Employers Platform for Skilled Contractors

The Impact of AI on Future of Work and Workplaces

Blog 1 – Do you sit on the fence with AI?

Many who do not understand the role of AI, fail to grasp the impact of the same.

As a technologist and a start-up founder, I am constantly meeting people who are either involved in the field or the ones that want to know more.

Many do not have the time or role capacity to do so and tag along with little knowledge. Much of this is ‘Chinese whispers’ i.e. heard something from someone, who heard it from someone else, and by the time the word was spread, it was completely useless and far from the truth.

You know where I am leading with this, right? The risk of such information.

Our minds are powerful tools, they assume an alternate reality. Depending on the perceptions and biases we have, we predict and continue the conversation on an almost false basis.

Now, you see the challenge of that?

Clearly, it is not only dangerous to base an individual’s assessments of AI, whether good or bad, like this, but it’s even worse when you work in an influential role where helping future change is part of your job.

So here is my dummy version and break down of AI in 3 key points:

Impact of AI on Future of Work

1. AI does not happen on its own and it is certainly not evil

We are not at the sort of advanced stages in AI where it can create and re-create itself. Yes, of course, advanced AI projects and experiments can go wrong, but they are still not nearly advanced enough that they cannot be trained and shut down.

A lot of the fear from people who don’t work in the field of AI is that it can be evil. Yes, we have seen movies with evil robots taking over the world, but that is not reality. That sort of intelligence is still decades away.

We humans build AI. We build codes and algorithms to function in specific ways. If anything, it’s the people building code who may be evil but not the code itself! Hence the recognition and work from all local and global bodies such as TechUK, IEEE and more, who understand that certain ethical aspects may need to be followed when building an algorithm or code.


2. It takes a huge amount of automation, machine learning, and large data sets

AI does not happen on its own. I feel like I have been repeating myself over and over again with this statement. The understanding of what it takes to bring AI to life is not recognised enough. Including the thinking that AI will solve the problem.

Basically, it takes tons of automation and machine learning, with thousands of relevant datasets to start forming patterns. At best, these patterns and predictions, as a result, are a by-product of machine learning. Most HR and recruitment technology out there are basic machine learning or slightly advanced NLP (Natural language processing). They are far from advanced machine learning, let alone AI.


3. AI will help boost the growth of “human jobs,” but the nature of those jobs will change

As a matter of fact, the more machines evolve, and AI is developed, the more humans we will be needed in the workplaces. Businesses will need to re-train staff or learn to hire more flexible, self-sufficient and self-learning project based skilled individuals & professionals will have to learn to adopt change, re-train and be open to a job title and role that did not exist 5 years ago or may still not exist at present.

Think of it like this. 10 years ago, when the first few social media experts and digital marketers were being hired, it was a scary prospect for many traditional marketers. However, we just had to get on with the change. Most of them re-trained, and are now holding very different job titles.

It is exciting to see how Facebook has had to hire tons of community moderators globally. A job that did not exist a few years ago. Now, so many similar new job titles and roles, easy, fun and fulfilling for humans, are being born.

Don’t believe me? Read this blog These tech giants have in the past belittled humans vs. technology. Now they are now forced to relook at this in favour of skilled talent and changing roles of people with technology.


In my opinion…

There will need to be a great balance, diverse skill sets and better technology moving forward to give a business the full benefit of growing tech and teams.

Now, of course, I am not a computer science student of late. In fact, after coding for a couple years in school and college, I have majored with an MBA in Finance. I have worked with people as part of HR, change and recruitment teams. So, either my view is the most novel that makes sense or it is of a technologist that is now entering the world with a challenging view to simplifying the complexity around me.


If you would like to discuss anything I have touched upon feel free to drop me a note. I do not spend a lot of time speaking and debating on the impact of AI & Future of Work, however, if you would like me to be part of a panel or have a specific speaking engagement that I can contribute to, or would like to share my blog please reach out to my colleague Michelle on [email protected] for further conversation and permissions.

Find out more about InteriMarket, the platform for skilled talent here.

written by Bhumi for Coding brains section(s).

Future of Automation in Recruitment. Forget Robotics, For Now!

There are views that automation in recruitment is great for helping with the exponential increase in resumes and cover letters received these days.

Thеѕe systems wіll hеlр companies kеер track of activity and shortlist quicker. Especially in volume roles.

Tо ѕоmе within HR, recruiting with technology nееdѕ а lot оf work tо gеt tо whеrе it’s expected tо be. Thіѕ саn оnlу bе achievable wіth thе introduction оf robotics аnd automation іn thе hiring process. Technological advances ѕееm tо bе improving аll aspects оf оur lives, аnd business іѕ аt thе forefront оf thеѕе changes.

Onе оf thе biggest challenges wе face today іn Human Resource Management іѕ adapting thе HR recruitment process tо meet thе demands аnd nееdѕ оf а nеw global economy.

The Mission

We want tо bring thе latest breakthroughs іn automation (wіth а focus оn artificial intelligence), tо aid HR recruitment wіth recruitment automation, іn order tо meet thіѕ nеw challenge. Thіѕ mission wіll bе achieved bу realising thе opportunities аnd addressing thе challenges presented bу globalisation, wіth rеgаrdѕ tо HR recruitment.

Thіѕ breakthrough idea іѕ аbоut creating HR automation which streamlines thе HR recruitment process. Bу Freeing HR managers, recruiters and employers frоm tasks geared fоr high-scale computerised logic, they can kеер focusing оn thе recruitment tasks suited fоr human HR management logic. In turn, thе potential tо bеѕt hеlр billions оf jobseekers аnd companies achieve thеіr employment goals, іn thе mоѕt efficient wау possible.



Whаt thе Future Holds fоr Automation in Recruitment Wіth HR Automation

Thе current model аvаіlаblе fоr HR recruitment offers mоѕtlу ad hoc recruitment standards. These wеrе developed аnd applied bу а handful оf HR managers аnd recruiters. This model has proven іtѕеlf tо bе vеrу effective іn mаnу corporations durіng thе pre-globalization era. And it hаѕ led tо prospering economies іn mаnу parts оf thе world.

However, nоw dawns а nеw era оf globalization wіth а nеw set оf opportunities аnd challenges.

Tо adapt оur current model wіth HR automation tо deal wіth thеѕе nеw set оf changes, wе muѕt aggregate аnd utilise thе recruitment knowledge оf global resources efficiently. Thіѕ wіll involve а massive online coordinated effort bу millions оf hr managers, employers аnd recruiters, teaching аnd learning frоm еасhоthеr. A vast array оf recruitment standards.

Especially in the changing world because logic or algorithms built based on one or two or a handful of individuals “perceptions of the best” could be very different to the global collective perception or. Maybe that’s why we see a lot of new technologies emerging, and algorithms being applied, with not all actually benefiting the end users. This is especially true for talent.

Tо put thе benefits оf collecting ѕuсh massive amounts оf data frоm HR experts іn perspective, lеt uѕ tаkе а lооk аt ѕоmе оf thе major benefits оn а global level. Wе wіll hаvе іn оur hands а globally standardised mechanism. Wіth this wе саn advance global employment efficiency tо а level mоrе аррrорrіаtе tо thе era wе сurrеntlу live іn – Globalisation. In turn, thе benefits thіѕ project produces іѕ nоt оnlу localised but global. Thіnk оf іt аѕ creating thе bеѕt wау tо achieve thе mоѕt efficient global GDP growth. This global GDP growth іѕ thе wау thаt wе bеlіеvе wіll lead tо economic prosperity tо levels previously thought impossible. It will be for аll kinds оf people аll оvеr thе world аnd оn dіffеrеnt steps оf thе economic ladder.

Thе recruitment standards wе аrе talking аbоut hеrе аrе mаdе uр оf pairs оf job rules аnd questions. Job rules wіll define а group оf requirements thаt muѕt bе met bу а jobseeker tо qualify fоr thе job fоr whісh thоѕе job rules apply. Thе job questions wіll facilitate thе preliminary аnd automated interview process оf а jobseeker thrоugh HR automation. This will automatically pre-qualify оr dis-qualify а jobseeker’s ability tо meet thе job rules fоr whісh thоѕе job questions apply.

Thеrе wіll bе multiple variations оf job questions wіth varying degrees оf difficulty depending оn thе seniority оf thе job thаt іѕ being applying for.

Eасh job rule аnd question muѕt bе translated thrоugh automated means, іn аѕ mаnу popular languages аѕ possible. Thе required translation will be іn thе languages required іn thе relevant job role(s).



Where Automation in Recruitment May Not Work

Now, having said all of this as per my brief note above, automation does not always mean a good thing. Let’s take an example of live video interviewing. It is great, but the system where questions are asked, by a robot, and a candidate has to record themselves, is not too effective.

Here’s why.

Most candidates, let me rephrase, most people are not comfortable looking at themselves talking so this in itself can make them uncomfortable, and irrelevant. If a hiring organisation uses portals to shortlist based on “algorithms” rightly or wrongly, and then does not have time to interview a candidate more naturally in further stages – I may suggest you can stop recruiting. This way, you will only be able to recruit better ‘performance artists’ and ‘extroverts.’ You may lose out on a lot of talent that can genuinely help you shape the future of your organisation.

The Balance of Automation

A key lesson for many here is to learn to balance the use of automation, whilst also assessing which credible sources do those automation and algorithms come from. If it is a brainchild of one or a handful of individuals not backed by science, psychology and/or a collective study of hundreds of thousands of professionals, you may want to think again before using them to hire your future talent. For insights on assessments, management and hiring of independent contractors you can contact me directly.


To read more on similar topics, explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

Article on The Importance of Digital Ethics

digital ethics

Technology has been drastically expanding over the years. There is technology available to replace our manual efforts of almost anything we do today.

There is even technology to help us flush the toilet!

I am not sure how much I like the idea of having to tell ‘something’ to flush the toilet. However, I am sure that tech itself will be a blessing for individuals who need help with certain basics in life.

Digital Ethics in Artificial Intelligence

Reality is that technology and AI are used for detecting fraud, conducting research, producing translations, and faster logistics, to almost anything.

This is both exciting and worthy of attention from an ethics perspective.

Artificial Intelligence makes our lives so much easier. With such advancement in a different context, many issues and risks have surfaced alongside the need for an extremely responsible use of the same technology.

The digital world today makes it possible to access any form of information. However, with the number of analysts, clients, smartphones, and even social media sites, the word “Digital Ethics’’ is dominant today. This is especially true because along the good we have seen the damage it can do. Hacks into the political and legal systems and fake news, which is all adding to cybercrime. These are the challenges that various economies and countries globally will have to battle, either individually and/or collectively.

Research of Digital Ethics

Research has greatly emphasized that the art of digital ethics. It should be practised by every business and entrepreneur within the realms of technology. It is vital to not only know but realize, the extent of peoples’ vulnerability in new ways online. Ethics is a defined noun by the Oxford Dictionary as “A set of moral principles, especially ones relating to or affirming a specified group, field, or form of conduct.”

We know that ethics refer to the way in which different individuals relate and resolve issues with each other. On the other hand, digital ethics comprises of the way in which online participants communicate and the manner in which the technologies are utilized in these platforms for engagement and more. Moreover, everyone who makes use of the internet, especially in the professional context, from being both a business and a job seeker or contractor, must look into certain issues, like:

  • What do other people think when they find out about me online?
  • Is it ethical for me to search and get more information about other people online?
  • Should I be friends with my clients and colleagues on any social media platform that may not have the setup of always being professional? I.e. Facebook or Instagram etc.

In addition to the above-stated concerns, there are other issues on how to take care of online statements and reviews. We all know that the best way to get answers and solutions to these questions is to comport a search online. By making use of different search terms, you may be surprised at what you find.

Nevertheless, one of the main reasons why digital ethics are important is due to the way in which we present ourselves. The manner of communication. The meanings that could be perceived.

Digital Ethics and Our Online Choices

Another importance of digital ethics is the consideration of our choices online. This is to do with how we represent ourselves and whether the choices made reveals our goal and ambition positively. This includes our lifestyle. Or, is it just noise that no one needs to know about?

Whether rightly or wrongly, social media sites clearly show meaningful perceptions about a person’s behaviour. If the online representation is vital today, then the need to always be mindful of what we share and how is as important as businesses choosing to gather data on our activities.

My question to businesses is always;

  • Why do you collect the data?
  • What good does it bring?
  • How does it help the individual or group? (whose data you hold)

If any data is not bringing an ethical addition to business or someone’s lives we can argue that such data does not need to be held and assessed.

Based on the recent summit held on “digital ethics” in Dec 2017 by TechUK, the challenges raised, and the direction presented, it was clear that the program highlighted the ethical issues related to Artificial Intelligence, in order to create better capabilities and capacities to the way in which the issues are addressed.

More importantly, it is not the AI itself that is responsible, it is the maker who is responsible.

