<p>It's been a few years since we took a good look at our branding and website, and it's fair to say that they've both been due an overhaul. We wanted to deliver a far better experience for candidates applying for jobs with William Alexander, and give a consistent answer to the question being asked by prospective clients -&nbsp; "Why should we work with you?"</p>
<p>&nbsp;</p>
<p>We took the time to interview several of our key clients in depth, asking them what they most value about our service. Although they used their own words, one recurring theme stood out instantly - that no-one else takes the time and care to fully understand a client's requirements like the William Alexander team. This goes back to our ethos of "Measure twice, build once," which is our way of making sure we get all the facts straight before we start looking for the right candidate for a role. It's also about probing intelligently to understand real motivations, and role objectives beyond a set of duties.</p>
<p>&nbsp;</p>
<p>The benefits of our approach ultimately save time and hassle for clients. They don't have to discount CVs that aren't relevant and know that candidates we present will usually be worth interviewing. But it was the emotional benefit of feeling heard and understood that we took to our creative team when we asked them to give our brand a glow up.</p>
<p>&nbsp;</p>
<h3>How we developed our new brand</h3>
<p>&nbsp;</p>
<p>We've kept our recognisable red, and our reputation within the technology and change sector is too strong to ever consider changing our name. But you'll see more personality in our logo, with the handdrawn WA conveying the personalised service we provide.</p>
<p>&nbsp;</p>
<p>New fonts have been chosen to modernise our look, whilst also remaining accessible for people who can't see screens so well. And because we're rooted in technology and change, we've taken this opportunity to experiment with AI generated images which you'll see dotted around the website. This has proven to be a cheaper and more efficient way to bring our brand to life - apologies to photographers and stock image libraries everywhere. Of course, AI can't recreate photos of our fabulous team and their images are credit to David McHugh of <a title="Brighton Pictures." href="https://www.brightonpictures.com/">Brighton Pictures.</a></p>
<p>&nbsp;</p>
<p>We're also proud to say that we've not let ChatGPT take over just yet and that the words you read here are written by humans. We may use AI to help research topics but don't feel we can claim to be recruitment experts if we let AI speak for us.</p>
<p>&nbsp;</p>
<p>The website itself is a recruitment marketing platform that we licence through a SaaS model. This route is generally held to be quicker and cheaper than building a recruitment website from scratch, and means that the job application and candidate experience can be managed more effectively behind the scenes.</p>
<p>&nbsp;</p>
<p>We hope you like the new look - all feedback is welcome at marketing@william-alexander.com</p>

William Alexander has had a glow up!

<p class="p1">Miller are a leading independent specialist broking firm for intermediaries, direct insureds and reinsureds, operating in Lloyd&rsquo;s, London and international markets.</p>
<p class="p1">&nbsp;</p>
<p class="p1">A new growth strategy in 2022 saw Miller invest in three major change programmes. These included:</p>
<p class="p1">&nbsp;</p>
<ul class="ul1">
<li class="li2"><span class="s2">Development of a new Target Operating Model (TOM)</span></li>
<li class="li2"><span class="s2">Enhanced data governance and analytics capabilities</span></li>
<li class="li2"><span class="s2">Enhanced agile and digital innovation to improve client experience</span></li>
</ul>
<p class="p1">&nbsp;</p>
<p class="p1">William Alexander were appointed as Miller&rsquo;s recruitment partner to find the key people who would deliver these programmes.</p>
<p class="p1">&nbsp;</p>
<h3 class="p1">The challenge</h3>
<p class="p1">Miller&rsquo;s existing internal business transformation team didn&rsquo;t have the bandwidth to handle significantly larger programmes, and also wanted to bring more people into the business with experience of successfully delivering equivalent programmes with other insurers.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Additionally, within the highly specialist London market, the battle for talent is fierce and Miller&rsquo;s senior leaders believe that protecting their warm, family-feel culture is central to attracting and retaining key members of staff.</p>
<p class="p1">&nbsp;</p>
<h3 class="p1">William Alexander approach</h3>
<ul class="ul1">
<li class="li2">Took time to speak to all heads of departments to properly understand Miller&rsquo;s unique culture and ways of working.</li>
<li class="li2">Developed an in-depth knowledge of Miller&rsquo;s strategy, in order to explain its appeal to candidates and ensure the challenge was right for them.</li>
<li class="li2">Built a team of dedicated account managers and researchers to secure highly sought after and niche skills.</li>
</ul>
<p class="p2">&nbsp;</p>
<h3 class="p2">Results</h3>
<p class="p2">Since we started working together, William Alexander have submitted 197 CVs of which 98 have progressed to interview. This 1 in 2 CV to interview ratio demonstrates our ability to find high quality, relevant candidates.</p>
<p class="p2">&nbsp;</p>
<p class="p2">We successfully placed 31 permanent and contract candidates from 65 job briefs, the highest placement rate of Miller&rsquo;s roster of technology recruitment agencies. Examples include:</p>
<p class="p2">&nbsp;</p>
<ul class="ul1">
<li class="li2">Business analysts</li>
<li class="li2">Project managers</li>
<li class="li2">PMO and change governance function</li>
<li class="li2">Data governance analysts</li>
<li class="li2">Data warehouse project managers</li>
<li class="li2">Product managers</li>
</ul>
<blockquote>
<p class="p2"><em>&ldquo;William Alexander is a trusted partner to Miller and they understand our culture really well. They find the right tech skills within our budget and tactfully offer good advice if our benchmark is out of kilter with the market.&rdquo;</em></p>
</blockquote>
<p class="p2">Marie Briggs</p>
<p class="p2">Recruitment Manager</p>

How we achieved market beating recruitment KPIs for Miller

<p>If you are contracting through William Alexander, please note that you'll need to submit your timesheets via our InTime portal. You should have received details from our Contracts team when you first started the contract, but if you've lost the email, here is the link to login:</p>
<p><a href="https://timesheets.william-alexander.com/login/auth">https://timesheets.william-alexander.com/login/auth</a></p>
<p>&nbsp;</p>

How to submit your timesheets to William Alexander

<p>If you've spent most of your career being employed by an organisation, it's a big step to switch to working as an IT contractor. Maybe you've always aspired to the contractor lifestyle, or perhaps an opportunity has been presented to you that's made you think about the option for the first time.</p>
<p>&nbsp;</p>
<p>People who enjoy the security of being employed might even look at you as if you're mad to consider giving that up. So we thought we'd summarise what contractors we work with tell us they like best about their way of working. It's probably interesting to count how many people you know who've tried contracting and have never looked back. Here's why:</p>
<p>&nbsp;</p>
<h3>More money</h3>
<p>&nbsp;</p>
<p>There's no denying that contractors tend to earn more than they did as a permanent employee. That's because they can attract higher day rates for skills that are in high demand, and also because you can set yourself up to work pretty tax efficiently through a limited company (also called a Personal Service Company). Of course, what you're giving up in return is job security. You should assess whether you could afford to be out of work for any time.</p>
<p>&nbsp;</p>
<h3>More control</h3>
<p>&nbsp;</p>
<p>When you're engaged as a contractor, you tend to be clearer on what work you'll be doing and don't get pulled into side projects or management meetings. You know what you're there to deliver and are empowered to deliver it.</p>
<p>&nbsp;</p>
<h3>More choice</h3>
<p>&nbsp;</p>
<p>If you have in-demand skills, you'll have a greater choice over who you work for and where you work than if you are only looking at permanent opportunities. You'll have the chance to work on a wider variety of projects, in varying sectors and even countries, if you'd like to work overseas.</p>
<p>&nbsp;</p>
<h3>More skills</h3>
<p>&nbsp;</p>
<p>Because you move around more as a contractor, you accelerate the rate at which you learn new skills and technologies, with more exposure to more types of project.</p>
<p>&nbsp;</p>
<h3>Less office politics</h3>
<p>&nbsp;</p>
<p>We hear this one a lot. As a contractor, you are a lot less likely to be embroiled in office politics because your status is different and your long term career ambitions don't necessarily rely on the organisation you're working for at that time. It's not to say it never happens of course - IT and change projects can be high stakes, high pressure environments - but you're much more likely to be kept away from grievances or power struggles.</p>
<p>&nbsp;</p>
<h3>Work on your terms</h3>
<p>&nbsp;</p>
<p>Many IT contractors choose to spend a chunk of their year travelling, working on a personal project or spending time with family or friends, rather than being limited to a set number of days' holiday each year. Naturally, this only applies if you can afford it but the flexibility is there if you want it.</p>
<p>&nbsp;</p>
<h3>A step to running your own business</h3>
<p>&nbsp;</p>
<p>We know many contractors who have taken the experience they've gained to set up their own businesses, building a product or service they can see a demand for. The flexibility of contracting allows you to take those first steps without stepping off a financial cliff edge, and the contacts you've made along the way may include your first customers.</p>
<p>&nbsp;</p>
<h3>Pride and confidence</h3>
<p>&nbsp;</p>
<p>As a rule, contractors are very self sufficient and talented. There's no room to hide or coast, so you quickly build a sense of the value you've added and can take pride in your achievements. A lot of your work will come through personal connections and recommendations, which is a great confidence boost. These rewards can be lacking in long term, permanent careers.</p>
<p>&nbsp;</p>
<p>If you've been persuaded that the contracting life is for you, take a look at our current contract vacancies or send us your CV.</p>

What are the biggest benefits of becoming an IT contractor?

