the facts of your business case. It&rsquo;s normal to feel nervous, but having to read from a script may not help your case. Maintaining eye contact and a regular pace of speech also conveys confidence, so try to do this where possible.</p>
<p class="MsoNormal">Deliver your business case with a brief introduction, leading into your evidence and the value you&rsquo;ve added to the business. You can finish up with a summary, including the salary you believe you should rise to based on the evidence you&rsquo;ve compiled.</p>
<p class="MsoNormal">After you&rsquo;ve delivered your case, be prepared for a small negotiation &ndash; nobody ever accepts a first offer! CIPD have stated that <a href="https://www.cipd.org/uk/views-and-insights/thought-leadership/cipd-voice/pay-awards-2024/#:~:text=Looking%20at%20the%20make%2Dup,a%20pay%20freeze%20(12%25)." target="_blank" rel="noopener">the average pay increase for 2024 is 4%,</a> so be sure to factor that in to your proposed salary.</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal">For more Lorien candidate insights and tips, <a href="https://www.lorienglobal.com/insights/tag/career-advice">click here</a>. If you&rsquo;re looking for a new role, upload your CV to our talent network <a href="https://www.lorienglobal.com/job-seekers">here</a>.</p>

A new year means new goals - and one of yours might be asking for a pay rise. Read our blog for tips on asking your employer for a pay rise.

How to ask for a pay rise

<p class="MsoNormal">From discussions on flexible working to the importance of salary visibility and the rise of the digital age, <span style="mso-spacerun: yes;">&nbsp;</span>we&rsquo;ve had a busy year of blogging at Lorien! Read below to see the highlights from 2023 you won&rsquo;t want to miss, and don&rsquo;t forget to check out our <a href="https://www.lorienglobal.com/insights/events-awards-2023">awards and events round up</a> to see what our team have been up to in 2023.</p>
<h4 class="MsoNormal"><strong>The future of the four-day working week</strong></h4>
<p class="MsoNormal">The four-day working week became even more of a hot topic this year after a successful pilot was launched in the UK for employees to work a 32-hour week. UK Director of Delivery Adam Robinson gave his thoughts on the possibility of adopting a four-day working week, and all the pros and cons that come with it. <a href="https://www.lorienglobal.com/insights/future-four-day-week">Read Adam&rsquo;s thoughts, alongside the results of the UK&rsquo;s four-day pilot, here.</a></p>
<h4 class="MsoNormal"><strong>The importance of salary visibility</strong></h4>
<p class="MsoNormal">Our What Tech Candidates Want 2023 survey offered unique insight into candidates&rsquo; thoughts, including their feelings on salary visibility. We used the survey results to highlight why salary is still a main driver for candidates in tech, and why organisations should advertise roles with a salary included. We also offer advice for organisations who are unable to publish salary information. <a href="https://www.lorienglobal.com/insights/the-importance-of-salary-visibility">Explore more on salary visibility here.</a></p>
<h4 class="MsoNormal"><strong>Permanent vs Temporary Work</strong></h4>
<p class="MsoNormal">With the number of job applications continuing to rise in 2023, we wanted to shed some light on options for candidates. Many candidates don&rsquo;t know the best fit for them or are not aware of the variety of opportunities out there. Our blog helped identify the differences between a permanent and a temporary role. <a href="https://www.lorienglobal.com/insights/permanent-vs-temporary-work">Learn more on the benefits and drawbacks of each type of role here.</a></p>
<h4 class="MsoNormal"><strong>Gen Z: How to attract and retain the digital generation</strong></h4>
<p class="MsoNormal">As the tech and digital talent shortage continues, we explored ways organisations are able to tap into the Gen Z candidate pool. With Gen Z candidates already equipped with tech knowledge, and a well-reported ability of easily picking up new digital skills, organisations are encouraged to get them on board. <a href="https://www.lorienglobal.com/insights/gen-z-how-to-attract-and-retain-the-digital-generation">Understand what motivates Gen Z workers by reading our blog.</a></p>
<h4 class="MsoNormal"><strong>How important is flexible working to tech candidates?</strong></h4>
<p class="MsoNormal">This year saw an influx of companies returning to office working and leaving hybrid or remote working behind. However, in our What Tech Candidates Want 2023 survey, we learned what candidates actually desire &ndash; flexibility. Our blog explored the future of flexible working, and how organisations can use flexibility to boost candidate attraction, alongside other valuable insights that can be <a href="https://www.lorienglobal.com/insights/flexible-working-importance">found here.</a></p>
<p class="MsoNormal">If you&rsquo;re interested in more insights from Lorien, make sure to follow us <a href="https://www.linkedin.com/company/lorien/?viewAsMember=true" target="_blank" rel="noopener">on LinkedIn</a> and check our insights page <a href="https://www.lorienglobal.com/insights">here</a>!</p>

As we reach the end of the year, we highlight some of our most popular and well-discussed blogs - including discussions on new ways of working and salary visibility.

Our best blogs in 2023

<p>Lorien, powered by Impellam Group, is delighted to present its comprehensive 2023 Technology and Digital Salary Survey Report, which offers unique insights into market rates and candidate movement across the UK tech industry.</p>
<p>The report is designed to inform and strengthen organisations&rsquo; hiring strategies and ensure tech leaders can make data-driven decisions to attract the best candidates in the market. The results make for interesting reading and will prove to be a useful tool for benchmarking and broadening the necessary understanding of today&rsquo;s complex job market.</p>
<p>Inside the report is a wide range of meaningful stats and data points, including the fact that Cloud and Data are the fastest growing areas within the UK tech market. Cloud and DevOps are one of the highest paying zones of tech as society continues its journey into a more digital world.</p>
<p>The report also highlights the stability of Cybersecurity, with only 6% of candidates changing roles in the last 12 months, whilst cyber-attacks and digital security risks remain a critical area of concern for businesses, foregrounding and increasing the ever-present need and demand for cybersecurity professionals.</p>
<p>Commenting on the report, Managing Director of Lorien, David Gettins, said:</p>
<p>&ldquo;We know that people are at the heart of driving tech innovation forward. At Lorien, everything we do is to help ensure our clients get the talent they need to grow and future-proof their businesses and help our candidates to develop fulfilling careers. We believe in empowering the future of tech, and our salary survey provides important insights and transparency to clients and candidates alike.&rdquo;</p>
<h4><strong>Download the report and</strong>&nbsp;<strong>unlock exclusive insights into:</strong></h4>
<ul>
<li>UK average salary by skillset</li>
<li>Range of salary and daily rate by location</li>
<li>Average time in a role by skillset</li>
<li>Job retention</li>
<li>Demand by skillset</li>
<li>Insights into candidate sentiment</li>
</ul>
<p><a href="https://www.lorienglobal.com/salary-survey-2024">Download the 2024 Salary Survey Here</a></p>

Lorien, powered by Impellam Group, is delighted to present its comprehensive 2023 Technology and Digital Salary Survey Report

Lorien offers unique insights into tech careers in latest report

<p>Whether you&rsquo;re planning your next career move, looking to enter a new industry, or switching from one tech sector to another, it&rsquo;s vital that candidates stay up to date with market rates. At Lorien, we pride ourselves on being the experts when it comes to technology recruitment.&nbsp;&nbsp;Using data from our latest&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">salary survey</a>, we delve into the top roles for 2023, what they involve and what you need to secure them.</p>
<h4><strong>The most in-demand tech jobs 2023</strong></h4>
<h4><strong>AI</strong></h4>
<p>With&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">around 7000 UK candidates</a>&nbsp;in this sector, opportunities within AI continue to grow. Recently, AI has overtaken the Financial Tech sector as&nbsp;<a href="https://sifted.eu/articles/european-fintechs-hiring-ai-roles-2023" target="_blank" rel="noopener noreferrer">the most popular tech sector</a>&nbsp;in Europe, and our salary survey discovered that candidates interested in AI roles have increased by 6% year on year.</p>
<p>So why are AI jobs so in demand? One reason is that AI continues to become more prevalent in today&rsquo;s society &ndash; as seen with the rise of ChatGPT in 2023. Many tech experts have recognised this and wish to grow their skills and knowledge in this area. The link between existing tech candidates and those interested in AI roles is also strong, with these roles offering many overlapping skills such as solid technology backgrounds and collaboration.</p>
<p>The most popular role&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">within AI is an AI Engineer</a>&nbsp;and, with AI roles at the beginning of their lifecycle, there is a lot of scope for it to evolve as companies adapt to new ways of working.&nbsp;In the future, we will see many more organisations&nbsp;&nbsp;form AI-delivering teams, similar to the&nbsp;<a href="https://www.forbes.com/sites/nishatalagala/2023/08/14/the-ai-engineer-myth-unicorn-or-new-normal/?sh=4dbf00d7667c" target="_blank" rel="noopener noreferrer">evolution of Data Scientist</a>&nbsp;and Machine Learning Engineer roles.</p>
<h4><strong>Cloud and DevOps</strong></h4>
<p>Cloud Architects with skills in Azure, Amazon Web Services (AWS) and Google Cloud Platform (GCP)&nbsp;<a href="../../../../../../salary-survey-uk-2023" target="_self">remain the top jobs</a>&nbsp;within Cloud and DevOps, with an&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">average time in role of 18 months.</a>&nbsp;Cloud Architects&nbsp;<a href="https://www.cio.com/article/221831/what-is-a-cloud-architect-a-vital-role-for-success-in-the-cloud.html" target="_blank" rel="noopener">manage everything within cloud computing</a>, from front-end platforms to servers and storage, and they must possess relevant skills and expertise to navigate complex tech environments, whilst leading teams and implementing cloud strategies.</p>
<p><a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">Lorien data estimates</a>&nbsp;that there are c.18,000 UK candidates within the Cloud and DevOps space &ndash; an&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">increase of 4%</a>&nbsp;from 2022. Additionally,&nbsp;<a href="../../../../../../salary-survey-uk-2023" target="_self">25% of </a><a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">candidates&nbsp;</a>within this sector changed jobs in the last 12 months, highlighting the demand for experts and the multitude of opportunities within this field.</p>
<p>Many candidates who are at the beginning of their Cloud and DevOps careers are already&nbsp;<a href="https://www.techtarget.com/whatis/feature/Top-7-cloud-computing-careers-and-how-to-get-started" target="_blank" rel="noopener">experienced IT professionals</a>&nbsp;wishing to change specialisms. As these candidates already possess skills such&nbsp;<a href="https://www.techtarget.com/whatis/feature/Top-7-cloud-computing-careers-and-how-to-get-started" target="_blank" rel="noopener">as knowledge of programming languages</a>&nbsp;(Java, JavaScript) and familiarity with&nbsp;<a href="https://www.techtarget.com/whatis/feature/Top-7-cloud-computing-careers-and-how-to-get-started" target="_blank" rel="noopener">database management and programming</a>, including SQL, noSQL and Linux, they have an advantage when entering the sector.</p>
<h4><strong>Cybersecurity</strong></h4>
<p>As the&nbsp;<a href="https://www.uktech.news/partnership/cybersecurity-roles-hiring-now-uk-20230217" target="_blank" rel="noopener">frequency and sophistication of </a><a href="https://www.uktech.news/partnership/cybersecurity-roles-hiring-now-uk-20230217">cyberattacks&nbsp;</a>increase, Cybersecurity experts are more in demand from businesses and organisations, with Chief Information Security Officer currently being the&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">highest paid role</a>&nbsp;within the sector. With an&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">estimated 19,000 candidates&nbsp;</a>within this space, there is an&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">average time in role of 18 months</a>&nbsp;and only&nbsp;<a href="../../../../../../salary-survey-uk-2023" target="_self">6% of </a><a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">candidates&nbsp;</a>have changed their role in the last year, indicating high satisfaction.</p>
<p>Additionally, Cybersecurity roles are&nbsp;<a href="https://www.simplilearn.com/what-is-a-cyber-security-analyst-article" target="_blank" rel="noopener">projected to grow up to 31%</a>&nbsp;in the next decade, which is much faster than any other occupation within the tech sphere. With so much opportunity, it&rsquo;s understandable that candidates are drawn to Cybersecurity. A degree is&nbsp;<a href="https://www.simplilearn.com/what-is-a-cyber-security-analyst-article" target="_blank" rel="noopener">not completely compulsory</a>&nbsp;&ndash; candidates can begin in an entry level IT role and work their way up the ladder by gaining experience and the necessary skills.&nbsp;<a href="https://www.simplilearn.com/what-is-a-cyber-security-analyst-article" target="_blank" rel="noopener noreferrer">Certifications also assist</a>&nbsp;with an application and allow candidates to stand out during the hiring process.</p>
<h4><strong>Data and Analytics</strong></h4>
<p>Data and Analytics is an industry that is most affected by the tech skills shortage, with&nbsp;<a href="https://www.uktech.news/sponsored/data-science-great-roles-hiring-now-20221208" target="_blank" rel="noopener noreferrer">demand for data science tasks</a>&nbsp;rising but no professionals to complete them. Respondents to a McKinsey Report said that&nbsp;<a href="https://www.uktech.news/sponsored/data-science-great-roles-hiring-now-20221208" target="_blank" rel="noopener">solving the data analytics skills</a>&nbsp;shortage is a priority focus area for organisations, evidenced by the fact that&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">24% of candidates</a>&nbsp;changed roles in the last 12 months due to the opportunities currently on offer. Lorien&rsquo;s salary survey found that there are&nbsp;<a href="../../../../../../salary-survey-uk-2023" target="_self">currently c.65,000 UK candidates</a>&nbsp;in this space &ndash; an increase of 5% year on year &ndash; and the&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">highest paid role</a>&nbsp;is a Chief Data Officer.</p>
<p>Roles within Data and Analytics typically involve utilising data to inform strategic decisions and enhance the running of organisations. This&nbsp;<a href="https://economictimes.indiatimes.com/jobs/mid-career/business-analytics-vs-data-analytics-key-differences-and-roles-explored/articleshow/102984535.cms?from=mdr" target="_blank" rel="noopener noreferrer">data can help anticipate the future</a>&nbsp;and can advise on potential behaviours and future earning by considering past and present figures. Many organisations use Data and Analytics to make decisions about marketing, ops and other areas, which is why the impact of the digital skills shortage continues&nbsp;<a href="https://www.uktech.news/sponsored/data-science-great-roles-hiring-now-20221208" target="_blank" rel="noopener">to cost the UK economy &pound;12.8bn</a>&nbsp;per year. To solve the shortage, many candidates are upskilling themselves, with employers offering training opportunities to existing tech candidates.</p>
<h4><strong>Software Engineering</strong></h4>
<p>Recent data has highlighted that&nbsp;<a href="https://tech.eu/2023/03/31/why-software-engineering-continues-to-be-a-safe-career-bet/" target="_blank" rel="noopener">many roles within Software Engineering are highly sought</a>&nbsp;after by organisations, including Back-End Engineers, Full Stack Engineers and Front-End Engineers. Additionally, our&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">salary survey</a>&nbsp;found that Software Development Managers&nbsp;&nbsp;are current the highest paid employees within Software Engineering. With&nbsp;<a href="https://tech.eu/2023/03/31/why-software-engineering-continues-to-be-a-safe-career-bet/" target="_blank" rel="noopener noreferrer">Software Engineering salaries remaining steady</a>&nbsp;overall in Europe, this sector proves to be a reliable option for careers in tech with many opportunities &ndash; seen by&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">the 20% of candidates</a>&nbsp;that have changed roles in the past year &ndash; and an estimated&nbsp;<a href="../../../../../../salary-survey-uk-2023" target="_self">270,000 candidates in the UK.</a></p>
<p>Similar to Data and Analytics, the Software Engineering sector currently has a&nbsp;<a href="https://www.finextra.com/the-long-read/672/3-of-the-fastest-growing-software-jobs-in-the-uk" target="_blank" rel="noopener">battle for top talent</a>&nbsp;as the world continues to become more automation-driven, allowing for a candidate-driven market within this space. This is emphasised by the&nbsp;<a href="https://www.finextra.com/the-long-read/672/3-of-the-fastest-growing-software-jobs-in-the-uk" target="_blank" rel="noopener">starting pay for Developers and Engineers</a>&nbsp;within Software Engineering being 64% above the UK average, with&nbsp;<a href="https://www.finextra.com/the-long-read/672/3-of-the-fastest-growing-software-jobs-in-the-uk" target="_blank" rel="noopener">much of the talent coming</a>&nbsp;from Manchester, Birmingham, Milton Keynes and Reading alongside the key location of London.</p>
<p>With regards to skills,&nbsp;<a href="https://tech.eu/2023/03/31/why-software-engineering-continues-to-be-a-safe-career-bet/" target="_blank" rel="noopener">JavaScript, Redux and Typescript skills</a>&nbsp;are the most in-demand within the sector, with candidates in Software Engineering requiring expertise within computer programme and&nbsp;<a href="https://targetjobs.co.uk/careers-advice/information-technology/what-software-engineering-guide-new-developments-challenges-and-graduate-careers" target="_blank" rel="noopener">implementing, testing and maintaining</a>&nbsp;software whilst sitting in a team of other engineers to work closely on projects.</p>
<h4><strong>Testing</strong></h4>
<p>It is estimated there are around&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">105,000 UK</a>&nbsp;candidates in this space, with many opportunities arising as&nbsp;<a href="https://www.forbes.com/sites/forbestechcouncil/2023/02/13/how-will-software-testing-change-in-2023/?sh=4334068e7af4" target="_blank" rel="noopener">digital transformation continues to impact</a>&nbsp;the Testing field. Roles in Testing are projected to grow&nbsp;<a href="https://www.dice.com/career-advice/how-to-become-a-qa-tester" target="_blank" rel="noopener">25% between 2021 and 2031</a>&nbsp;due to traditional industries&nbsp;<a href="https://www.forbes.com/sites/forbestechcouncil/2023/02/13/how-will-software-testing-change-in-2023/?sh=4334068e7af4" target="_blank" rel="noopener">now investing in internal Testing</a>&nbsp;teams. The average time a candidate remains in a role in this sector is&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">22 months</a>, which is significantly higher than other sectors within technology, highlighting that Testing is a thriving space.</p>
<p>The highest paid role in&nbsp;<a href="../../../../../../salary-survey-uk-2023" target="_self">2023 is a Test Architect</a>, a role which&nbsp;<a href="https://programminginsider.com/how-to-move-to-software-testing-from-non-it-background/" target="_blank" rel="noopener">requires knowledge</a>&nbsp;of basic software testing, and understanding of the Software Testing Life Cycle. Other roles within Testing may also involve&nbsp;<a href="https://programminginsider.com/how-to-move-to-software-testing-from-non-it-background/" target="_blank" rel="noopener">knowledge of Linux commands</a>, understanding the fundamentals of databases in order to validate data, and proper utilisation of software testing tools.</p>
<h4><strong>Are you interested in a career in technology?</strong></h4>
<p>We can help! Don&rsquo;t hesitate to&nbsp;<a href="https://www.lorienglobal.com/contact-us">contact us here</a>&nbsp;and discuss your new future. Upload your CV, browse our job board or talk to a consultant today, and start your journey with Lorien.</p>
<h4><strong>Lorien&rsquo;s Technology and Digital Salary Survey 2023</strong></h4>
<p>To view our salary survey, which includes detailed salary breakdowns by skillset across multiple technology sectors, alongside additional insights about the industry,&nbsp;<a href="https://www.lorienglobal.com/insights/lorien-salary-survey-2023">click here.</a></p>

Using data from our latest salary survey, we delve into the top roles for 2023, what they involve and what you need to secure them.

The most in-demand tech jobs for 2023 – and how to land them

<p>Women in the workplace face a growing salary gap &ndash; especially in STEM.</p>
<p>While in 2021<strong>&nbsp;SRG&rsquo;s research</strong>&nbsp;showed an overall gender pay gap of 19.4%, in 2022 the gap expanded to 28%. This means that women are paid &pound;6600 under what men in the STEM industry earn.</p>
<p>Intersectionality, the idea that multiple elements contribute to a person&rsquo;s identity, lends a further lens to the situation. Factors like social class, disability, sexuality, ethnicity and more, can further exacerbate not only wage gaps, but also discrimination and a lack of career progression for women in the workplace.&nbsp;</p>
<p>While bridging gaps relies on organisations proactively driving inclusion strategies, Ginette Harvey, Founder of Harper and Gray, believes that women can play a role in negotiating their own success in the workplace.</p>
<p>For International Women&rsquo;s Day 2023, a panel discussion from senior leaders across<strong><a href="../../../../../../" target="_blank" rel="noopener noreferrer">&nbsp;Lorien</a></strong>,&nbsp;<strong><a href="https://www.carbon60global.com/">Carbon60</a></strong>,<strong><a href="https://www.guidantglobal.com/" target="_blank" rel="noopener noreferrer">&nbsp;Guidant&nbsp;</a></strong>and SRG (all part of Impellam Group) was accompanied by a speech from Ginette Harvey. These initiatives brought the ways the ways in which women can navigate the world of work and activate a successful career to the fore to inspire and empower our teams working across STEM.</p>
<p>Read on to find out more about:</p>
<ul>
<li>How negotiation skills impact women in the workplace</li>
<li>Key insights from the panel discussion</li>
<li>Negotiation hurdles and skills for success</li>
</ul>
<h3>How negotiation skills impact women in the workplace</h3>
<p>Ginette Harvey is an advocate for gender equality in leadership and is the founder of Harper and Gray &ndash; a diversity consultancy helping organisations drive true equity into talent management.</p>
<p>Ginette reflected on her experience in advising women working their way through the recruitment process and the impact that an absence of self-negotiation had on career advancement.&nbsp;</p>
<p>&nbsp;Ginette explained:</p>
<p>&ldquo;The facts around this are very stark, 20% of professional women say they never negotiate in the workplace at all, even though they recognise negotiation as appropriate and even necessary&rdquo;.&nbsp;</p>
<p>Ginette explored the impact this has on gender equity in the workforce, &ldquo;Women, particularly women of colour, remain drastically underrepresented in the C-suite. While 1 in 4 C-suite employees are&nbsp;women, just 1 in 20 C-suite employees are women of colour&rdquo;.&nbsp;</p>
<p>Ginette explained how workplace dynamics can contribute to perpetuating this divide, &ldquo;when we look at women entering the leadership ranks, 37% of female leaders have had a co-worker receive credit for their idea, and women leaders are twice as likely as men to be mistaken for a junior employee&rdquo;.</p>
<p>Ginette highlighted a pervading theme where despite women in the workplace being statistically more likely to be held to a higher standard than men, women remain less likely to ask for promotions.&nbsp;&nbsp;</p>
<p>Ginette suggests that while organisational initiatives play a key role in bridging gaps, self-advocacy and negotiation techniques can play an important part in accelerating progress.&nbsp;</p>
<h3><br>Key insights from the panel discussion</h3>
<p>Our panel of speakers reflected on the importance of self-advocacy for women in the workplace, drawing on their own experiences and providing advice for success.</p>
<p>Panel speakers included:</p>
<p>Joanna Fagbadegun, Sales Director, Lorien<br>Yasmin Amar, Client Services Manager, Guidant<br>Audrey McCulloch, Operations Director, SRG<br>Danielle Clarke, Director, Guidant</p>
<h3><em>As you have progressed throughout your career, how has your approach to work and life shifted?</em></h3>
<h4><strong>Joanna Fagbadegun, Sales Director, Lorien</strong></h4>
<p>Joanna Fagbadegun reflected on how her approach to her career has shifted across time. She highlighted the importance of complementing ambition and career advancement with the rhythm of both personal and work life to attain a sense of balance and meaningful accomplishment.&nbsp;</p>
<p>Joanna explained that while she takes a more medium-term strategic approach to aspects of both her work and home life today, some key aspects of her approach to work and life have remained the same &ndash; such as maintaining high standards, building a strong network of contacts, mentors and advocates, and actively advocating for progressions and opportunities.</p>
<h4><strong>Yasmin Amar, Client Services Manager, Guidant</strong></h4>
<p>Yasmin Amar has worked in Guidant for over four years, over the course of which she has supported multiple accounts and developed her career.&nbsp;&nbsp;<br><br>Yasmin explained how earlier in her career, her hesitation to advocate for herself resulted in moving between roles in pursuit of career advancement and development. Yasmin reflected on how her journey with self advocation has evolved over time, and emphasised the importance of setting goals and proactively advocating for oneself when working towards them.</p>
<h4><strong>Audrey McCulloch, Operational Director, STEM</strong></h4>
<p>Audrey reflected on how her relationship with her professional commitments have evolved over time, and how re-considering priorities led her to adapting her role to better suit her goals and ambitions.&nbsp;</p>
<p>Audrey explained how it can become easy to over-focus on work in preference to personal ambitions, and highlighted how her efforts to re-balance her work and personal life has brought value toher career, and altered her perspective for the better.&nbsp;</p>
<p>Audrey emphasized the importance of leading clear conversations to negotiate for oneself at work and overcoming self-doubt with self-belief.</p>
<h4><strong>Danielle Clarke, Director Supplier Relationship Management, Guidant</strong></h4>
<p>Danielle Clark explored the role that the Impellam Group&nbsp; played in inspiring her career and enabling her to negotiate for herself at work. Danielle highlighted that a key motivation for joining Guidant was down to the high number of women in leadership roles who were mothers and juggling senior positions with family life.&nbsp;&nbsp;</p>
<p>Danielle explained how having women advocates in the company facilitated self-advocation and empowerment which has supported her in her own career in realising her ambitions.<br><br></p>
<h3>Negotiation hurdles and skills for success</h3>
<p>Ginette Harvey explored 3 key hurdles to negotiation that women in the workplace face, before revealing skills for success to overcome each.&nbsp;</p>
<p>These were:</p>
<h4>1. The Confidence Gap</h4>
<p>Ginette explained that while men in the workplace often have a sense of self-confidence, women in the workplace attribute this sense of confidence with perfectionism. As an example, she explained how while men can be more likely to apply to a role where they meet just some of the criteria, women can be more likely to take a more detailed approach and avoid applying where some criteria is not met.<br>Ginette suggested that taking a more liberal approach to assessing criteria in preference of being highly detailed can help accelerate the careers of women in the workplace.</p>
<h4>2. The Expectations Gap</h4>
<p>Ginette highlighted that women&rsquo;s expectations on salary are on average 30% lower than men. She highlighted that this trend is evident from the beginning of a person&rsquo;s career, even within graduate positions.&nbsp;<br>Referencing salary guides to establish whether your wage is typical or below the market average is incredibly important as a woman in the workplace.</p>
<h4>3. The Gratitude Gap</h4>
<p>Ginette highlighted that women often express gratitude in the workplace for being given more responsibility and can miss the opportunity to negotiate when promotions or more responsibility is provided to enable a more meaningful and powerful work experience.&nbsp;<br>Establishing mentees and identifying advocates in your workplace to help support negotiations can help support a more balanced approach to work.&nbsp;</p>
<h4>Accelerate your career with Impellam Group&nbsp;</h4>
<p>Impellam is a connected group providing global workforce and specialist recruitment solutions. Our 2000 people and market leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe and Asia Pac.</p>