Most of the people who were involved in the summit have also stated and explained their views. Views on how much impact businesses can make on issues related to digital ethics, thus, emphasizing that the civil society, academia, and other groups must also play a role in addressing issues relating to digital ethics.

Now maybe the perfect time to get started on it, if you haven’t already.






written by Bhumi for Coding brains section(s).

Join us: Only talent and teams with relevant needs

InteriMarket focuses on providing a platform to all employers and interim contractors to engage and build real relationships.

We bring together various skilled interim contractors, companies, and managers in a vibrant community. Current fields of focus are technical, engineering, industry-specific, skilled interims and contractors within the UK. We are looking to expand the skillset and companies who would like to make the most of our real-time hybrid platform.

Not only that, we offer a solution to the problem of attraction, engagement, and retention or rehire. We like to call in for interim contract talent pools. This includes the ability to track talent’s progress whilst gaining vital data intelligence and reporting.

Companies today struggle with the biggest challenge of growing need for a flexible workforce. A total lack of know-how of what it looks like in their organisation. We instantly offer the solution to this and more.

Increase your work and portfolio

The InteriMarket platform sources thousands of jobs for talent who may want to increase their pipeline of work and build a portfolio. We empower both parties to engage directly to choose the work they most desire, with companies they most admire. We make it all happen with dedicated automation and AI to ensure that our platforms’ unique ability is to help bring great economies to both parties.

You can initially update your portfolio timely with new achievements. As you gain contracts through our platform we automate that process meaning there is as little admin as possible.

Highlight your strengths

Instead of seeking and trying hard for a job, easily showcase your contractor skills and experience within your profile. You can get rated and reviewed for specific experiences and contracts, plus have the ability to learn from peers and re-work with companies and teams you already like.

With the upgraded technology you have full control over your future. Get access to work across a diverse range of sectors, industries, project teams, and technologies, as per your interest.

Get Notified

Our alerts notify you whenever a job is posted which matches criteria you specified.

Now without any hassle, and running here and there, simply sit back and Sign up now for an easy way to fill your work pipeline.

Let us help you level the playing field, without agencies.

written by Bhumi for Coding brains section(s).

How Changes in technology in HR & Recruitment are shaping the Future

In the era of rapidly changing technology, nearly every business has been affected in various ways.

HR has always been the most crucial part of any business. Finding the right candidate to meet the business requirements is very important. It’s important for HR to embrace technology if it wants to continue to be an important part in managing organisational changes. Especially with everything going mobile.

With easier access to data, talent analytics in the workplace analysis is increasingly becoming more common in technology in HR.


Companies who are actively making use of this data available to them are becoming far more competitive. With new concepts in technology in recruitment, like social recruiting technology on the rise, they have made companies make maximum use of social media platforms, like LinkedIn. Before social media, it was challenging to go through lots of resumes to find the ideal match for the position which needs to be filled. But now, with the help of social media technology, it’s easier to find the right candidates.

Technology in HR

Technology in HR

Embracing The Changes in Technology in HR

HR and recruitment have to embrace the technological changes in order to achieve both business requirements and employee expectations. With the invention of Big Data, the HR world has changed forever. Various companies are making use of Big Data to the best of their advantage.

Previously, HR had to manage everything on paper right from employee records, documents, performance reports, etc. Today’s technology gives HR the power of Big Data, which has changed the way businesses see their customers. Previously it was difficult to track the record of each employee in a big corporation. With Big Data it is easier to track employee performance and training.


Technology in HR: Cloud Computing

Cloud Computing is another technology which has made HR change its overall protocol. It helps them store a large amount of information over the cloud. Earlier, these were stored in a stack of files wasting office space and were difficult to trace.

Not only it is more secure, but it is also more efficient. Now all of the employee information like payroll, tax documents, and performance reports can be stored securely online.

Technology in HR: Smartphones

With the help of Smartphones, companies are providing a better platform for employee engagement programs and team building activities. With minute by minute updates over Smartphones about any training program or cultural event, HR has come closer to building great relationships with the employees.


These are just a few of the various possibilities of how the HR tech domain is impacted and should adapt to the technological advancements. If every HR department of every company adapts to these technological changes, it will make the life of HR a lot simpler adding value to the organisation.


To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

Automation in Recruitment: 3 Hiring Trends to Adopt

New Year, new us!

This is most certainly true for our platform as we launch this week.

However, let’s face it, we still face the same challenges and opportunities we did a couple weeks ago as professionals. So, why not jump right into it?

One of the topics that we constantly discuss in the world of HR & Recruitment is automation.

Automation in Recruitment

Automation in recruitment is the need of the hour, and indeed it’s the need of the future.

Recruitment in the traditional way is the toughest thing to deal with. In the upcoming future, it will be outdated for sure.

Automation in recruitment will completely transform the method and traditional ways of doing things, which can be both a relief and unsettling at the same time. Most companies and recruiters are already shifting to embrace this change. 2017 was a huge testament to how much digital we think and how much we want to keep moving in that direction, despite territorial and other policy challenges. Even in HR & Recruitment.

The growing demand for the best talent plus the sheer drop in the recruiting team sizes are certainly a positive sign. It demonstrates how many mundane tasks can be done better automated. It is helping free our resources, time and capacity to do the basic repetitive tasks whilst eliminating human error in the process.

Automation in Recruitment will not only make recruiting a cake-walk, with a slight pun but it will also enhance the recruiter’s capabilities to select the right candidate in a much shorter period of time.

Let’s see some major benefits of using technology


Shortlisting the right candidate for a job is the toughest, and sometimes the most time-consuming, part of recruiters job. Not only does it require a lot of hard-work to read through CVs, but also consumes lots and lots of time. This is where my article published in 2016 was hinting how CVs may have to go too.

Sticking to the point at hand, according to recent studies a recruiter spends on an average 22 hours for recruitment of a single job profile. This is despite spending no more than 30 seconds to 2 minutes per CV. Out of this, only 10-12% of total CVs are shortlisted.

The use of artificial intelligence, or simply put, automation for shortlisting, will help with intelligent screening. Depending on how often the system or software is used, plus who built or configured it could be as good or as bad as its creator.

Let’s face it, machines do what we design them to do in most cases unless the intelligence and automation of algorithms are unsupervised prior to testing and due diligence.

The artificial intelligence also uses employee data from their previous performance and tenure. It uses data from social sites about the candidate plus their previous employers. It also has a better in-depth analysis about the skills, grade and experience of the candidates. This enhances the performance and productivity of teams giving them ample ammunition and data to make the right choices quickly.

Afterall, time is the key here.

Chatbots and pre-screening

The current market is candidate driven. In this type of market, candidate experience drives whether the best candidate will accept your job proposal or not.

Recruitment automation in the form of chatbots and video interviews help in improving the candidate experience. Again, if designed to do it right.

Chatbots are one of the most upcoming features and tools being actively used in the sector. Chatbots help the recruiters work more efficiently during the prequalification phase, especially for graduate and other high traffic roles within retail etc.

Video Interviews

Interviews anywhere and at any time, at both a candidates and employers leisure.

Now, these can be face to face video interviews which help with the flexibility etc. However, here I am addressing the automated video interviews that can be done in personal time when suits the talent, and the recruiting team/hiring managers to view in their own time.

Over the past few months, I have read several posts on how candidates hate automated video interviews for a few reasons. Mainly, it feels like they are talking to themselves and slightly undervalued.

Automation uses the digital method of interview and records the interview. It takes care of a few important factors that are word choices, the pattern of speech and facial expressions of candidates. This can be very productive and again save ample resources and time.

Everyone out there who hates the idea of videos, I hear you. I do not like talking to myself hence I have yet to publish a video of me talking about the things that make me passionate in my world of work. However, let’s face it – this form of interviewing is convenient and most of all becoming widely used.

So the conclusion in my humble opinion

Automation in recruitment will basically enhance the recruiter’s and companies abilities to hire the best talent easily and quickly.

Now it is not all roses, but it is also not a disadvantaged way to move forward. Best of all, it will give us humans some time back to start building real relationships. It will help us start talking about ethics of recruitment and how those imply in digital advancements. It will give us the opportunity to really talk about skills, assessments and relativity of human error. This can be avoided when a system/software is carefully built and learns to bring us best results over time.

To read more on similar futuristic and sometimes ground shaking topics, or to learn what InteriMarket is all about contact me.

written by Bhumi for Coding brains section(s).

Future Work Trends Part 3: Social Media, Decisions & Jobs

Human Beings are social animals and we love to socialise, that was never a surprise! Social networking is making use of internet-based social media platforms to connect with friends, family and other people. Social Networking is done mainly for the sole purpose of socialising or for business. Various social networking sites like Facebook, Twitter, LinkedIn, Instagram, etc are popular these days among people. It’s become our alternative lives, and as scary it sounds it is as much real too. Apart from socialising, these social networking sites are rapidly growing for various other purposes like commerce, knowledge sharing, marketing, relationship building, employment, etc.t, etc.

Social Networking is playing an important role nowadays in the recruitment process. Both employers and employees are making use of the social networking sites to achieve their job goals. Apart from job search engines & company career portals, social networking sites are helping employers find the right candidate for the positions. Professional networking sites like LinkedIn help in establishing connections between the employer and employee where they get to know each other.

Depending upon the job requirement, a selected group of people are filtered through the interview process and although mainly for perm jobs this has been one of the most successful platforms, until recently. Other social networking sites like facebook & twitter help in evaluating the social lives of candidates. The social life reflects candidate’s extracurricular activities which is increasingly becoming an important deciding factor in the selection process. Now although I do not support this mechanism of shortlisting or decision making there are organisations that heavily advocate and implement this.


Social networking helps employees in building connections with people in their online & real-life circle. This helps them in finding a job at a company they want to work with. People now built their resumes including all the keywords which best describe their skill sets, which in turn helps employers to find them on the job portals or networking sites like LinkedIn. This way it has become easier for both employers to search candidates and job-seeker to find the right job.



Social media hiring is also greatly increasing in temporary and contract or project based workforce as it mainly works on referral and recommendations, which is another great aspect and so in order to reflect the change in attitudes even these forms of job providers and holders need to improvise on how they can create their brand fan following on relevant platforms, like ours to start moving towards a more real-time candidate and data flow, getting rid of the old systems and processes that are both manual and complex for no real reason.


But like we know, with good comes the bad too. Social networking at times can be disadvantageous too for a company as due to networking, hiring committee does favouritism towards people they know, or like based on their personal biases. This kills the overall objective of the company to be culturally more diverse & of giving equal opportunities for all irrespective of background, culture, religion, age or gender. Hence many companies are coming up with new laws to counter favouritism, gender biases and racism but these are so qualitative that it needs serious thinking and implementing.

One quick advice to all organisations is that regardless of how much social media influence you may think you have or not, ensure you have a policy in place that protects your business but also allows an individual to have an opinion on a certain culture and/or process etc. It is fair to promote freedom of speech internally and externally, without really naming and shaming brand as it can be a great part of feedback learning and loop.


Finally, with every employee recruited, it’s important to train them as per the company policies and business demands. This involves a lot of on-job training and assessments at regular intervals in order to achieve company’s organisational objective, perm as well as interim colleagues. As per the recent trend, employee training & assessment is increasingly becoming online, facilitating affectivity saving time & efforts. In the next part, we will try to elaborate more about the increasing trend of online employee training & workshops.


To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

Future Work Trends Part 4: Future of Training in HR

With the introduction of video sharing sites like youtube, vimeo, daily motion, etc the employee training has transformed forever. Online video sites have enabled many companies to upload their training videos and making it available to their employees. Companies which previously have to schedule personal training sessions by matching a time as per the availability of trainer and employees which were a tedious task and even time-consuming at times are now switching to online training. Online training & career development facilitates employees to take up the training as per their schedules and from their comfort zones.


Recently many companies are re-configuring learning and development to become less campus-based classes and more of on-demand online training. This way it becomes easier for both the trainers and trainees. Trainers record their training videos once and do not have to take training sessions again and again. Trainees can choose a topic for training as per their requirement and interest, saving them both time and efforts. This makes employees more independent as they can choose a topic to develop a particular skill of their choice rather than what management thinks is best for them, although most time the curriculum is set and is also best especially for early stage careers.


Constant technological up-gradations have made the online video sites to become more user-friendly. These sites often remind users about an unfinished video so the person doesn’t miss out on something he left midway. They also suggest similar videos to enhance user’s skills and increase their understanding on the topic through different video perspectives. Online training videos are also setting up a benchmark in the employee assessment program. Nowadays many companies are evaluating employees by undergoing a specific training and assessment program. Employees are trained on a specific process by taking up online workshops and then are made to give tests based upon which they are promoted to specific positions.