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<p class="x_MsoNormal"><span lang="EN-US">Given the competitiveness of the job market currently, a job advert can attract hundreds of CVs from active job seekers. But what if the best candidates for the role aren&rsquo;t even looking? The key question is often not &lsquo;Who is looking for a job?&rsquo; but &lsquo;Who would be right for this job?&rsquo; That&rsquo;s why we frequently make contact with passive candidates.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&lsquo;Passive&rsquo; candidates are a rich and often untapped resource. They are usually already employed or engaged on a contract and not actively searching for new work, but could offer just the right mix of skills and experience that would make them an ideal fit for the position you&rsquo;re trying to fill. We often find that proactively searching for passive candidates can be an effective strategy for occasions when we&rsquo;re not seeing enough qualified active candidates or are searching for a person with extremely rare or niche skills.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">So what are some of the strategies for locating a promising &ndash; but passive &ndash; candidate? Our first line of enquiry is to seek recommendations from our extensive network of industry contacts. In our experience, candidates who come to us from referrals tend to be strong contenders &ndash; after all, someone else is willing to vouch for their skills and relevance for the role. Social media can be useful too, if used ethically to conduct a highly targeted search for very specific skills.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">However, there are both benefits and drawbacks to recruiting a passive candidate.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<h3 class="x_MsoNormal"><span lang="EN-US">Pros</span></h3>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">If we&rsquo;re considering a passive candidate, it&rsquo;s because we feel he or she has exactly the right skills and experience. This is the primary draw, of course, but deliberately targeting someone can also offer other benefits. Firstly, the passive candidate is nearly always already employed and most probably happy, focused and gaining experience &ndash; all of which speaks to an appealing level of maturity and professionalism. And because they aren't actively looking for work, the passive candidate isn&rsquo;t interviewing elsewhere and won&rsquo;t drop out of the process because they've had another job offer. Additionally, if we&rsquo;re making contact based on a referral and tell the candidate that someone they know has recommended them, they will usually be flattered &ndash; leading them to view your company and the job in a positive light, and may even result in stronger job performance.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<h3 class="x_MsoNormal"><span lang="EN-US">Cons</span></h3>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">On the other hand, recruiting a passive candidate past the initial contact stage can be a bit tricky if not handled properly, so there are a few things to be aware of. You must be prepared to put in extra effort to convince someone that you have the job &lsquo;they never knew they wanted.&rsquo; Of course, we as your recruitment agency will put in most of the upfront legwork for you, but at the interview and offer stages, the balance of power shifts and you&rsquo;ll need to sell the role, as well as your employer brand.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">You may have to go beyond your salary limits to secure someone, especially where there is a scarcity of talent for the type of role you&rsquo;re trying to fill (but be wary of the candidate who tries to leverage your interest into a counter-offer from their existing employer). Finally, it may take longer to contact passive candidates, who often haven&rsquo;t got an up to date CV ready, so you might also need to be patient or accept an alternative such as a LinkedIn profile.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">One of our recruiters told me about contacting a candidate via LinkedIn who had a particular niche technical skill our client was looking for.&nbsp;Because the recruiter didn&rsquo;t have any contact details for this candidate other than the LinkedIn profile, it took him four months to hear back from the candidate, who wasn&rsquo;t looking for work and wasn&rsquo;t particularly active on LinkedIn. But because we had mentioned the niche skill in the message, he did respond eventually and was placed in the job a month later. Although he wasn&rsquo;t seeking a new job, he knew that not many opportunities crop up with that particular technology, so his interest was piqued, once we got his attention.</span></p>
<p class="x_MsoNormal"><span lang="EN-US">&nbsp;</span></p>
<p class="x_MsoNormal"><span lang="EN-US">The upshot is that hiring managers may have to be willing to put in the extra time to search, but the results can be worth it. Start by talking to your recruiter who can help you find exactly the person you&rsquo;ve been looking for &ndash; but never knew was out there.</span></p>
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The pros and cons of recruiting passive candidates

<p>Raystede is an animal charity based in Sussex that rescues animals from cruelty, neglect and abuse. Founded by the late Miss M. Raymonde-Hawkins MBE from her cottage in 1952, Raystede is one of the most diverse rescue centres in the UK caring for more than 1,200 vulnerable animals each year from their 43-acre site.</p>
<p>&nbsp;</p>
<p>In May 2024, a team of four plucky volunteers from William Alexander turned up to spend a day helping at the centre, despite torrential rain falling from early morning and a threat that their activities would need to be cancelled.</p>
<p>&nbsp;</p>
<p>Fortunately the Estate Team let the team stay and&nbsp;undertake a selection of maintenance and gardening tasks to keep the site presentable for people attending the Peaceways Pet Crematorium &amp; garden of remembrance. This involved painting and preserving wood for use in the new woodland memorial walk and returfing the memorial garden.</p>
<p>&nbsp;</p>
<p>Peaceways is England&rsquo;s first pet crematorium, established in 1964 by Miss Raymonde-Hawkins. Since then, it has helped many people navigate the difficult journey of what to do when a pet dies and how best to remember them. &nbsp;</p>
<p>&nbsp;</p>
<p>Peaceways is managed by a small team so any extra hands are very welcomed!&nbsp;</p>

