It’s clear that with freedom of movement ending in a handful of weeks, tech firms in the UK fear an immediate shortage of talent and lack of access to talent pools and technical expertise as a result. For many years the sector has benefited from accessing talent by tapping into the flexible EEA labour market and importing talent from further afield when needed.
Latest Blog entries in CleanTech Recruitment
Hiring people from the EU will not be as easy as before Brexit. There will be additional financial and administrative costs from 1st January 2021 when freedom of movement ends.
Businesses will need to sponsor EU nationals to work in the UK by applying for a sponsor licence under the government’s points-based system.
Companies are being urged to check now that they are prepared for the new immigration rules using the government’s transition tool.
Putting green jobs at the heart of the COVID-19 recovery could help level-up the UK's net zero commitment, according to a new report. Researchers from the London School of Economics’ Centre for Economic Performance (CEP) and the Grantham Research Institute on Climate Change and the Environment highlighted six key areas where the government could invest, creating both jobs and decarbonisation.
Netflix CEO, Reed Hastings, has described his hiring rules as following the ‘rock-star principle’: paying a significantly higher salary to hire one rock-star software engineer, than hiring 10 less outstanding engineers.
Hastings says: “In the first few years of Netflix, we were growing fast and needed to hire more software engineers. With my new understanding that high talent density would be the engine of our success, we focused on finding the top performers in the market.
Figures for the impact of Covid-19 on the cleantech sector already make bleak reading and show the path of destruction in its wake. In the US, unemployment data for March 2020 shows every clean energy sector is being impacted by the economic crisis:
With a global population explosion underway and increasing numbers of people migrating to urban centres, some argue that cities will have to get smarter or face collapse. Which is why the “smart city” is already a fast booming marketplace comprising a vast array of complex elements.
The Joel Test was created in August 2000 by Joel Spolsky, a software developer from New York City, who is a founder and CEO of Stack Overflow, creator of Trello project management software, and ex-Microsoft employee.
The test is designed to rate the quality of a software team, all in about 3 minutes! It consists of 12 ‘Yes / No’ questions that are intended to be quick and simple to answer.
Approaching 33 years in IT recruitment at Richard Wheeler Associates, such longevity has been built on extreme quality twinned with a focus on offering employers tailored recruitment solutions to complement what you already do. Adding the power of considerable in-house SEO investment (YES we will attract new names to your hiring project) together with a client focus on quality that aims for ‘an offer for every two CVs shortlisted’.
Recruiting software developers for a tech startup is a challenge - but one we rise to! To compete with larger corporate employers as well as with later stage startups and scale-ups for the top talent, it is vital that tech startups move quickly and offer a competitive salary.
So, you’ve found the perfect Java Developer, Technical Architect or Big Data Analyst, and the candidate has sailed through the interview process. It may feel like the hiring process is over, the critical role has been filled and you can focus elsewhere. But the timing and approach (rights vs wrongs) to extending the job offer is crucial, particularly in a highly competitive IT jobs market.