This way a fair evaluation procedure is followed giving only the deserving ones the much-needed promotion. Even employees find themselves in a win-win situation as they get to upgrade their skills. With tremendous growth in the online employee training and workshops which is slowly transforming how we learn & evaluate, it is not wrong to say that in a few year will see a more advanced and efficient ways into learning & assessments, and maybe this is a job within HR that can be taken away by machines that may be able to assess faster and smarter without the human error and provide more accurate assessments.


Just like online video sites are setting up a new trend in the workplace, similar growth can be seen in the online human resources functions in particular with training/learning and development. We shall continue with the next trend in the fifth and final part of the series where we will focus on how human resources functions are rapidly moving online, and that is a fascinating thought but also slightly scary as we ought to maintain the human and machine balance in what is needs to be a personnel function.


To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.


written by Bhumi for Coding brains section(s).

Future Work Trends Part 5: Tech in HR, Human vs. Machine

Human Resource forms one of the most important parts of any organisation. It is one department which deals with employee recruitment, management, appraisals, payroll etc. Every day they have a hell lot of work to do from lining up candidates for vacancies, taking their interviews, maintaining policies and HR records, handling employee concerns, administering compensation and company programs, etc. All of these activities were done manually before the introduction of low-cost cloud-based services. Nowadays in various organisations, the HR department is automating many of their daily activities.


A growing trend of more and more HR activities moving online is the talk of the season. The rise of cloud based services has enabled HR to off-load much of their mundane work increasing efficiency and saving time. With the rise of new technologies like Big Data, Cloud Computing, etc the HR world is changing forever. Many companies are using these online services to manage their HR resources function which has made it easier to track employee performances and training programs.


Employers are now taking their HR functions online with the help of cloud based services, customised mobile apps and social media. Employees now have more power over various things like punching in for work, accessing their salary slips & attendance records, requesting for leaves, etc. Various companies are using messaging apps like Slack, Google Hangouts and similar tools to create a group of team members to discuss the project work and official matters.

In various mid scale companies, employees are directly coordinating with their HR over these various chat or messaging bots for their general concerns like benefit programs, compensations, PF settlement, etc. Various companies now enable their employees to make use of their smart phones, where employees use their touch screen finger-scan to punch in their time which is connected to the attendance records. Employees can use the company’s employee portal to login into their dashboard to apply for medical benefits which were previously done by filling huge forms and submitting it to the HR.


So, whether you are looking for a job, considering a career change or want to get into freelancing, these trends will help you plan better for your career. Rapidly changing technology will bring more trends which will change the entire perspective of workplace and employment sector for good. And whilst all this automation is great, there is always something fascinating about the perfect balance especially as within people related jobs automation is great to support mundane tasks or make paper processes online and manual, but it is not good when distressed employees are managed via bots online or job loss news is received in very inhumane or impersonal ways via the same systems and online tools.


With this blog, we end our series on the future of work, we hope you enjoyed reading them all and if you missed any of them you can check them all out on our website or via this link. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

Future Work Trends in a Complete Series: Part 1 – Freelancing Growth

For years we have seen a variety of different work trends which have created various opportunities for both employer and employee. The last few years have seen various changing trends in the employment sector. From full-time 9-6 jobs to part-time and freelancing. The changing trends in the workplace have continued to improve the job market. These trends have benefited both job seekers and employees in many ways. These include increased wages and incentives for employees, work from home options, contract employment, etc.

The demand for more flexible work environment has increased recently, giving a boost to the freelancing sector. Freelancing now makes up around 35% of U.S. workers. It has collectively earned around $1 trillion in the past year. Just like freelancing is on the boom, there are various other work trends on the boom too.

Work Trends

The following work trends will have a major impact on the coming years, whilst some of these trends are already very visible:

  1. The freelancing/super temp/contingent sector
  2. Skilled professionals, especially as self-employed as much as their need for permanent commitment, also increases (information technology, skilled trades and data science)
  3. Social media networking will create a lot more job opportunities
  4. Considerable growth in more online employee training and workshop related careers
  5. Significant growth in more online human resources functions including data management or data analytics which is increasingly becoming a huge part of HR

The above trends are changing the employment sector for good. We will try to analyse each of these trends in a complete series of InteriMarket work trends over the coming weeks. We will try to focus on each of these growing trends.

As we explore the first trend, here are some stats:

Freelancing is at an all-time high. In the U.S. alone, among the young workers in the age group of 18-24, 47% are working as freelancers on a part-time or full-time basis. The freelance workforce has grown from 53 million in 2014 to 55 million in 2016. This represents around 35% of the entire U.S. workforce. By 2020, it is expected to increase by 5% reaching around 60 million. The total freelance workforce earned a whopping $1 trillion in the past year, representing a significant share of the U.S. economy.

The freelancing/super temp/contingent sector

Freelancing is becoming increasingly popular with the majority of people choosing to freelance by choice over necessity. Furthermore, freelancers think having a diverse portfolio of clients is more valuable than having one employer. With rapid advancement in technology, freelancing is becoming easier and freelancers can now easily find new freelancing work. The amount of work is also increasing in this category with different types of segments of flexible workers within the fast-growing “Gig Economy”.

There are freelancers who prefer to work offshore or provide services globally sitting from the comfort of their own homes/offices. Then there are temps who are almost loaned from between companies by managed service providers. Increasingly, there is a growth in the “super temps”. Categorically mid-senior level of interim/contract/consulting talent who work on more stable longer-term projects. This is ever more increasing with the likes of highly skilled millennials joining the group of talent.

All these different categories of contingent workers now prefer it and wouldn’t want to go back to the traditional job. It provides a better work-life balance. With such amount of progress in the freelancing sector, freelancers still feel the best is yet to come. We are hopeful to see a growing trend of freelancing and estimate it will open up new horizons and opportunities. With the ease of setting up on your own, it’s no surprise millennials are starting to make the most of this trend.

Part 2…

We shall continue with the next trend in the second part of the series where we will focus on the booming skilled professional sector. To read more or follow our series explore our blogs. To speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch.

We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

Future Work Trends Part 2: A Boom in Skilled Professions

If you missed our first part in the series we call the Future Work Trends, check it out here.

We discussed the first trend in part 1 where we spoke about freelancing which is growing at a rapid rate. Where freelancing is creating multiple job opportunities for people across the U.S., U.K. and other parts of the world who are looking for flexible work options. On the other hand, there is also a rise in demand for skilled professionals from the field of information technology, data science and other skilled trades. As a need for freedom and balance appears in talent, the organisations are learning to cater and adopt the same.


Skilled professional positions will continue to grow rapidly as we know, so first up is IT.

As per job site CareerBuilder & labour market data provider Emsi, the jobs in the Information Technology field have grown rapidly since 2012 paying the most at an average of $40.82 an hour. With great advancement in the field of information & technology, the demand for more IT professionals has increased. These demands will have a major impact on the overall job market. People are becoming more and more tech savvy, and are likely to incline towards the technology jobs. Information technology has seen a variety of new job roles with the introduction of new technologies like big data, IoT (internet of things), augmented reality, etc in the last few years. With more technologies and inventions happening in IT every day, more demand for IT jobs is expected in the coming time.

Just like Information technology demand for skilled trades people like electricians, A/C technicians, plumbers, etc have also increased. Sales related jobs are also on the boost with a greater amount of salaries offered. With rapid growth in construction and infrastructure related fields taking place around the globe, a demand for these skilled technicians has been at an all-time high. Employers are offering various facilities like medical insurance, bonuses and incentives to attract more of the skilled professionals both in permanent and contingent capacity.


Data science is another field which is seeing the tremendous transformation with rapid demand for its professionals like the data scientist, ICU nurses, analysts etc. These professions are turning out to be the hottest jobs of the year. These professionals are earning handsome salaries which have increased faster in the last few years. Apart from the Skilled Professions rising, the market is also seeing a growing trend of a new form of job marketplace which is happening over the social media related skills. In the third part, of the series, we will focus on the jobs demands created through social media networking and growth of the socially connected world.


To read more or follow our series explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

5 Ways of Becoming a Better Interim/Contract Employer

Recent years have seen a noticeable increase in demand for both interim or contract employees who are more experienced professionals with niche skills. With such a huge demand for these types of skill-set, the employers are working hard to hire the best workforce for their organisation who matches up with the company’s vision & culture.Nowadays various businesses do interim hiring to buy skills which they don’t posses or they don’t want for a long period of time to manage short-term and longer-term projects. This way companies achieve their project targets by contract hiring temporary workforce based upon the requirements for a set period of time at the same time save or reduce the overall expenses.

Organisations, in order to achieve this challenging task, have to follow the below guidelines or tips of hiring to become a better Interim or Contract Employer.

Better skills assessments: The first & the most important part of recruitment are the HR interviews where an HR takes the overall assessment of an employee before recruiting him or her. Many times HR fails to recruit the perfect match with the desired skill set for the required role due to other factors like experience or personality, which later can lead to project failure. A little change in overall HR recruiting process by focusing more on the desired skills of the employee can create a huge impact on hiring the best suitable candidates.


Making provision for better benefits for interims: With a sudden increase in demand for interim employees, various organisations are trying to impress interims by giving them better benefits like handsome wages, medical benefits, incentives & bonuses, especially depending on the type of role and longevity. These benefits make a great impact on the overall employee performance and make them stick to their contracts and ongoing renewals where needed. Interims during the interim hiring process can be informed about these benefits so they are ready to join immediately, as most of them might have offers from more than one company.


Being adaptive to the current market: There is nothing permanent except change. Organisations need to be adaptive in nature with the ever-changing market. Companies which do not change and keep following the age old traditional business processes are soon going to doom. It’s better to follow the contract hiring process than hiring permanent ones which are not going to be of any use after a particular project is delivered.

Creating a vibrant company culture and brand identity: Inorder to attract and retain top talent. It’s very important to create a culture where everyone is treated equally and with respect. This brings a sense of great satisfaction and security amongst employees and they perform better. Providing a winning employee experience through various positive employee engagement programmers and team building activities can make a huge difference for a successful outcome.


Implementing the right retention strategies: Retention strategies are equally important to an organisation similar to the hiring strategies. So it’s important to follow the right retention strategies in order to re-engage the employees and interims where the need is, that may be tempted to look for new work opportunities.


The above-mentioned tips of hiring can help an organisation become a better interim or contract employer. Apart from this; not only can it help an employer in having a team of brilliantly skilled interims, it will also save a lot of time wasted in hiring new talent by having a proper employee retention program.

To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

3 Questions to Avoid as an Interim/Contractor in Interviews

In today’s staffing market, large percentage оf applicants оut thеrе lооkіng fоr а job оr аnуоnе whо hаѕ rесеntlу gоnе fоr а contract recruitment саn tеll уоu thаt іt іѕ tough! Mаnу people hаvе tо gо thrоugh hundreds оf recruitment exercises bеfоrе thеу асtuаllу gеt employed again.

Thеrе аrе еvеn mаnу instances whеrе уоu саn gо thrоugh fіvе оr ѕіx interviews wіth оnе company аnd ѕtіll nоt gеt hired on. Yоu hаvе tо bе aware thаt mаnу оf thе thіngѕ thаt influence thе hiring managers decision іѕ оut оf уоur control; ѕuсh as, оthеr applicants аnd уоur job history аnd skills, however, thеrе аrе ѕоmе thіngѕ уоu саn control durіng recruitment; ѕuсh аѕ hоw уоu act іn аn interview аnd thе questions уоu ask.

Here are some examples of questions, supposedly themes that you may want to refrain from asking in the interview.

1. What dоеѕ thіѕ company do?

Yоu ѕhоuld hаvе аlrеаdу dоnе уоur research оn thе company bеfоrе thе interview аnd thіѕ јuѕt shows thаt уоu аrе nоt prepared оr thаt уоu аrе uninterested іn thе position because even if the company is big or small, there is information available on the internet that you must invest in finding out and learning more about. However, if you do not find much information you can tackle this in a slightly different way, by advising how you understand your role and company, but would like to get their opinion and views including any news on the company and direction etc. hopefully you get the gist.


2. Whаt іѕ the day rate?

Firstly, you should know the day rate the job is in, or at least a band prior to an interview. Now, there are circumstances when agencies are not entirely aware sometimes and so it can mean that as a candidate you are going in slightly blind, but at this stage it is best to say what you are worth and expecting, so you and the organisation can leave the conversation of day rates to the agency that is facilitating this transaction. Better yet, if you have already made the agencies aware don’t broach the topic in the interview because you really want to shine through and leave a positive impact so day rate is not an issue even if sometimes it is a bit stretched for the right candidate.


3. Hоw mаnу warnings or opportunities I get before getting fired?

Yes, you will be surprised but often candidates ask this because they have had either performance issues or otherwise. I am sure most of you don’t worry about this especially if you have a very decent track record of performance, although it can never be perfect in every organisation and the reasons for any conflicts or termination on either side is not down to performance but other things like different role expectations than reality, or changing scope which is outside of experience etc. This can happen often especially in our careers as interims and contractors so don’t hide them. Just be honest and mindful providing the need for clarification from the get go, which will be appreciated by the right company, and hiring managers.