William Alexander team volunteer at Raystede Centre for Animal Welfare

<div class="SCXW103994509 BCX0">
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<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">Few words strike more dread in the hearts of CV writers than &ldquo;Sell&nbsp;</span><span class="NormalTextRun SCXW103994509 BCX0">yourself</span><span class="NormalTextRun SCXW103994509 BCX0">.&rdquo; But if you want to avoid being written off on paper, </span><span class="NormalTextRun SCXW103994509 BCX0">it&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> advice you will </span><span class="NormalTextRun ContextualSpellingAndGrammarErrorV2Themed SCXW103994509 BCX0">hear</span><span class="NormalTextRun SCXW103994509 BCX0"> all the time, and with good reason. Selling yourself is not something that comes easily to many of us (particularly IT and change professionals, we find) so maybe&nbsp;</span><span class="NormalTextRun SCXW103994509 BCX0">it&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> time to look at CV writing in a new way: not as a sales task, but as an information management issue.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
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<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">The chances are </span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;ve</span><span class="NormalTextRun SCXW103994509 BCX0"> spent a good deal of time writing your CV, one that highlights your qualifications, </span><span class="NormalTextRun SCXW103994509 BCX0">education</span><span class="NormalTextRun SCXW103994509 BCX0"> and experience. Armed with a complete summary of your skills, you apply for jobs or contracts, certain that&nbsp;</span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;ll</span><span class="NormalTextRun SCXW103994509 BCX0"> tick every box an employer is looking for, sit back to watch your inbox and &hellip; </span></span><span class="NormalTextRun SCXW103994509 BCX0">nothing</span><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">.&nbsp; </span><span class="NormalTextRun SCXW103994509 BCX0">Cue tumbleweed.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
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<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">It can be extremely frustrating to know you would be a great fit for a role, only to get no response. You may think, &ldquo;My CV should speak for itself.&rdquo; But the fact is</span><span class="NormalTextRun SCXW103994509 BCX0">,</span><span class="NormalTextRun SCXW103994509 BCX0"> recruiters receive hundreds of applications for each job vacancy - William Alexander is no exception. You need to grab their attention &ndash; and quickly. The challenge for you is to manage your information in such a way that attracts&nbsp;</span><span class="NormalTextRun ContextualSpellingAndGrammarErrorV2Themed SCXW103994509 BCX0">attention, and</span><span class="NormalTextRun SCXW103994509 BCX0"> gets you a response.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
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<p class="Paragraph SCXW103994509 BCX0"><span class="NormalTextRun SCXW103994509 BCX0">Here are some strategies for doing this.&nbsp;</span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
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<div class="OutlineElement Ltr SCXW103994509 BCX0">&nbsp;</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<h3 class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">Tailor your CV for each job&nbsp;</span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;re</span><span class="NormalTextRun SCXW103994509 BCX0"> applying for</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></h3>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">A &ldquo;one size fits all&rdquo; CV is a helpful thing to have, but </span><span class="NormalTextRun SCXW103994509 BCX0">it&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> not always enough to catch the attention of someone looking to fill a specific role. Say, for example, the job </span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;re</span><span class="NormalTextRun SCXW103994509 BCX0"> applying for is &ldquo;Oracle </span><span class="NormalTextRun SCXW103994509 BCX0">Datawarehouse</span><span class="NormalTextRun SCXW103994509 BCX0"> Developer.&rdquo; You know </span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;re</span><span class="NormalTextRun SCXW103994509 BCX0"> qualified, but how is the hiring manager to know this, if the information is buried at the end of the first page of your CV? </span><span class="NormalTextRun SCXW103994509 BCX0">Don&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> make them work too hard to find it.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
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<li class="Paragraph SCXW103994509 BCX0"><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">T</span><span class="NormalTextRun SCXW103994509 BCX0">hink about what the relevant data is in your CV &ndash; and sort accordingly.&nbsp;</span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></li>
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<p class="Paragraph SCXW103994509 BCX0"><span class="NormalTextRun SCXW103994509 BCX0">Bring all related experience and education to the forefront. Consider leading off with a bullet-point &lsquo;Career Summary&rsquo; to highlight your relevant qualifications.</span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
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<ul class="BulletListStyle1 SCXW103994509 BCX0" role="list">
<li class="OutlineElement Ltr SCXW103994509 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="3" data-aria-level="1">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">Don&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> be afraid to use the same phrasing you see in the job ad. If the job calls for &ldquo;proven experience of implementing data quality processes&rdquo; and you have that, then say so. </span><span class="NormalTextRun SCXW103994509 BCX0">It&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> what their eyes are looking for as they scroll through CVs.</span></span></p>
</li>
</ul>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<h3 class="Paragraph SCXW103994509 BCX0">&nbsp;</h3>
<h3 class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">It&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> not just your skills; </span><span class="NormalTextRun SCXW103994509 BCX0">it&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> what you do with them</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></h3>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">A strong CV, one that gets noticed, is not just a list of your qualifications. </span><span class="NormalTextRun SCXW103994509 BCX0">It&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> your opportunity to let the employer know what else you bring to the table by showing what value those skills add. For example, you may have a data quality </span><span class="NormalTextRun ContextualSpellingAndGrammarErrorV2Themed SCXW103994509 BCX0">background</span><span class="NormalTextRun SCXW103994509 BCX0"> but </span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;ll</span><span class="NormalTextRun SCXW103994509 BCX0"> want to add how this served the larger business or helped your team achieve a goal.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">&nbsp;</div>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">Don&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> say</span></span><span class="NormalTextRun SCXW103994509 BCX0">: Data quality experience</span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559685&quot;:720,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="NormalTextRun SCXW103994509 BCX0">Do say</span><span class="NormalTextRun SCXW103994509 BCX0">: Defined and implemented data quality strategy, improving targets by 90%</span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559685&quot;:720,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0">&nbsp;</p>
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">And if&nbsp;</span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;re</span><span class="NormalTextRun SCXW103994509 BCX0"> thinking &ldquo;That seems a lot like salesmanship,&rdquo; well </span><span class="NormalTextRun SCXW103994509 BCX0">maybe it</span><span class="NormalTextRun SCXW103994509 BCX0"> is. But even if you </span><span class="NormalTextRun SCXW103994509 BCX0">don&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> want to be </span><span class="NormalTextRun SCXW103994509 BCX0">a sales person</span><span class="NormalTextRun SCXW103994509 BCX0">, you certainly </span><span class="NormalTextRun SCXW103994509 BCX0">don&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> want to sell yourself short. If you have accomplishments and achievements an employer would want to know about, </span><span class="NormalTextRun SCXW103994509 BCX0">don&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> be shy about sharing them.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<h3 class="Paragraph SCXW103994509 BCX0">&nbsp;</h3>
<h3 class="Paragraph SCXW103994509 BCX0"><span class="NormalTextRun SCXW103994509 BCX0">Know yourself, SEO yourself</span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></h3>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">Your CV&rsquo;s attention-getting opening in place, </span><span class="NormalTextRun SCXW103994509 BCX0">it&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> time to consider another angle. Often, a client or recruiter will review a CV for certain keywords or phrases to find a match as a shortcut for finding the essential skills for the job</span><span class="NormalTextRun SCXW103994509 BCX0">. </span><span class="NormalTextRun SCXW103994509 BCX0">You&rsquo;ll</span><span class="NormalTextRun SCXW103994509 BCX0"> want to </span><span class="NormalTextRun SpellingErrorV2Themed SCXW103994509 BCX0">optimise</span><span class="NormalTextRun SCXW103994509 BCX0"> your CV&rsquo;s data so that it will show up in the search. This is especially relevant when your job title </span><span class="NormalTextRun SCXW103994509 BCX0">doesn&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> really explain everything you do. Ask yourself: what are your keywords? What search terms would you list yourself under? Be creative (but truthful) in making connections between your experience and the search terms the recruiter might be using. And dig a little deeper to think about what </span><span class="NormalTextRun SCXW103994509 BCX0">they&rsquo;re</span><span class="NormalTextRun SCXW103994509 BCX0"> really looking for.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">&nbsp;</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">Here&rsquo;s</span><span class="NormalTextRun SCXW103994509 BCX0"> an example that shows how easily you can be written off on paper if </span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;re</span><span class="NormalTextRun SCXW103994509 BCX0"> not careful. We recently received a client brief that called for &ldquo;Procurement/Vendor Management.&rdquo; </span><span class="NormalTextRun AdvancedProofingIssueV2Themed SCXW103994509 BCX0">In reality, the</span><span class="NormalTextRun SCXW103994509 BCX0"> employer was looking for was someone with Business Intelligence and data warehousing </span><span class="NormalTextRun SCXW103994509 BCX0">expertise</span><span class="NormalTextRun SCXW103994509 BCX0"> to assess vendors and software functionality. We knew several candidates who were spot-on for the job but when we sent their CVs across, they were rejected by the client because they had job titles like Business Analyst and </span><span class="NormalTextRun SCXW103994509 BCX0">didn&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> lead with their procurement experience.</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
<p class="Paragraph SCXW103994509 BCX0">&nbsp;</p>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">Cue a few hastily rearranged CVs and a consultant with a strong relationship with the client, this story fortunately has a happy ending. </span><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">But it just goes to show that even if a recruiter knows you and your skills well, once your CV is </span><span class="NormalTextRun ContextualSpellingAndGrammarErrorV2Themed SCXW103994509 BCX0">sent on</span><span class="NormalTextRun SCXW103994509 BCX0"> to a client, you need the document to </span><span class="NormalTextRun SCXW103994509 BCX0">represent</span><span class="NormalTextRun SCXW103994509 BCX0"> you well on its own.</span></span></p>
<p class="Paragraph SCXW103994509 BCX0"><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
</div>
<div class="OutlineElement Ltr SCXW103994509 BCX0">
<p class="Paragraph SCXW103994509 BCX0"><span class="TextRun SCXW103994509 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW103994509 BCX0">So </span><span class="NormalTextRun SCXW103994509 BCX0">don&rsquo;t</span><span class="NormalTextRun SCXW103994509 BCX0"> think of it as &ldquo;selling yourself,&rdquo; if </span><span class="NormalTextRun SCXW103994509 BCX0">you&rsquo;re</span><span class="NormalTextRun SCXW103994509 BCX0"> not comfortable with that term. Think of it as re-engineering your CV in a way that best aligns your information with the qualities </span><span class="NormalTextRun SCXW103994509 BCX0">sought</span><span class="NormalTextRun SCXW103994509 BCX0"> by the employer. Whatever you choose to call it, you can make yourself stand out.&nbsp;</span></span><span class="EOP SCXW103994509 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>
</div>

How to avoid being written off on paper 

<p class="MsoNormal">As technology continues to evolve at an unprecedented pace, the need for diverse and adaptable IT teams has never been more critical. One effective way to achieve this is by building a multigenerational team; believing that IT is a young person&rsquo;s game won&rsquo;t cut it any more. This approach not only brings together a wealth of experience and knowledge but also fosters a culture of innovation and collaboration.</p>
<h3 class="MsoNormal"><strong>The Benefits of a Multigenerational IT Team</strong></h3>
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;"><strong>Diverse perspectives:</strong> People from different generations have unique experiences and viewpoints that can contribute to problem-solving and decision-making. When your formative years and reference points are different, you can reach more innovative and creative solutions.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;"><strong>Enhanced knowledge base:</strong> Older generations often possess deep domain expertise and institutional knowledge, while younger generations are typically more tech-savvy and adaptable to new technologies. Combining these strengths can create a powerful knowledge base.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;"><strong>Improved collaboration:</strong> Intergenerational teams can foster stronger relationships and improve communication skills. By working together, team members can develop a better understanding of each other's perspectives and learn from one another.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;"><strong>Increased employee satisfaction:</strong> A diverse and inclusive workplace can lead to higher employee satisfaction and retention rates. When employees feel valued and respected, they are more likely to be engaged and productive.</li>
</ul>
<h3 class="MsoNormal"><strong>How to Recruit a Multigenerational IT Team</strong></h3>
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;"><strong>Define your team's goals and needs:</strong> Clearly articulate the skills, experience, and qualities you are looking for in your IT team members but avoiding stereotyping. This will help you identify candidates who can contribute to your team's success without picturing someone of a certain age.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;"><strong>Consider your company culture:</strong> Your company culture should be welcoming and inclusive to attract candidates from all generations. This means creating a workplace where everyone feels valued and respected. We advise against using euphemisms that can mean &lsquo;young&rsquo; without saying &lsquo;young&rsquo; such as dynamic, energetic and sociable.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;"><strong>Focus on skills and potential:</strong> When evaluating candidates, prioritise their skills, experience, and potential for growth. Look beyond age and consider the unique value each candidate can bring to your team. A 50 year old looking for stability before retirement may well stay longer in your team than an ambitious 25 year old.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;"><strong>Offer competitive compensation and benefits:</strong> Ensure that your compensation and benefits packages are competitive and attractive to candidates from all generations. Younger employees may want less emphasis on pensions. Parents and those with caring responsibilities may appreciate more flexible work arrangements.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;"><strong>Create a welcoming onboarding process:</strong> A positive onboarding experience can help new team members feel welcome and valued. Provide them with the necessary training, support, and resources to succeed in their new role.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;"><strong>Bring your policies up to date: </strong>By giving thought to your policies that will help different age groups, you will demonstrate practically that you are serious about welcoming multigenerational teams. This might include your policies around leave for caring responsibilities, menopause, ED&amp;I or whether you allow second jobs (side hustles).</li>
</ol>
<p class="MsoNormal">By following these guidelines, you can build a multigenerational IT team that is both diverse and high-performing. This will not only help your organisation stay competitive in today's rapidly changing technological landscape but will also create a more fulfilling and rewarding work environment for all team members.</p>