Women in the workplace face a growing salary gap – especially in STEM.

How women in the workplace can negotiate success

<p>The number of job applications in the UK remains on the rise, with&nbsp;59.5 million applications in 2022&nbsp;&ndash; up 19% from 2021 &ndash; but with more opportunities out there and so many different ways to work, how do you know what&rsquo;s the best fit for you? In this blog, we&rsquo;ll break down the basics of temporary and permanent roles, and the key differences and benefits for each position that will assist you in choosing the best kind of role for you.</p>
<h2><strong>Perm Vs Temp Working - The Differences</strong></h2>
<p>Temporary roles are ideal for candidates who need flexibility and prefer short-term work, whereas permanent roles are perfect for candidates who want to commit to a long-term position.</p>
<p>Some other key differences include:</p>
<ul>
<li>Temporary positions are undertaken for a set amount of time, with specified start and end dates in your contract, in contrast to permanent roles that have no set end-date until you leave the workplace or receive a promotion</li>
<li>Permanent roles offer a yearly salary paid to candidates on a regular basis, with temporary workers paid an agreed hourly rate</li>
<li>Benefits packages for the two role types significantly vary, with temporary work benefit packages and holiday allowances being based on the hours you work and permanent work typically offering a set amount of holidays per calendar year, a workplace pension and other benefit schemes that workers have full access to</li>
<li>There is room for progression in many permanent roles whilst temporary contracts are exactly that &ndash; temporary, and often last up to one year</li>
</ul>
<h2><strong>Perm Vs Temp Working - The </strong><strong>Benefits</strong></h2>
<p>Permanent and temporary work may be very different, but they both offer many positives which provide candidates with a better picture in selecting the best type of role for them. Some benefits of the two role types are:</p>
<h3>Permanent working positions</h3>
<ul>
<li>Remaining with an employer for a long period of time allows candidates to develop working relationships and connections</li>
<li>Benefits packages are clearly outlined from the beginning of employment</li>
<li>Greater stability and less time spent learning the ropes in each new role</li>
<li>Investment in learning and development supports with climbing the career ladder</li>
<li>The pandemic has paved the way for flexibility within permanent employment with flexitime and hybrid working regularly on offer</li>
</ul>
<h3>Temporary working positions</h3>
<ul>
<li>Highly flexible and allows you to fit roles around your schedule, with breaks between positions</li>
<li>Possibility to pursue a variety of interests and gain valuable experience in multiple sectors</li>
<li>Temporary roles can help fill employment gaps for candidates in-between roles</li>
<li>Helps in developing new skills in niche, new areas</li>
</ul>
<h3><strong>Choosing what work type right for you</strong></h3>
<p>Based on the above, you&rsquo;ll be able to narrow down what is the best fit for you right now. It&rsquo;s worth mentioning that temporary work contracts can be extended, or subject to change, depending on the nature of the role. Similarly, even though permanent roles are allowing more flexibility, it will not offer the same freedom that a temporary role does when it comes to taking time off and long breaks.</p>
<p>With factors such as the cost of living crisis leading many candidates to search for roles with better pay and more flexibility,&nbsp;<a href="https://www.zawya.com/en/world/uk-and-europe/jobs-in-london-recruitment-of-permanent-staff-continues-to-drop-o34p84af" target="_blank" rel="noopener">interest in temporary roles has continued to grow</a>&nbsp;with a total of&nbsp;1.69 million temporary workers&nbsp;from September to November 2022. It isn&rsquo;t just temporary roles receiving interest though, with the number of permanent roles advertised in 2022 accounting for&nbsp;69% of all jobs.</p>
<p>It's clear that both temporary and permanent roles are on the rise, meaning that there has never been a better time to find a role that fits your needs. Check out our&nbsp;latest<a href="https://www.lorienglobal.com/jobs"> Tech jobs from Lorien Recruitment</a> to find the best jobs in technology, digital and change now. You can also discover more<a href="https://www.lorienglobal.com/insights">Tech Recruitment Industry Insights</a> in our&nbsp;insight section.</p>

The number of job applications in the UK remains on the rise, with 59.5 million applications in 2022 – up 19% from 2021 – but with more opportunities out there and so many different ways to work, how do you know what’s the best fit for you?

Permanent vs temporary work

<p>In 2020 LinkedIn pegged internal mobility as one of their top 5 talent trends for 2022, stating that&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-strategy/2022-talent-predictions" target="_blank" rel="noopener noreferrer">&lsquo;upskilling, reskilling and investing in your current employees has never been more important&rsquo;</a>.&nbsp;&nbsp;What&rsquo;s interesting to note, however, is that Glint&rsquo;s latest Employee Well-Being Report revealed that&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-management/employee-well-being-report" target="_blank" rel="noopener">only 20% of employees believe they can reach their career goals</a>&nbsp;in their current workplace and have their manager&rsquo;s and organisation&rsquo;s support to do so. It&rsquo;s clear that employers are, for the most part, struggling to take advantage of the talent already existing within their organisation and employees are also sometimes oblivious to their potential career paths within a company.</p>
<h3><strong>So, why is recruiting internal talent so important?</strong></h3>
<p>Traditionally, (and only in some organisations I stress!), internal mobility can be seen as an administrative exercise and a box-tick exercise before a company can open a role to the wider external market. In reducing internal recruitment in this way, however, companies are missing out on some incredible benefits that extend beyond simply filling a role.</p>
<p>Firstly, employees stay, on average,&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-management/ubers-approach-to-internal-mobility" target="_blank" rel="noopener noreferrer">41% longer at companies</a>&nbsp;that invest in internal hiring. Once employees become aware of internal hiring paths a cultural shift is signalled and the workplace becomes more than merely the host of the current - a place to build a career. This enables companies to retain their best, most driven, and potential-laden employees &ndash; employees that you already know align with the company culture. What&rsquo;s more, hiring in this way means that employees are able to upskill and adapt to new positions, meaning that your whole team, and the company at large, suddenly becomes much more agile and cohesive with employees already knowing exactly how their colleagues&rsquo; role&rsquo;s function and therefore, how to work better, together. Not only this, but your company will have developed a significant competitive advantage in the face of tough hiring markets and candidate shortages.</p>
<h3><strong>What lessons can we learn about internal mobility?</strong></h3>
<p>Internal mobility can be enhanced, and kick started in a variety of different ways from simply extending the same courtesy and tone that you would with an external candidate to an internal candidate, to setting up entire programmes dedicated to the practice.</p>
<p>Indeed,&nbsp;Head of Global Talent Acquisition and Mobility at Uber, Paul Lawrenson, has been quoted saying &lsquo;whether it&rsquo;s an internal or external candidate, people should have the same opportunities,&rsquo; and this philosophy is reflected in the fact that that&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-management/ubers-approach-to-internal-mobility" target="_blank" rel="noopener noreferrer">30-40% of Uber&rsquo;s hires are internal</a>&nbsp;with 20% of their recruiters focusing solely on internal channels. Uber achieved this through the development of an entire programme based off internal mobility including an internal gig platform in which employees can apply for short-term assignments within other teams. A programme like this could be easily replicated and enables employees to get a taste of other roles within the company as well as extending their networks.</p>
<p>Internal mobility is not simply about filling roles, however, as Talent Acquisition will have to work more holistically with the added dimension of acting as career coaches. Unsuccessful candidates will still have their previous positions and will also need support after being turned down to avoid attrition. Having Talent Acquisition provide feedback and direction after the process will also ensure everyone remains feeling part of the team with the opportunity to growth within the company.</p>
<p>Very simply, cultivating internal mobility can begin with the interpersonal, learning more about your teams and their aspirations. Having said that, there are also software and technology developments which can aid your company in building a more internally mobile practice.</p>
<h3><strong>Use recruitment technology to your advantage</strong></h3>
<p>There are also some fantastic software and technology developments which can help your company build a more internally mobile practice.</p>
<p>At Lorien we use OpenBlend, a career progression tool, to keep track of our employees&rsquo; career goals, their aspirations, and their work-life balance; this is with the knowledge that&nbsp;<a href="https://www.forbes.com/sites/garydrenik/2021/08/12/looking-within-how-internal-mobility-tools-are-helping-businesses-succeed/?sh=23ba5e2246e0" target="_blank" rel="noopener noreferrer">94% of employees say they would stay in their current position</a>&nbsp;if they only had support to learn and grow. The software helps us to nurture continued growth and upskilling as well as ensuring we allot time to have conversations about career aspirations, taking the pressure off of employees to find the right moment. Not only are we striving to develop and grow our own internal recruitment channels, however, but to bring this mind-set into the other workforces we interact with, with the knowledge that&nbsp;<a href="https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2019/internal-talent-mobility.html" target="_blank" rel="noopener noreferrer">94% of HR professionals believe that internal recruitment</a>&nbsp;is key to retaining the most valuable talent.</p>
<p>There are plenty of other tools that can aid companies in broadening their internal recruitment channels.&nbsp;<a href="https://gloat.com/" target="_blank" rel="noopener noreferrer">Gloat</a>, another platform, aims to make companies more agile and adaptable through AI technology which tracks employees&rsquo; skills, experiences and career goals to help uncover hidden talent. The platform takes a two-pronged approach, offering both workforce intelligence and then the capability to move and relocate this talent efficiently and effectively.&nbsp;<a href="https://fuel50.com/" target="_blank" rel="noopener noreferrer">Fuel50</a>&nbsp;also uses AI, promising a 60% increase in talent retention and a 55% improvement in mobility with their &lsquo;hyper-personalised marketplace,&rsquo; which continually alerts employees as to new opportunities available to them.</p>
<p>Skillsize takes a different angle, offering you the capability to break down candidate&rsquo;s hard and soft skills and then match these to potential roles within your organisation that math this candidate&rsquo;s potential, giving both hiring and candidate a potential career path that they previously would not have been aware of.</p>
<p>Deloitte, Forbes and LinkedIn are just three of the names signalling the importance of internal recruitment in development, with the latter noting that &lsquo;<a href="https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2019/internal-talent-mobility.html" target="_blank" rel="noopener noreferrer">unsurprisingly the early adopters of this shift [to internal recruitment] have come from the technology industry</a>&rsquo;. So, if you&rsquo;re finding it hard to fill a role, or are looking to begin making the shift to a more flexible and streamlined workplace &ndash; consider improving internal mobility options.</p>
<p>Are you wondering how you can make the most of this potentially under-valued recruitment channel? Reach out to me<a href="mailto:darren.topping@lorienglobal.com" target="_blank" rel="noopener">&nbsp;here</a>&nbsp;to learn how you can access your hidden talent, improve internal engagement, and optimise your resources to spend more time on growth, and less on attrition.</p>

With the skills gap widening, we examine how organisations can take advantage of existing talent to fill open roles.

Internal mobility – the most under-valued hiring channel?

<p>With the job market brimming with new opportunities and&nbsp;<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/jobsandvacanciesintheuk/june2022" target="_blank" rel="noopener noreferrer">a new record of 1.3 million job vacancies</a>&nbsp;as of May 2022, many workers are continuing to search for new roles. It was recently reported that&nbsp;<a href="https://www.bbc.co.uk/news/business-61552546" target="_blank" rel="noopener noreferrer">one in five employees expect to change jobs in 2022</a>&nbsp;to achieve better pay and job satisfaction, and with that in mind, we&rsquo;ve put together our top tips for anyone who is about to begin a new role below.</p>
<h3><strong>First day nerves</strong></h3>
<p>It&rsquo;s completely natural to feel nervous before starting a new job &ndash; it&rsquo;s a new environment with fresh faces and it&rsquo;s all brand new. The best advice here is that everyone has been in your shoes, and everyone has survived it. Many candidates feel stressed about misjudging their situation, with thoughts like &ldquo;should I have stayed where I was before?&rdquo; or &ldquo;what if the role isn&rsquo;t as suited to me as I thought?&rdquo;.</p>
<p>It&rsquo;s important to remember that you started your job search for a reason &ndash; be it more flexibility, a pay rise or simply to move on &ndash; and that motivation has led you here. You applied for the role and were accepted by management; that&rsquo;s two people who feel you fit in perfectly.</p>
<p>Everything will feel clunky at first as you settle into your new role and routine, but the likelihood that the above questions will fade is high. In a worst-case scenario, the job market is buoyant with opportunities aplenty and if something doesn&rsquo;t seem to work for you, there are plenty more fish in the sea.</p>
<h3><strong>Plan your first week</strong></h3>
<p>Ease the first day anxieties by planning your week. You should plan your route in if you&rsquo;re working in the office at any point, ideally doing a trial run to see how long it will take you, and from there you can factor in delays such as travel cancellations and running late.</p>
<p>If you&rsquo;re working from home, ensure you have the necessary equipment from your new employer at least two working days before you start. You should also test the equipment &ndash; turn on your laptop or computer and use log-in details (if provided) to set it up. More often than not, a piece of technical equipment will install updates and additional software when you log-in and so turning on prior to your first day will save you time and ensure you can start promptly and on-time. Other equipment may include headsets, keyboards, and a mouse, and you should test those where possible.</p>
<p>It is also handy to know what exactly your first week will entail. Reaching out to your new manager for a rough schedule will highlight your organisational skills, while keeping you prepared.</p>
<h3><strong>Important introductions</strong></h3>
<p>When you begin your new role, you will be introduced to a host of new people &ndash; both members of your team and employees of the wider company. It is easier said than done but you should try to remember all names and greet everyone with a polite handshake. Showing you remember their name will make you appear professional, and you won&rsquo;t be stuck when you next speak to them &ndash; saving potential embarrassment!</p>
<p>Don&rsquo;t be afraid to take notes during this time &ndash; jotting down important processes, people you should know, and where to go to for what, will all help you settle in faster.</p>
<p>You&rsquo;ll also be introduced to the company ethos &ndash; ensure your behaviour and attitude fits in with this. For example, one of Lorien&rsquo;s values is to undergo continuous transformation &ndash; we are tech recruiters, so we expect our recruiters to recognise the latest trends and be mindful of what&rsquo;s happening in the market. You will normally be informed of your company&rsquo;s ethos or values before or during your first week so be sure to make a note of them.</p>
<h3><strong>Ask questions</strong></h3>
<p>As the saying goes; there is no such thing as a silly question, so you should ask members of your team, or ideally your manager, any questions you have relating to the role, the company or other general work queries.</p>
<p>Questions will convey your interest in your role and the business and may even spark an interesting conversation with your colleagues or your manager. Questions will also help you to perform better as you have a better understanding of what is expected of you. Many employees, both new and established, are reluctant to seek advice or ask questions, but&nbsp;<a href="https://nypost.com/2020/03/01/want-to-succeed-never-be-afraid-to-ask-questions/">research shows that 70% of managerial help</a>&nbsp;is given to those who ask for it, and it can be hard for others to pick up when you are confused or require guidance.</p>
<p>Essentially, asking more questions will lead to a job well-done, so you should ask away.</p>
<p>Starting a new job is a momentous time in your life, and while nerves are perfectly natural, they&rsquo;re also a good indicator that you are excited for what&rsquo;s to come &ndash; so embrace them! If you&rsquo;re still not completely certain of your next move though, know that the door to different opportunities is never fully closed, and we are always on hand to help guide you to a role where you truly belong.</p>
<p>And if you&rsquo;re still on the job hunt? Don&rsquo;t worry, we have hundreds of live opportunities with exciting clients that want to hire someone just like you! Check out our&nbsp;<a href="https://www.lorienglobal.com/jobs">latest vacancies</a>&nbsp;to find a role where you can fulfil your potential and apply today.</p>

With the job market brimming with new opportunities and a new record of 1.3 million job vacancies as of May 2022, many workers are continuing to search for new roles. It was recently reported that one in five employees expect to change jobs in 2022 to achieve better pay and job satisfaction, and with that in mind, we’ve put together our top tips for anyone who is about to begin a new role.