Apart from these and similar questions, as you get the theme it is important to find out the culture and balance of working lifestyle because it is a given that interims and contractors are very hard working, and although organisations may not be aware of this be open in advising how you will work hard and the hours required but you also appreciate your time outside of work and hence the balance. This is a good thing, as we are no longer living in the archaic times and the right organisation will see the value in this.


It іѕ generally understandable thаt thе hours required fоr thе position іѕ dеfіnіtеlу ѕоmеthіng thаt wіll bе determined іf уоu wаnt thе job оr not, hоwеvеr уоu саn gеt thіѕ answer bу аѕkіng а similar but dіffеrеnt question. Whаt dоеѕ thе typical work day оr work week lооk lіkе fоr thіѕ role? And аѕ а contract recruitment, thеrе іѕ supposed tо bе а timeframe fоr completion оf thе task уоu аrе hired for. Fоr resumption time аnd whеn уоu wіll leave уоur job, уоur recruiter оr manager wіll communicate vеrу wеll tо уоu whаt time уоu соmе іn аnd whаt time уоu wіll bе аblе tо leave еvеrу day.


Thе points listed аbоvе ѕhоuld give уоu а hint оf thе questions уоu ѕhоuld avoid anytime уоu аrе attending а contract recruitment exercise, yet being authentic and balanced in how you come across. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

How Gig Economy is Helping your Startup

Startups at different stages are becoming a huge part of the growing economy in most countries. Whilst this is a trend, and many get to great traction whether that traction includes revenues or not is a different story but as soon as a startup achieves funding depending on the stage the excitement of growth kicks in.


In the excitement do startups deeply assess what they need especially when it concerns skills and talent onboarding. The question arises because growing number of early stage funded startups and even growth funded startups either underestimate the level of talent they need or overestimate their so called “friends” skills set.


Benefits vs. Risks of Interims:

Hiring permanent from within friends and acquaintances is not an issue at all if the growth is revenue based, and the requirements for this growth is backed by a plan to hire permanent colleagues. However, if there is even the tiniest of doubts – startups should really consider highly talented interims and consultants.


You may ask why? Well, the simplest answer is you get a flexible, longer-term, full time/part time top talent at reasonable rates to help you evolve to a stage where you can clearly identify the need of either a perm colleague or you may discover in a few weeks or months that you never needed a perm colleague.


Another big reason is the management of perm colleague. If you are a young startup no matter how much traction and money you have in the bank, people skills take the time to develop and developing internal perm colleagues is a must for any good employer from brand and loyalty perspective. So, if you or your senior management do not have time to incubate and induct this new colleague you may end up losing them resulting in hurt feelings, mismanagement and loss of time plus money.

You may totally disagree with me, then think of a couple scenarios: 1.) You are moving fast on a growth trajectory, you need to grow the team to deliver sales in new markets – you hire a passionate, ambitious individual with a great fit and potential. You relate to them; their lack of experience yet determination seems a great fit – and it may well be. But in reality, what you need before you hire that brilliant talent permanently is to hire an experienced Interim or Consultant – someone who has been there, done that and can impart that into a strategy and a working tactical plan. They may seem temporarily expensive but in the long run, they would have paved a perfect path for you are lesser experienced and cheaper new perm colleague that can with help and direction potentially make the plan come true.


Maybe another example is that hiring a perm colleague may result in the same expenses overall such as hiring an interim colleague, especially if the role is senior and so you want to make sure that you hire the right person. This takes time, period. As a startup, you are competing with some great big brands out there, why would a high calibre top perm talent risk their career? And / Or how do you exactly what you need that quickly? So, whilst you figure it all out hire an interim because you still need the work to start as soon as possible.


Hiring Right, amidst all the excitement:

Understandably, this excitement but similar situations can damage the startup growth at every stage than help. Many executives and business managers tend to start looking for people more based on the potential rather than on their previous experiences. And this trend is happening for a reason. The economy is in bad shape and the global market for top managers is becoming tighter. So, this means that they need to have things that distinguish them. And these don’t include their brains, competencies, or experience. These are rather based solely on potential which is well and good but there is the right time to hire for potential and train.


One of the things that we have been seeing is the fact that when a company is looking for a board member or CEO, many candidates have just the right profile. They have all the credentials, competencies, and experience. So, the ultimate factors that lead to the hiring of one compared to all the others are based on factors like engagement, curiosity, motivation, determination, and insight. This doesn’t mean that it’s not possible to evaluate the potential because it is. Just take motivation, for instance. When someone demonstrates a great ambition to leave a mark in the pursuit of the greater reveals a deep personal humility and unselfish goals.


One of the problems with hiring someone based on potential is that sometimes, these are young people with low experience. And like everything in a startup timing of a hire is also key, so if you want to know more about hiring right for your startup no matter what stage join us at the Google Campus on 6th July at 6 pm, we are overbooked with great talent and startups, so we have decided to incorporate bigger space and so have a handful more spots available only. You can book through the link here or click on the image for an email directly to us, to reserve your spot over the next 24 hours.


written by Bhumi for Coding brains section(s).

3 Reasons How an Interim can Change your Business for Better

In an endeavour to help employers and employees really understand the importance and differences of interims, this is a follow up from the last blog I published you can check it out here. What everyone and I mean every single professional needs to understand is that an interim talent is never a threat to an employer, hiring manager, perm colleagues et el. Because they are not after anyone’s job.


Yes, most interims will consider a good perm offer may be after completion or during their tenure if there is a clear need and desire to have them on board but that’s it. They are not looking to come in as an interim and “steal your jobs” period. On the contrary, they are actually there to help and most are happy to transfer knowledge as much as they can anyway to perm colleagues before departing. So they need to be welcomed and inducted sufficiently if they are expected to perform and help in whatever capacity they are hired to do. Interims are self-employed individuals and they usually like to learn and do the best they can.


Whіlе thе economy іѕ bу nо means stable аnd recovering, ѕоmе companies аrе lucky еnоugh tо bе witnessing а shift іn fortune. People аrе lооkіng tо spend again, whісh саn оnlу bе good news. But іf уоu hаvе ѕееn уоur workforce halved, hоw саn уоu kеер оn top оf thеѕе changes? Hоw саn уоu steer уоur company оut оf recession or how can your organisation deal with similar challenges?


Hiring thе rіght interim manager іѕ а great wау tо boost productivity whеn business picks uр again. Interim manager’s аrе employed оn а short term contract, wіth а view tо completing а specific project. Almоѕt lіkе а freelancer, thеѕе senior member’s оf staff аrе fully qualified and equipped to help you transform your company. Thеу implement short-term strategies, designed tо create long-term successes. Sо hоw саn thеу hеlр you? Hеrе wе lооk аt а couple оf ways аn interim manager саn transform уоur company fоr thе better:


  1. Unrivalled Experience

Interim managers hаvе аn unrivalled level оf knowledge аnd experience іn уоur раrtісulаr industry. If уоu аrе lооkіng tо boost success оn а раrtісulаr project, уоu rеаllу оught tо соnѕіdеr gеttіng thеm оn board. Thеу hаvе worked іn thе sector fоr а long time, аnd аrе аblе tо bring fresh ideas tо thе table. It іѕ thіѕ experience аnd unique set оf skills thаt саn transform уоur company іn thе long run.


  1. Cost Effective

Employing а senior member оf staff саn bе а costly process. Thе beauty оf hiring аn interim manager іn thіѕ wау іѕ thаt іt іѕ mоrе cost effective fоr уоur business. Long winded recruitment processes aren’t needed, аnd interim members оf staff саn bе іn place іn а muсh shorter time frame. Thеу don’t nееd tо bе trained, аnd саn gеt tо work rіght away. In а change especially, thіѕ саn bе а huge boost fоr business.


  1. Results Focused

Onlу іn place fоr thе short term аnd tо manage а specific project, interim manager’s аrе results focused. Thеу work hard tо meet аnd exceed thе goals аnd expectations оf уоur business. Future placements depend on оn positive feedback аnd results, ѕо thеу wіll аlwауѕ strive tо deliver thе bеѕt роѕѕіblе results fоr уоur business.


If you’ve bееn hit bу thе tough economic climate, аnd уоu аrе ready tо move on or you need to change the direction; whу nоt соnѕіdеr аn interim manager fоr уоur business? Thе rіght interim manager wіll соmе wіth thе bеѕt skills аnd drive tо transform уоur company, thеу аrе thе perfect solution fоr gеttіng уоur business bасk оn track. Check out our top talent community or if you want to explore more about how we can provide your business with your own contractor management tool get in touch.

written by Bhumi for Coding brains section(s).

In 2017 Let’s Change the View on Interims & CVs

We have been talking a lot about the digital age and its impact on HR and Recruitment; especially Talent acquisition and management in 2016. The truth is that although we are seeing newer processes, platforms and systems the change is still slow which is exciting for us at InteriMarket as we see the potential in helping educate employers, recruiters and individuals embrace this change.

New Year as always brings with it hope. And my hope this year is with recruiters to establish Newer and Better ways to assess interim professionals. CVs were invented a long time ago, as duly noted in one of my interviews from 2016. Just to remind: they are as old as 1482, and yes not all old systems need to be discarded – but some most obviously do.

Now the question I get asked a lot is “so what do I use to assess applications if there is no CV”, the answer is simple: A CV is a document that outlines and emphasises an individual’s professional, academic and similar details useful for recruiters and employers to make a call on their suitability; Now wait for the AHA moment…

written by Bhumi for Coding brains section(s).

The rise of online talent platforms: Curious insights from InteriMarket

Online talent platforms: A global perspective

As the world becomes increasingly digitised, we are witnessing the birth of a whole new work culture; one that is founded on greater freedom, autonomy and productivity. Led by the rising generation of millennials, workers are moving away from traditional 9-5 models that shackle them to the company premises, in favour of more flexible alternatives.


Advances in internet and computing technology mean that we are hyperconnected these days – always on, and always able to communicate and work, no matter where we are. Employees are becoming more agile and mobile, allowing companies to source the specialised talent they need without being restricted by geographic location. This has major implications for the workforce; the labour marketplace is now a digital one, with online talent platforms facilitating the trade.


The rise of talent and collaboration platforms

Online talent platforms comprise networking and recruitment websites like LinkedIn and Monster, as well as those that form part of the gig economy, such as Upwork and Fiverr. Digital platforms like these are exploding in popularity because they meet the needs of both those who are looking for employment and those looking to hire skilled people to tackle specific projects.


Platform like ours InteriMarket merge the best of both worlds by showcasing job opportunities and connecting jobseekers with both likeminded individuals and well-matched employers. There is a strong emphasis on freelance and interim work; where in the past this type of work might have been seen as a stopgap measure one took while in between jobs, that is no longer the case. People are choosing to build entire careers based on interim contracts, enjoying the better work-life balance they can provide, and the ability to perform on their own terms.



Connecting people in new and meaningful ways

Not all online talent platforms promote transparency, but are great at connecting candidates with the job opportunities that are the best fit for their skillsets and preferences. Some utilise “intelligent data matching” to more effectively pair employees and employers. The result? Higher levels of satisfaction all around, better rates of retention, and a smoother experience overall.


These platforms are constantly evolving and improving, and McKinsey estimates that by 2025, 540 million people could stand to benefit from them, In the USA alone, online talent platforms could add a whopping $2.7 trillion to the GDP. This will come from the creation of 72 million full-time equivalent positions. While there aren’t statistics for the UK just yet, these figures give you an idea of the power of the platforms – and the effects digitisation can have.


Businesses also stand to benefit from the use of online talent platforms through reduced recruitment costs (slashed by up to 7%) and increased output (up to 9%). In addition, they can use the data provided by the platforms to motivate new employees and boost their productivity when they start working. There is also scope to harness the data collated by these websites to generate insights into the type of skills – and jobs – that are most in demand.


To strengthen your presence in the digital marketplace, find all interim jobs in one place and collaborate with relevance, sign up for a free InteriMarket account today – it’s free and takes under a minute to complete.

written by Bhumi for Coding brains section(s).

3 Key Tips for Interims

Three Key Tips for Getting Your Interim Career Off the Ground the Right Way.

At InteriMarket we are committed to helping Interim professionals – seasoned or new entrants in understanding what it takes to become a good interim resource and how to continue to remain so.

This blog is designed to engage with new entrants or professionals that may be considering interim / longer term contracting as a career option in the future. Let’s face it – becoming an interim is not all great, I have shared some of the challenges and benefits to businesses of this career choice in my previous blogs. However, what helps Interims is if they knew upfront what they needed to do from a stepwise guide process to get you started.