Building a Multigenerational IT Team: A Guide for Hiring Managers

<p class="MsoNormal">Artificial intelligence (AI) is promising a new era for the insurance industry, fundamentally changing how companies operate and how they engage with their customers.</p>
<p class="MsoNormal">There are long lists of opportunities presented by AI for the insurers &ndash; from efficiency gains in the processing of claims and risk assessments, to the speed and accuracy of response to customer service enquiries.</p>
<p class="MsoNormal">That's why most CTOs within the insurance industry believe AI will play an important role in their organisations in the next few years. Indeed, it's estimated that AI solutions could be worth&nbsp;<a title="AI in insurance" href="https://www.precedenceresearch.com/artificial-intelligence-in-insurance-market">$80bn by 2032</a>.</p>
<p class="MsoNormal">However, the insurance industry can sometimes be accused of an abundance of caution. The advantages of AI are becoming clearer, but uncertainties remain over which solutions offer the greatest potential, how quickly organisations will see a return on their investment, what risks still remain hidden and how solutions will actually be implemented.</p>
<p class="MsoNormal">But is there a chance that whilst you ponder these questions, your competitors will be grabbing a head start. Do you in fact have everything you need to maximise this opportunity already?</p>
<h3 class="MsoNormal">&nbsp;</h3>
<h3 class="MsoNormal">Call the A Team</h3>
<p class="MsoNormal">One of the main barriers to realising the potential of AI is having access to the right skills and expertise. This is still an emerging technology, and finding people who are both proficient and available is a challenge. Whether companies are looking to bring skills in house or hire contractors on a fixed term basis, establishing an appealing working environment - and one where innovation is encouraged - is key to securing the best talent.</p>
<p class="MsoNormal">Once you&rsquo;ve sourced the talent, it&rsquo;s important to keep them engaged &ndash; even if they&rsquo;re not permanent employees within the business. Their skills are highly sought after and they may have the pick of projects to work on. Insurance companies need to be creating a real sense of excitement about what they&rsquo;re doing.</p>
<h3 class="MsoNormal">&nbsp;</h3>
<h3>Manage expectations</h3>
<p class="MsoNormal">Wider stakeholders also need to be kept informed and engaged. Balancing enthusiasm for AI adoption with a pragmatic understanding of its capabilities is essential for them. AI project leaders need to manage expectations, to ensure there is an understanding from the very top of the organisation about the potential and limitations of AI.</p>
<p class="MsoNormal">Workshops with the board or steering committees can be helpful here, reviewing success stories from across the industry and considering how these could benefit your own organisation. What could be the impact on customer experience or operational efficiency?</p>
<p class="MsoNormal">Prioritisation is a critical aspect when deciding where to invest in AI. Identifying quick wins can generate momentum or help to win support for broader AI implementation efforts. In the first instance, these are more likely to involve using existing AI tools to remove mundane tasks, save time or increase efficiency, rather than building your own AI products and services. GenAI platforms are already being used widely in the automation of claims processing, software development, fraud detection or in data analysis projects.</p>
<h3 class="MsoNormal">Acknowledging the risks</h3>
<p>If you are implementing AI tools in your business, it's important that you have the right governance in place around their use. Consider data security, data managements and how to remain compliant with existing regulations. How will you safeguard sensitive data and stay abreast of regulations as they evolve?</p>
<p>The UK is currently regulating AI within its existing regulatory bodies, but organisations operating in the US and EU need to consider the implications of the National AI Strategy and EU AI Act respectively. Guidance on AI implementations from the European Insurance and Occupational Pensions Authority (EIOPA) may also need to be factored in. This covers everything from governance and ethical considerations to testing and cyber security.</p>
<p>EIOPA also encourages insurers to maintain high standards of data quality. This has to be a fundamental consideration, as AI applications will only ever be as good as their underlying data.&nbsp;</p>
<p>Establishing a change advisory board, or equivalent, can help here &ndash; supporting AI project teams and advising them from a security and regulatory perspective. Organisations may also choose to limit their risk further by bringing in external expertise to advise and deliver data cleansing solutions &ndash; ensuring systems are working off the latest, most accurate data. &nbsp;&nbsp;</p>
<p>While there is a need for caution in embarking on AI implementation projects, insurance companies can&rsquo;t afford to miss this wave. The early adopters will find it easier to attract the best talent, make the quickest returns on their investment and stay ahead of their competitors for longer.</p>
<p>By choosing the projects that are best for their specific organisations, being realistic about what can be achieved - in what timeframe &ndash; keeping their teams motivated and their stakeholders informed, insurance businesses can ride the wave with confidence.</p>

AI for the insurance industry - opportunity or hype?

<p>Here are the all important dates for contractors engaged via William Alexander when it comes to getting paid.&nbsp;</p>
<p>Don't forget to bookmark our InTime portal for logging your timesheets: https://timesheets.william-alexander.com/login/auth</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<table style="border-collapse: collapse; width: 100%; border-width: 1px; margin-left: 0px; margin-right: auto;" border="1"><colgroup><col style="width: 25.0246%;"><col style="width: 25.0246%;"><col style="width: 25.0246%;"><col style="width: 25.0246%;"></colgroup>
<tbody>
<tr>
<td>MONTH</td>
<td>TIMESHEET END DATE</td>
<td>DEADLINE FOR TIMESHEETS AND INVOICES</td>
<td>WHEN YOU'LL BE PAID*</td>
</tr>
<tr>
<td>July</td>
<td>31/07/2024</td>
<td>5pm - 06/08/2024</td>
<td>14/08/2024</td>
</tr>
<tr>
<td>August</td>
<td>31/08/2024</td>
<td>5pm - 05/09/2024</td>
<td>13/09/2024</td>
</tr>
<tr>
<td>September</td>
<td>30/09/2024</td>
<td>5pm - 04/10/2024</td>
<td>14/10/2024</td>
</tr>
<tr>
<td>October</td>
<td>31/10/2024</td>
<td>5pm - 06/11/2024</td>
<td>14/11/2024</td>
</tr>
<tr>
<td>November</td>
<td>30/11/2024</td>
<td>5pm - 05/12/2024</td>
<td>13/12/2024</td>
</tr>
<tr>
<td>December</td>
<td>31/12/2024</td>
<td>5pm - 07/01/2025</td>
<td>14/01/2025</td>
</tr>
</tbody>
</table>
<p><br>* Assuming timesheets and invoices have been submitted in time of course.</p>

Contractor payment schedule 2024

<p class="p1">Great news, the client liked your CV and has invited you for an interview. To give yourself the best chance of success, have a read of our handy guide to preparing for interviews and making a memorable first impression.&nbsp;</p>
<p class="p1">&nbsp;</p>
<h2 class="p1">THE WEEK BEFORE - DO YOUR HOMEWORK&nbsp;</h2>
<p>&nbsp;</p>
<h3><strong>1. Swot up on the company</strong>&nbsp;</h3>
<p class="p1">&nbsp;</p>
<p class="p1">Whether you&rsquo;ve heard of the company before or not, do your research on them.&nbsp;&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">If you&rsquo;re up to speed on using ChatGPT, Gemini or other AI tools, you&rsquo;ll save a lot of time if you use a prompt to get a written summary of the company, its latest news and financial performance.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">Otherwise, you&rsquo;ll usually find information about their culture and values on their website, as well as press releases. Wikipedia is often the best place to get a succinct paragraph about what they do and their products and services.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Follow them on LinkedIn and get a feel for the topics that are important to them, and if you know the names of the people who are interviewing you, look at their profiles to understand their career history.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">We find it especially useful to do a Google search on the company name and click on the news tab of search results. This will tell you what other commentators are saying about them, give you a sense of industry trends and where growth opportunities lie.&nbsp;&nbsp;</p>
<p class="p2">&nbsp;</p>
<h3><strong>2. Understand the role</strong>&nbsp;</h3>
<p class="p1">&nbsp;</p>
<p class="p1">Re-read the job description, paying particular attention to the KPIs or measures of success. Think about equivalent situations where you&rsquo;ve delivered comparable results.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">Ask questions about the hierarchy you&rsquo;d sit in, and the scope of work you&rsquo;d be involved in, for instance the team size and budget. Again, try to think about similar periods in your career to show your level of comfort with the role.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">Consider the technical knowledge needed for the role, and how you can demonstrate your depth of expertise. One idea is to highlight weaknesses or difficulties you&rsquo;ve spotted in certain platforms or software, and how you overcame them.&nbsp;</p>
<p class="p2">&nbsp;</p>
<h3><strong>3. Rehearse your answers</strong>&nbsp;</h3>
<p class="p1">&nbsp;</p>
<p class="p1">We recommend using the STAR method to prepare answers for the questions you&rsquo;re most likely to be asked to demonstrate your competency or how you&rsquo;d approach certain scenarios.&nbsp;&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">Interviewers are looking for succinct examples that reassure them you have the right skills and experience for the job.&nbsp;&nbsp;</p>
<p class="p2">&nbsp;</p>
<p class="p1"><strong>S: Situation</strong> &ndash; What was the context of the example (when, where, who) or what was the problem you were trying to solve?&nbsp;</p>
<p class="p1"><strong>T: Task</strong> &ndash; What was your objective within this example? What outcome were you trying to achieve?&nbsp;</p>
<p class="p1"><strong>A: Action</strong> - What did you do? Remember to answer this in relation to your own efforts, not those of a team. Say &lsquo;I wrote the project plan&rsquo; rather than &lsquo;We developed a plan.&rsquo;&nbsp;</p>
<p class="p1"><strong>R: Result</strong> &ndash; Here&rsquo;s your chance to sell yourself. What was the result, what did you learn and what would you do differently with the benefit of hindsight?&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">It helps to practice your answers by saying them out loud, not just repeating them in your head. This helps you untangle complicated sentences, and get slicker the more you do it.&nbsp;&nbsp;</p>
<p class="p2">&nbsp;</p>
<h3><strong>4. Prepare your own questions</strong>&nbsp;</h3>
<p class="p1">&nbsp;</p>
<p class="p1">Even if you feel you know enough to make your mind up about the role, ask at least a couple of questions of your interviewer to show that you&rsquo;ve prepared and that you&rsquo;re interested. Of course, if the interview has genuinely left you unsure about some areas, now is your chance to seek clarification.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Questions about the role</strong> &ndash; how will success be measured, how quickly do you expect to see results etc.&nbsp;</p>
<p class="p1"><strong>Questions about the team</strong> &ndash; what do you think the biggest challenge for the team is, what skills are missing in the team?&nbsp;</p>
<p class="p1"><strong>Questions about the manager</strong> &ndash; what&rsquo;s your management style, what do you like about working here?&nbsp;</p>
<p class="p1"><strong>Questions about the company</strong> &ndash; what is most exciting about this company&rsquo;s future, how do you see the company changing over the next few years?&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">If you are excited that this could be your dream role, don&rsquo;t forget to ask the interviewer if they have any concerns that you might not be the right fit. It will give you an opportunity to address any misunderstandings there and then.&nbsp;</p>
<p class="p1">&nbsp;</p>
<h2 class="p1">ON THE DAY &ndash; GET ORGANISED&nbsp;</h2>
<p class="p2">&nbsp;</p>
<h3>1. Video interviews&nbsp;</h3>
<p class="p1"><strong>Technology working?</strong>&nbsp;</p>
<p class="p1">Check your wi-fi is working or move to a spot with a stronger signal, then check your sound and microphone ahead of the meeting starting.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Dress code</strong>&nbsp;</p>
<p class="p1">A video interview doesn&rsquo;t mean you should dress more casually than you would if it were face to face. We advise against t-shirts, hoodies or other WFH staples and instead recommend that you wear the same smart, professional clothes you would in person.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Ties are generally not necessary for men nowadays, and it makes sense to avoid tight checks, lines or patterns on tops or shirts that create blurry waves on camera. Your personal grooming should also be work-appropriate.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Mobile no-no</strong>&nbsp;</p>
<p class="p1">Video interviews conducted on your mobile device or smartphone tend to look unprofessional, so laptop is preferred.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Location</strong>&nbsp;</p>
<p class="p1">A quiet place at home is ideal, but if you&rsquo;re needing to step out of the office for your interview, don&rsquo;t go to a noisy, busy coffee shop.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Distractions</strong>&nbsp;</p>
<p class="p1">Ensure you won&rsquo;t be distracted &ndash; put a sign on the door to ask family or housemates to avoid barging in, try to keep pets under control and make provisions if you&rsquo;re expecting a delivery.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Background</strong>&nbsp;</p>
<p class="p1">Pick where you will sit or stand, and then consider your background. A tasteful stock background from Teams, Zoom, Google Meet etc is preferable to a blurred background. If you choose to show your real location, make sure your background is tidy and uncluttered. Many people choose to show a bit of personality via the books on a shelf, or a picture on the wall.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Be seen</strong>&nbsp;</p>
<p class="p1">Think about your lighting &ndash; if it&rsquo;s going to go dark during your interview, start with a light on. Avoid sitting anywhere where the sun will blind you or shadows will result in half of you disappearing.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1"><strong>Position</strong>&nbsp;</p>
<p class="p1">Position your camera. Most of us look down to our screen which can be unflattering. Prop your laptop up on a box or a couple of books so you are level and centred with the camera.&nbsp;&nbsp;</p>
<p class="p1">&nbsp;</p>
<h3>2. Face to face interviews&nbsp;</h3>
<p class="p1">The most important piece of advice that never changes, is to set off early and anticipate travel delays. There is nothing worse than arriving late and flustered, so give yourself plenty of time.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">The dress code advice given above remains the same for in-person interviews.&nbsp;</p>
<p class="p1">&nbsp;</p>
<p class="p1">&nbsp;</p>
<h2 class="p1">DURING THE INTERVIEW &ndash; BE SELF AWARE&nbsp;</h2>
<p>&nbsp;</p>
<p class="p1"><strong>Body language</strong>&nbsp;</p>
<p class="p1">Some studies suggest that as much as 90% of our communication is non-verbal. The amount we smile, our posture and hand movements can all give an impression that might be at odds with our spoken answers.&nbsp;</p>
<p class="p1">&nbsp;</p>
<ul class="ul1">
<li class="li1">Smile often and try to establish eye contact &ndash; although the latter is admittedly difficult on video calls&nbsp;</li>
<li class="li1">Sit up straight or lean in to suggest enthusiasm, including whilst waiting at reception or on site tours&nbsp;</li>
<li class="li1">Control nerves &ndash; if you know you have a nervous habit, try to take action to avoid repetitive, distracting movements. Have a glass of water nearby for dry mouth moments&nbsp;</li>
</ul>
<p class="p1">&nbsp;</p>
<p class="p1">Whether you&rsquo;ve been interviewing a lot recently, or are a bit rusty, we hope these ideas will give you structure and confidence to secure your dream role.&nbsp;</p>