Top tips for starting a new job

<p>As job vacancies within STEM reached&nbsp;<a href="https://techhq.com/2022/01/tech-jobs-in-uk-surpass-pre-pandemic-levels/" target="_blank" rel="noopener">record levels</a>&nbsp;in 2021, many candidates are looking at relocating around the UK in order to find a role that suits them. Money is pouring into STEM sectors, with the government&nbsp;<a href="https://www.gov.uk/government/news/23-million-to-boost-skills-and-diversity-in-ai-jobs" target="_blank" rel="noopener">using &pound;23 million to boost skills</a>&nbsp;and diversity in AI roles and the&nbsp;<a href="https://www.itpro.co.uk/business-strategy/careers-training/362078/it-vacancies-in-england-and-wales-up-105-in-2021" target="_blank" rel="noopener">UK tech sector raising &pound;29.4 million</a>&nbsp;in 2021. Clearly the UK STEM industry is booming, and candidates are spoiled for choice in choosing a location to work. This blog will highlight key areas in the UK that offer the most to STEM candidates and show that London isn&rsquo;t the only option when looking to relocate.</p>
<h3><strong>London</strong></h3>
<p>It comes as no surprise that England&rsquo;s capital is a hotspot for jobs within STEM. The tech sector currently accounts for&nbsp;<a href="https://www.standard.co.uk/business/one-in-five-london-jobs-is-now-in-tech-new-analysis-finds-adzuna-b956935.html" target="_blank" rel="noopener">more than one in five jobs</a>&nbsp;in London, with almost one third of tech businesses calling the capital home. Yet,&nbsp;<a href="https://www.standard.co.uk/business/one-in-five-london-jobs-is-now-in-tech-new-analysis-finds-adzuna-b956935.html" target="_blank" rel="noopener">tech roles make up over 11% of all vacancies in key London districts</a>.</p>
<p>On top of the high percentage of roles available, London is quickly becoming renowned for the&nbsp;<a href="https://www.cityam.com/london-fast-becoming-a-hotspot-for-crypto-jobs/" target="_blank" rel="noopener">current influx of cryptocurrency roles</a>&nbsp;and has cemented its place as a world leader in the sector with the second-highest number of roles in the world. As of April 2022, there are&nbsp;<a href="https://www.cityam.com/london-fast-becoming-a-hotspot-for-crypto-jobs/" target="_blank" rel="noopener">954 cryptocurrency roles with the majority based in London</a>&nbsp;as the digital trend reaches the UK. London has become a top choice for international tech firms to expand and has drawn more&nbsp;<a href="https://www.uktech.news/tech-hubs/the-south-east-of-england/london/london-us-tech-expansion-20220511">tech investment projects from America</a>&nbsp;than any other worldwide city in the last five years. Recent data shows&nbsp;<a href="https://www.uktech.news/tech-hubs/the-south-east-of-england/london/london-us-tech-expansion-20220511" target="_blank" rel="noopener">that London has attracted 251 tech investment projects</a>&nbsp;&ndash; which have in turn created 9,000 new roles &ndash; and have surpassed other cities such as Singapore, which has drawn only 154 tech investment projects.</p>
<p>Other established tech companies that already have a presence within the UK have focused their efforts in London such as&nbsp;<a href="https://www.uktech.news/tech-hubs/the-south-east-of-england/london/google-london-office-buy-20220117" target="_blank" rel="noopener">Google recently purchasing London&rsquo;s Central Saint Giles</a>&nbsp;building and expanding its current HQ. Overall, it is undeniable that London is a popular hub for STEM work and naturally tops the list of any tech giant wishing to expand, so perhaps it should also top the list of locations for STEM workers to relocate within the UK.</p>
<h3><strong>Manchester</strong></h3>
<p>Candidates who are not as convinced of the hustle and bustle of London are flocking to Manchester as an alternative, with roles in the tech sector now accounting&nbsp;<a href="https://aboutmanchester.co.uk/tech-sector-now-accounts-for-28-of-jobs-in-manchester/" target="_blank" rel="noopener">for 28% of the job market</a>&nbsp;in Manchester. A total of&nbsp;<a href="https://aboutmanchester.co.uk/tech-sector-now-accounts-for-28-of-jobs-in-manchester/" target="_blank" rel="noopener">26,844 new tech roles were on offer in Manchester</a>&nbsp;back in 2020, and the market has only been growing since then. With a lower population than London, candidates applying to STEM roles within Manchester feel they might have a better chance at securing a position, something that is sweetened with an&nbsp;<a href="https://aboutmanchester.co.uk/tech-sector-now-accounts-for-28-of-jobs-in-manchester/" target="_blank" rel="noopener">average salary of &pound;37.250</a>&nbsp;&ndash; 37.9% above the average salary in the city.</p>
<p>Manchester&rsquo;s recent initiative with Enterprise City and Tech Nation is also drawing in STEM candidates with aims to establish the next generation of STEM game changers. In its first 12 months, the initiative supported 227 individuals across 44 businesses &ndash; creating 74 jobs in the process &ndash; and is now in its third year of intake. To learn more about the initiative, visiting Enterprise City&rsquo;s page&nbsp;<a href="https://www.enterprisecityuk.com/exchange/" target="_blank" rel="noopener">here.</a></p>
<p>The city also benefits from housing Media City with companies such as BBC, ITV and Ericsson requiring many tech specialists to assist them alongside a range of start-up tech firms in and around Manchester. The city also hosts two crucial NHS trusts that offer clinical trials that offers another variety of STEM work to candidates. It is clear that Manchester can provide STEM workers with a diverse choice of work and has created a reputation for itself as a leading city within the STEM world.</p>
<h3><strong>Edinburgh and Glasgow</strong></h3>
<p>Slightly further afield from London, Edinburgh and Scotland are seeing a dramatic increase in STEM role openings. In September 2021, the UK government&nbsp;<a href="https://www.gov.uk/government/news/tech-jobs-increase-in-edinburgh-and-glasgow-as-sector-thrives" target="_blank" rel="noopener">released a report</a>&nbsp;showcasing Scotland as a fast-growing hotspot in the tech sector, with 30% of available vacancies within the tech sector in Edinburgh &ndash; the highest amount in any UK city. Glasgow is hot on Edinburgh&rsquo;s heels with&nbsp;<a href="https://www.gov.uk/government/news/tech-jobs-increase-in-edinburgh-and-glasgow-as-sector-thrives" target="_blank" rel="noopener">28% of the roles in the city being in tech</a>. Similarly to Manchester, many STEM candidates may be looking for more bang for their buck when it comes to income versus cost of living &ndash; something they&rsquo;ll definitely get in Glasgow as the government mentioned it as&nbsp;<a href="https://www.gov.uk/government/news/tech-jobs-increase-in-edinburgh-and-glasgow-as-sector-thrives" target="_blank" rel="noopener">the third most attractive city in the UK</a>&nbsp;when tech salary is compared to cost of living, a feature particularly attractive when compared to cities like London and Edinburgh.</p>
<p>Focusing on Edinburgh, the London-based KultraLab, a behavioural science and tech specialist, are preparing to&nbsp;<a href="https://www.scotsman.com/business/behavioural-science-tech-firm-to-create-25-jobs-with-edinburgh-hub-opening-3692843" target="_blank" rel="noopener">open up an Edinburgh hub</a>, having received more than &pound;2 million from investment firms to open the new facility which will generate new roles within STEM. Other corporations having a long-standing history in Edinburgh and are continuously evolving and, in turn, offering more roles, with companies such as Skyscanner, Amazon and Nationwide having flagship offices in Edinburgh which makes it such an attractive location for STEM candidates.</p>
<p>Glasgow isn&rsquo;t far behind Edinburgh&rsquo;s incredible STEM culture thanks to the recent development of&nbsp;<a href="https://www.uktech.news/tech-hubs/scotland/glasgow/glasgow-30m-tech-hub-20220505" target="_blank" rel="noopener">Bruntwood SciTech acquiring Glasgow&rsquo;s Met Tower</a>&nbsp;in order to offer it as a tech hub for spinouts and start-ups. Bruntwood Sci Tech, who focus on developing the science and tech sectors, plan to invest &pound;30 million into the building and intend to generate over 40,000 jobs over the next ten years. Similarly, Scott Logic, who provide a range of tech services to organisations like the Scottish Government and NatWest, have recently&nbsp;<a href="https://www.scottlogic.com/news/scott-logic-opens-glasgow-office" target="_blank" rel="noopener">opened an office in Glasgow</a>&nbsp;in order to utilise the vibrant tech community and wealth of talent within the city.</p>
<h3><strong>Cambridge</strong></h3>
<p>Recently named as the&nbsp;<a href="https://www.cambridge-news.co.uk/news/cambridge-news/cambridge-named-one-uks-top-23531987" target="_blank" rel="noopener">best city in the UK for women seeking jobs in tech</a>, Cambridge is truly an up and coming location for candidates within STEM. Alongside offering candidates an excellent quality of life and progress on the gender pay gap, Cambridge also has&nbsp;<a href="https://www.cambridge-news.co.uk/news/cambridge-news/cambridge-named-one-uks-top-23531987" target="_blank" rel="noopener">some of the highest salaries in the UK</a>&nbsp;with an average of &pound;62,500. Unlike the previous mentioned cities, however, Cambridge&rsquo;s smaller population means that there are fewer job roles within STEM on offer with&nbsp;<a href="https://www.cambridge-news.co.uk/news/cambridge-news/cambridge-named-one-uks-top-23531987" target="_blank" rel="noopener">1,500 current vacancies</a>.</p>
<p>The lack of vacancies in Cambridge may soon change as STEM corporations are noticing the draw of Cambridge and opening up shop. The CleanTech company Levidian is headquartered in Cambridge and&nbsp;<a href="https://www.uktech.news/climate-tech/levidian-700m-remove-co2e-uae-20220516" target="_blank" rel="noopener">recently signed a &pound;700m export deal</a>&nbsp;which will create 100 new jobs in Cambridge. Apple is also embracing Cambridge as they&nbsp;<a href="https://www.businessweekly.co.uk/news/property-and-construction/apple%E2%80%99s-new-cambridge-city-research-hq-ready-roll" target="_blank" rel="noopener">opened a research office in March 2022</a>&nbsp;with capacity for 900 employees &ndash; a move that promises more STEM roles in the city.</p>
<p>Most notably, the city is home to the world-famous University of Cambridge &ndash; currently ranked third in the world university rankings &ndash; which is one attractive feature due to the scientific discoveries made at the university. Cambridge also houses Cambridge Science Park, the oldest science park in the UK, that is a hub for STEM businesses with over 7500 employees from over&nbsp;<a href="https://www.cambridgesciencepark.co.uk/" target="_blank" rel="noopener">100 companies</a>.</p>
<p>&nbsp;</p>
<p>Considering relocating for your role? Whether you want a change in scenery, less commuting times, or a hybrid working situation in a high-growth tech community, Lorien works with clients all over the UK &ndash; including the locations mentioned above. For more candidate advice and insights&nbsp;<a href="https://www.lorienglobal.com/insights">click here</a>&nbsp;or&nbsp;<a href="https://www.lorienglobal.com/jobs">view all Lorien roles</a>&nbsp;within STEM to find the right location for you.</p>

As job vacancies within STEM reached record levels in 2021, many candidates are looking at relocating around the UK in order to find a role that suits them.

Relocating? Where to live if you work in STEM

<p>As job vacancies rise to a <a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/jobsandvacanciesintheuk/march2022" target="_blank" rel="noopener">new record of 1.3 million</a> in March, many candidates are continuing with their job hunt. Last month, we offered advice to candidates who were getting worn down by their search for a new role.</p>
<p>It is improtant keeping yourself motivated during the job hunt and avoid that burn out. These tips will ensure you have confidence that you&rsquo;re putting your best foot forward with every application. Read our tips below on how to make your CV stand out.</p>
<h3>Think about the design</h3>
<p>Before you begin writing about your past experiences, you firstly have to design the template. Although there is usually no set layout that a recruiter or employer prefers, unless explicitly stated, it&rsquo;s best to try and keep the pages to a minimum. Typically, three pages is an absolute maximum with two pages being good &ndash; in short, the less pages the better. Excessive amounts of pages will turn off a recruiter or employer as they need to digest a lot in a short period, as well as diluting and distracting from your key selling points.</p>
<p>Something else to consider is the layout of your CV &ndash; something that is completely up to you. Landscape, portrait or with a unique design &ndash; it&rsquo;s best to choose a layout that you can fit a suitable amount of information on without overcrowding the page. Some people prefer to write a list on word whilst others prefer to be slightly more creative. It is best practice to make sure that there is some white space on your CV and that it is readable; if you&rsquo;re running out of space on one page, don&rsquo;t think too hard about moving onto another page as you can condense the content and finetune it later.</p>
<h3>Essential details to include</h3>
<p>Think of your CV as a self-summary &ndash; everything should be brief and kept minimal to ensure that an interviewer has plenty of questions to ask you after you submit your application.</p>
<p>One of the most important things to include is details about your past roles. It is recommended that you write about three or four of your past roles, dependent on the space and what you think is relevant. Make sure you add your job title and the date the employment began and ended, as this helps a recruiter or employer see how many years of experience you have under your belt.</p>
<p>If a particular sector, such as tech, is your speciality, it is essential to have a section on your CV dedicated to that so you can highlight your knowledge. You&rsquo;ll want to place this high up on the actual document so they cannot be missed. The same can be applied to any key industry achievements within your sector, with this showing a recruiter that you have an appetite for learning and development.</p>
<p>It is also key to include any relevant qualifications you may have such as university degrees, National Vocational Qualifications or any other recognised body that will further call attention to your experience and any years spent studying the sector. If you are applying for a wide variety of roles, it is recommended that you have a few different versions of your CV to send to recruiters or employers that are specifically aimed at answering the job description and advertisement. By curating a set of bespoke CVs, you will show employers where your experience and skills match what they&rsquo;re looking for.</p>
<h3>Show your personality</h3>
<p>After putting in all the effort to showcase your professional skills, make sure you leave a little room to let your personality shine; a small section detailing any interests will make you stand out amongst the crowd as an employer can see unique details about you as a person.</p>
<p>Another section that will make you stand out as a person is to include any professional awards won or any articles published. This will foreground to an employer that your work has been recognised by independent bodies and you are committed to your sector. If you are an active part of the tech community this could also be worth highlighting, especially if you contribute to peer review websites, tech meet-ups, mentorships or attend industry conferences. Showing passion and enthusiasm for the industry as well as knowledge will help the employer understand a little more about you as a person.</p>
<h3>Don&rsquo;t overdo the detail</h3>
<p>The tips above will give a potential employer plenty to get to know you; including any excessive details might leave them with few questions to ask you during an interview.</p>
<p>Unless specifically requested, it is recommended that you leave off full details of any referees who can speak to your skills; simply putting &lsquo;references can be provided upon request&rsquo; will be enough for most job briefs. Referees are normally requested separately on an application or when you are offered the job so including full names, email addresses and phone numbers would be a waste of valuable space on your CV.</p>
<p>It's also best practice to leave out any industry-specific acronyms or jargon. Typically, the first person to review your CV will be a recruiter who may not have the same knowledge you do, so they&rsquo;ll need to be able to understand all the language before passing it on to other professionals &ndash; the interview stage is a place you can truly let your tech-specific language shine.</p>
<p>Basic task lists can also be left off as these can be gauged from your experience. As stated above, giving a short description of your role is the best way to describe your tasks and will be able to prompt an interviewer to ask more in-depth questions later.</p>
<p>Similarly, try to leave off any basic skills that an employer or recruiter will expect. For example, in today&rsquo;s tech friendly world, it is all but confirmed that most candidates have used programmes such as Microsoft Office alongside any specialist software specific to the role and an employer will typically ask separate questions about your skills alongside the application and in the interview. Leaving off the above details ensures you don&rsquo;t give too many details at the initial stage and there are still key questions you can be asked during any interviews you attend. However, it is worth noting that an employer could potentially ask for one or more of the above to be included on your CV and on that occasion, you would include the detail.</p>
<p>Lorien is a specialist recruiter in the tech and digital market, with roles available in a variety of industries. <a href="https://www.lorienglobal.com/jobs">Browse our current vacancies</a> or discover more<a href="https://www.lorienglobal.com/insights/tag/career-advice"> job hunting and career advice tips here</a>.&nbsp;</p>

As job vacancies rise to a new record of 1.3 million in March, many candidates are continuing with their job hunt.

How to write a good CV

<p>After almost two years of instability, business is booming again.&nbsp; The ONS recently announced&nbsp;<a href="https://www.bbc.co.uk/news/business-58543554" target="_blank" rel="noopener">over one million vacancies were recorded between June and August&nbsp;</a>&ndash; the highest since records began &ndash; as well as that employee numbers had bounced back to pre-pandemic levels.&nbsp;</p>
<p>In July 2021,&nbsp;<a href="https://employeebenefits.co.uk/uk-employees-least-motivated-work-home/" target="_blank" rel="noopener">almost a third (31%) of people felt stuck in their role due to economic uncertainty</a>. But as the market becomes more buoyant, candidates are beginning to emerge from hiding. The question is: should you join them?&nbsp;</p>
<h3>Yes: what are you waiting for?</h3>
<p>After almost two years of deprivation &ndash; clamping down on spend, issuing furloughs and redundancies, and pressing pause on important projects, businesses are finally realising they can&rsquo;t stay static forever.<br><br>Recruitment went into overdrive in 2021. In May,&nbsp;tech hiring hit it a five-year high, with over 132,000 recorded vacancies. As well as businesses rushing to catch-up to strategy,&nbsp;almost 20,000 new tech businesses were created in 2020 &ndash; or two every hour. More vacancies naturally means more interesting opportunities and better odds to get the role you want (<a href="https://www.lorienglobal.com/jobs" target="_blank" rel="noopener">check out our live vacancies here</a>). After all, even though more candidates might be looking to move, the volume of opportunities still far outweighs supply &ndash; leading to that supply-demand imbalance which famously tips in the candidate&rsquo;s favour.<br><br>The pressure to find and keep talent, as well as the growth of digital strategy seen during the pandemic, means that businesses are also more willing to negotiate for the right candidate. Recent&nbsp;<a href="https://home.kpmg/uk/en/home/media/press-releases/2021/05/kpmg-and-rec-uk-report-on-jobs.html" target="_blank" rel="noopener">research from KPMG and APSCo</a>&nbsp;revealed that between a 23 year high for talent demand, and less available candidates due to concerns over job security, pay was accelerating. In fact, the report uncovered a 14-month high for starting salaries, and an 18-month high for temp pay growth.<br><br>But it&rsquo;s not just cash that&rsquo;s on the discussion table. Over the pandemic, companies were forced to adopt more flexible working practices. While many businesses are still finding their feet in the &lsquo;new normal&rsquo;, hiring managers will be more receptive to having conversations about flexibility, remote working, and benefits packages up front. Be prepared for an element of uncertainty &ndash; many HR departments haven&rsquo;t made their decisions on hybrid just yet &ndash; but there has never been a better time to have an honest conversation about what you expect in your next role.</p>
<h3>No: bide your time</h3>
<p>It&rsquo;s true that today&rsquo;s market could snag you a good deal &ndash; a better job, better pay, and better benefits. But it&rsquo;s also important to see the market for what it is at the moment: frantic.&nbsp;<br>The last two years has seen a significant amount of change for both businesses and individuals. Many companies will have lost talent (through their choice or someone else&rsquo;s), restructured, and re-strategized. That means a lot of exciting opportunities.&nbsp;<br><br>But we&rsquo;re not quite out of the woods yet &ndash; the UK&rsquo;s furlough scheme has only ended recently and there&rsquo;s already been talks of what a winter COVID-19 strategy could look like (including a last-resort lockdown).&nbsp;<br><br>Companies are currently playing catch-up after two years of hunkering down &ndash; if the market seems fast and chaotic, that&rsquo;s not necessarily a good sign. This is when rushed, desperate decisions are made (on both sides). This could end up affecting you in a new role if the rush to get people in isn&rsquo;t properly thought through. Naturally, this goes for culture too. While now is a great time to negotiate your contract, don&rsquo;t forget that many companies are in flux right now. Their excellent work from home policy might not stick, nor may the culture, people, department, or need.&nbsp;<br><br>Another reason to bide your time is internal mobility. You won&rsquo;t be the only one weighing up your options, and other companies aren&rsquo;t the only ones rethinking their strategy. If you&rsquo;re otherwise happy at your company but looking for something more &ndash; maybe progression or a change in direction &ndash; now might be the best time to bring that conversation up, when your business is conscious of the talent-crunch and in acceleration mode.</p>
<h3>So when is the best time to job hunt?</h3>
<p>How long is a piece of string? Moving jobs is never an easy decision.&nbsp;<br><br>The market at the moment is incredibly candidate-driven &ndash; there&rsquo;s no doubt that there are more opportunities out there than ever before, more flexible, and open-minded companies, and more exciting projects happening. But it&rsquo;s also true that we&rsquo;re in a period of change, and change can be unsettling &ndash; for everyone. Whether you stick or twist, job security is never 100% guaranteed.&nbsp;<br><br>So, with that in mind, the best time to move jobs is based on a number of things &ndash; whether you&rsquo;re being challenged, whether there&rsquo;s room for growth, and whether you enjoy what you do. Culture should also play an important role in your decision-making, especially as companies respond to changes in climate. You should also be aware of your situation, such as the importance of location, flexibility, work-life balance, and benefits in your life.&nbsp;<br><br>It never hurts to keep your options open and to see what&rsquo;s on the market. To get started, make a priority list of what&rsquo;s important in a role for you (taking your existing role out of the equation). Check against what you currently have, what you want, and what you think you can get. Then take a look at what&rsquo;s out there. At the very least, exploring options outside of your current company will enable you to benchmark your skillsets and understand what you should reasonably be able to ask for, even if you decide not to move.&nbsp;<br><br>If something catches your eye, don&rsquo;t be afraid to put your CV in and even attend an interview. Think of it like the step from window shopping to trying something on &ndash; you don&rsquo;t have to buy anything, and it might even help you work our whether you want someone new or if what you have at home actually fits perfectly. You might even find a role you would have never even considered before.&nbsp;<br><br><a href="https://www.lorienglobal.com/jobs">Check out our live vacancies&nbsp;</a>to see what roles might suit you or read&nbsp;<a href="https://www.lorienglobal.com/insights/five-of-the-best-questions-to-ask-in-an-interview">our blog on interview tips</a>&nbsp;before you start applying.&nbsp;</p>

As the tech market becomes more buoyant, more people are considering swapping jobs. But is now the best time to take the plunge? And if not now, when?

How to know when it's time to job hunt

<p>Outsourcing your recruitment is a big decision. Hiring the right talent is key to the longevity and success of any business strategy and trusting your future to a third party can seem daunting. Luckily, tender processes have been designed to take some of the risk out of the decision by thoroughly qualifying suppliers and ensuring you only partner with the people best placed to represent you and your needs. Here, we&rsquo;ll give you an overview of what you need to know when issuing a Request for Proposal (RFP).</p>
<h3>What is an RFP?</h3>
<p>An RFP (Request for Proposal) is a document detailing your requirements for a recruitment project, such as&nbsp;<a href="https://www.lorienglobal.com/business-solutions/rpo-total-talent-acquisition">outsourcing your permanent recruitment</a>. Suppliers will respond to the RFP with their solutions in a bid to win the contract and deliver the project. RFPs should contain enough detail for a supplier to produce an accurate, workable solution for you. You can issue an RFP for any recruitment project you want, whether that&rsquo;s a 3+ year&nbsp;<a href="https://www.lorienglobal.com/business-solutions/msp-and-contingent-workforce-solutions">MSP&nbsp;</a>or a single six-month volume hiring campaign&nbsp;<a href="https://www.lorienglobal.com/business-solutions/project-recruitment">(Project RPO)</a>.&nbsp;</p>
<h3>What&rsquo;s the difference between a Request for Information (RFI) and a Request for Proposal (RFP)?</h3>
<p>When putting together your proposal, you may hear terminology like RFI, RFP and RFQ. These requests typically correlate with how far along in the decision-making process you are. An RFI &ndash; or Request for Information &ndash; is used when your requirements aren&rsquo;t yet defined, and you want to learn more about the suppliers and understand their potential solutions. RFIs typically take the form of a list of general questions about a supplier&rsquo;s approach and credentials, requiring a written response. However, more and more now we are seeing companies opt for a presentation format of response, where they get to meet the supplier in person or virtually, and ask questions post the presentation. An RFI is normally followed by an RFP; some businesses will shortlist suppliers between stages.</p>
<p>A Request for Proposal (RFP) is a more detailed request, and asks the supplier to give a formal, defined solution for your specific requirements. As part of the RFP, the supplier will demonstrate their skills, experience and expertise, outline their solution and benefits, and quote the cost for delivering the solution. You will need to provide as much information as possible about your requirements at RFP stage in order to get the best solutions from suppliers. RFQs (Request for Quotation) may also be used where you have a clear understanding of the solution you need, and simply want a pricing comparison.&nbsp;</p>
<h3>Do you need to write a Request for Proposal?</h3>
<p>You don&rsquo;t have to issue a Request for Proposal to choose a service provider at all if you don&rsquo;t want to. Some businesses go out to tender to explore different options and to see if there are other solutions (or providers!) that better fit their requirements. It can also be a useful price comparison exercise, to ensure you&rsquo;re getting the most for your money and that you&rsquo;re paying a competitive price for any existing solutions (for second generation RPO/MSPs). Generally speaking, it&rsquo;s never a bad idea to see what else is on the market, and you may wish to meet with potential suppliers on a more informal basis.</p>
<p>However, there are cases where going out to tender might not feel right, and the grass isn&rsquo;t necessarily always greener. Tendering is a time, cost, and resource-heavy process that requires input from lots of different senior stakeholders. If you don&rsquo;t feel like anything is missing with your current provider, or you&rsquo;ve already identified a supplier that you feel confident ticks all the boxes, then you might be tempted to bypass the process.</p>
<h3>How do I write a Request for Proposal for recruitment?</h3>
<p><strong><em>Step 1: Prepare and define your needs</em></strong></p>
<p>Before writing your RFP, you should have a clear understanding of what you want to achieve. Start by mapping out the scope of the work, such as where you want it delivered, how you want it delivered (i.e. model of recruitment), and when you need it delivered by. Then detail pain points you need solving and key objectives. Your objectives might not always be operational &ndash; you may want a supplier that is aligned to your values, for example. You can refer to this plan as you build your RFP.<br><br><strong><em>Step 2: Introduce your business and background</em><br></strong><br>Your introduction should give context to your proposal. It should explain who you are as a business and reasons for outsourcing, such as going through a significant period of growth. Your company history, values and purpose let suppliers know a bit more about you and what matters most. You should provide a summary of the project and key aims, and you can also detail information about the process, such as timeframes, if you wish.<br><br><strong><em>Step 3: Outline your requirements</em></strong><br><br>This is perhaps the most important aspect of writing your RFP, as the more detailed you can be, the better the solutions will be. Provide as much information as you can, including both strategic requirements (e.g. becoming seen as an employer of choice) and operational targets (e.g. improve CV to interview rate). Where possible you should provide anonymised data sets to demonstrate your needs, such as key roles you recruit for and average salaries &amp; day rates to enable potential suppliers to provide you with accurate indicative pricing<br><br><strong><em>Step 4:&nbsp; Explain how suppliers should respond</em></strong><br><br>You should set out the format for how you want suppliers to respond, and there are a number of ways you can do this. You can request a specific format (e.g. general headers/bullet points to address), ask direct, detailed questions if you want specific answers, or allow the proposal to be freeform. You can also put limitations around responses, such as word counts or page limits. And you can issue an RFP using a portal to standardise responses, or you can request PDFs to encourage more creative and visual proposals. Word limitations are good for clean, concise responses, but it&rsquo;s important not to be too restrictive or you could miss important information. Likewise, setting out a format or asking specific questions makes proposals easier to compare, but freeform allows the supplier to showcase specific elements of their solution.&nbsp;&nbsp;<br><br><strong><em>Step 5: Outline evaluation criteria and timeframes</em></strong><br><br>Ideally, you should set out clear evaluation criteria to help suppliers understand how you will score their proposals. This might include weighting for specific elements of the proposal or highlighting specific priorities. You should also give the supplier the opportunity to ask any clarification questions (CQs). Responses to these questions should then be shared amongst all suppliers to ensure a fair tender process. You should also outline your timeframes, including a CQ deadline, response deadline, shortlisting deadline (where appropriate), any next steps and their deadlines (such as presentation), and expected date for contract award/project go-live (if known).&nbsp;<br><br>I hope this short guide will give you the confidence you need to start putting together an RFP! If you are currently thinking of outsourcing and want to understand your different recruitment options, check out our&nbsp;<a href="https://www.lorienglobal.com/business-solutions">Client Services</a>. You can also get in touch with us at&nbsp;<a href="mailto:solutions@lorienglobal.com">solutions@lorienglobal.com</a>&nbsp;for more information on Lorien, what we do, and outsourcing your recruitment.&nbsp;</p>

If you’re outsourcing your recruitment, you might feel overwhelmed by choice. Learn what an RFP is, when and why you might use one, and how to get started.