Bit about me

I am Bhumika Zhaveri, CEO of InteriMarket, a pioneering online platform for interim jobs and talent. I have been an interim professional for few years before embarking on this journey. I have seen the good, bad and the ugly of being an interim and so in order to help peers we have launched InteriMarket. In this blog, I’d like to talk to you about three must-do’s to ensuring your career as an interim consultant gets off the ground without a glitch.



Entering the world of interim employment may seem daunting at first, but once you know what the steps are to getting your new consultancy off the ground, you’ll soon find the rewards far outweigh the initial uncertainties. So, the 3 key factors in ensuring you are off to a smooth start are:


  1. One: Set up your company profile or register as a sole trader: To make the best impact and making registering with service providers easy, setting up a company profile is a good option. Some key tips when setting up your company are: one, pick a company name that communicates what you offer succinctly. Two, get a website that showcases your expertise and three, keep it professional at all times. If you’re setting up as a sole trader, make sure your business profile is in top shape too.


  1. Two: Salaries, tax and invoicing: Be sure not to get caught up in often confusing tax obligations. It’s best to seek the advice of a financial consultant or HMRC to help clear up any uncertainties. While you don’t need to be TAX registered from day one, making sure you understand what’s required of you is strongly advised. Once you hit the VAT threshold relevant to you as a sole trader or a limited company, you want to be sure you’re prepared to the regulatory requirements relevant to your status. Here is a link for quick access to HMRC for queries.


  1. Three: Get professional insurance today: While no one ever wants to call on indemnity insurance, it is important for you to get the right insurance in the event of litigation against you by a client. If you’re a limited company, make sure you get insured as both a company and an individual, to safeguard yourself against being sued as either.


I hope this was useful, join us today for some more tips and insights on all things interim. Make sure to check out the latest hot interim jobs and talented interim candidates at www.interimarket.com – Built by Interims for Interims!!

written by Bhumi for Coding brains section(s).

Interim Managers, from Football to Businesses!

The measure of an effective interim manager


It’s tough to make an impact at any new company within a short space of time. This is a challenge that all interim workers face and are familiar with, but for interim managers, it’s a whole different level of pressure. With all eyes on your every move, the pressure to perform and get results without upsetting the proverbial apple cart can be a tough gig – in a manner of speaking. We’re sure our national football team’s interim manager, Gareth Southgate, would agree.


Southgate is in the spotlight after taking over from his predecessor, Sam Allardyce, who fell out of favour with the English Football Association (FA) under controversial circumstances. Nevertheless, the criteria the FA and English football fans will be using to measure Southgate’s success are largely the same points that new co-workers and the C-suite will use to assess the efficacy of interim managers. Here are few tips on making a good impact in your next gig as an interim manager.



Making an impact within a short period is key

Interim managers, much like Southgate, who has been tasked with only four matches for the moment, are typically called in to handle specific projects, guide organisations through transitional periods, or stand in for an employee. Like super subs, they bring specialised skills and a keen eye for opportunity to the table. These temporary managers can be an efficient, cost-effective solution for businesses, or sports teams, who find themselves trailing in performance against competitors.


Interim managers need to be great playmakers

Good interim managers need to quickly identify opportunities to improve processes, bring people together and rally them around their cause. They need to assess the needs of the organisation quickly and set targets for performance and then do whatever it takes to reach them. They also need to be strategic thinkers while remaining focused on the goals of their contract, working to deliver results as rapidly as possible by bringing the people around them together to meet wider business objectives.


They often need to steady a veering ship

Interim Managers often step into situations where immediate action is needed to bring a business, or business unit, back on course. To do this, they have to get to know their colleagues almost overnight, at the same time leveraging their interpersonal skills to manage scrutiny, criticism and conflict. But sometimes you simply inherit what Southgate refers to as a mess (one can see why when considering the latest fixture result against Slovenia). Getting things back on track will take a strong conviction and experience in managing different or opposing values and perspectives within the organisation.


Need an interim manager who can make an impact in your organisation?

Temp managers can bring fresh ideas and inspiration to tired, staid organisations, and it is hoped that Southgate will be able to do this for our beloved national football team. Demand for interim managers is expected to grow, particularly in the realms of project management and digital transformation.

For those looking to make a career of this type of work, there has never been a better time. To see the interim manager positions available in your area and to connect with professionals in your field, sign up for a free InteriMarket account today.

written by Bhumi for Coding brains section(s).

Top Hot Interim Gigs Roundup

Here’s our latest hot interim gig roundup

In prior articles, like this one, we discussed how there has never been a better time to be an interim job seeker in the UK. Well, we’re happy to inform you that since that last blog, new gigs have been coming in thick and fast across all industries and experience levels on InteriMarket. To give you an idea, we’ve rounded up another top five list of positions that have recently become available. Read on and get your profile ready.


HRIS Project Manager – Innovative E-Commerce!

This is a high-level position with serious responsibilities and equal rewards. A global e-commerce business is looking for a Project Manager to handle the implementation of their newly-selected Human Resource Information System (HRIS), globally.  You’ll be working with a large HR team from across the globe to ensure the successful delivery of the project, from concept to completion, according to agreed timelines.


To qualify, you need to be deadline-driven and have solid experience in driving system implementations of cloud-based SaaS platforms, with a firm grasp of the technical aspects of these systems. Interested? You could be earning ‪£45,000 – £60,000 a year on a contract basis.


Marketing Manager         

‪Are you keen to spend some time at one of the world’s best-known media and entertainment companies? Their London offices need a talented Marketing Manager to come onboard for three to six months. If you’ve got experience in creating top-notch content and multimedia campaigns, and maybe a spot of studio work too, you could be a good fit for the role. It’s an opportunity to boost your brand strategy and campaign delivery skills while taking home around £250 a day.


HR Systems Project Manager

‪A large housing association in Central London is on the hunt for an HRIS Manager to oversee a business change project. The goal of this project is to adjust and streamline Human Resources across the organisation.


This is an exciting role that will see the successful candidate managing changes to the legacy HR systems and migrating the payroll data onto an HCM system, among other duties. It’s a contract that’s expected to range between six to nine months, with wages of between £450 to £550 a day. If you have the requisite experience in HRIS implementation or integration and housing, as well as a strong understanding of procurement using OJEU methodology, this could be right up your alley.


Construction Manager

If you have experience in the field of construction management and can demonstrate a successful track record in the installation of cladding and metal roofing systems, this could be the job for you. Add to the mix your commercial skills and strong organisational abilities and you could find yourself in charge of multiple projects in the distribution and warehouse sectors.


During this six-month position, you’d be reporting to the directors of one of Europe’s biggest building envelope contractors, and earning upwards of £220 a day.


Digital Project Manager

An integrated full-service creative agency in the heart of London is looking for a candidate to fill a one-month post. You’d be earning a daily rate in the region of £320 while working on one of the world’s top automotive brands.

‪The bulk of the work is focused on communications and display, but there are also some web building and other technical aspects. If you have experience working with large budgets and delivering targets on time, this might be the gig for you. More permanent posts may also become available.


To apply for any of these roles and to see the other great jobs that are being added daily, sign up for an InteriMarket account today. It’s free and will take less than a minute of your time.

written by Bhumi for Coding brains section(s).

InteriMarket off to Dublin to misbehave this week!!

InteriMarket off to Dublin to misbehave this week.


“We aim to misbehave” – the tagline, that first got me really intrigued about Uprise Festival in Dublin.


So, what are they all about? In a nutshell they are all about startups, recruitment, investors and collaboration. They have a different way of looking at how startups are engaged and from my understanding it sounds not only different but also more personal.


InteriMarket is surely taking part in this upcoming event on 20th October in Dublin, we will be exhibiting our platform, engaging with everyone first hand and making the most of the colorful day that Paul and his team have worked so hard to set up.


We will be joined by several other startups at various stages in the lifecycle, investors and other attendees, you can check out their profiles here and for more information on the venue and details click here


If you are attending, come find us @InteriMarket stand, you can follow us before the event on TwitterFacebook and LinkedIn.

written by Bhumi for Coding brains section(s).

Reasons why you need to start hiring Interims as a savvy business!

Four reasons small businesses should consider interim and contract workers

Gone are the days when interim and contract work was done by low-skilled employees and restricted to the realms of admin and support in a company. Interim workers today are highly skilled and function across career fields, playing a key role in sustaining businesses and the economy. Interims can fill short-term skills gaps while saving employers money – a big reason why small businesses ought to be considering them as part of their growth plans. In this article, we discuss the benefits hiring temporary workers provides.

Cost savings

One of the biggest advantages of interim employees is the positive impact they have on the company budget. Because they are hired to fill a short-term need, they can be paid for a fixed amount of work. They do not require long-term contracts, nor do they need benefits like healthcare, pension funds, paid leave and other extras. This means that they can be given a good wage, while keeping expenditure lean. Cost savings in this area can help companies to expand and reach the point where they are able to create permanent positions for the same or different employees.

 Risk reduction

Small businesses and start-ups face big risks while they are getting off the ground. This includes financial risks, as well as staffing issues. It is advisable for businesses to keep their operations as small and as streamlined as possible initially, keeping the number of full-time employees and overheads to a minimum. They can build the team as they establish themselves.


Hiring interim workers is an intelligent solution; they can be brought in to support a small core staff component. At the same time, the employer does not have to worry about being locked into a cumbersome contract with someone who may turn out to be an imperfect fit for the job – and a cost to the company.


Need fulfilment

Many small businesses have seasonal bursts of productivity where they need a few extra hands on deck to assist. They may also have permanent staff going on parental or sick leave. These are ideal situations for interim workers. They can be hired to meet demand for the duration of the big project or leave, and be let go (as per agreement) when it comes to an end. Their need for income and work is met, as is the company’s short-term skills gap.



Relying on interim employees gives small businesses a great deal of flexibility, while providing access to top talent. Many experienced workers have been retrenched, are in between jobs, or have chosen to do temporary work for lifestyle reasons. They can contribute to a small business on terms that are accommodating of both their own and the employer’s needs.


If the interim employees make such a good impression that the business decides they would like to offer them a full-time position, this is always an option. Many interim and contract workers transition to permanent employees in this way. The initial contract can serve as an excellent way of testing the waters for both parties.


InteriMarket connects interim job seekers with the posts best suited to them by using intelligent data. To find out more, sign up for a free account today.

written by Bhumi for Coding brains section(s).

Recruitment is swiftly moving into becoming paperless!!

Is the paperless office coming any time soon?

The dawn of computers and email was heralded as the beginning of the end of business-reliance on paper, but a fully electronic work reality has yet to come about. Despite the proliferation of smartphones, tablets and other trusty tech sidekicks we adorn ourselves with, paper is still very much an office stalwart as we continue the battle against reams of documents in our inbox trays, printers, fax machines, et al. Will we ever see a truly paperless office? And should we even be aiming for one?


In the 1970s, speculations started to be made about a future paperless office. When businesses began to head in an electronic direction in the 80s, it seemed certain that work would become entirely digital. But in 2016, we use more paper than we did before; according to Forrester Research, we make a whopping one billion photocopies a day. What is behind our dependence on tactile documents?


The legal requirement for paper

Most companies still need printed documents to function effectively – it is simply not possible for them to cut out every ream of paper from their operations. Security concerns are also a big issue; to avoid hacking and the compromising of sensitive information, important documents tend to be stored in print form. By law, tax papers and certain other documents, such as contracts, may also need to be stored in print form.


Another obstacle to going paper-free is the expectations clients may have when it comes to invoices and receipts. Not everyone is equipped to handle trade electronically; they may lack the necessary skills or tools. In addition, some staff may need to work on hard copies to check information, design, layouts and so on – all of which can be difficult to do entirely on a screen.


Is your IT geared for a paperless office?

A further cause for pause is the need for an advanced, reliable IT set-up in the office in order to go – and stay – paper-free. This includes good hardware and software (and updates), a technician who is on hand to take care of maintenance and issues, and anti-virus and other security measures. Data needs to be clearly and carefully labelled, and regular back-ups must be performed.


The promise of a paperless office is still a dream worth pursuing

For a start, digitisation of paper-driven processes has an eco-friendly message that’s tough to dispel. Less paper means fewer trees needing to be cut down and pulped. A paper-free workspace, even if partially so, is also less cluttered, better organised and more efficient.


Working digitally makes it easier for employees to share information, even if they are miles away – facilitating the move towards another phenomenon: remote work. Cutting down on the amount of paper used also saves space – bulky storage cabinets can be jettisoned in favour of larger work or rest areas. As an added bonus, reducing paper usage lowers business overheads, saving the company money.


Recruitment’s gone digital in a big way in recent years

Recruitment is one process that has easily and effectively been digitised, with continuous advancements in job search technology. InteriMarket taps into this, using intelligent data matching to connect candidates and employment opportunities. To see how this can work for you, register for an InteriMarketaccount today.

written by Bhumi for Coding brains section(s).