How to ace your job interview

<p class="p1">We&rsquo;ve worked with some of the best project leaders in insurance and financial services over the last decade. This has allowed us to spot the traits that all great project leads share.</p>
<p class="p1">&nbsp;</p>
<h3>Communicates effectively</h3>
<p class="p1">&nbsp;</p>
<p class="p1">It&rsquo;s rare to find a job description that doesn&rsquo;t require strong communication skills. But in the context of project management, what do we mean more specifically? Whilst there are a lot of people who can talk and listen, it's rarer to find people who can&nbsp;<em>explain</em>.</p>
<p class="p1">The PM is the bridge between the project board and the team, and as such needs to be able to connect with people at all levels. This includes the ability to articulate the project goals, break them down for the team, and explain issues and risks to the project board.</p>
<h3>Inspires others</h3>
<p class="p1">&nbsp;</p>
<p class="p1">An effective project leader should be able to articulate and sell the vision to the team. Telling everyone the "what, why, and how" is the first step, but great project managers overcome the natural resistance to change, by engaging with the team, providing coaching and support where necessary, and continually reinforcing the benefits and advantages of what the team is going to do.</p>
<p class="p1">&nbsp;</p>
<p class="p1">It can be easy to adopt an authoritarian top-down approach to project management, but this can store up resistance to change and disengagement. We see those with a coaching and supportive style to be more effective.</p>
<p class="p1">&nbsp;</p>
<h3>Provides motivation</h3>
<p class="p1">&nbsp;</p>
<p class="p1">Good project leaders are aware of the levers that foster a positive working environment and personal motivation. It depends on the team composition but ensuring alignment of people's individual goals with that of the team is crucial. This can include reward and recognition, self-development and learning new skills.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Promoting effective teamwork is equally important. Projects need to be trusting environments, based on mutual respect. This is earned, not given, but is greatly helped by promoting a culture which sets clear goals but does not micromanage delivery. Honest and critical assessment of progress should be encouraged, based on the rule that issues and problems are for learning and resolving, not an opportunity to punish and humiliate. The best project leaders lead by example in this regard and avoid the common mistake of holding countless meetings with a massive reporting cycle to check up on what everyone is doing.</p>
<p class="p1">&nbsp;</p>
<h3>Shows empathy</h3>
<p class="p1">&nbsp;</p>
<p class="p1">Empathy is not a &ldquo;nice to have&rdquo; soft skill but rather an important tool in the armoury of an effective project leader. Someone who can predict the impact of their decisions on people before they happen is going to make smarter decisions. To do this they need to be self-aware, with good control over their emotions, good at encouraging conversation and listening combined with critical thinking and judgment.</p>
<p class="p1">&nbsp;</p>
<h3>Unafraid to make decisions</h3>
<p>&nbsp;</p>
<p class="p1">Projects have constraints and therefore a critical path. To keep on the plan, decisions have to be made, sometimes without all the available facts. Decision paralysis not only impacts the schedule but can cause massive motivational issues in the team. The challenge is to make sure that more good decisions are made than bad ones. This is often where experience helps, along with an ability to digest a lot of information quickly, good problem solving, and reasoning skills.</p>
<p class="p1">&nbsp;</p>
<h3>Brings technical understanding</h3>
<p>&nbsp;</p>
<p class="p1">It is difficult to lead if you don't know what your team is talking about so successful project leaders also need to have a broad foundation in many technical competencies. The context of the project determines the weighting of technical versus leadership competencies, and the chosen delivery methodology influences the technical skillset required, but planning and risk management are common to all. If the technical disciplines and approaches around change management are absent, the project leader risks can fail to understand the risks involved and does not adequately plan and resource the change management effort.</p>
<h3>Incentivises and aligns the interest of the parties involved</h3>
<p class="p1">&nbsp;</p>
<p class="p1">Incentivisation is often overlooked for project workers, yet it is incredibly important that they feel wanted and rewarded for good performance given the inherent uncertainty of working on a project. It's not all about cash, although part-payments or bonuses based on successful outcomes are attractive to many, including external consultants or contractors.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Softer techniques can be used to reward performance through the project lifetime. This can range from a simple thank you, through to workplace celebration when important milestones are achieved. Project work often has long hours and weekend working is not uncommon, so showing flexibility in working hours and trusting team members to manage their own time helps to generate a positive working environment.</p>
<p class="p1">&nbsp;</p>
<h3>Maintains energy</h3>
<p class="p1">&nbsp;</p>
<p class="p1">Based on the list above, you might be thinking that a project leader needs to be pretty much superhuman to be successful. Even the best-qualified people on paper might not be very strong in all these leadership qualities.</p>
<p class="p1">&nbsp;</p>
<p class="p1">However, the one overriding quality that is crucial to project success is providing and managing team energy.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Projects can overcome massive challenges in difficult circumstances through harnessing a positive "can do" outlook. Conversely, environments where people come together, the oxygen in the room disappears and negativity abounds, quickly result in failure, along with a chorus of "I told you so".</p>
<p class="p1">&nbsp;</p>
<p class="p1">Project leaders who demonstrate the competencies outlined above can provide energy to a team. By applying these capabilities whilst demonstrating authenticity, and fairness positively, they can deliver it.</p>
<p class="p1">&nbsp;</p>
<h2 class="p1">Summary</h2>
<p>&nbsp;</p>
<p class="p1">You might have a well-articulated strategy, with defined and achievable outcomes nicely broken down into a deliverable plan. Unfortunately, that's where it ends unless you have good people to lead and execute the work. Throughout a project team, you need a good balance of experienced highly capable people, with new talent willing to learn. Different roles on the project need a different emphasis between leadership and technical capabilities, but everyone needs a minimum level of both. The team needs to be motivated and aligned to the success of the project so that individuals can see project success as being synonymous with their own. It's not an easy outcome to achieve and it requires dedicated work and energy to maintain it. Very often the difference between success and failure comes down to the selection, motivation, and organisation of the team delivering it.</p>