How do I write a Request for Proposal (RFP) for RPO and MSP

<p>Last week we celebrated National STEM Day &ndash; so-called for its emphasis on the four core skill shortage areas in the workforce (science, technology, engineering and mathematics). STEM aims to use education to inspire and encourage children to pursue technical roles and alleviate the ever-growing skills gap. Over time it has also become synonymous with interactive and interdisciplinary education, with a focus on real-world application over theoretical learning. For over two decades, the government, STEM-reliant businesses and independent bodies have injected funding and investment into the education system for STEM as well as energising discussion around the skills gap in the hope of futureproofing the UK&rsquo;s workforce. But has it paid off?</p>
<p>The answer to that question depends on your source. According to WISE, there is currently a&nbsp;<a href="https://www.wisecampaign.org.uk/resources/tag/statistics" target="_blank" rel="noopener">shortfall in STEM workers of 69,000 a year in the UK</a>, while EDF Energy&rsquo;s &lsquo;Jobs of the Future&rsquo; report predicts that there will be&nbsp;<a href="https://www.edfenergy.com/sites/default/files/jobs-of-the-future.pdf" target="_blank" rel="noopener">142,000 science, research, engineering and technology jobs by 2023</a>, with roles in these fields&nbsp;<a href="https://www.edfenergy.com/sites/default/files/jobs-of-the-future.pdf" target="_blank" rel="noopener">growing twice as fast as other careers</a>. On the other hand, there has been a notable increase in the&nbsp;<a href="https://www.edfenergy.com/sites/default/files/jobs-of-the-future.pdf">up-take of science-related subjects at A-Level</a>&nbsp;and earlier this year Indeed released a report indicating that the volume of&nbsp;<a href="https://recruitmentbuzz.co.uk/talent-shortage-stemmed-rising-interest-stem-jobs-finally-closing-britains-skills-ga/" target="_blank" rel="noopener">people searching for STEM jobs was reaching 90% of the number of vacancies</a>&nbsp;- including a high proportion of millennials &ndash; which may suggest that the skills gap is on the decline. These statistics don&rsquo;t necessarily contradict each other; it is possible that even as we attempt to reduce the shortfall by charging the talent pipeline through STEM education that the gap is increasing in response to greater demand &ndash; meaning we&rsquo;re attempting to hit a moving target.&nbsp;</p>
<p>Some point to stereotypes around STEM, poor female representation or a lack of understanding of roles in STEM and what they actually entail as reasons for the shortfall. But while education may take the fall for a lot of these concerns, we believe that focussing solely on education as a source of overriding the STEM shortage may be short-sighted. Teachers are not the only ones that shape the perceptions and beliefs of the young &ndash; every single person that they interact with, especially those that they assign high value to, will act as a role model.&nbsp; Whoever you are, whatever you do, you are a role model to the next generation. So what can you do to impact the STEM pipeline?</p>
<h3>Sign up to be a STEM ambassador</h3>
<p>One of the most commonly cited reasons for the STEM skill gap is the shortage of&nbsp;<a href="http://www.growthbusiness.co.uk/britains-stem-skills-gap-teachers-2551943/" target="_blank" rel="noopener">women in STEM fields &ndash; women currently make up less than a quarter of the workforce in four of the five most in-demand industries</a>, despite consisting of almost half the entire working population. In engineering,&nbsp;<a href="https://www.wisecampaign.org.uk/resources/2017/10/women-in-stem-workforce-2017" target="_blank" rel="noopener">women make up only a staggering 11 per cent of workers</a>. One of the ways that we can improve the male-female ratio and consequently increase the volume of STEM workers overall is to increase visibility and access to female role models within STEM. Initiatives such as FabFems (a national database of female STEM professionals) are helping to bridge this gap.&nbsp;</p>
<p>Mentorship programmes can also make a real difference by providing access to real-life role models and support networks in STEM.&nbsp;<a href="https://www.ddiworld.com/ddi/media/trend-research/womenasmentors_rr_ddi.pdf?ext=.pdf" target="_blank" rel="noopener">67 per cent of women rate mentorship as highly important to helping them to advance and grow in their careers, and there is a clear correlation between organisations with mentorship schemes and those with a high proportion of females at executive level</a>. Register your interest in becoming a mentor, either within your company or through organisations such as The National Role Model Directory or MentorNet, to give students a boost into the STEM industry.</p>
<h3>2. Challenge misperceptions</h3>
<p>Being an onlooker can make you just as guilty as the perpetrator, so don&rsquo;t let negative stereotypes or misperceptions go unchallenged. This goes for every little girl that believes only boys are good at science, or every child who believes that they aren&rsquo;t intelligent enough to pursue STEM. <a href="https://newsroom.accenture.com/news/accenture-finds-girls-take-up-of-stem-subjects-is-held-back-by-stereotypes-negative-perceptions-and-poor-understanding-of-career-options.htm" target="_blank" rel="noopener">Accenture&rsquo;s Girls in STEM report revealed that half of parents (52%) and teachers (57%) admit to having made subconscious stereotypes about girls and boys in relation to STEM</a>. Cut negativity off at the root, and watch aspiration blossom.&nbsp;</p>
<h3>3. It doesn&rsquo;t end with education</h3>
<p>As a recruitment business, we believe passionately in nurturing talent, but we also believe that learning doesn&rsquo;t stop after formal education. While tackling the lack of representation of STEM in education is instrumental to the longevity and competitiveness of our workforce, it is simply not enough to rely on STEM education alone. In the first place, education is a slow burn and it will take decades of working hard against stereotypes, traditional teaching and misperceptions before we can truly reap the rewards of a STEM-focused generation. In the second, with an ever-growing gap and a consistent dropout rate in STEM amongst graduates&nbsp;<a href="https://www.edfenergy.com/sites/default/files/jobs-of-the-future.pdf" target="_blank" rel="noopener">(18-29 per cent of science, tech and maths graduates do not end up pursuing traditional STEM roles after graduating)</a>, it is becoming increasingly important to encourage individuals of all generations to pursue STEM. For this, the answer may lie in partnering with &lsquo;boot camp&rsquo; training providers that are focused on reskilling and upskilling to supercharge the talent pipeline from multiple directions. Lorien is currently working with a training provider to support this initiative and create stronger and more diverse talent pools that can supplement immediate as well as long-term STEM demand.</p>
<h3>4. Speak up</h3>
<p>Whether that&rsquo;s on social media, vlogging/blogging, contributing to industry magazines or volunteering for features on STEM-related radio, television or literature, make sure your voice gets heard. The more widespread positive messages around STEM are, the faster we can override stereotypes.</p>
<h3>5. Celebrate and acknowledge</h3>
<p>There&rsquo;s a reason children grow up wanting to be athletes, actors, rock stars and models. The cult of celebrity permeates our day-to-day lives and is constantly reinforced through media presence and promotions. To increase STEM uptake it is therefore imperative to increase exposure and to create visible role models that can be aspired to, both in real life and out of it. This starts by simply acknowledging and celebrating people in STEM &ndash; talk about the achievements of Marie Curie, Albert Einstein or Isaac Newton &ndash; instead of Wayne Rooney&rsquo;s strike ratio or Kim Kardashian-West&rsquo;s latest &lsquo;selfie&rsquo;. Encouraging children to read books like Wonder Women by Sam Maggs is one way to bring STEM heroes to the forefront of discussion.<br><br></p>
<p>You might not know it yet, but you&rsquo;re a STEM role model. You will influence countless prospective students, both directly and indirectly, through every single interaction you have &ndash; the blogs you share, the books you read, the comments you make. You will have the option to build the next generation up &ndash; with positive messages, encouragement and support &ndash; as well as to grow favour for STEM in current generations. Take ownership of your ability to influence, and become part of the movement that is aiming, with marksman-like prowess, to hit the moving target and reduce the skill shortage. Be a role model.</p>

You might not know it yet, but you’re a STEM role model. You will influence countless prospective students, both directly and indirectly, through every single interaction you have

How to be the role model every STEM student needs

<article class="blog-article">
<h3>1. Hi Anna, thank you very much for making the time to talk with us today,&nbsp;<a href="http://www.linkedin.com/in/anna-bennett-4251b54?authType=NAME_SEARCH&amp;authToken=y_XQ&amp;locale=en_US&amp;trk=tyah&amp;trkInfo=clickedVertical:mynetwork,clickedEntityId:12430109,authType:NAME_SEARCH,idx:1-1-1,tarId:1483968560727,tas:anna" target="_blank" rel="noopener">you have a highly successful career in the tech industry</a>, what inspired you to select IT as your sector of choice?</h3>
<p>If I&rsquo;m brutally honest, I didn&rsquo;t select IT so much as happily fell into it. Twenty plus years ago, technology wasn&rsquo;t so integral to our daily lives. I&rsquo;d been a music scholar and I really had very little to do with technology, apart from typing up essays and a few experiments in C++ programming with my Dad (my role-model geek!). When I decided &ndash; after qualifying - that a career in music wasn&rsquo;t what I wanted, I started to look for other things. I came across a job description &ndash; IT Sales &ndash; that sounded interesting and training was given, so I went for it and to my delight, I got the job. From the moment I walked through the door, I was enthralled with this new world I&rsquo;d discovered for myself, fully embracing my geek side and voluntarily putting myself through and passing IBM Systems Centre exams within a year. I never looked back; technology has been an integral part of me ever since.</p>
<h3>2. When you were a cloud focused Management Consultant, what were the most common challenges to true cloud adoption, and how did you overcome them?</h3>
<p class="blog-article-body">I started consulting in cloud when it was a cirrus (the highest altitude cloud) type notion and so very little of it was understood, compared to now. So the most challenging thing at the time was helping clients - who&rsquo;d engaged us to tell them more about how this &lsquo;new cloud thing&rsquo; could help with the efficiency of their business operations - understand the concepts that we take for granted today.Today, I see the challenges to true cloud adoption as legacy systems integration, complex wholescale migration and the resistance upheld by risk and security divisions who don&rsquo;t necessarily understand the wealth of security now deployed to keep data safe.In the heavily-regulated Financial Services industry, it has been hardest of all to overcome these issues, but the push from FinTech in delivering services very quickly and having the agility to update and change those services to meet consumer demand has now brought it firmly to the top of the agenda. Risk mitigation is the real key and bodies like the FCA stating last year that they support &ndash; and expect &ndash; banks moving to cloud-based service delivery has been transformational in changing attitudes.</p>
<h3 class="blog-article-body">3. You manage the Monitise FINkit Partner Programme, what is the selection process like? What companies have been introduced over the past 6 months?</h3>
The selection process is pretty tough going. We show clients that out of the huge number of FinTechs and Tech companies that we have considered for the programme, only a mere 13% make it through. The main criteria have been, of course, &ndash; compliance, relevance (to retail banking), delivery capability (is it something that can be used today?), longevity prospects (including funding), reliability and scalability. These are the sort of factors that, having worked with banks for over a decade, Monitise knows are of key importance.The Partner Programme has been underway since 2015 and our founding cohort was revealed in November, where we announced 14 partners across a broad range of services who, together with our FINkit platform capabilities, can help our banking clients to deliver the sort of innovation that customers expect, as well as the innovation remedies that the CMA has set for banks to achieve.</article>
<h3 class="blog-article">4. What have been the main challenges of retail banks&rsquo; adoption of FinTech to date, and how have you overcome them?</h3>
<article class="blog-article">The main problem that we hear repeated time-after-time from both the banks and the FinTech community is the &lsquo;square peg, round hole&rsquo; problem. Essentially a mismatch between the operating models of these big banks who have large legacy technology estates and who operate with caution and FinTechs who are nimble, agile and can utilise all of the latest technology without worrying about their non-archaic infrastructures. Add to that conundrum the problem of getting onto a bank&rsquo;s approved supplier list, which is nigh-on impossible when you are small. One small FinTech quoted having had a two year due diligence process with a European Retail Bank which nearly broke them, whilst another&nbsp; now very successful and larger-FinTech experienced a three year on-boarding with a large US Bank, which saw them have to apply for more funding just to complete the process without going bust. This is not how to collaborate!FINkit not only provides a platform for the integration of these capabilities, allowing banks to consume multiple services from a single integration point, but we&rsquo;ve also done the background due diligence and selection. Add to that the service capabilities and toolkit within FINkit and you can start to see how banks can now start to consume services as quickly as their own pace allows them to.</article>
<h3 class="blog-article">5. You have been known to say &lsquo;I love technology, I always have.&rsquo; What is exciting you the most in FinTech currently, and what do you think the retail banking UK FinTech landscape will look like in the next 3 years?</h3>
<article class="blog-article">I do love technology &ndash; you&rsquo;re quite right. From FinTech to MedTech, it&rsquo;s a truly fabulous place to have a career and by &lsquo;always&rsquo; I mean from the minute I entered the world of work. I&rsquo;ve been so lucky to have a career in this space, it&rsquo;s always exciting.There are many emerging trends in FinTech as you&rsquo;d expect, with the biggest being RegTech, AI/Machine Learning, the IoT and Blockchain/DLT.Obviously all of those technologies can and probably will be game-changing for the financial services sector, but my personal area of interest is the IoT, in the capacity that it offers for lifestyle change and making life simpler for us all. This will absolutely result in huge change in how people (and their &lsquo;things&rsquo;) interact with their bank and financial service providers, yet very little discussion goes on about it within the hallowed walls of banks. I foresee that changing fast and soon; it has toIn terms of what the landscape will look like in 3 years&rsquo; time &ndash; I think by then we will see a lot more &lsquo;fussy funding&rsquo; which is a pattern that started to emerge at the end of last year. Gone are the days where anyone calling themselves a FinTech could expect to have money throw at their door! I think we will also see a few more disruptors take off, but largely that FinTech will settle into a pattern of being collaborators. We&rsquo;ll have a proven model inside the next three years, with lots of examples of those FinTechs who have seen their business transformed in terms of client acquisition; by forging successful partnerships with banks. To date, these partnerships have been largely stuck in innovation labs. We&rsquo;re aiming to change that. Banks need it to change and FinTechs need it to change too!</article>
<h3 class="blog-article">6. You have said that in the future customers will experience &lsquo;ambient banking&rsquo;, are you seeing real steps towards this in the current banking climate? What do banks need to do to give customers the seamless digital experience they get with other companies, such as Amazon and Uber?</h3>
<article class="blog-article">The concept of ambient banking is really that it will merge into everyday activities and cease to be a separate &lsquo;thing&rsquo;. If banks are to play an ongoing part in their customers lives rather than transition to being &lsquo;dumb pipes&rsquo; then they need to work collaboratively with the surrounding technologies that will allow them to remain current and vital and become an integral part of many day-to-day activities that today they are not getting involved in. Travel is perhaps my favourite example of highlighting ambient banking. We all travel more than ever, yet card usage abroad (certainly by UK residents) is not high. What if your bank &ndash; like your mobile network - welcomed you to another country as soon as you arrived, told you that your card was clear for use and gave you the current exchange rate. Then offered you free and quick authenticated messaging from your app, the ability to chat to someone and get help immediately. If you lost your card abroad, helping you to get access to emergency cash. Rewarding you for using your card by giving you Avios points or money off a leading local restaurant chain. Notifying you that at your current rate of spending, you&rsquo;ll be 20% over budget by the time your holiday ends. That&rsquo;s ambient banking; relevance to what is happening to the customer right now and the delivery of services that help the customer as well as build loyal revenues for the bank.&nbsp;</article>
<h3 class="blog-article">7. What advice would you give to anyone looking for a career in financial technology?</h3>
<article class="blog-article">If you&rsquo;re young and just starting out then go and intern for a summer in a bank and see how things work behind the scenes - if you understand the challenges then you can understand how to help and make it better. If you&rsquo;re wondering how to make that happen &ndash; contact the people who regularly provide media commentary on behalf of the bank. Follow them, understand them and appeal to them with a great introductory letter or email, tell them what your aspirations are and how you feel you could learn greatly from the work that they are doing.I firmly believe that the future of FinTech lies largely, although not solely, in collaborating with banks. How are you going to come up with solutions if you've got no understanding of the problems? Being a retail banking consumer isn't usually enough - you need solid inside banking knowledge. From there, you can go your own entrepreneurial way and set up your own business, or you can go and work with a funded FinTech and get started that way.And if like me, you've moved on some time ago from your endless summer years, then go and enrol yourself in every webinar, seminar or trade show that you can find &ndash; there&rsquo;s normally something going on every day of the week. Sign up to FinTech newsletters, get yourself on Twitter, on LinkedIn and engage with the community. Once you understand FinTech, you can understand how your particular career background could be applied and what experience you can bring to help solve some of the challenges facing Financial Technology.Getting and staying informed is really the key in any tech field.</article>
<h3 class="blog-article">8. Your pioneering activities within the Monitise partner network were recognised by Innovative Finance, who named you in their <a href="http://www.fintech.finance/01-news/innovate-finance-publishes-women-in-fintech-2016-powerlist/" target="_blank" rel="noopener">Women in FinTech Powerlist 2016</a>. How important do you think recognition like this is to the continued growth and success of FinTech?</h3>
<article class="blog-article">I think this breaks down into two distinct areas. The Women In FinTech Powerlist aims to highlight and celebrate the role of women in a male-dominated industry. FinTech has a worse record than the rest of the financial and technology sectors for female leadership, with only 8% of top roles being occupied by women. Innovate Finance is committed to addressing this imbalance and I fully support and encourage their work in this area and I&rsquo;m honoured to be on the list. A lot of work goes into encouraging younger girls into STEM careers and yet they get disenfranchised when they look at their career potential by taking a quick straw poll on women reaching the top. This has to change and lists like the Innovate Finance one give younger women in technology-based careers hope and aspiration for the future, knowing it is possible.Secondly, recognition within the FinTech industry at a company level is incredibly useful for FinTechs. Nominations, Awards, FinTech delegations to other countries &ndash; these are all very important in highlighting your company&rsquo;s proposition and potential. It also helps in gaining interest from companies (such as banks) that can help grow customer acquisition numbers and in the early stages, in attaining and retaining funding. Good PR can never be underestimated.</article>
<h3 class="blog-article">9. What&rsquo;s next in terms of the key pieces of your partner network strategy for 2017?</h3>
<article class="blog-article">Firstly, making it real. Lots of companies set up marketplaces and partner programmes, but then the impetus dies and nothing much ends up happening. Not here! We&rsquo;ve on-boarded some relatively small FinTechs and now we need to show them that this is worth their while by achieving success with our banking clients. We are in advanced discussions with several clients and we&rsquo;ll be highlighting these wins when they happen.Secondly, my team and I are keeping an eye to the market, to changing customer whims and behaviour and to changing regulation &ndash; all of which dictate how a bank needs to evolve its services.&nbsp; We have carefully selected our first 14 partners to deliver services that are relevant for the next few years, but we are also busy evaluating new technologies such as AI/Machine Learning, Blockchain/DLT, RegTech and IoT. When any of these look like they can be quickly adopted to solve an existing retail banking problem, we will act swiftly and build the functionality into our partner network. We&rsquo;re already out there meeting with companies who show huge promise in these areas, so watch this space!</article>
<h3 class="blog-article">10. If you were to describe your career so far as the title of a novel, what would it be?</h3>
<article class="blog-article">Goodness, what a great but tough question; I love literature! I think, as I&rsquo;ve answered very honestly - and so it&rsquo;s already apparent - I started my career at &lsquo;Technology for Dummies&rsquo;. I then traversed through the &lsquo;War and Peace&rsquo; years with &lsquo;Great Expectations&rsquo;, but as a whole, I&rsquo;ll settle for &lsquo;Alice&rsquo;s Adventures in Wonderland&rsquo; because to me, technology is exactly that &ndash; ever evolving in delivering things that we all previously thought impossible and &lsquo;dream-like&rsquo; in vision.</article>
<h3 class="blog-article">11. If you were to design an app, what would it be and why?</h3>
<article class="blog-article">Given that I stand by my word, it would have to be the ultimate ambient banking app, with more than a nod to the IoT as my area of personal interest.Customers are frustrated by the experiences they get in other areas of technology not resonating with what is deliverable in banking and that needs to change. Banks are still in the ultimate position of trust as those who can deliver this, but that window of trust is closing as people &ndash; and in particular, millennials - start to put their trust in anyone who delivers a great and relevant experience. Let&rsquo;s act now!
<p>&nbsp;</p>
</article>

Lorien talks to Monitise’s Anna Bennett, Soon to be opening the London stock exchange as a part of International Women’s Day, about the future of Fintech