In figures: the current state of the UK job market

In figures: the current state of the UK job market

In conversations about the state of the UK employment market, Britons have been expressing grave concern of late. Fuelled by uncertainty in the wake of Brexit, predictions around jobs availability was fairly gloomy and young graduates were being urged to seek work abroad. But labour figures released in September 2016, released by the Office for National Statistics (ONS), paint a far more promising picture.


What the numbers say

Despite panic about the unemployment rate spiking in the weeks following the June Brexit referendum, this did not happen. Between May and July, unemployment actually dropped from the 5% rate it was at during the February – April period, to a slightly improved 4.9%. This is down from the 5.5% level of last year, and is the best the country has seen since the July – September quarter in 2005.


To put the following statistics into context, the ONS data is collated from all those over the age of 16; and people are classified as employed, unemployed or economically inactive (the employment category is taken to include part-time work).


Unemployment specifically refers to the number of people without work who are actively seeking and able to undertake employment, while the economically inactive label is applied to those who are not looking for work or unable to undertake it.


Let’s take a look:


  • In the last quarter, the unemployment rate went down across all age groups, including the 16-24 bracket, which usually sees the highest rate. In May-July, it was 13.6%, significantly lower than the 15.4% figure of a year earlier.


  • Flipping things to look at employment numbers, there has been a very exciting development. The employment rate, which, as of the end of the May – July quarter stands at 74.5%, is the highest it has been since 1971 – that’s as far back as we can go with comparable records. This percentage has been stable around Brexit; in April it had inched up from 74.4% of the previous period to 74.5% – and there it has remained.


  • Putting these percentages into numbers, we currently have 31.77 million people in work (total, including full and part-time employees). This is 174 000 more than for the February – April period. Of these employees, 23.25 million are in full-time jobs, which is an increase of 434 000 from the previous year – that’s no small leap. On the part-time front, there are 8.51 million workers, which shows an increase of 126 000 from last year.


  • To make things even better, wages are also on the up. The average weekly earnings increased by 2.3%, including bonuses, over the May- July period, from the previous year.


Now is a good a time as any to kick-start your career

So what does this mean for job seekers in the UK? It’s a good time to be looking for work, as there are plenty of good jobs with decent earning potential available. While the long-term consequences of Brexit remain to be seen, the current climate is one of growth and opportunity. To explore the positions in your area, sign up for a free job seeker account with InteriMarket today.

written by Bhumi for Coding brains section(s).

6 Top Tips To Help With Office Politics

Office politics 

Office politics is a topic not many people want to discuss. But at InteriMarket we discuss difficult issues and challenges so we can offer solutions or hear from other’s that offer expertise on such sticky subjects.

Office politics is very real and pertinent in big or small organisations, globally. It is especially important for Interim professionals or contractors to learn about these and have tactics at hand to help them.

Although we aim outposts at Interim professionals, considering the nature of our business; this topic is extremely generic and relevant for all professionals.


6 Tips on how to manage and overcome office politics

There isn’t an office in the world that is free of politics. We’re not talking about employees voicing their support or disdain for their local councillor; that kind of talk can often be heard at the water cooler. We’re referring to internal politics; the kind that causes stress and negatively impacts productivity across the board.

The thing about office politics is that it tends to get unwarranted attention while detracting from the hard work others do. It manages to stir the ire of workforce in the process.

When tempers flare and office scenes get tense, you can’t just toss a stapler at the source. Running off to another job isn’t usually a good idea either; you’ll find office politics there too. So what is a diligent worker to do?

In this post, we look at how those who simply want to excel at their jobs can overcome the stress of office politics.


  1. Be polite and professional, always

The British tradition of being polite is sometimes the only thing that keeps social bonds from fraying. It can work wonders at the office. A touch of formality does no harm, and neither does a bit of distance. You don’t need to be best buddies with your colleagues, and you don’t need to talk about personal matters with them. Keep it simple and pleasant to avoid unnecessary drama.


  1. Keep your eye on the goal

Focus on doing your work to the best of your ability, and reaching the goals that you set for yourself when you accepted the job. Maybe you’re in it to save some sterling for studies or a holiday. Perhaps you’re working to support yourself and your family. Remind yourself of your reasons, keep your head down and complete your tasks. Treat any politics as background noise and tune it out.


  1. Look for the good in even your most irksome co-worker

No matter how intolerable that one colleague may seem, they can’t be all bad. Remind yourself that they have friends and family who see the good in them, and try to do the same. Once you’ve found one good point, look for another. Focus on these instead of their less-favourable traits.


  1. Deep breaths and mindfulness

If you feel agitated by something someone has said, take a breath and count to ten before responding. You might also want to sketch out a code of honour for yourself for the office and hold yourself to it. Check your speech for necessity and politeness before you deliver it.


  1. Practise empathy

There’s that famous quote: “Be kind, for everyone you meet is fighting a hard battle.” Your colleagues are just as human as you are; try to remind yourself that they may be dealing with all manner of struggles and doing their best to keep their head above water.


  1. Praise where praise is due

Finally, don’t hesitate to compliment colleagues on a job well done – where it is well done. Affirming someone’s work can almost instantly ease a bad atmosphere. Also, don’t entertain conversations about colleagues that are inappropriate and are out of their proper context.


Politics should be on management’s radar

If you’re in a leadership position, make sure you’re well attuned to the energy in the office and try to address any issues that may give rise to nasty politics or gossip. Nothing can be more demotivating for valued employees than to come to a place of work where politics are the order of the day.


For more tips on how to hack modern working life, and to explore interim / longer term contract job postings in your area, search for free at InteriMarket.

written by Bhumi for Coding brains section(s).

Rapidly changing future of jobs

Recruitment is rapidly changing from telecommuting jobs to interim employment and an ever-evolving digital landscape that touches all aspects of our lives – work is something that is being redefined in exciting ways. As technology advances, we are seeing new possibilities for productivity, with traditional office spaces and ways of doing business being rethought.

The cyber age hasn’t just disrupted the status quo; it has created a number of new job titles in the process. In this blog, we take a look at five job titles that simply didn’t exist a decade ago.


The future of employment: Five job titles that didn’t exist 10 years ago


Data Scientist

Called the “sexiest job of the 21st century” by Harvard Business Review, the role of a data scientist is that of a miner, analyst and advisor. Data scientists sift through and make sense of huge quantities of customer information – the Big Data we are always hearing about – to identify behavioural patterns and predict trends. Their insights are used by businesses to improve customer experiences. This job is in high demand and pays very, very well.


App Developer

2017 will mark 10 years since the first iPhone came out, with Android emerging to rival iOS in 2008. Since then, over one million mobile applications (apps) have been loaded onto online stores to be sold to smartphone and tablet users – and this figure is only going to grow. Programmers and developers who possess the skills needed to create user-friendly, original apps can carve out lucrative careers for themselves in this field.

Social Media Manager

A popular line of work for graduates of media studies today, social media management comprises a range of different jobs, many of which are freelance or interim. A post may call for someone to take charge of all social media interaction for a business or group thereof, manage online customer communities (think customer care 2.0), or update Twitter feeds, Facebook pages and other platforms with business news and events. The world of social media is only going to grow, and jobs with it.

 User Experience Design

Commonly referred to as UX, UXD, UED or XD, user experience design is a job focused on improving customers’ experiences of a product, like an app or website (it’s a mostly digital role). These designers work to make the products easier to use, more accessible, and more enjoyable – improving customer satisfaction and loyalty. User experience design is one of the hottest jobs around the globe at the moment, and will likely stay that way for years to come.

 Digital Strategist

As business moves increasingly online, the need for competent digital strategists becomes greater. These are SEO and SEM experts who know their way around blogs, social media and all other contemporary channels of communication. They identify marketing niches and needs and develop blueprints to help companies and organisations target them, managing their brand presence in cyberspace.

 To explore these and other interim jobs in your area use our simple jobs search as we aggregate interim jobs from all over UK. InteriMarket is free for job seekers so sign up today, if you haven’t already. 

written by Bhumi for Coding brains section(s).

Big Data is here and it’s time HR start to leverage from it.

Do we really know how far Big Data has gone especially in HR, traditionally HR has always been all about people, processes and some data may be; but as we move into a more technology driven digital age – HR is not far in how it can and should start to leverage the Big Data.


How big data is changing the role of Human Resources

We live in the age of big data. It’s everywhere. The world is being re-imagined because of it. Every day we generate, collect and share large quantities of information from our smartphones, laptops and tablets – and soon we’ll be adding TVs and fridges to that list. Big data is the new fuel that is increasingly driving businesses. Companies are jumping at the chance to gain a competitive edge through data analytics, and data scientists hold some of the most in-demand positions today.

The use of big data in the realms of marketing and customer relations is well known. But let’s delve into how it’s also changing the role and future of Human Resources departments.

Like big data, “sustainability” is another buzzword these days. To ensure economic sustainability going forward, businesses are realising they need to focus on their human capital. This means leveraging big data to find – and retain – the right candidates.

HR managers are becoming more aware of this, and big data is currently one of the top areas for tech spending by HR departments. It’s expected that by 2018, 6400 organisations employing 100 or more staff members will have implemented big data analytics. HR practitioners who don’t make this key adjustment run the risk of falling behind.

Big data is casting a new light on HR practices

The HR side of big data is often referred to as “human capital analytics”, and looks at the effect HR metrics have on organisational performance. This means examining staff turnover rates, engagement levels, individual performance scores, pay scales, and productivity. Mining these datasets reveals insights into trends, patterns and other predictors of behaviour.

The knowledge gained from the data can help managers to identify which staff members may be planning to leave, and understand the reasons for their dissatisfaction. They then stand a stronger chance of being able to persuade top performers to stay. Holding onto the best staff is key to the growth and stability of a company – they are an investment, and big data can greatly improve the return on human investment by cutting attrition rates.

Analytics is helping HR target only the best candidates

When it comes to finding candidates who are a good fit for the job, big data is also starting to play a central role. Firstly, it can pinpoint exactly what is needed in terms of staff numbers and skillsets. Secondly, it can prevent companies hiring unsuitable people, which is expensive and detrimental to productivity. One way this works is through intelligent data matching, where jobseekers are connected with the best possible opportunities for them.

Big data can also help managers to calculate the most effective pay scales, preventing under and overpayment. Overall, it equips managers to make better-informed decisions that help shape a more agile, streamlined workplace.


The quality and scope of big data is continuously increasing, and more skilled data scientists are becoming available to do mining and analytic work. In addition, analytics tools are improving, making big data explorations easier and more accessible for HR departments. Their role as talent managers has never been more important.


To find out more about intelligent data matching, and to see what jobs are a good fit for you, sign up for a free InteriMarket account, the hub for all interim jobs completely free for interim professionals.

written by Bhumi for Coding brains section(s).

Right place, at the right time!

We always hear about things like being at the right place, at the right time for many a reasons but how relevant is it statistically to ensure you have a better job and lifestyle? Exactly something we have explored here!


Four top UK cities to live and work in

When talking about the best cities in the UK to live, work and play in, there is a lot of disagreement – and often some surprise too. Lists are frequently being compiled and recompiled as cities develop and progress (or do the opposite) – but there is one contender that consistently ranks low. Despite its high salaries and abundant entertainment options, London fails to make the top five – even the top 10 – thanks to its expensive housing, crowded trains and highly competitive work scene.


A city that is, however, consistently identified as a prime place in which to work and reside is Cambridge – and in this article we look at why that is, before profiling another three top locations.




This historical city has been named the best place to live and work in the UK in this year’s list by recruitment website Glassdoor. They looked at the job opportunities, cost of living and overall satisfaction of employees in cities and towns across the country, and Cambridge came out tops. It has a rapidly-growing technology sector, a comparatively lower cost of living, and high levels of job satisfaction.


Salaries are decent, with the average hovering around £35 000. It’s a vibrant place with excellent schools and universities, roads and rail connections that make travel efficient and easy on the eye with beautiful old architecture and surroundings.



While it doesn’t immediately spring to mind when thinking of career opportunities, the university town of Reading has jobs – lots of them, and good salaries to boot (better than Cambridge in many cases; the average is £43 000). To make it even more appealing, the cost of living is much lower than London, which is just 30 minutes away. For those looking for a busy nightlife scene, Reading is a great option – there are restaurants, bars, comedy gigs and music festivals galore.



One of the UK’s most creative cities, Brighton is the perfect place for progressives and digital smithies. Amidst the start-ups are colourful cafes and shops that give the area a young, fun atmosphere. There is a strong emphasis on work-life balance that results in high levels of resident satisfaction.


Entertainment-wise, the buzzing nightlife, busy calendar of festivals and seasonal seaside activities mean there is always something to do. Most places are a short walk away, meaning you can get by without a car. The cost of living is quite a bit higher than many other places, but the amenities and quality of life make it worthwhile.