Eight characteristics of a great project lead

<p class="p1">So you&rsquo;ve built up a great CV in your career so far and are thinking about striking out on your own as an IT contractor? Fantastic! But before you dive headfirst into the world of freelance gigs, you need to consider how you'll structure your business. One popular option for IT contractors is the limited company, also known as a Personal Service Company (PSC). But is it right for you? Let's break down what's involved and weigh up the pros and cons to help you decide.</p>
<p class="p1">&nbsp;</p>
<h3 class="p1">What's a Limited Company?</h3>
<p>&nbsp;</p>
<p class="p1">Think of a limited company as a separate legal entity from yourself. You'll be employed as the director, responsible for managing the company and making decisions. The company has its own bank account, pays its own taxes, and keeps its own records. This limited liability is a key benefit &ndash; if the company fails, your personal assets are generally protected.</p>
<p class="p1">&nbsp;</p>
<h3 class="p1"><strong>Running the Show: Your Responsibilities</strong></h3>
<p>&nbsp;</p>
<p class="p1">As a director, there are certain things you'll need to do to keep your limited company ticking over. These include:</p>
<p class="p1">&nbsp;</p>
<ul class="ul1">
<li class="li1"><strong>Thinking of a unique name: </strong>You&rsquo;ll quickly see many contractors use their initials to keep things simple eg RJH Consulting. How creative you want to get depends on whether you have ambitions to grow your business or just use it as a vehicle for you to contract on your own. Check whether the name you want to use is available on <a href="https://find-and-update.company-information.service.gov.uk/company-name-availability"><span class="s2">gov.uk here</span></a>.</li>
<li class="li1"><strong>Deciding key people:</strong> While not mandatory for small companies, appointing a company secretary can help ensure good corporate governance. You may also want to appoint a family member such as your husband or wife as a fellow director to help with tax planning.</li>
<li class="li1"><strong>Registering with Companies House:</strong> This is the official register of UK companies. It's a fairly straightforward process online or there are many companies offering to do it all for you for around &pound;100-&pound;150. Your accountant may also offer this service.</li>
<li class="li1"><strong>Tax and Accounting:</strong> You'll need to register for Corporation Tax and keep proper accounting records. This includes things like invoices, expenses, and payroll.</li>
<li class="li1"><strong>Company Accounts:</strong> Limited companies must file annual accounts with Companies House.</li>
</ul>
<p class="p1">&nbsp;</p>
<h3 class="p1"><strong>The Accountant Question: DIY, High Street, or Specialist?</strong></h3>
<p>&nbsp;</p>
<p class="p1">Keeping the books in order can be daunting, especially for first-timers. Here are your options:</p>
<p class="p1">&nbsp;</p>
<p class="p1">If you're an organised person with a head for numbers and a bit of time to spare each month, you could try managing your accounts yourself. There are plenty of online accounting software packages to help including Xero, Quickbooks or Kashflow. Check whether you&rsquo;ll incur extra costs for issuing payslips.</p>
<p class="p1">&nbsp;</p>
<p class="p1">A high street accountant can handle your basic bookkeeping and tax needs and often come with valuable personal recommendations. You may also prefer being able to meet in person. However, they may not have the specialist knowledge of contractor tax rules.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Specialist contractor accountants understand how you&rsquo;ll operate, the ins and outs of IR35 (the rules that determine your tax status as a contractor) and can advise on maximising your tax efficiency. The service may not feel as personal as a high street accountant, so it&rsquo;s worth shopping around and reading online reviews.</p>
<p class="p1">&nbsp;</p>
<h3 class="p1"><strong>The Good, the Bad, and the Taxman</strong></h3>
<p>&nbsp;</p>
<p class="p1">Now, let's look at the pros and cons of operating as a limited company.</p>
<p class="p1">&nbsp;</p>
<h4 class="p1"><strong>Pros:</strong></h4>
<ul class="ul1">
<li class="li1"><strong>Tax Efficiency:</strong> Limited companies can pay Corporation Tax, which is often lower than income tax, especially if you keep your salary low and take the rest as dividends.</li>
<li class="li1"><strong>Limited Liability:</strong> Your personal assets are protected if the company runs into financial trouble.</li>
<li class="li1"><strong>Credibility:</strong> Having a limited company can look more professional to potential clients.</li>
<li class="li1"><strong>Flexibility:</strong> You can take on employees and grow your business.</li>
<li class="li1"><strong>Pride:</strong> Everyone enjoys being able to say they run their own business.</li>
</ul>
<p class="p1">&nbsp;</p>
<h4 class="p1"><strong>Cons:</strong></h4>
<ul class="ul1">
<li class="li1"><strong>Administrative Burden:</strong> Running a limited company comes with extra paperwork and bookkeeping.</li>
<li class="li1"><strong>Accounting Costs:</strong> Hiring an accountant adds to your expenses.</li>
<li class="li1"><strong>IR35:</strong> You should take the time to understand this complex piece of tax legislation and decide if you want to operate inside or outside IR35. Outside IR35 contracts generally have higher rates of pay to reflect the higher level of risk. Your William Alexander team can help you navigate this.</li>
<li class="li1"><strong>No safety blanket:</strong> If you&rsquo;re not working, either because you&rsquo;re on holiday, off sick or have caring responsibilities, you&rsquo;re not earning.</li>
</ul>
<p class="p1">&nbsp;</p>
<h3 class="p1"><strong>The Verdict?</strong></h3>
<p class="p1">&nbsp;</p>
<p class="p1">Limited companies offer significant benefits for IT contractors, particularly around tax efficiency and limited liability. However, it's not a decision to take lightly. Consider your financial situation, risk tolerance, and bookkeeping skills. Talking to your recruitment consultant or accountant can help you decide if this is the right path for you. Remember, a successful freelance career is all about working smart, and that includes choosing the right business structure!</p>

Going solo? The IT contractor's guide to setting up a limited vompany

<h3 class="p1"><strong>Creating a Fair Playing Field for Top Tech Talent</strong></h3>
<p class="p1">&nbsp;</p>
<p class="p1">We've all heard the term "unconscious bias," but when it comes to a job interview, its impact can be significant. Hiring managers, even the most experienced, can fall prey to these hidden assumptions, unintentionally disadvantaging brilliant candidates. The good news? By recognising these biases and implementing practical strategies, we can create a fairer playing field for top technology talent.</p>
<p class="p1">&nbsp;</p>
<p class="p1">Let's explore some common types of unconscious bias and how to mitigate them:</p>
<p class="p1">&nbsp;</p>
<h3 class="p2"><strong>Affinity bias</strong></h3>
<p class="p2">&nbsp;</p>
<p class="p2">Sometimes also called similarity bias, affinity bias is the tendency people have to connect with others who share similar interests, experiences and backgrounds. Culture fit can easily slip into this area of bias. Hiring teams often just &lsquo;know&rsquo; that someone will fit in with the team.</p>
<p class="p2">&nbsp;</p>
<p class="p2">Whilst this is not necessarily a bad thing, if everyone has the same ideas, background or interests the team will not diversify as it grows. If your organisation recruits on values, bear in mind that they are beliefs and positive behaviours which you might look for, and are not the same thing as, for example, whether someone enjoys going to the gym before work.</p>
<p class="p2">&nbsp;</p>
<p class="p2">One way to avoid this is to make sure your job description includes required skills and experience, and using in depth notes from the interview to identify the attributes that may be clouding your judgement. Think about the concrete skills and unique experiences that would add to your culture rather than just repeat it.</p>
<p class="p2">&nbsp;</p>
<h3 class="p2"><strong>Confirmation bias</strong></h3>
<p class="p3">&nbsp;</p>
<p class="p3">Confirmation bias is the tendency to focus on information that confirms our pre-existing beliefs. For example, if you believe a particular university produces strong developers, you might unconsciously overemphasise their qualifications.</p>
<p class="p2">&nbsp;</p>
<p class="p2">In a job interview, this type of bias can creep in when someone makes a snap judgement based on a name, where the candidate went to school or where they live.</p>
<p class="p2">&nbsp;</p>
<p class="p2">Name bias is one of the most pervasive examples of unconscious bias in the recruitment process. In the UK, research by Nuffield showed that British citizens from ethnic minority backgrounds have to send 60% more job applications to get a positive response from employers than their white counterparts, when the only thing different on their CV is their name. In an industry as globalised as technology and change, this can be a significant drawback.</p>
<p class="p3">&nbsp;</p>
<p class="p3"><span class="s1">A</span> structured interview format with pre-defined questions helps keep everyone on the same page.</p>
<p class="p3">&nbsp;</p>
<h3 class="p2"><strong>Attribution bias</strong></h3>
<p class="p3">&nbsp;</p>
<p class="p3">It&rsquo;s human nature to jump to conclusions about a candidate based on limited information. Did a candidate struggle to answer a question? Perhaps they were nervous, not incompetent. Ask follow-up questions to clarify and assess their problem-solving approach.</p>
<p class="p2">&nbsp;</p>
<h3 class="p2"><strong>Conformity bias or peer pressure</strong></h3>
<p class="p2">&nbsp;</p>
<p class="p2">When an interview panel review the candidates they&rsquo;ve spoken to, one person&rsquo;s view may differ from the rest. Just because everyone else may think in a certain way doesn&rsquo;t mean they are right though and you shouldn&rsquo;t automatically concede to the majority.</p>
<p class="p2">&nbsp;</p>
<p class="p2">One way to avoid this is to have everyone write down and submit their thoughts on the candidate before getting together so that you can hear their impartial opinions.</p>
<p class="p2">&nbsp;</p>
<h3 class="p2"><strong>The Halo effect</strong></h3>
<p class="p2">&nbsp;</p>
<p class="p2">This is when people are impressed by something they have heard and then put that person on a pedestal to the point where their skills and attributes are partially ignored. The excitingly-named Horn effect is the opposite &ndash; writing a person off because you take against one thing they said.</p>
<p class="p2">&nbsp;</p>
<p class="p2">A scoring system can help mitigate this effect.</p>
<p class="p2">&nbsp;</p>
<h3 class="p2"><strong>Ageism &amp; sexism</strong></h3>
<p class="p2">&nbsp;</p>
<p class="p2">Even though experience and skills are so important, people entering their 50s and women regularly report being overlooked for new positions. This is particularly noticeable in technology and change, where men are traditionally over-represented and Generation X and Baby Boomers are perceived to be at a disadvantage because they did not grow up as digital natives.</p>
<p class="p2">&nbsp;</p>
<p class="p2">Training and an overt commitment to diversity can help remove these biases.</p>
<p class="p1">&nbsp;</p>
<p class="p1">By acknowledging unconscious bias and taking proactive steps to address it, we can create a more inclusive interview process that attracts and identifies the best talent, regardless of background. Remember, the goal is to find the most qualified person for the job, and by mitigating bias, everyone has a fair shot at showcasing their abilities.</p>