Anna Bennett Q&A

<h3><strong>1. Hi Chris, thanks for taking the time to talk to us today, your tech career is highly impressive, Silicon Valley is certainly different from Loughborough! How mapped out was your tech career for the 5 years following your graduation from Loughborough University?</strong></h3>
<p>Not at all really! Most of my friends at university went into formal graduate schemes with FTSE100 companies. I declined a position with one of them to take an entry level role at Rackspace instead. It was at the very start of their hyper-growth phase when they were still a start-up to hosting. What I missed out on in formal graduate programme structure, I made up for in opportunity and fun. It was a wild ride that actually lasted 9 years and saw me cover a wide number of roles and set me up for what I&rsquo;m doing now. I owe Rackspace a lot for the investment and opportunities they gave me when I was starting out.</p>
<h3><strong>2. What are your 3 stand-out memories from your fledgling tech career?</strong></h3>
<p>I am most proud of the work we&rsquo;re doing at Pearson building Platform as a Service capabilities for developers on an open source container platform. That has been a labour of love that myself and my team have taken from scratch to being a major part of Pearson&rsquo;s strategy going forward. I will also always remember the first time I spoke in front of a large audience, I did a cloud presentation at a Rackspace customer event that went really well and I&rsquo;ve never looked back! Finally, I always remember fondly the cool work I did with CERN and the IT team who process the data from the LHC particle accelerator. The joint research we presented on OpenStack really moved the community forward and to be part of their teams and see close hand their work at the time they discovered the Higgs Boson was a really special time for a nerd like me!</p>
<h3><strong>3. In your latest presentation at DevOps Enterprise Summit London &lsquo;16, where you presented &lsquo;Our Story of Building a Start-up to compete with ourselves&rsquo;, you mentioned you &ldquo;thought you were a technical person, but the more technical people you worked with the more you realised you weren&rsquo;t particularly technical and couldn&rsquo;t hold a candle to those people&rdquo;, how did this influence your career choices?</strong></h3>
<p>I realised 3 years or so ago that I wasn&rsquo;t a naturally gifted coder and what I took days to write, others could do in hours! But I realised that I had a lot to add in making the cool stuff engineers build accessible and understandable to the business so that they maximise the value from the thing that someone has created. In my role as a leader, I get to be creative and build strategies but ultimately, I exist to allow others to express themselves technically. I have learned to take great pride from building an environment where a team of engineers can do something incredible and take the deserved plaudits. I still like to keep my hand in though, just so I can toss my team a curve ball and remind them that I still have a rough idea what it is they are building!</p>
<h3><strong>4. You also mentioned you&rsquo;ve grown to love Silicon Valley, why is that?</strong></h3>
<p>I think I was referring to the TV Show! I&rsquo;ve worked closely with start-ups for a number of years in London, so some of the humour in the Sitcom really tapped into experiences I have had working in that exciting sector. There is an awesome start-up scene in the UK and I love how open source software communities bring the smallest and largest companies together to work on the same technology.</p>
<h3><strong>5. Why did you specifically choose the bubble analogy within your &lsquo;Disrupting the Enterprise&rsquo; piece?</strong></h3>
<p>I think the bubble idea works because you are somewhat insulated from the wider enterprise, but you can still look out and be heads up to what is going on around you. It&rsquo;s close to a silo, but a bit more deliberate&hellip; Our idea and ambition is still very embryonic and something so important but so new could get bumped around in the trade winds of a massive company, I wanted to make sure we protected what we were making so that it had the best possible chance of success.</p>
<h3><strong>6. At your presentation at DevOps Exchange London #DOXLON in 2015 your bio was: Reformed evangelist Ex-Racker and stealth sales-person Moved from vendor to customer world Now leading people at Pearson What would your bio be now?</strong></h3>
<p>I think a lot of that still holds true! I think I&rsquo;m more aware of the power that disruptive technology can wield in an enterprise and I think I&rsquo;ve had the chance to work with and lead much larger teams. So I might add &ldquo;Disruptor in Chief and Enabler of people smarter than me!&rdquo;.</p>
<h3><strong>7. Would you rather be known as a tech influencer or an exceptional leader?</strong></h3>
<p>I think an exceptional leader will influence technology, either directly or through the actions of the teams they lead. If you look at the influence someone like Jeff Bezos has had on technology - he&rsquo;s not recognised as being immensely technical, but he is one of the main contributors to the most seismic industry change in IT for the last 20 years! I&rsquo;d also like to think I would be known as a brave leader - sometimes the things we need to do aren&rsquo;t easy and they need someone to protect a group and take some headwinds for the long term benefits to reveal themselves.</p>
<h3><strong>8. How would you describe your efforts in creating a better, faster, smarter working environment for your teams as the title of a novel?</strong></h3>
<p>&ldquo;The Never-ending Story&rdquo;</p>
<h3><strong>9. What are the key benefits of operating a DevOps Methodology, to any business?</strong></h3>
<p>It ultimately is about delivering more value to the business through bringing products to market faster without impacting performance or stability, increasing the rate of innovation and getting new ideas and revenue opportunities into customers hands quickly, establishing fast feedback loops to developers.</p>
<h3><strong>10. Would you rather have a disruptor or a DevOps rock star join one of your teams tomorrow?</strong></h3>
<p>We work hard on our team dynamic to get the right blend of personalities. Our ideal team members have got the skills and experience in the technology we work with, but more importantly they are able to work in a social environment, justifying and sharing their own ideas and respectfully challenging others on their contributions.</p>
<h3><strong>11. There is and has been an abundance of stats and research around why women in tech&rsquo;s numbers are still declining, despite best efforts. If you could design the processes to entice more women into tech roles by ultimately make the processes better, faster and smarter: what would you do?</strong></h3>
<p>There&rsquo;s no silver bullet to this. I think ultimately more people need to talk about what is stopping us having a better distribution of race and gender in teams. I would concentrate on giving people the confidence to expect to have a conversation with a potential employer as a complete equal and on the flip side work closely with my existing team to ensure when we are given the opportunity to bring someone new to the team that we spend some time considering social norms we&rsquo;ve built up to ensure we&rsquo;re keeping the team approachable and inclusive. Everyone who works in technology needs to take responsibility for thinking about how they can improve the current balance, whether as a team member or a leader, we all have a part to play in making our industry a more balanced and inclusive place. I take that responsibility seriously and want to do all I can to help make sure this is an issue we keep on the agenda.</p>
<h3><strong>12. If you were to define your most significant &ldquo;water cooler&rdquo; moment what would it be?</strong></h3>
<p>Probably when I pressed the sparkling water button by accident&hellip; #firstworldproblems</p>
<h3><strong>13. Your 1st customer is now live on your platform initiative. Significantly, what&rsquo;s next?</strong></h3>
<p>The 2nd, 3rd and 4th customers! We also are in the process of enabling new regions so our customers can exploit the Platform to deploy their applications globally. We also want to drop the adoption barrier a little bit so future customers can self-migrate themselves and we can concentrate on writing more features.</p>
<h3><strong>14. If you were to design an app for the greater good, what would it be?</strong></h3>
<p>We&rsquo;re already enabling this kind of thing at Pearson! We&rsquo;re trying to provide digital education services to the world and democratising access to high-quality education to anyone with access to an internet connection. I love the impact we have on learners around the world every time we make headway on our work!</p>

Chris Jackson, Director of Cloud product Engineering at Pearson, talks to Lorien about his career in tech and how he adds value to his business

Lorien Q and A with Chris Jackson from Pearson

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   <h1>What are the 3 C’s of Talent Management?</h1>             <p>               The "3 C’s" of talent management—Competence, Commitment, and               Culture—are the foundational elements that drive a successful               talent management strategy:               <ol start="1"  type="1">                 <li>                   <strong>Competence:</strong> Employees need to have the right                   skills, knowledge, and abilities to perform their roles                   effectively. By offering continuous learning, professional                   development opportunities, and the necessary resources,                   organizations help employees build and maintain their                   competence.                 </li>                 <li>                   <strong>Commitment: </strong> Building employee commitment is                   crucial for long-term retention and engagement. Organizations                   foster commitment by valuing employees, supporting their                   growth, and aligning their goals with the company’s mission.                 </li>                 <li>                   <strong>Culture:</strong>A strong organizational culture binds                   the team together and shapes how employees interact, make                   decisions, and perceive their roles. By creating a positive,                   inclusive culture, organizations attract top talent, boost                   employee satisfaction, and encourage collaboration and                   innovation.                 </li>               </ol>             </p>             <h1>What is the process of talent management?</h1>             <p>               The talent management process is about aligning your               organization’s human capital with your business goals, ensuring               that the right people are in the right roles at the right time.               Key components of a talent management process include workforce               planning, talent acquisition, onboarding, learning and               development, performance management, succession planning, and               retention strategies.             </p>             <h2>What is a great talent management process?</h2>             <p>               A great talent management process involves a strategic and               comprehensive approach to managing the entire employee lifecycle.               It starts with identifying the organization's talent needs and               continues through recruitment, development, performance               management, and succession planning. Effective talent management               addresses immediate staffing needs and prepares your organization               for future challenges by fostering a culture of continuous               improvement and growth. A great talent management process takes an               integrated, ongoing approach rather than a series of isolated               activities, creating a sustainable competitive advantage through               their people.             </p>

  <h1>What are the 5 C’s of Talent Management?</h1>             <p>               The five C’s of talent management provide a comprehensive               framework for building and sustaining a strong workforce,               particularly in the tech industry. These elements focus on               different aspects of managing talent, each playing a critical role               in achieving organizational success.               <ol start="1" type="1">                 <li>                   <strong> Culture:</strong> A strong organizational culture                   sets the tone for how employees interact, collaborate, and                   grow within the company. By cultivating a positive, inclusive                   culture, companies create an environment where innovation and                   creativity thrive.                 </li>                 <li>                   <strong>Competence: </strong> Developing and maintaining                   competence is essential for a workforce that can meet current                   and future challenges. Investing in employee training and                   development helps tech companies stay competitive by equipping                   their teams with the latest skills and knowledge.                 </li>                 <li>                   <strong> Compensation:</strong>Fair and competitive                   compensation is a key motivator for attracting and retaining                   top talent. In the tech industry, where skilled professionals                   are in high demand, offering attractive compensation packages                   is crucial.                 </li>                 <li>                   <strong> Career Development</strong>Supporting employees in                   their career growth leads to greater job satisfaction and                   loyalty. By providing clear paths for advancement, companies                   can keep their talent engaged and committed to long-term                   success.                 </li>                 <li>                   <strong> Communication</strong>Open and effective                   communication fosters trust and alignment within the                   organization. When employees understand the company’s vision                   and their role in it, they are more likely to contribute                   positively to its goals.                 </li>               </ol>               These five components of talent management work together to create               a cohesive strategy that drives business success. By focusing on               these areas, tech companies can build a resilient and innovative               workforce.             </p>             <h1>What Are the 5 Stages of the Talent Management Model?</h1>             <p>               The talent management model provides a structured approach to               managing the entire lifecycle of employees within an organization.               It’s a comprehensive framework that guides companies in               identifying, nurturing, and retaining the talent that drives               business success. By following this model, organizations can align               their workforce strategies with their overall business objectives,               creating a cohesive plan that supports both current and future               needs.             </p>             <p>               The model typically includes five main stages: attracting talent,               recruiting and selecting talent, onboarding and integrating new               hires, developing employees, and retaining talent. Each stage               plays a critical role in building a workforce that is not only               capable but also engaged and committed to the company’s mission.               This approach helps companies create a dynamic and resilient team               that can adapt to changing business environments and sustain               long-term growth.             </p>             <h1>What Are Talent Management Processes?</h1>             <p>               Talent management processes are the specific actions and               strategies that organizations implement to manage their workforce               effectively. These processes are designed to cover every aspect of               the employee lifecycle, from recruitment to retention to               offboarding, and everything in between. In the tech industry,               where the demand for skilled talent is high and the pace of change               is rapid, having well-defined talent management processes is               essential for maintaining a competitive edge             </p>             <p>               These processes involve a variety of activities, including               identifying skill gaps, sourcing and hiring talent, providing               training and development opportunities, and implementing               performance management systems. By systematically managing these               processes, companies can create a talent management system that               aligns with their strategic goals and drives business success.             </p>

   <h1>What are the 5 core functions of talent management?</h1>              <ol start="1" type="1">               <li>                 <strong>Workforce Planning and Analysis:</strong> Organizations                 forecast future talent needs by analyzing their strategic                 objectives. They evaluate current workforce capabilities and                 identify gaps that must be filled to support growth and                 innovation.               </li>               <li>                 <strong>Talent Acquisition and Recruitment:</strong> Acquiring                 the right talent is essential. Companies attract, source, and                 select candidates who meet both the technical requirements of                 the job and fit well with the company culture.               </li>               <li>                 <strong>Learning and Development: </strong>Organizations ensure                 continuous learning to keep their workforce agile and                 competitive. They provide training programs, leadership                 development, and upskilling initiatives to help employees grow                 and prepare for future challenges.               </li>               <li>                 <strong>Performance Management:</strong> Companies align                 individual contributions with their strategic goals through                 effective performance management systems. They set clear                 expectations, offer regular feedback, and recognize achievements                 to maintain high levels of engagement and productivity.               </li>               <li>                 <strong>Succession Planning and Career Development:</strong>{" "}                 Organizations prepare for future leadership needs by identifying                 and developing internal talent for key roles. They also provide                 clear career paths to help employees advance within the company.               </li>             </ol>

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<h1>Talent Management Strategy</h1>             <p>               An organization’s ability to attract and retain high-quality               employees can be the X-factor in achieving success. It’s not just               about finding people to fill roles—companies are often looking for               specific skill sets and experience levels, which makes it more               difficult—yet all the more important—to create a highly-qualified               workforce. This underscores the importance of talent management               and implementing a successful talent management strategy—whether               that means adding new employees on a permanent basis, a               contingency basis, or a combination of the two.{" "}             </p>             <p>               Let’s back up a bit. What is talent management? According to{" "}               <span>                 <a                   href={                     "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                   }                   target="_blank"                 >                   McKinsey                 </a>               </span>               , it “includes all the ways that organizations bring employees on               board, keep them happy and productive, and help them continue to               develop their skills over time.” In other words, the scope of               talent management touches virtually every stage of the employee               lifecycle—including talent acquisition, development, and               retention—making it important to create a comprehensive strategy.               Additional components include strategies for recruitment,               onboarding, performance management, development, and succession               planning. That way, your company can find the right talent at the               right time and achieve positive business outcomes.             </p>

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<h1>What Are the Common Approaches to Sourcing Talent in Tech?</h1>             <p>               Depending on the organization’s current needs and both short- and               long-term strategic priorities, they may opt for permanent or               contingent solutions—or a combination of both. How do you know               which is right for your organization? Let’s take a closer look at               each of these segments that define traditional talent management               approaches.               <ul>                 <li>                   <strong>Permanent workers</strong> are employed on a                   long-term, often salaried basis—the traditional or go-to                   approach for most companies. They are typically entitled to                   employee benefits (like PTO and retirement benefits), and                   contribute to the overall organizational culture.                 </li>                 <li>                   <strong>Contingent workers</strong> are not usually considered                   “employees” of the company in the same way permanent workers                   are, yet their contributions can be just as vital to the                   success of the organization. They can be brought on to work on                   specific projects, offering support to your permanent workers.                 </li>               </ul>               As you can imagine, for many companies, the best results come from               combining these two approaches. By doing so, employers benefit               from maximum flexibility, as well as an improved ability to               optimize hiring budgets and get crucial roles filled with               qualified talent. This is especially true for tech companies,               which often have a balance of long-term employees and               project-specific teams of contingent workers.{" "}             </p>             <p>               <strong>                 No matter where you’re at in the process of talent management                 and strategy development,               </strong>{" "}               <span>                 <a href="/us">Lorien is ready to help</a>               </span>               . Whether you’re working to assess your needs, or you’re looking               for the best talent to fill one or more specific roles, we can               provide you with the insights you need to make the best possible               staffing decisions for your organization.             </p>             <p>               Once you’re familiar with the fundamentals of talent management,               you’re ready to start thinking through what an effective talent               management framework looks like for your organization. Then, you               can develop and fine-tune specific staffing strategies in response               to the needs of the business.             </p>

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 <h1>What Are the 7 Components of the Talent Management Process?</h1>             <p>               While every organization’s talent management framework should be               tailored to their particular needs and priorities, there are seven               components that the most successful frameworks are built around:               <ul>                 <li>                   <strong>Talent Acquisition:&nbsp;</strong>Determining                   personnel needs and developing a strategy for bringing the                   right talent into the organization.                 </li>                  <li>                   <strong>Employee Experience:</strong> Ensuring that new hires                   feel welcome, included, and set up for success.                 </li>                  <li>                   <strong>Performance Management:</strong> Developing a                   framework for incentivizing and improving employee performance                   throughout the organization.                 </li>                  <li>                   <strong>Change Management:</strong> Helping the organization                   to navigate change through effective communication and                   employee empowerment.                 </li>                  <li>                   <strong>Learning &amp; Development:</strong>Investing in                   employee growth by offering meaningful opportunities to                   develop new skills and grow professionally.                 </li>                  <li>                   <strong>Organizational Design:</strong> Aligning talent                   management strategies with the short- and long-term priorities                   of the organization in order to increase efficiency.                 </li>                  <li>                   <strong>Succession Management:</strong>Creating a framework to                   identify and encourage internal candidates to fill current                   vacancies, as well as those that emerge over time.                 </li>               </ul>               In addition to the seven talent management framework elements               listed above, the most effective talent management strategies are               those that best understand the talent management life cycle. When               developing a strategy, be sure to take concrete and data-driven               steps to enhance the ability to attract and retain the best talent               by optimizing each step of the talent management life cycle.             </p>

<h2>Do you work for Lorien?&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">If you are a contractor working for Lorien and have a question about your assignment, payment or timesheet, then please contact the Ask team at <a href="mailto:ask@impellam.com">ask@impellam.com</a> or phone <a href="tel:03333 23 24 50">03333 23 24 50</a>.</span></p><p>&nbsp;</p><h2>General Enquiries&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">For General Enquiries, please contact the relevant branch below.</span></p>

<h3>Send Us Your CV/Resume</h3><p>With a strong focus on learning and development and a culture that encourages you to spread your wings, we&rsquo;re all about giving people the room to try new things and thrive in a role they really enjoy. Join somewhere you can be yourself, be your best, and be part of something special. Join Lorien today.</p>

<h5>Submit your CV/Resume</h5><p><span style="color: rgb(43, 42, 41); background-color: rgb(255, 255, 255);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch</h2><p>Are you looking for talent to transform your business? Or are you looking to take the next step in your tech career?</p><p>Whatever your ambition, we&rsquo;ve got the experience and expertise to get you there.&nbsp;</p><p>Register your resume and job preferences with our team to start your new career journey or search current vacancies.</p><p>We&rsquo;re more than happy to help with any questions.</p>

What are the benefits to Contract &amp; Permanent Recruitment?

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<h2>Get in Touch!</h2><p>Unresolved query? Let us help. Get in touch with the Lorien Contractor and Candidate Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.</p><p>&nbsp;</p><h5>Our hotlines are:</h5>

<p>For all other enquiries, please complete our form or reach out to us on <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">0<span style="color: black; background: white;">207 654 1000.</span></span></p>

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<h2>Ask David - Lorien's Managing Director</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>If you&rsquo;re a current contractor at Lorien with a question, concern or request, then get in touch with Lorien's Managing Director, David Gettins With more than 20 years&rsquo; experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can&rsquo;t, he&rsquo;ll put you in touch with someone who can).</p>

<h1>Contractors</h1><p>Your success is our priority. That’s why we’re here to support you every step of the way in your contract career. We want to make sure we really get to know you and your goals - so you'll be appointed a dedicated tech recruitment specialist to find the contract opportunities suited to you. Learn more about how to kick-start your new contract career.</p>

<h2>Our CSR Partners</h2><p>We’re determined to build a better future for everyone. In 2022 Lorien, alongside sister brands SRG and Carbon60, appointed Chris Blackburn as our Head of CSR. Chris is helping us find ways to give back to our local community and to solve key issues our world faces – such as STEM skill shortages, equal opportunities, and access to resources.&nbsp;</p><p>We’re working with a number of partners to help us achieve this, including MAMA.codes, Lucy Air Ambulance for Children and TechGirls. Find out more about these amazing businesses and charities below.</p>

<p>For all other enquiries, please complete our form or reach out to us on <a href="tel:02039109446" rel="noopener noreferrer" target="_blank">02039109446</a>.</p>

<p>We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. Lorien is a leader in technology and digital recruitment, and as part of the Impellam Group, we work closely with our sister brands, SRG (a specialist scientific recruitment business), and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.</p>

<h2>Ask David</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>As a concept, it’s simple: if you’re a current contractor at Lorien with a question, concern or request, then get in touch using the below contact form and David will respond directly to you himself within 24 hours. With more than 20 years’ experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can’t, he’ll put you in touch with someone who can).</p>

<h1>CSR &amp; Partnerships</h1><p>Lorien's purpose is to unlock untapped potential in people, enhance ways of working, and give back to the local community. We&rsquo;re determined to build a better future for everyone and work towards solving the key issues our world faces.</p>

<h2>Discover more_</h2><p><span style="background-color: rgb(255, 255, 255);">With insight across the whole of Lorien, we’ll keep you ahead of the curve. Get in touch with our team today. </span></p>

<h2>Latest Salary Survey</h2><p>Fill out the form below to gain exclusive access to the 2023 Salary Survey results. </p>

    <h1>What Is an Example of a Talent Strategy Framework?</h1>             <p>               One practical example of a talent strategy framework is the 9-cell               matrix for talent management. This well-known talent management               framework that{" "}               <span>                 <a                   href={                     "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                   }                   target="_blank"                 >                   McKinsey                 </a>               </span>{" "}               promotes allows companies to identify high-potential employees,               plan for their development, and align their growth with the               company’s future needs. The 9-cell matrix is a tool used to               evaluate and categorize employees based on their performance and               potential. This matrix divides employees into nine categories,               allowing you to identify top performers, those with high               potential, and areas where improvement is needed.             </p>             <p>               High performers with high potential might be identified for               leadership development programs, while those with lower               performance might receive targeted coaching or training. This               approach helps you make informed decisions about talent               development, succession planning, and where to focus your               resources.             </p>             <p>               You can adopt this approach internally, using the matrix to assess               and develop your team. However, many companies partner with               experts like Lorien to implement such frameworks effectively. With               our deep industry knowledge and experience, we can help you               integrate tools like the 9-cell matrix into your broader talent               strategy, ensuring you’re making the most of your workforce and               positioning your company for success.             </p>             <p>               Whether you take this approach alone or collaborate with a partner               like Lorien, leveraging a structured framework like the 9-cell               matrix will help you manage your talent more strategically and               align your workforce with your long-term business goals.             </p>

<h1>What Are Some Examples of Talent Management?</h1>             <p>               At Lorien, we understand that effective talent management requires               a diverse set of strategies tailored to meet the specific needs of               your organization. Below are some of the key services we offer               that illustrate different talent management approaches, each               designed to help tech companies build, manage, and retain a               top-tier workforce.             </p>             <ul>               <li>                 <strong>Contract & Permanent Recruitment:</strong> Whether your                 company needs short-term contractors to handle peak workloads,                 or permanent employees to drive long-term growth, Lorien’s                 recruitment services ensure you find the right talent. We                 specialize in connecting tech companies with skilled                 professionals who fit their specific needs, helping to fill                 critical roles quickly and efficiently.               </li>               <li>                 <strong> Executive Search:</strong> Leadership plays a pivotal                 role in steering your company toward success. Our Executive                 Search service focuses on identifying and recruiting top                 executives who align with your company’s culture and strategic                 objectives. We tap into our extensive network and industry                 expertise to find leaders who can drive innovation and growth                 within your organization.               </li>               <li>                 <strong>                   Managed Service Provider (MSP) & Contingent Workforce                   Solutions (CWS):                 </strong>{" "}                 Managing a contingent workforce can be complex, but our MSP and                 CWS solutions simplify the process. We take on the                 responsibility of managing your temporary workforce, from                 sourcing and onboarding to compliance and reporting. This allows                 your company to scale up or down with ease while maintaining                 control over quality and costs.               </li>               <li>                 <strong>Project Recruitment: </strong>                 When working on critical projects with tight deadlines, finding                 the right talent is essential. Lorien’s Project Recruitment                 services provide you with specialized teams that are ready to                 jump in and contribute immediately. We manage the entire                 recruitment process, so you can focus on delivering your                 projects on time and within budget.               </li>               <li>                 <strong>Recruitment Process Outsourcing (RPO): </strong>                 Outsourcing your recruitment process can free up valuable time                 and resources. Lorien’s RPO services take over your recruitment                 function, from candidate sourcing to onboarding, allowing your                 HR team to focus on strategic initiatives. We customize our                 approach to meet your specific needs, ensuring you attract and                 retain the best talent in the market.               </li>               <li>                 <strong>Services Procurement Management:</strong> For tech                 companies that rely on external vendors, managing service                 contracts can be challenging. Our Services Procurement                 Management solutions help you streamline the procurement                 process, ensuring that you engage the right suppliers and manage                 contracts effectively. We handle everything from vendor                 selection to contract negotiation, so you can focus on your core                 business activities.               </li>               <li>                 <strong>Specialist Markets:</strong> The tech industry is vast,                 and finding talent with niche skills can be difficult. Lorien                 specializes in recruiting for specialist markets, whether you                 need experts in cybersecurity, data science, or software                 development. Our deep industry knowledge and targeted approach                 help you find professionals with the specific skills your                 business requires.               </li>               <li>                 <strong>                   Statement of Work (SOW) / Managed Services Delivery:{" "}                 </strong>                 Managing projects with clear deliverables and timelines requires                 a precise approach. Our SOW and Managed Services Delivery                 solutions allow you to define project requirements and outcomes,                 while we handle the talent and execution. This service is ideal                 for companies that need to deliver complex projects without the                 hassle of managing individual resources.               </li>             </ul>             <p>               Each of these examples demonstrates how Lorien’s talent management               services can help your tech company thrive. By offering a range of               solutions tailored to your needs, we empower you to build a               workforce that drives innovation and success. <br /> To learn more               about how we can help you, explore our{" "}               <span>                 <a href="/us/business-solutions">business solutions</a>               </span>               , or{" "}               <span>                 <a href="/us/contact-us">contact us </a>               </span>{" "}               today to start a conversation.             </p>