The capital of Scotland has a lot of history, culture and potential – it’s one of the fastest-growing cities in the UK, with a booming job market and an average salary of £30 000. It’s got all the amenities and entertainment options of any big city, ensuring that residents never run out of things to do. Edinburgh is a place of hard work and big rewards, lovely architecture and affordable living costs (lower than the UK average). All of these features add up to make it one of the most attractive work destinations in the country.


To find out what jobs are available in these and other cities in the UK, sign up for a free InteriMarket account now. Registration is easy and takes no longer than a minute – you can simply use your LinkedIn or Google+ profile.

written by Bhumi for Coding brains section(s).

Brexit: What does this mean for UK’s job market?

Recently in the last month alone I have been invited to write and talk about Brexit by a few very reputed business and human resources publications. Now, whilst I answered some of their questions I felt it best to reflect and write something for our own users and readers.


UK job market on a strong footing in the wake of Brexit

While the unfolding of the referendum to break ranks with the EU triggered significant and understandable panic among British employers and job applicants alike, it’s turned out to be a bit of a tempest in a teapot so far. The UK job market has shown surprising resilience in the months since the controversial vote – and things are looking positive for many jobseekers.


When Brexit happened, no one was sure what it would mean for workers in the UK. People wondered if salaries would be slashed as the country would certainly experience an ensuing economic slump. Graduates fretted about their future careers and many expats elected to stay abroad until the situation stabilised.


But none of the speculated dread-scenarios have materialised as yet. UK businesses have continued hiring new staff members and salaries have actually increased in the period during and after Brexit.



The UK employment market is on the up and up

The second quarter of 2016 was a positive one for the British labour market. Total unemployment in the run-up to Brexit from April to June dropped by 52 000 to 1.64 million, while the unemployment rate remained at a steady 4.9%, according to the Office of National Statistics. This is the lowest it has been since 2005, which is certainly cause for celebration.


Incomes are on the increase

Wages, excluding bonuses, rose by 2.3% during the same period, and salaries continue to climb post-Brexit. Researchers have found that there has been an increase in available jobs, salaries and application rates; the figures for August 2016 are significantly stronger than those from a year ago. The sectors showing the highest growth rates are the automotive, manufacturing, marketing, catering and construction industries.


Welfare dependence is decreasing

In an unexpected turn of events, the July statistics for the number of people on the dole showed that there had been a drop of 8 600 from June. It remains to be seen whether this decrease will continue, but initial thoughts are that it is a good sign.


The ensuing uncertainty also had some positives for temporary workers

Qualifying the above optimism around the job market, however, is concern from recruitment consultancies, many of whom reported a sharp drop in permanent job placements immediately after Brexit. This came as some employers, cautious about the aftermath of the vote, opted to increase interim placements instead of hiring permanent staff. However, this decision was unrelated to demand – there are still jobs that need to be filled, whether by casual staff or full timers.


While there is still a good deal of uncertainty about the long-term effects of Brexit, and it will take some time for the full future picture to emerge, it does look like the outcome for employment is unlikely to be anywhere near as bad as initially predicted. The market was badly shaken by the vote, but it is shaping up to be stronger than expected.


Currently the job market is ripe for gig seekers across the country. While this is more true for certain types of jobs and industries than others, countless opportunities exist for good earning potential – have a look at our platform to see what’s on offer. Sign up and find your ideal job today.

written by Bhumi for Coding brains section(s).

Attitude or aptitude: Which is more important in jobseekers?

How many times have you seen a job advert that is vague on the required qualifications but asks for a candidate who is a team player, dedicated and willing to learn? These days, the trend in hiring is for recruiters and companies to assess job applicants on their attitude towards their careers and life, instead of looking closely at their education and work experience. The idea is to hire on attitude, and train up skills as needed. But is this the correct approach to finding the best staff?


Attitude goes a long way

Big companies like Google and the USA’s Southwest Airlines have built reputations as employers who “hire for attitude”, and indeed, there are many indications that this tack has merit. Statistically, 46% of all new hires fail within the 18 months of starting their job, and a whopping 89% of the time it is related to attitude. Reasons include a lack of motivation, low emotional intelligence, temperament and other attitudinal aspects of the personality.


Attitude is widely accepted as a predictor of the long-term success of a new employee. This is because while skills can and do change and develop over a lifetime, personality largely remains the same. Employees who behave in a certain manner now are likely to continue to behave in that manner as the years go by – which is why attitude is so important. The requisite flexibility, passion and leadership skills can make or break a candidate’s fulfilment of their job description, while the ability to fit in with the culture and values of the company or organisation is crucial.



But few things beat solid experience and comprehensive skillset

However, the importance of aptitude in jobseekers also needs to be emphasised. 57% of businesses worldwide are facing a shortage of appropriately skilled entry-level workers, underlining the need for good qualifications and industry experience. Before hiring for attitude alone, employers must be certain that the candidate has the proficiency to learn the required skills to do the job; a relevant degree or certificate and prior work in the field can confirm this.


Employers also need to be sure that new recruits are willing to learn the skills in the specific areas required; if they do not have qualifications in these areas, they may be uninterested in undergoing extensive training in them. Training is also expensive and time-consuming, a consideration that employers need to take into account when hiring candidates based on attitude alone.


When focusing on attitude, there is also the risk that perfectly good employees with the right skillsets but poor interview skills might be overlooked in favour of more charismatic candidates. Similarly, there is concern that ill-qualified applicants might be able to “game” the recruitment system.


The perfect candidate possess the right blend of attitude and experience

All things considered, a balanced approach is probably the best one – an ideal candidate will have a combination of experience and a positive attitude. Both attitude and aptitude are important, and emphasising one over the other has definite drawbacks. It is infinitely possible to find applicants who check all of the boxes.


To learn more, sign up for an InteriMarket account today. Registration is as easy as logging in with your LinkedIn or Google account.

written by Bhumi for Coding brains section(s).

Don’t miss these hot jobs on InteriMarket

Four hot gigs on InteriMarket you shouldn’t miss

If you’ve been wondering what’s on offer on InteriMarket, and how to go about identifying top jobs, you’re in the right place. We have thousands of job posts you can browse, with new vacancies added every day. Searches are easy – simply enter the job title, keywords and location you’re interested in and browse the results; we’re confident you’ll find your ideal position. To whet your appetite, we’ve picked four of the hottest offers listed on our site right now – take a look.


Business Analyst – Gaming

Interested in big data and gaming? A well-known gaming and betting company in London is on the hunt for a seasoned Business Analyst to play a support role in a multi-million pound data transformation project.


If you’ve specialised in CRM and Big Data and have the right experience, together with the commercial mindset needed to help the company reach its targets and goals, this could be the job for you. Bring your excellent stakeholder engagement to the table, as well as your customer and process mapping, and attitude of always being up to a challenge, and you could be taking home £500 a day.


Digital Content Manager

One of the most popular job titles in the world of modern media, a Digital Content Manager position is a high-intensity, yet equally rewarding job within or overlapping the increasingly lucrative field of marketing.


The client here is looking for someone who is able to initiate, plan and coordinate all global marketing content updates to their main website and its related sites. The Digital Content Manager will work very closely with marketing teams, content writers and translators.


If you have basic web writing experience and knowledge of contemporary best practices, a degree of familiarity with image optimisation, strong communication skills and are well-organised, you could potentially be earning £300 a day on a 12-month contract.


Scrum Master/Release Manager

An established development team is looking for an experienced software engineering wizard. If you have a background in C or C++, that’s ideal.


They’re looking to hire someone who can manage fairly complex projects, taking responsibility for the entire process – including reporting, tracking, planning and re-forecasting. The work environment is mature, and the work itself stimulating. To add to these perks, they’re offering £400 a day with the possibility of long-term engagement.


Project Director

This is a prime opportunity for candidates from construction and engineering backgrounds with experience as a Project Director. A highly successful national business is looking to recruit someone to take responsibility for a large project that involves land reclamation, civils, construction and M&E work.


If you have degree-level education in Construction, Project Management, Engineering or a related discipline, the relevant experience, knowledge of NEC and other types of construction contracts, and good problem-solving skills, this might be the post for you. A salary between £80k and £100k is on offer, with a flexible benefits package and a completion bonus.


To find out more about these gigs and others on offer, sign up as an interim professional – it’s free, and you can use your LinkedIn or Google account to get set up in a matter of seconds.

written by Bhumi for Coding brains section(s).

Working trends: Telecommuting and Interim Professionals

Telecommuting: Is the rise of the digital nomad signalling the end of the office?

The practice of working remotely using an internet-connected computer is rapidly gaining popularity across the globe. In the UK alone, there are currently over 2.2 million telecommuting workers – that’s more than 7% of the country’s total workforce. These digital nomads work from home, coffee shops, client locations or other spaces outside the office.


The figures include those who telecommute on a full-time basis, or just one or two days a week. The majority of telecommuters work in the private sector, with around half being self-employed.


What is behind this burgeoning culture of remote work?

Telecommuting offers a range of benefits to businesses, with reduced operating costs at the top of the list. Companies are able to expand their teams without needing to expand their offices, and don’t need to supply equipment like desks, laptops and so on, as telecommuters typically operate without the need for traditional office amenities.



Another advantage that telecommuting brings businesses is access to a bigger pool of skills; they can hire top talent without being limited by location. This work model opens up, quite literally, a world of resumes.


More and more companies are shifting to virtual offices, with teams of workers based all around the globe. For example, an online media house may be headquartered in London, with an editor in Canada, a virtual assistant in the Philipines and writers scattered as far afield as South Africa and New Zealand. App-based taxi giant, Uber, has freelance customer service contractors in different countries for convenience.


Despite concerns to the contrary, companies like this are thriving, prompting changes in old-school mindsets of how best to run a workspace.


Studies show that employees who work remotely are generally happpier and more productive than their office-based counterparts. They have the freedom to work in their pajamas if they wish, do not have to deal with transport, and can easily stay connected to their colleagues and employers via Skype, Google Hangouts, Slack or other combinations of video and content-sharing software applications. This meets the needs of the new generation workforce for more flexibility in their working life, and many may explicitly request telecommuting during interviews for office jobs.


While most jobs offer at least the potential for a degree of remote work, some careers are ideally suited to telecommuting. These include copywriting, marketing, communications management, design, and remote IT support. Platforms like Upwork and Flexjobs facilitate the further development of this developing new culture by connecting jobseekers to legitimate, scam-free job opportunities.


While it is unlikely that all offices will go fully-virtual in the near future, technology’s constant disruption of the status quo will certainly prompt the rethinking of work practices and environments. To learn more about how technology can be leveraged to streamline hiring processes and connect gig seekers with new and exciting opportunities across the UK, register for your free InteriMarket account today.

written by Bhumi for Coding brains section(s).

Recruitment agencies: Are your recruitment strategies outdated?

The employment landscape is changing rapidly. Gone is the era of a single job for life. In this age of digital and social empowerment, and the rethinking of old ways of doing business, employees are becoming more and more vocal about what they want from their work. They are prepared to try out various jobs, or even careers, until they find one that checks all the boxes.


The modern workforce is shaking up the world of work as we know it and the application process along with it. As a result, recruitment agencies need to shift their approach to finding suitable candidates for their clients.


Securing the right candidates isn’t as easy as posting a job advert on a website or in a newspaper anymore; recruiters have to proactively engage them and find them where they focus most of their attention. In short, to stay effective and competitive in today’s markets, agencies need to revise their recruitment strategies and ensure they attract top talent.


Keeping up with modern trends and shifts

There is no time for inefficient recruitment processes today. Employers and employees alike have needs that must be met – and as quickly and easily as possible. This applies regardless of whether the positions on offer are part time, full time or temporary employment. Moreover, failure to match jobseekers with the right opportunities results in loss of time and money on both sides.


The old system of bulky, bland CV-sending is no longer enough. Recruitment needs to be simplified and streamlined to keep up with modern times.


Statistics indicate that two thirds of employees will explore a new career opportunity, with 41% browsing job vacancies daily and 70% of that pool applying for up to five new jobs every week. These job seekers are not just looking for better salaries than their current positions provide, though. They are drawn to jobs that offer flexible working conditions, benefits, training and development and opportunities for career advancement.



Leveraging recruitment technology

As candidates become increasingly active and selective in their search for new employment, recruitment strategies need to be innovative and engaging to meet changing trends. Technology can be used to this end; leveraging recruitment programs can help you to meet the needs of both the modern workforce and hiring organisations.


Research shows that 85% of job seekers today use digital platforms to search for jobs. Candidates browse online job boards, recruitment sites and company web pages to see what is on offer – newspapers no longer have as large a reach or much ease of use. Unlike online postings, print job adverts cannot be updated easily or described in much detail.


Recruitment technology greatly simplifies job application processes, ensuring that job adverts are picked up by search engines and applicants have a more enjoyable and rewarding experience. Just 40% of job seekers enjoy current recruitment processes – negatively impacting their motivation to complete job applications. Platforms like InteriMarket cut out the need for tedious, time-consuming filling out of forms, allowing candidates to build a comprehensive, accurate, multi-dimensional profile that showcases their skills using audio, video and concise content. This helps recruiters gain a better understanding of who they are and how they might fit in.