Unconscious bias in job interviews and how to avoid it

<p>William Alexander team volunteer at Raystede Centre for Animal Welfare</p>

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<h2>Specialist recruiters for IT and change in insurance and financial services&nbsp;</h2>
<p>William Alexander Recruitment was founded in 2010 by Will and Alex, shown here. (Do you see what they did there?) They had worked together in another recruitment consultancy and wanted to strike out on their own, believing they could offer a superior service to clients and candidates alike.&nbsp;</p>
<p><br>Employee number one was <a title="Steve Rapetti" href="https://www.william-alexander.com/meet-the-team/steve-rapetti/">Steve Rapetti</a>, who remains our Managing Consultant today having survived a first year sharing a single desk with Will. Many other members of the team have been with us for over twelve years, which gives continuity and expertise to clients. Its also testament to the special culture we&rsquo;ve built over the years.</p>
<p>&nbsp;</p>
<p>William Alexander has one of the industry&rsquo;s tightest networks of IT and change professionals, working in insurance and financial services in the City of London. Last year, we placed over 100 permanent staff and contractors. Our unique access to the specialist skills needed in this regulated sector, together with an ethos of &ldquo;measure twice, build once&rdquo; has seen us placed in Recruiter Magazine&rsquo;s Hot100 nine times.&nbsp;</p>
<p><br>William Alexander is part of Wellcombe Group, together with sister company Stellarmann, a specialist technology and change professional services provider.</p>

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<h1>Our Story</h1>

ALEX COLWELL

<h5>"Will and I love seeing client businesses grow and we think great people are always the vital ingredient in achieving success. It's why we work so hard to match our industry's best brains with impressive clients and interesting projects."</h5>

<p>We developed our values by asking the whole William Alexander team how best to describe the culture that already existed in our business. Now we use our values to sense check decisions we make, assess how well new people will fit in and guide our behaviour.</p>

Our ‘measure twice and build once’ ethos ensures we really understand our client needs. Our genuine interest, attention to detail and personal touches elevate the quality of our service above the competition.

Our ethics mean we’re fair, honest and transparent, even if the news isn’t great. We avoid easy answers if they’re not in our and your longer term interests. Promises are kept. Feedback is constructive. BS is not OK.

At William Alexander, collaboration means an environment where there is no such thing as a silly question and everyone shares their time and knowledge generously. We partner with our clients and suppliers to achieve shared goals. We treat everyone with equal respect. We celebrate each other's successes, from a quiet “well done” to an epic party.

Our culture focuses on working hard to get the job done. We are positive and forward-thinking about finding solutions. We operate at a fast pace with high energy and are driven by our passion to deliver.

People

Integrity

Collaboration

Delivery

<h1>Meet the Team</h1>

<h2>Introducing Stellarmann</h2>

<p>If your organisation has banned all outside IR35 engagements, you may be finding it hard to attract the best talent for your change programme.</p><p>&nbsp;</p><p>Or perhaps your existing consultancy partner is trying to impose methods of working that don't suit your context, or are just too expensive?</p><p>&nbsp;</p><p>Our sister company <a title="Stellarmann" href="https://stellarmann.com/">Stellarmann</a> was founded in 2020 to address these issues and more. Stellarmann build all-star project teams to deliver your technology or change programme.</p>

<h2>Want to Build Your Perfect Project Delivery Team?</h2>

<h1>Outcome Based</h1><h1>Professional Services</h1>

Why Contractors Choose Stellarmann

<h2>Why Choose William Alexander for your permanent hires</h2>

<h2>Why Job Seekers Choose William Alexander</h2>

Career help and advice          

<p>You may want visionary leaders to develop your technology strategy, and to deliver transformation programmes that will improve the way you do business.</p><p>&nbsp;</p><p>Or you might be looking for that worth-their-weight-in-gold business analyst or systems architect who will dive into your data and processes to drive change.</p><p>&nbsp;</p><p>As experienced technology recruiters, we understand that matching a great candidate with a great opportunity is about more than just a skillset, whatever their level of seniority. It's about getting your culture, what your managers look for and introducing people who share your values as well as bringing their expertise and strong track records.</p>

<h2>Creating World Class IT and Change Teams</h2>

If you're ready to take your next step up the career ladder, get in touch today.

Find Your Next Role

<h1>Permanent Hire</h1>

Benefits

Recent Permanent Placements

<h2>Latest Permanent Jobs</h2>

<h1>Services</h1>

LONDON

BRIGHTON

If you want to find out more about what it's like to work at William Alexander, visit the website of our parent company Wellcombe Group.

Learn more about life at Wellcombe

<h1>Work for us</h1>

<h2>Send us your brief</h2>

<h1>Amber Nelson</h1>

<h2>Meet the rest of the work family</h2>

<h2>Established in February 2010</h2><p>William Alexander Recruitment is a specialist technology and business transformation recruitment agency and employment business, recruiting for clients throughout the UK on a permanent, contract, interim and executive search basis.<br><br>Established in February 2010, William Alexander Recruitment is consistently one of the most successful recruitment agencies in the country, having been placed in Recruiter Magazine's Hot100 (comprising the 100 most successful recruitment agencies out of more than 40,000 registered in the UK), for the last nine years.<br><br>William Alexander Recruitment is a wholly-owned subsidiary of Wellcombe Group and a sister company to Stellarmann, the specialist technology and change professional services provider.</p>

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<p>Please let us know what you'd like to talk to us about.</p>

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The Foundation of Success

<h1>Knowledge Hub</h1>

GAVIN JONES

<p>"Beyond amazing. They're super knowledgeable and without fail, deliver on the brief every time. I couldn't recommend engaging William Alexander enough - they truly become an extension of your team."</p>

<p>These are not merely words. They represent the standards under which all staff at William Alexander work and against which the performance of every employee is assessed. They are a reference point for all aspects of our working relationships with our colleagues, our clients, candidates and suppliers alike.  </p><p>We also believe that holding true to these core values will be fundamental to us achieving long term success.</p>

Recent Change Management Placements

<p>William Alexander has been working in change management for insurance and financial services clients in the City of London since 2010. In that time, we've seen the change management discipline, well, change a lot!</p><p><br>Change systems and processes have professionalised and matured, and highly qualified people now bring great insights into how to deliver successful programmes.</p><p><br>We support Heads of Change whether you are responsible for an organisation wide digital transformation programme, or a short, sharp project to meet a regulatory deadline. We can introduce you to Subject Matter Experts who can help shape the scope of your change programme, or at-the-coalface project managers, scrum masters and PMOs who will help with implementation.</p>

<h2>Experts in Change Management Jobs</h2>

Whether you'd like to discuss getting our specialist expertise onto your Preferred Supplier List or have an urgent job vacancy to fill right now, please let us know how we can help using this form.

Send Us Your Brief

Change Management Recruitment News

<h1>Change Management</h1>

Our Extensive Network Helps Us When You Need:

Discover How We Can Help Your Business

Success Story

MARIE BRIGGS

<p>&ldquo;William Alexander is a trusted partner to Miller and they understand our culture really well. They find the right tech skills within our budget and tactfully offer good advice if our benchmark is out of kilter with the market.&rdquo;</p>

<h2>Latest Change Management Jobs</h2>

<ul><li><p>Access highly sought after skills</p></li></ul>

<h2>Why Choose William Alexander as Your Contract Recruitment Agency</h2>

<h2>Why IT Contractors Choose William Alexander</h2>

Career Help and Advice            

<p>Most IT or change management departments are staffed with a blend of permanent employees and contractors &ndash; it&rsquo;s why William Alexander specialises in both. We understand that the nature of working with technology is often project based and that certain skills are only needed on a temporary basis.<br><br>We also understand the mindset and motivations of IT contractors. Many are highly experienced and entrepreneurial. They often prefer the flexibility of the contracting lifestyle, the chance to gain new skills quickly and the absence of office politics.<br><br>In our specialist areas of insurance, finance and technology, clients often ask us for highly specific blends of technical, commercial and soft skills. These high end consultants are instrumental in transformation programmes that replace legacy systems, wrangle big data and improve customer experiences.</p>

<h2>Experts in Contract and Interim Technology Jobs</h2>

Career Help and Advice

<h1>Contract &amp; Interim</h1>

Recent Contract Placements

<h2>Latest Contract Jobs</h2>

<p>William Alexander Recruitment have been finding unique people to drive change in the insurance sector since 2010. We have multiple clients in the London Market where we have in-depth understanding of the needs of speciality insurers, reinsurers and brokers.<br><br>Whether your technology and change programme is focused on regulatory reporting and compliance, improving claims and risk management or jumping into the brave new world of AI and machine learning, we know the people with experience of this dynamic sector.</p>