  <h1>What Is the First Step of the Talent Management Process?</h1>             <p>               The first step of the talent management process involves deciding               how you will approach talent management within your organization.               This critical decision shapes the entire strategy that follows and               can significantly impact your success in attracting, developing,               and retaining top talent.             </p>             <p>               One of the primary talent management approaches is determining               whether to handle the process internally or to partner with an               expert like Lorien. Managing talent internally means dedicating               resources, time, and expertise to every aspect of the employee               lifecycle—from recruitment and onboarding to development and               retention. This approach can work well for companies with a robust               HR infrastructure and a deep understanding of the industry’s               specific talent needs.             </p>             <p>               However, many tech companies find that partnering with a talent               management expert like Lorien offers distinct advantages. With our               extensive experience and specialized knowledge, we help you               navigate the complexities of the talent market, ensuring that your               strategy aligns with your business goals. Whether you’re looking               to scale quickly, fill niche roles, or retain top talent in a               competitive market, we provide the support and expertise needed to               build a strong, capable workforce.             </p>             <p>               On the other hand, some companies choose a hybrid               approach—partnering with an expert like Lorien for one component               of their talent management, like an executive search or               performance management—while using their internal resources to               manage the rest of the talent management process.             </p>             <p>               Choosing the right talent management approach is the foundation of               your strategy. By making an informed decision at this stage, you               set the stage for a successful talent management process that               drives your company’s growth and innovation.             </p>

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 <h1>How Do You Turn a Framework into a Strategy?</h1>             <p>               Once you’ve thought about each of the essential components, you’re               ready to start fleshing out the details, ultimately constructing               your own talent management strategy framework. Knowing how to               build a talent management model that works for your business               probably isn’t as difficult as you think, and it can have a giant               impact on your ability to attract and retain your organization’s               most valuable talent. Next, let’s break down the process for               developing and implementing a typical talent management process,               in 5 steps:             </p>             <h4>Step 1: Setting/Aligning Organizational Objectives</h4>             <p>               First, determine or review your strategic business priorities.               That way, you can take a tactical approach to identifying and               filling recruitment and staffing needs. Is now the right time to               expand? What skills should we look for in potential job               candidates? The more focused your priorities are, the easier it               will be to develop the ideal talent strategy. Once you&rsquo;ve               reviewed your priorities, you can set specific objectives and               milestones. Ideally, you can work to collaborate and align with               stakeholders throughout the organization, to better ensure               strategic alignment throughout the process.             </p>             <h4>Step 2: Forecasting/Gap Analysis</h4>             <p>               Assess/audit your current employee lifecycle, paying special               attention to challenges. As far as talent is concerned, where are               the biggest gaps? By assessing present needs and forecasting for               the short- and long-term future, you can develop a strategy that               is well aligned and conducive to business objectives.             </p>             <p>               An important part of forecasting and gap analysis relates to the               employee experience, since a positive experience has a direct               correlation with employee retention. Which aspects of your current               employee lifecycle are working well? Are there any blockers or               persistent challenges in need of solutions? Thinking through these               questions can help you zero in on the aspects of the employee               lifecycle that provide the biggest opportunities for improvement.             </p>              <h4>Step 3: Choosing the Right Model/Approach</h4>             <p>               There&rsquo;s no &ldquo;one right way&rdquo; to approach the               development of talent management strategies. Rather, these               strategies should be custom-designed so they align with the               priorities and objectives of the business. Start by determining               whether you can address talent gaps in-house or if you should               consider outsourced{" "}               <a href="https://www.lorienglobal.com/us">                 <span>talent acquisition solutions</span>               </a>               . If you&rsquo;re going to need outside help, your next question               should be whether{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">                 <span>full-time/permanent</span>               </a>               ,{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">                 <span>project-based</span>               </a>               , or{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">                 <span>part-time/contingent</span>               </a>{" "}               solutions make the most sense.             </p>             <p>               Consider which talent management practices will provide the               biggest impact/lift, and start with those. When it comes to talent               management, any improvement can provide significant advantages,               and any time is a great time to start reaping the benefits. Keep               in mind, too, that the best strategies should evolve as your               business needs change, meaning no talent management strategy               should ever be considered &ldquo;done.&rdquo;             </p>             <h4>Step 4: Developing/Executing the Strategy</h4>             <p>               Once you&rsquo;ve identified and prioritized your objectives and               decided on a talent management approach/solution, it&rsquo;s time               to start putting together the actual strategy&mdash;and putting it               into action. This includes a few specific steps, like:             </p>             <div>               <ul>                 <li>                   <strong>                     Conceptualizing ideal HR workflows for talent management.                   </strong>{" "}                   Streamlining existing processes and experimenting with modern                   tools for incorporating AI/automation are excellent ways for                   organizations of all sizes to take steps toward improvement.                   Think through each stage of the employee lifecycle and talent                   management framework, looking for areas that could be improved                   or optimized.&nbsp;                 </li>                  <li>                   <strong>                     Determining individual roles/responsibilities related to                     talent management strategy development and execution.&nbsp;                   </strong>                   Which teams/departments should be involved in developing the                   strategy, and who takes the lead? Who will direct or oversee                   its implementation? Based on your priorities and objectives,                   it&rsquo;s important to assemble the right team of                   stakeholders to ensure alignment.&nbsp;                 </li>                  <li>                   <strong>                     Providing meaningful training and development opportunities                     to empower employees and help them to grow their skill                     set.&nbsp;                   </strong>                   Depending on the needs of the business&mdash;and the resources                   available&mdash;even a little training can go a long way                   toward a more supportive and inclusive workplace. Upskilling                   existing employees doesn&rsquo;t just improve employee                   engagement, it&rsquo;s also much more cost-effective than                   recruiting and bringing new talent on board.&nbsp;                 </li>               </ul>             </div>              <h4>Step 5. Establishing Accountability Measures/Metrics</h4>             <p>               How do you know if your strategy is working? You&rsquo;ll want to               start by revisiting your strategic objectives. Ideally,               you&rsquo;ve set specific and measurable objectives&mdash;like               increasing headcount by 10% by the end of the quarter&mdash;so               it&rsquo;s relatively easy to define success.&nbsp;             </p>             <p>               On a point by point basis, determine what strategies or strategy               components have been effective, and which have not been as               successful. There are a number of worthwhile indicators to               consider when setting or evaluating objectives, such as turnover               rates, productivity metrics, and employee engagement scores.             </p>

        <h1>What Does a Good Talent Strategy Look Like?</h1>             <p>               A good talent strategy is tailored to your organization’s needs,               goals, and challenges. It’s not a one-size-fits-all solution, but               a customized plan that aligns your workforce with your company’s               long-term objectives. In the fast-paced tech industry, where the               right talent can make or break your success, having a well-defined               talent strategy is crucial.             </p>             <p>               Talent strategy examples vary depending on the unique requirements               of each business. For some companies, the focus might be on               aggressive recruitment to quickly scale up operations. For others,               it might involve developing existing employees to fill critical               roles or building a culture of continuous learning and innovation.               What’s important is that your strategy directly supports your               business goals and is flexible enough to adapt as those goals               evolve.             </p>             <p>               A talent strategy company like Lorien can help you craft a               strategy that goes beyond generic solutions. We understand that               using a talent strategy framework template can be tempting, but               it’s not the best approach. A pre-made template might not consider               the nuances of your industry, the specific skills you need, or the               culture you want to build. Instead of relying on a               one-size-fits-all template, we work with you to create a strategy               that’s as unique as your business.             </p>             <p>               By partnering with a talent strategy company, you gain access to               expertise and insights that help you design a strategy tailored to               your needs. Whether you need to attract top-tier talent, develop               your existing workforce, or plan for future growth, a customized               approach will give you the competitive edge you need to thrive. At               Lorien, we help you build a talent strategy that’s both effective               and adaptable, ensuring your company is well-positioned for               success in the ever-evolving tech industry.             </p>             <h1>What Is Your Talent Strategy?</h1>             <p>               At Lorien, we believe that your talent strategy should be as               dynamic and forward-thinking as your business. A well-crafted               strategy aligns your workforce with your company’s goals, drives               innovation, and positions you for long-term success. Whether               you’re looking to attract top talent, develop the skills of your               current team, or prepare for future growth, your strategy needs to               be tailored to your unique needs and challenges.             </p>             <p>               We work closely with you to design a talent strategy that’s more               than just a plan—it’s a roadmap to success. By leveraging our               industry expertise and deep understanding of the tech landscape,               we help you build a strategy that supports your vision and adapts               as your business evolves. From identifying the right talent to               creating development programs that keep your team engaged and               competitive, we’re here to support you every step of the way.             </p>             <p>               Let’s create a talent strategy that’s built for your business.               <span>                 <a href="/us/contact-us">Contact us</a>               </span>{" "}               today to learn how Lorien can help you develop a customized               approach that drives growth, innovation, and long-term success.               Your future starts with the right strategy—let’s build it               together.             </p>

 <h1>               What does a good talent strategy look like for the tech industry?             </h1>             <p>               A strong talent strategy in the tech industry starts with               understanding the unique challenges of the field. The competition               for skilled professionals is intense, and the rapid pace of               technological change means that today’s in-demand skills might               become obsolete tomorrow.             </p>             <p>               In tech, where innovation drives success, companies must attract               and retain talent that can keep up with these rapid advancements.               A well-rounded strategy will not only focus on hiring the right               people but also on nurturing their growth and equipping them with               the tools to thrive in a constantly evolving environment. This               includes offering opportunities for continuous learning, fostering               a culture that encourages creativity and problem-solving, and               providing clear pathways for career progression.             </p>             <p>               Talent management strategy examples in the tech industry often               include a mix of innovative recruitment practices—it doesn’t have               to be a solitary effort! Many tech companies benefit from               partnering with experts like Lorien, a company that understands               the unique nuances of the industry. Rather than relying on a               generic talent strategy template, companies like Lorien can craft               a talent strategy tailored specifically to your company, providing               guidance on everything from innovative recruitment techniques to               employee retention strategies.             </p>             <p>               One significant advantage of working with Lorien is access to               extensive talent pools and specialized communities. By tapping               into these networks, tech companies can reach highly skilled               candidates who may not be accessible through traditional channels.               This access, combined with Lorien’s industry expertise, helps               build a more effective and resilient talent strategy, ensuring               your company remains competitive and innovative in the fast-paced               tech landscape.             </p>

<h2>Featured Guides &amp; Reports</h2>

<h2>Largest IT Staffing Firm in the UK!</h2><div class="d-flex gap-3"><p class="col-span-9 mb-0">We are thrilled to have been ranked #1 largest IT staffing firm in the UK by Staffing Industry Analysts (SIA).</p></div>

<div class="d-flex flex-column gap-0"><h3>Leaders in Everest Group PEAK Matrix&reg; 2024 for UK IT Contingent Talent and Strategic Solutions.</h3><div class="d-flex gap-3 align-items-end"><div class="d-flex flex-column gap-4"><p class="col-span-6 mb-0">&nbsp;</p><p class="col-span-6 mb-0">We are thrilled to have also been ranked <span class="fw-bold">#1 largest IT staffing</span> firm in the UK by Staffing Industry Analysts (SIA)!</p></div><img class="ratio ratio-21x9" style="min-width: 200px; max-width: 80px; height: auto; object-fit: contain;" src="/site-assets/images/SIA_2024_ListLogos_LrgstStaffng_IT_UK.png" alt="tes"></div></div>

<h2>It's What We Do</h2><p>Transforming careers, businesses and tech strategies. At Lorien we are always adapting to the digital world, providing our clients with tech recruitment solutions across the full digital spectrum.</p>

<h2>Awards &amp; Industry Recognition</h2>

<h2><span style="background-color: rgb(255, 255, 255);">Featured Jobs</span></h2><p>Find the best technology and digital career opportunities.</p>

<h1>We are the house of global tech recruitment</h1><p>Lorien is an award winning digital, transformation and technology recruitment specialist. With over 45 years' experience, we work with clients of all sectors, sizes, and tech needs–from digital giants to tech-enabled businesses–to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

 <h1>               How to create an effective talent management strategy for your               tech company             </h1>             <p>               At Lorien, we understand that creating an effective talent               management strategy for your tech company requires more than just               a checklist—it demands a tailored approach that addresses your               unique challenges and goals. We work closely with you to develop a               strategy that aligns with your business objectives, attracts top               talent, and fosters a culture of continuous growth and innovation.             </p>             <p>               We start by conducting a thorough analysis of your current               workforce and identifying gaps in skills and capabilities. From               there, we help you design a talent management framework that               covers every aspect of the employee lifecycle—from recruitment and               onboarding to performance management and succession planning. Our               expertise in the tech industry means we know how to find the right               talent, develop their potential, and keep them engaged in a               fast-paced, ever-evolving environment.             </p>             <p>               But we don’t stop at strategy development. We partner with you               every step of the way to implement and refine your talent               management processes, ensuring that they remain aligned with your               company’s evolving needs. Whether you’re scaling up quickly or               navigating the complexities of new technologies, we provide the               support and expertise needed to turn your talent strategy into a               powerful driver of business success.             </p>             <p>               Ready to build a talent management strategy that propels your tech               company forward?{" "}               <span>                 <a href="/contact-us" target="_blank">Contact us today</a>               </span>{" "}               to learn how Lorien can help you achieve your goals.             </p>

<h1>How Do You Write a Talent Management Strategy?</h1>             <p>               When it comes to the question of how to formulate a talent               management strategy capable of achieving key objectives, what               works perfectly for one company may not meet the needs of another.               That’s why it’s so important for companies to develop their own               specific strategies, and to revisit and strengthen them over time.             </p>             <p>               There are several steps involved in developing a talent management               strategy and putting it into practice, including a number of what               amount to must-have inclusions. Let’s start with the latter point,               and what your talent management strategy should include or account               for—and then we’ll move on to the actual strategy development               points.             </p>             <h1>What Is Included in a Talent Strategy Framework?</h1>             <p>               The most successful talent management strategies are those that               bridge the gap between organizational strategy and measurable               results.             </p>             <p>               They’re also custom-designed to achieve specific objectives or               overcome specific challenges, and yet agile enough to be modified               and adjusted as needed. Despite the amount of variation between               different organizations’ talent strategies, we can still identify               some key inclusions that every strategy should address.             </p>             <p>               Organizations like Gartner have determined the key factors the               most effective strategies have in common, for example, even               creating a <span>talent management strategy template</span> you               can{" "}               <a href="https://www.gartner.com/en/human-resources/trends/talent-management-strategy-template">                 <span>download</span>               </a>{" "}               from their website. It outlines seven vital{" "}               <span>components of talent management:</span>             </p>             <ol start="1" type="1">               <li>                 <strong>Talent Acquisition:&nbsp;</strong>Finding the right                 talent for achieving positive organizational outcomes               </li>                <li>                 <strong>Employee Experience:</strong> Creating an inclusive and                 productive workplace where employees can thrive.&nbsp;               </li>                <li>                 <strong>Performance Management:</strong> Developing a framework                 for assessing employee performance and incentivizing                 growth.&nbsp;               </li>                <li>                 <strong>Change Management:</strong> Maintaining effective                 communication and principles of employee empowerment during                 times of transition.&nbsp;               </li>                <li>                 <strong>Learning &amp; Development:</strong> Prioritizing                 employee empowerment and providing meaningful opportunities to                 upskill and advance.&nbsp;               </li>                <li>                 <strong>Organizational Design:</strong> Increasing efficiency by                 aligning the talent management strategy to specific business                 needs, initiatives, and priorities.&nbsp;               </li>                <li>                 <strong>Succession Management:</strong> Developing a framework                 for identifying internal candidates to fill current and future                 positions.&nbsp;               </li>             </ol>             <p>               While you may work from a template or sample process, each               organization&apos;s talent management strategy should be               unique&mdash;to that business and to its most pressing objectives.               Additional elements often include activities related to workforce               planning, employee retention, diversity and inclusion initiatives,               and even compensation and benefits.&nbsp;             </p>

 <h1>Importance of Talent Management </h1>             <p>               Without the right talent in place, an organization’s ability to               meet its objectives is severely limited. Learn why talent               management is so important, and where to start.             </p>

 <h1>The Importance of Talent Management</h1>             <p>               What would you say is the most difficult part about attracting and               retaining high-quality talent? We would venture to guess that if               we were to ask a half-dozen different companies, we might               anticipate just as many different answers.             </p>             <p>               <ul>                 <li>                   Some would quickly point to the challenges of recruiting and                   competing for potential talent, especially in the tech                   industry.                 </li>                 <li>                   Others might point to difficulties related to effectively                   onboarding new talent or helping new members quickly feel like                   a valued part of the team.                 </li>                 <li>                   Finally, some companies are well aware that their learning and                   development programs might not be up to par—while others see                   offboarding as the trickiest piece of the talent management                   puzzle.                 </li>               </ul>               Clearly, though, there is one thing each of these talent               hypotheticals has in common—each dilemma falls within the scope of               talent management, and each plays a role in an effective talent               management strategy. By creating strategies that align with each               stage of the talent life cycle, companies can avoid many of the               challenges of attracting, recruiting, and retaining the best               talent available.               <p>                 Before we get too deep into the objectives of talent management,                 it’s important to define what, exactly, we’re talking about when                 we use the term.               </p>               <p>                 <strong>What Is Talent Management?</strong> According to{" "}                 <span>                   <a                     href={                       "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                     }                     target="_blank"                   >                     McKinsey                   </a>                 </span>                 , there are five main components of talent management:               </p>               <ul>                 <li>                   <strong>                     Identifying, hiring, and retaining the right people.                   </strong>{" "}                   The productivity gap between high-performing employees and the                   rest is significant, with high-performing employees being “up                   to eight times more productive than others.”                 </li>                 <li>                   <strong>                     Empowering employees to learn, grow, and thrive within their                     role.{" "}                   </strong>                   Encouraging employees to develop their skill set not only                   empowers them, it also demonstrates that the organization                   values its employees and wants them to be successful.                 </li>                 <li>                   <strong>                     Providing meaningful incentives around employee performance                     and productivity.                   </strong>{" "}                   Incentivizing performance is far from a new concept, but not                   every organization understands how to motivate their employees                   in meaningful ways. By tracking the right metrics and helping                   employees understand what matters most, you can start building                   a culture that champions improvement.                 </li>                 <li>                   <strong>                     Understanding and optimizing the employee experience.                   </strong>{" "}                   It’s difficult to overstate the impact a positive employee                   experience—one where employees feel understood, valued, and                   supported—can have on an organization’s ability to retain                   their highest-performing talent.                 </li>                 <li>                   <strong>Optimizing workforce planning strategies</strong>{" "}                   Especially in tech, the most in-demand skills can quickly                   change, so companies shouldn’t be hesitant to adjust or                   refocus their strategy as an organization’s needs inevitably                   evolve over time.                 </li>               </ul>               As McKinsey notes, establishing a “talent-first culture” can help               virtually any company to “improve organizational performance and               potentially gain a competitive advantage.” (You can learn more               about this by reading the{" "}               <span>                 <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">                   full article                 </a>               </span>               .)             </p>

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  <h1>What Are the Pillars of Talent Strategy?</h1>             <p>               A solid talent strategy stands on several key pillars, each               essential to building a strong and effective team:               <ol start="1" type="1">                 <li>                   <strong>Workforce Planning: </strong>Analyze your current                   workforce and predict future needs based on your business                   goals. Effective workforce planning includes understanding the                   skills required and planning how to acquire or develop them.                 </li>                 <li>                   <strong>Talent Acquisition:</strong> Attract the right talent                   to your organization by focusing on sourcing, recruiting, and                   hiring individuals who possess the necessary skills and align                   with your company culture.                 </li>                 <li>                   <strong>Employee Development:</strong> Invest in continuous                   development to keep your team engaged and growing, including                   training programs, mentorship, and opportunities for career                   advancement.                 </li>                 <li>                   <strong>Performance Management:</strong> Regularly assess and                   manage employee performance to keep everyone aligned with your                   business goals. Set clear expectations, provide feedback, and                   recognize achievements to drive continuous improvement.                 </li>                 <li>                   <strong>Retention and Succession Planning:</strong> Focus on                   retaining top talent and planning for future leadership needs.                   Create an environment where employees want to stay and grow,                   ensuring a smooth transition when leadership changes occur.                 </li>               </ol>               These pillars work together to create a talent strategy that               drives business success and supports long-term growth.             </p>             <h3>               What Is the Difference Between HR Strategy and Talent Strategy?             </h3>             <p>               HR and talent strategy serve distinct purposes within an               organization, yet they often overlap. HR strategy covers the               broader management of human resources, including compliance with               labor laws, managing benefits, handling payroll, and maintaining               workplace safety. The framework governs how your organization               manages its people on an operational level.             </p>             <p>               Talent strategy, on the other hand, takes a more focused approach.               It zeroes in on how your organization attracts, develops, and               retains the talent crucial for achieving business goals. While HR               strategy handles the day-to-day management of employees, talent               strategy is about building a workforce that aligns with your               company’s long-term vision and drives its success.             </p>             <p>               In short, HR strategy manages the "how" of employee relations and               operations, while talent strategy focuses on the "who" and               "why"—who you need on your team and why they are essential to your               company’s future.             </p>

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<h1>               Lorien: Providing Custom Human Capital Solutions to Meet Your               Needs             </h1>             <p>               The end-to-end process of talent management strategy development               might sound like a lot for one individual or department to keep               track of—yet each step plays a vital role in an organization’s               ability to meet its staffing challenges in the most efficient and               cost-effective ways. Fortunately, expert help is available! At               Lorien, we provide a variety of dynamic workforce solutions, all               developed to help tech companies find the talent they need, when               they need it.{" "}             </p>             <p>               Our workforce solutions experts are ready to collaborate with your               organization to enhance its talent acquisition and recruitment               capabilities with customizable and scalable workforce solutions               that can grow and evolve along with your business. Learn more               about all we offer by{" "}               <span>                 <a href="/us" target="_blank">                   visiting our website                 </a>               </span>               , or{" "}               <span>                 <a href="/us/contact-us" target="_blank">                   reaching out to us{" "}                 </a>               </span>               directly.             </p>

  <h1>               What Is the Purpose (and Benefits) of a Talent Management               Strategy?             </h1>             <p>               The primary role of a talent management strategy is to serve as a               well-rounded and effective framework for identifying talent needs,               attracting the right candidates, and empowering employees to               thrive. In other words, optimizing the talent management process               and strategy helps to ensure each stage of the talent management               life cycle is considered.             </p>             <p>               Over time, organizations can fine-tune and adjust their strategy               as needed. Taking this approach—rather than having to start from               scratch every time you have roles to fill—is much more               cost-effective and helps to ensure business continuity.             </p>

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   <h1>What Are the Seven Steps of Talent Management?</h1>             <p>               A successful talent management strategy involves a series of               structured steps that guide the entire process from start to               finish. These talent management process steps are crucial for               building a workforce that is aligned with the company’s objectives               and capable of driving growth and innovation.             </p>             <ol start="1" type="1">               <li>                 <strong> Workforce Planning:</strong> The first step is                 understanding your current and future workforce needs. This                 involves analyzing your organization’s goals and determining the                 types of talent required to achieve them.               </li>                <li>                 <strong>Talent Acquisition: </strong>This step focuses on                 sourcing and attracting the right candidates. Using a targeted                 approach, you can identify individuals with the skills and                 potential to contribute to your company’s success.               </li>                <li>                 <strong>Recruitment and Selection: </strong> After identifying                 potential candidates, the next step is recruitment and                 selection. This involves evaluating applicants based on their                 skills, experience, and cultural fit, ensuring that you bring                 the best talent on board.               </li>                <li>                 <strong>Onboarding:</strong> Once new hires are selected,                 onboarding helps them integrate into the company. This step is                 critical for helping employees understand their roles, the                 company culture, and how they can contribute to the                 organization’s success.               </li>                <li>                 <strong>Learning and Development: </strong>Continuous                 development is key to keeping employees engaged and ensuring                 they remain competitive in their roles. This step involves                 offering training, mentoring, and career development                 opportunities.               </li>                <li>                 <strong> Performance Management:</strong> Monitoring and                 managing employee performance is essential for maintaining                 alignment with company goals. This step includes setting clear                 expectations, providing regular feedback, and recognizing                 achievements.               </li>                <li>                 <strong>Retention and Succession Planning:</strong> The final                 step focuses on retaining top talent and preparing for future                 leadership needs. This involves implementing strategies to keep                 employees engaged and committed, as well as planning for their                 long-term growth within the company.               </li>             </ol>             <p>               By following this talent management process step by step,               companies can build a robust talent management process model that               supports both immediate needs and long-term objectives. These               talent management process steps create a foundation for sustained               success in a competitive and rapidly changing industry.             </p>

<h1>               What Are the 6 Core Functions of a Talent Management Strategy?             </h1>             <p>               The best talent management systems are tailored to the needs of               the business and tend to include at least six core functions:               recruitment, orientation, engagement and motivation, learning and               development, retention, and offboarding and outreach. Let’s               briefly define each of these, and how each can impact an               organization’s overall talent management strategy.             </p>             <ul>               <li>                 <strong>Recruitment: </strong>The effectiveness of an                 organization's recruitment strategies greatly affects its                 ability to attract and retain great talent. Recruitment includes                 spreading awareness, promoting the company as an employer, and                 seeking out talent at job fairs or similar events. While tech                 recruiting can be challenging, working with a staffing partner                 like Lorien can have an invaluable impact.               </li>               <li>                 <strong>Onboarding/Orientation:</strong> Once a candidate                 accepts an offer, their onboarding and orientation process is                 meant to provide valuable information about the company as well                 as their specific role and responsibilities. This includes                 educating them about workplace expectations, employee benefits,                 and other practical matters.               </li>               <li>                 <strong>Engagement and Motivation: </strong>The onboarding and                 orientation process naturally leads to the next core function of                 talent management: engaging and motivating employees. No matter                 what industry they work in, people do their best work when they                 feel valued, respected, and included in the company culture.                 While it shouldn’t be your primary motivation, there’s also a                 direct correlation between employees’ happiness with their                 employer and their productivity.               </li>               <li>                 <strong>Learning and Development: </strong>Especially in dynamic                 industries like tech, it’s hard to overstate the importance of                 committing to employee development. There are plenty of                 statistics to support this connection, including the fact that a                 majority (86%) of professionals “said that they would change                 jobs if a new company offered them more opportunities for                 professional development,” as one study found.               </li>               <li>                 <strong>Retention:</strong> Replacing employees is expensive—so                 is leaving vacant positions unfilled. In fact, turnover costs                 U.S. businesses an estimated $1 trillion annually due to lost                 productivity and the disruption of operations. In many ways,                 reducing employee turnover is among the most significant                 benefits of having a solid talent management strategy in place.                 The keys to retention can be found in the previous points:                 finding the right people, engaging and motivating them, and                 committing to their growth.               </li>               <li>                 <strong>Offboarding and Outreach:</strong> Departing employees                 can be an invaluable resource for understanding the employee                 experience and where it could be improved in order to increase                 retention. Through exit interviews, companies that ask the right                 questions can uncover actionable insights that can enhance their                 ability to secure the best talent over time.               </li>             </ul>             <h1>               The Right Talent Is Out There. We’ll Help You Bring It Aboard.             </h1>             <p>               At Lorien, we have deep experience with navigating the distinct               <span>                 <a                   href="https://www.forbes.com/consent/ketch/?toURL=https://www.forbes.com/councils/forbestechcouncil/2024/01/22/why-its-difficult-to-hire-and-retain-quality-tech-talent/"                   target="_blank"                 >                   {""} challenges of talent acquisition and retention in tech,                 </a>               </span>{" "}               like the increasing demand for—and price of—high-quality tech               talent. We understand that every organization is unique, and we               are committed to helping companies find the right talent at the               right time. Whether you’re looking to fill roles on a permanent or               contingency basis, we can help you develop and implement the right               talent management strategy for your needs. Visit our website to               learn more about our solutions, or{" "}               <span>                 <a href="/us/contact-us">get in touch</a>               </span>{" "}               today to speak with one of our experts.             </p>

 <h1>What Are the Six Primary Talent Management Strategies?</h1>             <p>               While every organization’s talent management strategy should be               tailored to its specific needs and priorities, there are certain               strategies that talent management programs should include in one               form or another. The goal is to ensure that each stage of the               employee life cycle is optimized, organized, and consistent. Some               of these stage-based strategies include:               <ol start="1" type="1">                 <li>                   <strong>                     Understanding and Improving the Employee Experience:&nbsp;                   </strong>                   With so much competition for high-quality talent, the best                   candidates tend to have <em>plenty</em> of options to                   consider. Making yourself an attractive destination with a                   reputation for employee empowerment is a great way to remain                   competitive.                 </li>                  <li>                   <strong>Adopting a Flexible Mindset:</strong> In an industry                   as unpredictable and innovative as tech,                   &ldquo;traditional&rdquo; approaches to staffing and the                   employee experience aren&rsquo;t always going to cut it.                   Today&rsquo;s candidates have evolving preferences and ways of                   working that employers often must cater to if they want to                   attract the best talent. This might even include working with                   a workforce solution like those provided by{" "}                   <a href="https://www.lorienglobal.com/us">                     <span>Lorien</span>                   </a>                   &mdash;who can help with everything from talent strategy                   development to finding the perfect candidate for any opening.                   As it applies to talent management, a flexible mindset also                   means considering different types of workforce solutions, such                   as direct or statement of work (SOW) hires.&nbsp;                 </li>                 <li>                   <strong>Creating a Culture of Learning and Growth:</strong>{" "}                   Tech workers are just as aware as their employers should be of                   the importance of meaningful development opportunities.                   Companies should make learning and development a core                   component of their culture, empowering employees by                   encouraging and incentivizing them to grow their skillsets.                 </li>                 <li>                   <strong>Developing Clear Objectives:&nbsp;</strong>Creating a                   winning talent management strategy requires clear strategic                   objectives. This includes, among other things, thinking                   carefully about the organization&rsquo;s short- and long-term                   priorities and seeking out candidates with the optimal                   skillset.                 </li>                  <li>                   <strong>Managing Performance:</strong> Employers can&rsquo;t                   improve what they aren&rsquo;t measuring, so an effective                   performance review process&mdash;including meaningful                   follow-up&mdash;is an absolute must. Engaging in productive                   dialogue with employees to identify areas for growth and                   outline steps for improvement should be an empowering process.                   It&rsquo;s less about &ldquo;fixing&rdquo; an employee&rsquo;s                   shortcomings and more about showing them they are valued by                   setting them up for success.                 </li>                 <li>                   <strong>Career Pathing:&nbsp;</strong>Many tech employees                   leave companies because they feel stuck at their current level                   or in their present position. By providing clear career                   development paths and upskilling opportunities, employers can                   ensure that their best talent remains fully engaged (rather                   than complacent).                 </li>               </ol>             </p>

<h2>Our Delivery</h2><p>Our experts have real world experience and understand what is required to deliver immediate value and achieve results. We begin by conducting discovery sessions to analyse your project, identify your goals, define the scope, and establish key milestones. We work closely with you to understand the challenges you face, then provide the necessary capabilities to execute your projects successfully.&nbsp;</p><p>Our teams work collaboratively with yours to drive discovery, boost productivity, enhance delivery capability, and promote continuous learning.&nbsp;</p><p>&nbsp;</p><h2>Why choose us?</h2><p>A Statement of Work offers an alternative to conventional recruitment models. Instead of supplying resources on an hourly basis, a SOW provides fixed costs for achieving set milestones or deliverables. Our Project Delivery team manages the process with expert PMO governance, implementing tracking and constant evaluation to ensure the outcome meets the objectives.</p><p>&nbsp;</p>

<h1>Statement of Work (SOW) / Managed Services Delivery</h1><p>&nbsp;</p><p><em><strong>Technology is changing the world. We help deliver that change.</strong></em></p><p>In a rapidly evolving, technology-driven world, digital transformation has become vital for businesses to stay relevant. We empower our clients to embrace agility, bridge capability gaps, and build better businesses, by combining local insights with deep tech expertise in key areas such as Cloud, Data, Cyber Security, AI, Software, and more.&nbsp;</p><p>Led by industry experts, we combine deep tech sector knowledge with advanced analytics and years of experience in specialist project and programme delivery to solve critical business challenges. This solution is managed by the technology specialism within <strong>Impellam Project Services</strong>.&nbsp;</p>

<h2>What is a Statement of Work?</h2><p>A Statement of Works agreement is a contract that captures the details of the services that we will deliver. It typically outlines the work that needs to be completed, or the scope of work being delivered, project milestones, timelines, work locations, and payment terms. By offering meaningful metrics and strategic reporting on a weekly, monthly, and quarterly basis, we supply you with concrete data and insights into our team&rsquo;s performance. We prioritise setting up the right framework from the outset of any project to ensure that our clients&rsquo; expectations are clearly understood and met.</p>

<h2>What are the benefits to a Statement of Work solution?</h2><details><summary><strong>Transparency</strong></summary><p>At the beginning of our service, we set realistic timeframes that deliver you the best results in the shortest timeframe. Our service is a collaborative journey. We promote visibility and control through weekly and monthly operational meetings, business reviews, progress updates and project performance reports.</p></details><details><summary><strong>Efficiency</strong></summary><p>Partnering with us allows you to refocus on core operations and business goals, reducing labour costs and boosting profitability.</p></details><details><summary><strong>Governance</strong></summary><p>Our team deliver solutions in accordance with a robust governance framework, supported by our expert Account Directors and Project Services teams.</p></details><details><summary><strong>Reduced Risk</strong></summary><p>We understand the importance of maintaining a fluid workflow, whilst allowing for agility, accountability, and risk management. Partnering with us allows you to transfer many of the risks involved in delivering complex, business-critical projects.</p></details><details><summary><strong>Expertise</strong></summary><p>We have been at the forefront of technology for over 45 years, so we understand today&rsquo;s business challenges. Our experts are highly skilled and vetted, empowered by our ethos of virtuosity, best in class training and a culture of continuous improvement. Our team are passionate about delivering change and driving for results.</p></details><details><summary><strong>Management</strong></summary><p>Our team are passionate about delivering change and driving for results, we ensure your project is managed end-to-end.</p></details>

 <h1>Steps in talent development</h1>             <p>               <ul>                 <li>                   <strong> Workforce Planning and Analysis:</strong>The first                   step in the talent management process involves assessing the                   current workforce and identifying future talent needs based on                   the organization’s strategic goals. Companies analyze their                   current capabilities, identify gaps, and plan for future                   staffing requirements. This proactive approach ensures that                   the right talent is available at the right time to support the                   organization’s growth and innovation.                 </li>                  <li>                   <strong>Talent Acquisition and Recruitment:</strong> Once the                   workforce needs are identified, the organization moves on to                   attracting and recruiting the right talent. This step involves                   sourcing candidates, evaluating their fit with the company                   culture, and selecting those who possess the necessary skills                   and experience. Effective recruitment strategies, such as                   leveraging technology and employee referrals, play a crucial                   role in securing top talent.                 </li>                  <li>                   <strong>Onboarding and Integration:</strong> After hiring, the                   focus shifts to onboarding and integrating new employees into                   the organization. A well-structured onboarding process helps                   new hires acclimate to the company’s culture, understand their                   roles, and build relationships with their colleagues. This                   step is critical in setting the stage for long-term employee                   engagement and productivity.                 </li>                  <li>                   <strong>Learning and Development: </strong> Continuous                   development is a cornerstone of a successful talent management                   strategy. Organizations invest in training programs,                   leadership development, and upskilling initiatives to help                   employees grow in their roles. By fostering a culture of                   learning, companies ensure that their workforce remains agile,                   competitive, and equipped to meet future challenges.                 </li>                  <li>                   <strong>Performance Management:</strong> Regularly assessing                   and managing employee performance is essential for aligning                   individual contributions with organizational goals.                   Performance management includes setting clear expectations,                   providing feedback, and recognizing achievements. This step                   helps maintain high levels of engagement and productivity                   while identifying areas for improvement.                 </li>                  <li>                   <strong> Succession Planning and Career Development:</strong>{" "}                   Preparing for future leadership needs and providing employees                   with clear career paths are vital for long-term success.                   Succession planning involves identifying and developing                   internal talent to fill key roles, while career development                   focuses on helping employees advance within the organization.                   This ensures business continuity and reduces the risk of                   talent shortages in critical areas.                 </li>                  <li>                   <strong>Retention and Engagement:</strong> Retaining top                   talent is as important as attracting it. Organizations foster                   retention by creating a positive work environment, offering                   competitive compensation, and providing opportunities for                   career growth. Engaged employees are more likely to stay with                   the company, contribute to its success, and act as advocates                   for the organization.                 </li>                 <li>                   <strong>Offboarding and Transition:</strong> The talent                   management process also includes offboarding employees who are                   leaving the organization. A structured offboarding process                   ensures a smooth transition, captures valuable feedback, and                   maintains positive relationships with departing employees.                   This step can also provide insights into potential areas for                   improvement in the overall talent management strategy.                 </li>               </ul>             </p>

 <h1>What Are the Steps in the Talent Management Life Cycle?</h1>             <p>               Depending on their chosen approach and specific needs, an               organization’s talent management lifecycle may consist of anywhere               from a handful of steps to nearly a dozen (or more) different               activities. At a minimum, virtually every organization’s talent               lifecycle addresses at least five key focus areas, including…               <ul>                 <li>                   Recruitment: Identifying and attracting the right talent at                   the right time.                 </li>                 <li>                   Onboarding: Getting new hires up to speed and acclimated to                   the work environment.                 </li>                 <li>                   Engagement: Demonstrating that employees are valued, through                   developing an inclusive workplace culture, recognizing                   individual contributions, and ensuring that new hires feel                   welcome and supported.                 </li>                 <li>                   Learning and Development: Providing opportunities for                   employees to grow their skill set through learning and                   development initiatives.                 </li>                  <li>                   Offboarding: Gaining valuable insights into the employee                   experience through meaningful exit interviews and efficient                   offboarding processes.                 </li>               </ul>               As noted earlier, these routine activities are not always as               simple or straightforward as they seem, especially for tech               companies. And this is precisely how partnering with Lorien can               strengthen your organization and help you compete for (and secure)               the best talent on the market. Our workforce and recruitment               solutions can be tailored to meet your needs, so you can spend               less time recruiting and more time innovating.             </p>

<h1>What Are the Steps of the Talent Management Life Cycle?</h1>             <p>               While every organization’s talent management strategy should be               tailored to its specific needs and priorities, there are certain               strategies that talent management programs should include in one               form or another. The goal is to ensure that each stage of the               employee life cycle is optimized, organized, and consistent. Some               of these stage-based strategies include:               <ol start="1" type="1">                 <li>                   <strong>Recruitment:</strong> Evaluating organizational needs                   and working to identify and attract the best talent available.                 </li>                 <li>                   <strong>Orientation:</strong> Setting new employees up for                   success, including acclimating them to the company culture and                   work environment.                 </li>                 <li>                   <strong>Engagement:</strong> Making sure new hires feel                   welcome and valued by creating an inclusive and supportive                   workplace and recognizing individual contributions.                 </li>                 <li>                   <strong> Learning & Development:</strong> Investing in the                   organization’s best asset—its talent—by providing meaningful                   opportunities to grow their skill set and/or advance their                   career.                 </li>                  <li>                   <strong> Retention: </strong>Reducing employee turnover                   through the entire process.                 </li>                 <li>                   <strong>Offboarding & Outreach:</strong> Ensuring that when an                   employee leaves the organization, it’s on the best terms                   possible—and leadership understands their motivations or                   reasons for leaving.                 </li>               </ol>               While these phases may overlap or occur out of order in some               cases, it’s important to develop individual strategies for each.               This ensures that there are no blind spots in the strategy or weak               points within the employee lifecycle. Let’s take a closer look at               each of these six core functions.             </p>

   <h1>Talent Management Strategy</h1>             <p>               A company’s ability to attract high-quality talent can be one of               its biggest indicators of success. Learn what it takes to build a               winning talent management strategy.             </p>

 <h1>Why Is Talent Management So Important?</h1>             <p>               The importance of talent management in the workplace essentially               comes down to its beneficial impact(s) on an organization’s               productivity and culture. The right talent management strategy can               positively impact an organization on multiple fronts, with its key               benefits including the ability to:             </p>             <ul>               <li>                 Improve business performance and outcomes. When the right people                 are in the right roles, it makes success much, much easier to                 come by. By carefully considering the approach to talent                 management and putting a talent management framework in place,                 organizations can put themselves in the best possible position                 to succeed.               </li>               <li>                 Reduce costs. Not only is great tech talent costly and                 frequently difficult to attract and retain, there is also a                 major (negative) cost impact that comes from unfilled positions.                 When crucial positions go unfilled, it hinders innovation and                 productivity. Replacing departed talent is expensive, too,                 underscoring the importance of underscoring the importance of                 recruiting and securing the best talent available.               </li>               <li>                 Empower employees. Most modern business leaders understand the                 importance of employee experience within their organizations,                 including its impact on their ability to attract and retain                 talent. While some employee churn is inevitable, effective                 talent management strategies help to make employees feel                 understood and valued—leading to increased productivity and                 loyalty over time.               </li>               <li>                 Unlock competitive growth. One of the biggest competitive                 differentiators among today’s employers is their ability to                 attract and retain the best talent on the market. When the right                 talent is in place, teamwork, collaboration, and innovation also                 tend to improve. Finally, implementing a comprehensive talent                 management strategy helps companies find the right talent                 without up-ending their budgets.               </li>             </ul>

 <h1>               Talent Management in Tech: What Are the Biggest Challenges to               Overcome?             </h1>             <p>               Within virtually every modern industry, effective talent               management can make or break an organization’s ability to innovate               and succeed within a competitive marketplace. There are often               significant challenges to overcome, underscoring the importance of               a well-designed talent management strategy. Some of the top talent               management challenges facing these companies include:             </p>             <p>               <h4>                 Challenge #1: The Increasing Demand for (and Price of) Talent               </h4>               <p>                 Especially since the COVID-19 pandemic redefined many aspects of                 how many people live and work, &ldquo;IT has risen in prominence                 as an engine for business sustainability and growth across all                 industries,&rdquo; according to{" "}                 <a href="http://cio.com">                   <span>CIO.com</span>                 </a>                 .&nbsp;               </p>                <p>                 As such, there is increased competition for a limited number of                 highly-qualified candidates for any given role, as the demand                 for tech-aligned talent has increased &ldquo;by 50% to 60% in                 the last two years.&rdquo; In response, many executives and                 decision-makers are increasingly open to outsourcing and other                 non-traditional staffing avenues.               </p>               <h4>Challenge #2: Finding the Right Skills and Talent</h4>               <p>                 Another major barrier facing modern companies (and their IT                 departments) is a widespread{" "}                 <a href="https://www.impellam.com/insights/lack-of-technical-expertise-has-fuelled-skills-shortage">                   <span>lack of technical expertise</span>                 </a>                 &mdash;responsible for roughly one-third of current vacancies in                 tech. This isn&rsquo;t a brand new concern; instead, the                 &ldquo;skills shortage&rdquo; has been developing over the                 course of the last two decades.&nbsp;               </p>                <p>                 And it&rsquo;s not just an inconvenience for employers;                 it&rsquo;s a strategic riddle in need of a solution, one                 that&rsquo;s causing organizations to leave positions open                 despite a pressing need to fill them. According to{" "}                 <a href="https://www.forbes.com/sites/forbestechcouncil/2024/03/19/expect-to-see-these-technical-skills-gaps-in-the-next-year/">                   <span>Forbes</span>                 </a>                 , these gaps are expected to persist, with the National                 Institute of Standards and Technology (NIST) estimating that                 there&rsquo;s a current shortage of over 3 million cybersecurity                 professionals.&nbsp;               </p>                <h4>Challenge #3: Increased Competition for Limited Talent</h4>               <p>                 Identifying potential candidates for open positions is just the                 start of the battle. When you have an increasing demand for                 talent, paired with increasing skills shortages, you wind up                 with a real challenge. High-quality candidates are simply in too                 high demand.&nbsp;               </p>               <p>                 Talent is also expensive and{" "}                 <a href="https://www.cbre.com/insights/books/scoring-tech-talent-2023/how-is-tech-talent-quality-vs-cost-measured">                   <span>its quality can be tricky to evaluate</span>                 </a>                 , especially in industries like tech. Some of the leading skills                 shortages facing the industry today relate to areas like                 generative AI, cybersecurity and data privacy, and cloud                 computing.               </p>               <h4>Challenge #4: A Poor Employee Experience</h4>               <p>                 Another reason it&rsquo;s hard to find great tech talent is that                 there&rsquo;s a{" "}                 <a href="https://www.prnewswire.com/news-releases/tech-worker-dissatisfaction-foreshadows-brain-drain-for-employers-302139745.html">                   <span>growing dissatisfaction among tech workers</span>                 </a>                 ; recent data indicates that a majority&mdash;between 85% and                 90%&mdash;of North America&rsquo;s current tech talent pool is                 actively seeking new opportunities. This, of course, isn&rsquo;t                 just a &ldquo;tech industry&rdquo; problem; it impacts a wide                 range of industries.               </p>               <p>                 These workers&rsquo; reasons for moving on from their current                 company include not just the desire for a different career but                 also &ldquo;dissatisfaction with current employers&rdquo; and                 &ldquo;preferred ways of working.&rdquo; The better an employer                 understands what their employees want or expect, the better                 position they&rsquo;ll be in to retain quality talent once                 acquired.&nbsp;               </p>                <p>                 What do today&rsquo;s workers <em>really</em> want? Career                 advancement, flexible work environments, and meaningful learning                 and development opportunities top the list.               </p>                <h4>Challenge #5: Inefficient Hiring and Onboarding Processes</h4>               <p>                 For all too many organizations, lengthy recruiting and hiring                 practices work against them in the fight for quality talent.                 It&rsquo;s a tricky situation, since talent is in-demand and yet                 finding the <em>right</em> candidate isn&rsquo;t often an                 efficient process. Logistically, this causes problems for both                 recruiters (who may miss out on the best candidates) and                 candidates looking for work. If hiring teams can&rsquo;t find                 better ways to identify, recruit, and hire new talent, they risk                 missing out and losing great candidates to competing                 organizations.               </p>                <p>                 Another problem associated with long hiring and onboarding                 processes is that the most in-demand technical skills seem to be                 in a constant state of flux. In extreme cases, the very skills                 that companies were looking for weeks or months ago can become                 obsolete by the time new talent is fully onboarded. Gartner                 research actually found that over half (58%) of the tech                 workforce will need to{" "}                 <a href="https://www.gartner.com/en/newsroom/press-releases/2021-02-03-gartner-hr-research-finds-fifty-eight-percent-of-the-workforce-will-need-new-skill-sets-to-do-their-jobs-successfully">                   <span>develop new skills</span>                 </a>{" "}                 in order to perform their responsibilities.               </p>                <p>                 This is precisely why many companies opt to partner with a{" "}                 <a href="https://www.lorienglobal.com/us">                   <span>staffing or recruiting agency</span>                 </a>                 . But we&rsquo;re getting ahead of ourselves. What is the                 typical talent management, and what are the challenges companies                 face when trying to attract and retain high-quality talent? In                 this article, our ultimate guide to talent management strategy                 development, we&rsquo;ll answer these questions and more.&nbsp;               </p>             </p>