London Market Insurance Recruitment Experts

<h1>Insurance</h1>

<h2>You may also be interested in</h2>

Recent Financial Services Placements

<p>William Alexander Recruitment have been finding IT and change experts for the financial services market in London and beyond since 2010. We have worked extensively with banks, building societies, insurers, asset managers and emerging FinTech companies, giving us a unique insight into the qualities needed to succeed in the UK's leading sector.<br>Whether your technology and change programme is focused on regulatory reporting and compliance, financial or cyber crime, ESG initiatives or using big data to improve the customer experience, we can help you build your permanent or project delivery team.</p>

<h2>London Financial Services Recruitment Experts</h2>

Proud to Partner With

Financial Services Recruitment News

<h1>Financial Services</h1>

Brit

<p>"William Alexander not only provide candidates of <strong>exceptional quality</strong>, but offer a truly consultative service, allowing Brit to keep abreast of ever-changing specialist markets.&nbsp;They have an excellent understanding of Brit&rsquo;s technical environment, making any new recruitment as seamless a process as possible.&rdquo;</p>

<h2>Latest Financial Services Jobs</h2>

You may also be interested in

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<h1>Contact Us</h1>

<p>We donate a percentage of our profits each year to charities that provide skills training and employment opportunities to people from disadvantaged communities in our home county of Sussex.</p>
<p><br>Our funding of &pound;90,087 to date has helped initiatives including <a title="Bramber Bakehouse" href="https://bramberbakehouse.co.uk/">Bramber Bakehouse</a>, <a title="Spear&nbsp;Brighton" href="https://spearbrighton.org/">Spear&nbsp;Brighton</a> and <a title="Conversation Over Borders" href="https://www.conversationoverborders.org/">Conversation Over Borders</a>.</p>

<h2>Charitable donations</h2>

<p>We partner with Greenify, an environmental consultancy who help us offset the carbon&nbsp;emissions created by running our offices.</p>
<p><br>Last year, our subscription contributed to 1,220 trees&nbsp;planted in 6 countries, the recovery of 3 tonnes of&nbsp;ocean-bound plastic waste and 1800 tonnes of&nbsp;CO2 avoided.</p>
<p>&nbsp;</p>
<p>We can also help you offset the cost of emissions created in recruiting permanent staff members, or hiring contractors. Please ask us for details.</p>

<h1><span style="color: rgb(0, 43, 74);">We Greenify</span></h1>

<p>Alongside regular bake sales for causes close to our&nbsp;hearts, everyone at William Alexander can use two&nbsp;days per year to volunteer their time and expertise.</p>
<p>&nbsp;</p>
<p>From mentoring women applying for jobs in&nbsp;technology to packing parcels of essentials for&nbsp;families facing hardship, our big-hearted team&nbsp;regularly step up to the plate.</p>

<h2>Volunteering</h2>

What we've donated

<p>At William Alexander, we believe that our business activities should have a net positive impact. That's why giving back is one of the central pillars of our corporate social responsibility (CSR) and business strategy, and sees us taking steps to minimise our environmental impact and support local charities with donations of money, time and expertise.&nbsp;</p>
<p>&nbsp;</p>
<p>As a recruitment company, we are especially passionate about giving people who haven&rsquo;t had the best start in life, a leg up the&nbsp;career ladder through opening up access to skills training.</p>

How we do our bit

<h1>Giving Back</h1>

<h1>There's no substitute<br>for someone who gets you</h1>

That’s how we match clients with exceptional candidates in technology and business transformation, delivering a highly personal recruitment experience.

At William Alexander, we put in the time and effort to truly understand what drives you.

Feeling inspired? Ready to move up the career ladder? Let's go!

Make your next move

Find your next role

Tick "sort recruitment" off your list

<h5><strong>"Beyond amazing. </strong>They're super knowledgeable and without fail, deliver on the brief every time. I couldn't recommend engaging William Alexander enough - they truly become an extension of your team."</h5>

You may also be interested in             

<div class="" data-block="true" data-editor="4ivd6" data-offset-key="83jut-0-0"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr" data-offset-key="83jut-0-0"><span data-offset-key="83jut-0-0"><span data-text="true">Its well established that inclusive teams perform better than those that lack a diversity of background and experience.</span></span></div><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr" data-offset-key="83jut-0-0">&nbsp;</div></div><div class="" data-block="true" data-editor="4ivd6" data-offset-key="983cm-0-0"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr" data-offset-key="983cm-0-0"><span data-offset-key="983cm-0-0"><span data-text="true">This is especially true in technology and change teams, where typically only 2% of employees are black and 21% are women, but where the smart decision making, problem solving and innovation that come from diverse teams are particularly important.</span></span></div><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr" data-offset-key="983cm-0-0">&nbsp;</div></div><div class="" data-block="true" data-editor="4ivd6" data-offset-key="1rnb4-0-0"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr" data-offset-key="1rnb4-0-0"><span data-offset-key="1rnb4-0-0"><span data-text="true">When we recruit on your behalf, we welcome the unique contributions candidates bring thanks to their sex, ethnicity, race, gender identity, nationality, age, disability and beliefs.</span></span></div></div>

<h2>Different is good</h2>

<p>Mandatory staff training on ED&amp;I including unconscious bias, cultural competency and inclusive leadership.</p>

<h3>Skilled staff</h3>

<p>Through ongoing training and research, we ensure unintended bias is removed from the language we use in job ads.</p>

<h3>Unbiased job ads</h3>

<p>We host and support networking groups that promote women in change and technology, as well as offering mentoring and advice to women trying to get into IT jobs.</p>

<h3>Promoting Women In Tech</h3>

<h1>Diversity and Inclusion</h1>

<p>Please ask us about our options for tailoring our search methods to match your ED&amp;I goals. Whilst we only ever propose candidates based on merit, we can use bespoke approaches to find harder-to-reach people.</p>

Recent Insurance Placements

<p>William Alexander Recruitment have been finding unique people to drive change in the insurance sector since 2010. We have multiple clients in the London Market where we have in-depth understanding of the needs of specialty insurers, reinsurers and brokers.</p>
<p>&nbsp;</p>
<p>Whether your technology and change programme is focused on regulatory reporting and compliance, improving claims and risk management or jumping into the brave new world of AI and machine learning, we know the people with experience of this dynamic sector.</p>

<h2>London Market Insurance Recruitment Experts</h2>

Insurance Recruitment News

Dana Cuffe

<p class="MsoNormal"><span style="font-family: 'Century Gothic',sans-serif;">“The William Alexander team have deep market knowledge which is really valuable to us. They work hard, are conscientious and great fun to work with. </span></p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal"><span style="font-family: 'Century Gothic',sans-serif;">I like that they treat every member of the team equally, inviting all of us to summer parties, not just me because I’m the boss.”</span></p>
<p class="MsoNormal">&nbsp;</p>

<h2>Latest Insurance Jobs</h2>

<p>Send us your brief</p>

<p>Josef Aiston</p>

<p>Are you working alongside a contractor who&rsquo;s impressed you but isn&rsquo;t working through William Alexander? Maybe you know someone talented who's looking for their next permanent job?</p><p>&nbsp;</p><p>If you spread the good word about joining us, we&rsquo;ll give you &pound;500 to say thank you when your friend starts a new contract with us, or &pound;1,000 if they're engaged by our sister company Stellarmann.</p><p>&nbsp;</p><p>We can&rsquo;t hand over the cash if they are already in the application process with us directly for the specific role. But if they&rsquo;re new to us or new to the contract in question, the transfer fee is yours! Please read our<span style="color: rgb(224, 62, 45);"> <strong><a style="color: rgb(224, 62, 45);" title="terms and conditions" href="/terms-and-conditions/" target="_blank" rel="noopener">terms and conditions</a> </strong></span>if in doubt.</p><p>&nbsp;</p><p>Don&rsquo;t forget that we place IT and change professionals in contract and permanent roles across many industries, including insurance, financial services and the public sector.</p>

<h2>Earn up to &pound;1,000 when you recommend a friend</h2>

Send your friend this link

<h2>Frequently asked questions</h2>

<h1>Recommend a Friend</h1>

We have roles for people with the following skills:

<p>Welcome! If you've landed on this page, you have a friend or colleague who thinks highly of you. We hope they've suggested you send us your details so we can help you find your next contract engagement or permanent job.</p><p>&nbsp;</p><p>William Alexander recruits talented people for some of the country's leading insurers and financial services organisations. We're keen to hear from experienced specialists with skills relevant to technology and change programmes including project managers, analysts and solutions architects amongst others.</p>

<h2>Has a friend suggested you speak to us?</h2>

<h2>Recommend a friend form</h2>

<h1>Referrals</h1>

<p>Modern Slavery Policy</p>

Different is good

Recent Technology Placements

<p>Many of our clients in insurance and financial services use William Alexander as their London IT recruitment agency because of our specialist knowledge in technology.&nbsp;</p><p><br>From CTOs and Heads of IT, to business analysts, systems architects, scrum masters to developers and all the other vital roles that make up the modern IT function, we understand them all.</p><p><br>Whether you're searching for your next permanent employee, or a fixed term contractor with specific expertise, we can help. And because we get IT, we go beyond just searching for a keyword to delving into the specific projects a candidate has completed, the depth of their knowledge of different technologies and the outcomes they've been responsible for.</p>

<h2>London IT Recruitment Experts</h2>

Technology Recruitment News

<h1>Technology</h1>

<h2>Latest Technology Jobs</h2>

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<p>One of the William Alexander team will be in touch very shortly to discuss how we can help.</p>

<h3>We&rsquo;ve received your message.</h3>

Thank You!

<p>We'll take a look at your CV and if you could be the right person, will get in touch soon. If you haven't heard from us within five working days, please assume you've not been successful this time.</p>