 <h1>Talent Management Process </h1>             <p>               Discover effective talent management strategies for tech               companies, from recruitment to specialized services, that drive               growth and success.             </p>

  <h1>Talent Management Process</h1>             <p>               Building a strong team is critical for any tech company aiming to               stay competitive. A well-executed talent management strategy plays               a vital role in attracting, developing, and retaining the right               talent to drive your business forward. But where do you start?               What is the process of talent management that leads to success? In               this article, we’ll explore key examples of talent management               solutions that can help your company thrive, from recruitment to               specialized services that align with your strategic goals.             </p>             <h2>What Is Talent Management and Its Benefits?</h2>             <p>               Talent management is the strategic process of attracting,               developing, and retaining the right talent to meet a company’s               goals. In the tech industry, where competition for top talent is               fierce, managing talent effectively is crucial. This process               involves more than filling positions—it’s about fostering an               environment where employees can grow, innovate, and contribute to               the company’s success.             </p>             <p>               The benefits of talent management are clear. Companies that invest               in their people see higher engagement, reduced turnover, and a               more agile workforce. In fact, 72% of organizations believe they               can drive higher company performance if they have the right talent               management strategies in place. By focusing on talent management,               tech companies can build a team that is capable of driving               innovation and adapting to industry changes. This approach can               improve performance and create a workplace that attracts and               retains high-caliber professionals, ultimately leading to               long-term success.             </p>             <p>               You don’t have to do it alone. Lorien’s talent management               solutions are designed to help tech companies stay ahead in this               competitive landscape. By partnering with Lorien, you can ensure               that your organization not only finds the best talent but also               develops and retains them, fostering an environment where your               team can thrive and drive your company’s success. Whether you need               permanent hires or flexible workforce solutions, Lorien’s tailored               approach will support your talent management goals and help you               build a winning team.             </p>             <h3>What Is the Key Point of Talent Management?</h3>             <p>               While there can be many objectives of talent management, the key               point is to align the company’s human resources with its strategic               goals. In other words, it’s about ensuring that the right people               are in the right roles and equipped with the right skills to               achieve the organization’s long-term objectives. This alignment               not only supports current business needs but also positions the               company for future growth and success. By strategically managing               talent, companies can optimize their workforce, drive innovation,               and maintain a strong competitive edge in the tech industry.             </p>

  <h1>Talent Management Strategy</h1>             <p>               A company’s ability to attract high-quality talent can be one of               its biggest indicators of success. Learn what it takes to build a               winning talent management strategy.             </p>

 <h1>Talent Management Strategy Examples </h1>             <p>             Discover how to build a talent management strategy that aligns with your tech company’s goals, driving growth, innovation, and long-term success.             </p>

  <h1>Talent Management Strategy Go-To Steps</h1>             <p>               In today’s tech-driven world, your company’s success relies               heavily on how you manage your most valuable resource: your               people. A well-defined talent management strategy is key to               building a workforce that is skilled and fully aligned to your               business objectives. This strategy serves as a blueprint for               attracting, developing, and retaining talent that can propel your               company forward.             </p>             <p>               Effective talent management involves more than just filling open               positions. It’s about understanding the unique strengths and               potential within your team and creating an environment where they               can thrive. By focusing on both the present needs and future               growth of your workforce, you can cultivate a culture of               continuous improvement and innovation. Partnering with experts               like Lorien can enhance your talent management efforts by               providing access to specialized talent pools and industry insights               that align with your unique needs.             </p>             <p>               In this blog, we’ll explore the core components of a successful               talent management strategy, tailored specifically for the tech               industry. Whether you’re navigating rapid growth or facing the               challenges of a competitive talent market, the right strategy will               help you harness the full potential of your team and drive               long-term success.{" "}             </p>             <p>               Let’s dive into the fundamental principles that can shape your               approach to talent management and help your company achieve its               goals.             </p>

 <h1>Talent Strategy Framework </h1>             <p>               Learn how to build a talent strategy framework that aligns your               tech workforce with business goals, driving growth and long-term               success             </p>

  <h1>Talent Strategy Framework</h1>             <p>               Building a successful tech program requires more than innovative               ideas and cutting-edge technology—it requires the right people in               the right roles working towards a common goal. That’s where a               solid talent management strategy comes into play. This framework               is the foundation that guides how your organization attracts,               develops, and retains talent, ensuring that your workforce is               aligned with your business objectives and capable of driving               long-term growth.             </p>             <p>               But what exactly does a talent strategy framework involve, and how               do you create one that truly supports your company’s vision? In               this article, we’ll explore the key components of an effective               framework, discuss how it differs from general HR practices, and               provide insights into how you can customize the framework to meet               your specific needs. Whether you’re a startup looking to scale               quickly, or an established firm aiming to maintain your               competitive edge, a well-crafted talent strategy framework is               essential for building and sustaining a high-performing team.               Let’s dive into what makes this strategy so crucial and how you               can start building one today.             </p>             <h2>What Is a Talent Management Framework?</h2>             <p>               A talent management framework is a structured approach that               outlines how an organization will attract, develop, and retain its               workforce to meet business objectives. It serves as a blueprint,               guiding all talent-related activities and ensuring they align with               the company’s long-term goals. In the fast-moving tech industry,               where the competition for skilled professionals is intense, having               a well-defined framework is essential for maintaining a strong,               capable team.             </p>             <p>               Talent management framework examples vary depending on the needs               and priorities of the business. A common framework might include               workforce planning, talent acquisition, employee development,               performance management, and succession planning. Each component               plays a critical role in building a workforce that is engaged,               motivated, and aligned with the company’s mission.             </p>             <p>               For instance, a talent management framework example might focus               heavily on continuous learning and development, ensuring that               employees keep their skills up-to-date in a rapidly evolving               field. Another example might prioritize succession planning,               preparing the next generation of leaders to step into key roles as               the company grows.             </p>             <p>               These frameworks are more than just guidelines—they’re strategic               tools that help you build and maintain a workforce capable of               driving your business forward. Using a tailored talent management               framework, you can create a cohesive strategy that supports your               company’s unique goals and ensures long-term success.{" "}             </p>             <h2>               What Are Talent Strategies? What Is a Talent Strategy Framework?             </h2>             <p>               Talent strategies and talent strategy frameworks are the               comprehensive plans that support your talent management framework.               Ultimately, your strategies will determine how your company               attracts, develops, and retains the talent needed to achieve its               business goals. These strategies align your workforce with               long-term goals, helping you build a team that supports both               current needs and future growth.             </p>             <p>               Creating talent strategies involves identifying the skills your               organization needs, developing programs to grow those skills               internally, and retaining top talent. By focusing on what drives               your business forward, a talent strategy acts as a roadmap to               build and sustain a workforce that’s capable, motivated, and               aligned with your company’s vision.             </p>

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<h1>About Us</h1><p>We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions.&nbsp;&nbsp;</p><p>We combine tech expertise with the scope, depth and breadth of large-scale talent organizations. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.&nbsp;</p><p>&nbsp;Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.</p>

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<h2>Our Recruitment Expertise</h2><p>Helping you to find a foothold in some of the toughest tech markets out there, our Specialist Markets solutions are the definition of expert-led.</p>

<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h1>Business Solutions</h1><p>Our business solutions are shaped to meet your needs and goals, with the agility to adapt as you grow. Covering all technology verticals, from entry-level to c-suite, with solutions from one-off hires to full enterprise models, we specialize in bringing expert talent solutions across the full digital spectrum.</p>

<h2>Get in Touch!</h2><p>There are many way to get in touch.</p>

<h3>Send Us Your CV/Resume</h3><p><span style="background-color: rgb(255, 255, 255); color: rgb(43, 42, 41);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Do you have any questions? </span><span class="NormalTextRun SCXW216223936 BCX0">Don't</span><span class="NormalTextRun SCXW216223936 BCX0"> hesitate to contact our Lorien Contractor</span> <span class="NormalTextRun SCXW216223936 BCX0">Team </span><span class="NormalTextRun SCXW216223936 BCX0">for quick </span><span class="NormalTextRun CommentStart SCXW216223936 BCX0">answers</span><span class="NormalTextRun SCXW216223936 BCX0">!&nbsp;</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to </span><span class="NormalTextRun SCXW216223936 BCX0">help</span><span class="NormalTextRun SCXW216223936 BCX0"> you</span> <span class="NormalTextRun SCXW216223936 BCX0">through</span><span class="NormalTextRun SCXW216223936 BCX0"> your journey with</span><span class="NormalTextRun SCXW216223936 BCX0"> Lorien</span><span class="NormalTextRun SCXW216223936 BCX0">.</span><span class="NormalTextRun SCXW216223936 BCX0"> No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p><p class="Paragraph SCXW216223936 BCX0">&nbsp;</p></div><div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><strong><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Contractor </span><span class="NormalTextRun SCXW135433514 BCX0">B</span><span class="NormalTextRun SCXW135433514 BCX0">enefits</span></span> </strong></h5><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><sup><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Benefits offered by Lorien </span><span class="NormalTextRun SCXW135433514 BCX0">m</span><span class="NormalTextRun SCXW135433514 BCX0">ay</span> <span class="NormalTextRun SCXW135433514 BCX0">include</span><span class="NormalTextRun SCXW135433514 BCX0">: </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></sup></h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Integrated prescription benefits with your medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Two standalone PPO dental plans (</span><span class="NormalTextRun SCXW135433514 BCX0">o</span><span class="NormalTextRun SCXW135433514 BCX0">ne plan includes orthodontic benefits for adults) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Savings&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">p</span><span class="NormalTextRun SCXW135433514 BCX0">rograms: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</span></span></p></li></ul><ul><li class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Direct deposit (weekly payroll) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span>&nbsp;</li></ul><p>&nbsp;</p></div><h2><sub>Our hotlines are:</sub></h2>

<h4><strong><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}"><span class="TextRun SCXW64043463 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW64043463 BCX0">Professional Referrals</span></span><span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></span></strong></h4><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">At Lorien, we believe in the power of professional connections to fuel our industry's future. </span><span class="NormalTextRun SCXW175820273 BCX0">That's</span><span class="NormalTextRun SCXW175820273 BCX0"> why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names—</span><span class="NormalTextRun SCXW175820273 BCX0">they're</span><span class="NormalTextRun SCXW175820273 BCX0"> seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">When a contractor refers a candidate to us, </span><span class="NormalTextRun SCXW175820273 BCX0">it's</span><span class="NormalTextRun SCXW175820273 BCX0"> a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients.</span><span class="NormalTextRun SCXW175820273 BCX0"> Please speak to your recruiting contact to discuss our referral bonus</span><span class="NormalTextRun SCXW175820273 BCX0"> program in greater detail.</span></span></p></div><p><strong>For all other questions, please complete our form or reach out to us at 954.433.4100</strong></p>

What are the benefits to Executive Search?

<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business.</p><p>Explore our latest collection of case studies, news, events, and insights</p>

<h1>We are the house of global tech recruitment</h1><p>Lorien is a digital, transformation, and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

<h2>Listen to our informative Podcasts/Live Stream Events</h2><p>People Make the Difference - The Lorien Podcast</p>

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<h2>Want to be featured as an Employer?</h2><p>At Lorien, we support world-leading organizations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Lorien. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.</p>

<h2>Specialist Markets</h2><p>As the house of global tech and transformation recruitment, we specialise in bringing talent solutions across the full digital spectrum to life. Each one of our solutions is built to the specific needs of our clients, with great variety in size, shape, and scale of design, but with a unifying core of deep tech sector expertise.</p><p>This gives our clients the unique advantage of tech specialism at scale. Naturally, our background means that we cover all digital skillsets, but there are specific sub-sectors where we provide even deeper levels of insight&ndash;often in the places where skills are niche, rare, competitive, or just developing.</p><p>We call these our Specialist Markets.</p>

<h1>Unlock Your Potential.</h1><p>The technology industry is constantly evolving. Every day brings new breakthroughs &ndash; and you could be at the forefront of this progress. Each year, we help thousands of people find rewarding jobs in the ever-changing world of work.</p>

<h2>Want to be featured as an Employer?</h2>

<h2>Join Our Talent Network</h2><p>Are you looking to take the next steps in your tech career? Register your resume in the form and let our recruitment team help you.</p>

<h1>Job Search</h1><p>Discover more of the industry&rsquo;s most exciting careers below.</p>

<h1>Meet the Team</h1><p>We have over 270 talented, ambitious, innovative, and determined people working for us across our US, UK, Ireland, and Germany offices. You can find us in the US in Atlanta, Boston, Chicago, Denver, Fairfax, Pembroke Pines, and Seattle. As an equal opportunities employer, we value and encourage diversity within our business.</p>

<h2>Work With Us</h2><p>Interested in joining our team? Apply today!</p>

What are the benefits to Managed Service Provider (MSP) &amp; Contingent Workforce Solutions (CWS)?

What are the benefits to Project Recruitment?

What are the benefits to Recruitment Process Outsourcing (RPO)?

<h2>Subscribe to our newsletter</h2><p><span style="background-color: rgb(255, 204, 51);">With insight across the whole of Lorien, we’ll keep you ahead of the curve on the talent market.</span></p>

<h2>Latest Salary Survey</h2><p><span style="background-color: rgb(153, 204, 204);">Fill out the form below to gain exclusive access to the 2023 Salary Survey results!</span></p>

<h2>The Lorien Pulse: Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights.</p>

What are the benefits to Specialist Markets?

What are the benefits to Services Procurement Management?

What are the benefits to Statement of Work (SOW) / Managed Services Delivery?

  <h1>What is a talent management strategy?</h1>             <p>               A talent management strategy is a blueprint that guides               organizations in how they attract, develop, and retain the talent               needed to meet their business objectives. This strategy connects               the goals of the company with its workforce, creating a path that               drives growth, innovation, and long-term success. Rather than just               filling roles as they arise, a solid talent management strategy               takes a proactive approach to managing talent across the entire               employee lifecycle.             </p>             <p>               When companies start developing a talent management strategy, they               typically begin by analyzing their current workforce to identify               any gaps in skills or capabilities. This analysis helps clarify               what kind of talent is necessary to achieve specific talent               management strategic objectives. From there, they design a talent               management strategy framework that outlines key initiatives, like               those listed above.             </p>             <p>               Beyond these core functions, a robust talent management strategy               also emphasizes creating a workplace culture that resonates with               workers. By cultivating an environment where people feel valued               and have clear opportunities for advancement, organizations can               attract and retain the best talent, turning their workforce into a               competitive advantage.             </p>             <p>               A talent management strategy is about more than just filling               seats. It’s about shaping a workforce that’s capable, motivated,               and aligned with your company’s vision for the future. A               thoughtful talent management strategy plan can be a powerful tool               for driving both immediate results and sustainable success.             </p>

<h1>               What Is a Talent Management Strategy, and Why Do You Need One?             </h1>             <p>               An organization’s talent management strategy outlines its approach               to the employee lifecycle—including attracting and recruiting               talent, onboarding and developing employees, and even optimizing               offboarding practices through automation. But do you really need               one? Next, let’s explore a few of the key advantages.             </p>              <ul>               <li>                 <strong>                   Improve Business Performance and Outcomes:&nbsp;                 </strong>                 For many companies, the ability to develop and implement an                 effective talent management strategy has a direct impact on                 business performance and outcomes. One{" "}                 <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/winning-with-your-talent-management-strategy">                   <span>McKinsey</span>                 </a>{" "}                 survey actually found that & 99 percent of respondents who                 reported their company's talent management was very effective                 said they outperform their competitors, compared with 56 percent                 of all other respondents."               </li>                <li>                 <strong>Reduce Costs:&nbsp;</strong>Not only does employee                 turnover hinder a company's ability to innovate, compete, and                 grow&mdash;it also costs the company a lot of money. According                 to{" "}                 <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx">                   <span>Gallup's</span>                 </a>{" "}                 conservative estimate, the cost to replace an employee & can                 range from one-half to two times the employee's annual salary.                 By contrast, upskilling and developing existing talent is                 typically a much more cost-effective approach. Companies are                 also starting to understand the true costs of <em>not</em>{" "}                 filling roles within the organization, further underscoring the                 importance of effective talent management strategies.               </li>                <li>                 <strong>Empower Employees:</strong> When companies aren&rsquo;t                 able to reliably attract and retain high-quality talent, it                 doesn&rsquo;t just hurt the organization. It also impacts the                 morale of otherwise loyal employees, potentially driving them                 away from the company. This is especially problematic when top                 talent goes elsewhere; as{" "}                 <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx">                   <span>Gallup</span>                 </a>{" "}                 puts it, &ldquo;Losing your best people means losing your                 reliable winners, your constant innovators and your most                 effective problem-solvers.&rdquo;&nbsp;               </li>                <li>                 <strong>Unlock Competitive Growth:&nbsp;</strong>Within the tech                 industry, the ability to find great talent is increasingly                 viewed as a competitive differentiator separating the best from                 the rest&mdash;especially when an organization understands the                 candidate journey and the importance of filling crucial roles                 and retaining key talent. The revolving-door effect of employee                 turnover holds organizations back from a productivity and                 innovation standpoint. And since tech workers are in such high                 demand, employees often demonstrate less loyalty than in years                 past. Today&rsquo;s employers are competing for talent like                 never before, and those with the best talent management                 strategies are in the best position to find&mdash;and                 hire&mdash;the best candidates.               </li>             </ul>             <p>               All too often, organizations struggle to overcome key talent               management challenges, which puts them in a difficult position               where the available talent never quite matches the needs of the               business. Left unaddressed, excessive employee turnover erodes               employee morale, making it even harder to attract and retain               talent over time.             </p>             <p>               The importance of a talent management strategy is difficult to               overstate, especially for larger organizations or those with               complex staffing needs. A well-rounded talent management strategy               brings about many benefits, many related to an increased ability               to attract and retain high-quality talent that meets the needs of               the organization. Other benefits include the ability to:             </p>             <ul>               <li>                 Identify and attract in-demand talent through a strong                 brand/reputation.               </li>               <li>                 Develop a more streamlined and agile talent pipeline that                 prevents or minimizes staffing-related disruptions or delays.               </li>               <li>                 Increase efficiency and effectiveness throughout the                 organization, leading to greater productivity and growth.               </li>               <li>                 Reduce costs related to attracting, recruiting, and onboarding                 new talent by slowing down the revolving door of hiring and                 attrition.               </li>               <li>                 Enhance the capacity for innovation by building strong, diverse                 teams with the exact skills needed for any given role.               </li>             </ul>             <p>               Just having a talent management strategy isn’t always enough to               guarantee positive results—especially within the ever-growing and               ever-evolving tech industry, where roles are constantly being               redefined as strategic priorities shift. Next, let’s look at some               of the unique challenges in finding high-quality tech talent.             </p>

   <h1>What is the purpose and benefits of talent management?</h1>             <p>               Talent management serves as the backbone of an organization's               ability to attract, develop, and retain top-tier talent. At its               core, talent management is about more than filling positions—it’s               about creating a strategic framework that aligns human capital               with business goals. The importance of talent management lies in               its ability to drive organizational success by ensuring that the               right people are in the right roles at the right time.             </p>             <p>               A well-executed talent management strategy offers numerous               benefits, including:             </p>             <ul>               <li>                 <strong>Enhanced Organizational Performance:</strong> Companies                 with effective talent management practices often see improved                 business outcomes, as they can better leverage their human                 resources to meet strategic goals. McKinsey research shows that                 companies with strong talent management are more likely to                 outperform their competitors.               </li>               <li>                 <strong>Reduced Costs:</strong> Effective talent management                 reduces the high costs associated with turnover and unfilled                 positions. By investing in employee development and retention,                 organizations can decrease the frequency and impact of turnover,                 leading to significant cost savings.               </li>               <li>                 <strong>Increased Employee Engagement and Retention:</strong>{" "}                 When employees feel valued and see opportunities for growth                 within an organization, they are more likely to stay. Talent                 management fosters a culture of continuous improvement and                 development, which is crucial for retaining top talent.               </li>               <li>                 <strong>Competitive Advantage:</strong> In today’s competitive                 market, having a strong talent management strategy is a                 differentiator. Organizations that excel in this area are better                 equipped to attract and retain high-quality talent, giving them                 a competitive edge.               </li>             </ul>

 <h1>What Should a Talent Strategy Include?</h1>             <p>               A comprehensive talent strategy should include several key               elements that address the entire employee lifecycle:             </p>             <ol start="1" type="1">               <li>                 <strong> Workforce Planning:</strong> Assess your current                 workforce and identify future needs. This helps you anticipate                 gaps in skills or resources and plan accordingly.               </li>                <li>                 <strong>Talent Acquisition: </strong>Develop a strategy for                 sourcing, recruiting, and hiring the best talent. This could                 involve using advanced recruitment technologies or tapping into                 new talent pools.               </li>                <li>                 <strong>Employee Development: </strong>Create programs that                 support continuous learning and skill development, keeping your                 team engaged and prepared to meet the demands of the industry.               </li>                <li>                 <strong> Performance Management:</strong> Implement processes                 for evaluating and improving employee performance. Regular                 feedback, goal setting, and recognition are key components.               </li>                <li>                 <strong>Retention and Succession Planning:</strong> Develop                 strategies to keep your top talent engaged and prepare for                 future leadership needs. This might include career development                 opportunities and succession plans.               </li>               <li>                 <strong>Culture and Engagement: </strong>Foster a company                 culture that aligns with your values and encourages high levels                 of employee engagement.               </li>               <li>                 <strong>Diversity and Inclusion:</strong> Ensure your talent                 strategy promotes a diverse and inclusive workforce, which is                 crucial for innovation and growth.               </li>             </ol>

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