Here’s how InteriMarket stands up to the needs of today’s gig-seeker

InteriMarket is an outcome-driven technology designed for effective networking and helps employees and potential employers get ahead in today’s highly competitive recruitment scene. Our platform leverages the experience and expertise of its staff to forge rewarding partnerships between recruiters and interim job seekers, with the ultimate goal of meeting the needs of the 21st century workforce and the organisations they serve.


To see how this technology can work for you, register your free InteriMarket account today.

written by Bhumi for Coding brains section(s).

Millennials: Challenges and opportunities that come with the new workforce

Millennials: Challenges and opportunities that come with the new workforce

While CVs and the paper-heavy recruitment practices that come with them have all but faded into obscurity, the rapid changes brought on by digital transformation make the days of lengthy employment processes feel like aeons ago. But transformation isn’t reserved only for the way people find work: incumbent processes, procedures and cultures within the workplace are also being questioned in the wake of a hyper-connected world and a new workforce with a vastly different set of expectations, skill-sets and cultures than that of their predecessors.


Depending on how you perceive them, these sweeping changes can hold either risk or reward for your business and in this blog, we’ll take a look at how companies can bring the next-generation employee into the fold and learn a thing or two from them about what it means to run a successful business in the digital age.

written by Bhumi for Coding brains section(s).

Millennials: Challenges and opportunities that come with the new workforce

Millennials: Challenges and opportunities that come with the new workforce

While CVs and the paper-heavy recruitment practices that come with them have all but faded into obscurity, the rapid changes brought on by digital transformation make the days of lengthy employment processes feel like aeons ago. But transformation isn’t reserved only for the way people find work: incumbent processes, procedures and cultures within the workplace are also being questioned in the wake of a hyper-connected world and a new workforce with a vastly different set of expectations, skill-sets and cultures than that of their predecessors.


Depending on how you perceive them, these sweeping changes can hold either risk or reward for your business and in this blog, we’ll take a look at how companies can bring the next-generation employee into the fold and learn a thing or two from them about what it means to run a successful business in the digital age.


Challenge: Meeting the demands of

Older generations of employees were content to start their careers at the bottom of the ladder and work their way up. While this had merits in terms of learning the intricacies of a particular career, the return on time and resource investment simply doesn’t appeal to a new generation that values inclusion and investment in their capabilities.


This doesn’t mean that millennials are shy of a hard day’s work, but that they are far more concerned with adding value to organisations than spending time in the mailroom as a rite of passage. Businesses with rigid structures a start at the bottom culture are at risk of missing out on huge talent if they maintain a speak unless spoken to mentality.


Opportunity: Millennials are ready to make an impact. Leverage it.

This assertive new workforce may seem a tad too demanding for their own good, but employers who embrace the millennial worldview stand to gain considerably from it. For example, millennials offer senior employees new insights to improving upon existing processes that may be in need of a revamp. People often get stuck in doing things for the sake of doing them while deriving little benefit.


The new generation hardly thinks in this way and are in a position to identify new and more efficient ways of doing things and offer businesses the introspection they need to make the necessary changes within the company to remain relevant.


Challenge: Tech isn’t going anywhere, but your business might

According to Fast Company, “When it comes to technology and social media—or marketing, design, and customer experience—the person with the most innovative idea in the room may happen to be the youngest.” This makes sense when you think about how ingrained technology has become in virtually everything humans do. Senior staff may be holding on to familiar tools and processes, but this won’t serve the long-term objectives of any company. Change is inevitable, and adoption is key to survival.


Opportunity: A tech-savvy workforce can help your business stay relevant

Younger employees can influence senior staff to embrace digital transformation and aid companies who suffer from dear-in-headlights syndrome, to emerge as a relevant player in a hyper-connected age. This is evident in the fact that millennials are starting up new businesses at a staggering rate while many older companies struggle to position themselves in this new and fast-changing era. The Kodak example comes to mind here: a multi-billion dollar company that enjoyed massive market share but failed to heed the warnings of sweeping change at its peril.


The Kodak example is a textbook lesson in the importance of adapting to change and should give modern business leaders pause for thought when engaging the younger workforce and also make a concerted effort to understand the value they hold in building a business that speaks to the demands of today.


At InteriMarket, we’re at the forefront of change. With years of experience in Human Resource and Talent Management, we understand the challenges of an ever-changing market. That’s why we built a platform that speaks to the needs of the workforce of tomorrow. Register now and get access to some of the most sought-after interim gig opportunities on the UK market.

written by Bhumi for Coding brains section(s).

The top 3 interim fields on the market

For those of you who have recently joined, we’d like to welcome you to our community of interim gig and talent seekers, and we’re sure you’ll make some rewarding connections in no time. If you need any help, drop us a mail, check out our hints and help sections or give us a call. We’d love to hear from you.

Our numbers are growing steadily, and we’re excited to see such a buzz of activity on our platform. We’re also happy to tell you that we’re sourcing fantastic, not-to-be-missed opportunities for both our talent agencies and gig seekers alike. This post highlights three trending careers that I’m sure will be of interest to many of our new and established members – let’s take a look.

PS: Members, click on the links to view full job specs. Non-members, please register to view the opportunities mentioned in this article.


The IT&T job market has undoubtedly been one of the fastest moving sectors over the last two decades and no one could be more excited about the future of tech than the folks at InteriMarket. The industry’s relentless evolution over the years has spawned new job specialisations, from data scientists to cloud platform developers to a wide range of SaaS specialists.

We’re picking up some great opportunities for new and experienced IT pros on our platform that include an Interim IT Director position at a fast growing B2B business, a SAS Data Analyst and a great opportunity for an Interim Program Manager at a large international organisation. To learn more about all the exciting interim tech opportunities on our platform, register today.


While many anticipate the number of employment opportunities to dwindle in light of recent events surrounding Brexit, the interim job market is showing a strong measure of resilience. With companies demanding high-impact candidates in times of uncertainty, finance professionals with strong skill sets, experience and great track records are in good standing for promising interim gigs.

The finance sector’s buoyancy regarding its job market is evident in our trending jobs section where candidates can find exciting opportunities such as an Interim Financial Director position at a FTSE100 firm, a Chief Financial Officer position in the heart of London and a Financial Controller role for a 50 million pound turnover manufacturing company.


Another job sector that’s undergoing significant flux is the Marketing and Communications field. With the digitisation of virtually every customer touch point, marketers are in the throes of a virtual revolution of sorts. According to the Department of Culture, Media and Sport, jobs in the creative industry, “…bloomed by close to nine per cent between 2013 and 2014; a growth rate which is almost twice as much as the overall UK economy’s growth, which sits at 4.6 per cent.”

So, things are on the up and up for marketing professionals who are looking for new opportunities within this bustling job sector. Here are just a few of the trending marketing gigs you can view and apply for on InteriMarket: Director of Communications with strengths in how to devise, plan and implement corporate communications and marketing strategies, Senior Marketing Manager for a Global FMCG Food and Drink organisation and an Interim Head of Marketing position within the Media and Broadcasting industry.

Join the UK’s pioneering interim employment platform and get connected

As you can see, the interim employment market is at no loss for sought-after career moves. At InteriMarket, we’re proud to act as the meeting point for quality candidates and talent seekers on the hunt for industry movers and shakers. Our community is built around bringing people and opportunities together in ways that are rewarding for all stakeholders. Join this exclusive platform and gain access to a professional network of like-minded professionals, businesses and agencies looking for people just like you. Happy networking!

written by Bhumi for Coding brains section(s).

Staffing Challenges and the Interim Solution

HR Managers: Are you considering all your resource options?

Few departments within companies play a more important role than that of Human Resources. While it’s true that the folks over at HR seldom enjoy time in the spotlight, the absence of competent human resource management, supported by a strong team, can be the difference between any organisation’s growth and stagnation. This is especially true in a climate where companies are competing on almost every front to outperform peers, which makes having only the best human resources available a key weapon in any business’ arsenal.

But having the best resources available, in a traditional sense at least, often comes with serious overheads and long-term implications for businesses, often outweighing the value an employee brings to the table.

And HR Managers will increasingly be looked to for ways to incorporate new employment models that speak to companies’ demands to perform at higher levels while keeping overheads low as an example exploring interim professionals.

Temporary staffing of high-quality professionals is helping businesses leverage the cream-of-the-crop, while simultaneously helping them keep operational overheads to a minimum.

Help when you need it

One of the key benefits to temporary staffing is that it places expert knowledge at your disposal as and when you need it. Today, projects are typically tackled in incremental stages, known as sprints, with each stage relying on the skills of certain individuals or teams within a company. So, if for example, a project sprint reveals an expertise shortage of some kind, companies can quickly tap into their temporary staff pool to source the skills they need to complete individual sprints that make up the entire project. This type of arrangement gives companies the ability to complete objectives while keeping operations lean and preventing staff or skills shortages to cause bottlenecks.

Expertise at a much lower cost-to-company

While it’s true that interim staff typically come with higher income expectancies, it’s important to keep in mind that contingency workers don’t serve the same function as traditional consultants. Interim professionals come in to solve a particular problem or address a certain requirement that couldn’t otherwise be met internally. This makes their position far more results-driven and measurable than that of a consultant, which translates into more bang for your buck as value is demonstrated in short turnarounds. On the other hand, consultants usually provide roadmaps for companies to follow that may, or may not, yield desired or projected outcomes.

Build a reliable network

HR Managers might argue that finding the right fit for every ad hoc requirement could prove difficult, if not disastrous. But the reality is that, over time, you’re building a network of interim resources you can leverage as and when you need it. Also, not every hire you make – whether it’s a permanent employee or an interim one – will live up to his/her promise. But with an interim employee, you’re in a much better position to address less-than-ideal hires by simply not considering them for future projects. On the other hand, addressing performance issues with permanent members of your workforce can often lead to drawn-out processes that don’t guarantee favourable outcomes for either party.

Adaptability in a changing market

Digital transformation is moving us away from the pen and paper way of doing things. Companies are constantly looking to re-imagine incumbent processes through the lens of new technology, while a new generation of professionals has radically different expectations from their careers. These changing times mean that HR Managers will need to adapt their approach to building staff complements that speak to the needs of both the organisation and the individual. Interim employment, as a by-product of digital transformation, provides much of the answers to new questions businesses, and HR Managers face in constructing the ideal workforce.

To learn more about how InteriMarket is bringing 21st-century solutions to both temporary gig and talent seekers, visit our website. You can also create your free InteriMarket account where you can build your professional profile, network with other professionals and get access to new interim gig opportunities daily.

written by Bhumi for Coding brains section(s).

Are you ready to become an Interim Manager?

If you’re considering a career as an interim manager, you’re far from alone in contemplating a form of employment that can be perceived as against the grain. While the majority of people find security in “traditional” career choices, for some, a more transient employment trajectory poses a different, yet enticing set of challenges and opportunities.

It’s worth noting that the rise in temporary workers has made a significant contribution to employment figures in the UK, and it is projected that Britain’s 1.3 million contingency workers will see a dramatic increase in numbers over the coming years as alternative career paths become increasingly attractive.

So, the good news is that you’re not alone when it comes to “going solo”, but there are a few important questions you need to ask yourself before embarking on a career as an interim manager.

Are you up for constant challenge and change?

Temporary management employees are usually expected to make a lasting impact within companies – in a short space of time. If you’re the kind of person who enjoys uncovering solutions to often unnoticed problems or bottlenecks, you’ve got one of the most important personality traits for making a success at being an interim manager.

Short term gigs typically require interim professionals to come in and improve on projects, processes or other business challenges. It takes a person who can look at things a little differently and who has the ability to drive change within organisations to build a successful track record as an interim manager.

Adaptability and strategic thinking are a must

A high level of adaptability is another key element to a successful career as an interim manager. You’ll be working across a wide range of industries: all with their unique sets of challenges, cultures, processes and people.

Companies very often have entrenched cultures, personality types and processes that aren’t influenced or swayed easily. You’ll need confidence in your abilities to demonstrate the value you bring as a short-term strategic thinker.

As a short-to-medium term decision-maker within any business, you need to have the strategic thinking capacity to adjust quickly to new surroundings and a range of other factors. You may also find that you’ll need to assert your new position, albeit a temporary one. This means there’s not much time for “settling in” as you’ll be expected to lean on your prior skills and experience to make your presence valued.

You’ve got to put yourself out there

You’ll also need to be a networker of sorts. Meaning you’ve got to have the people-skills to put yourself comfortably out there and get handshakes, accept invitations and make connections to get in on the conversation.

Making sure your online portfolio or resume is always up to date and available at a minute’s notice is the difference between securing that next gig, or losing out to a competitor. Remember, as an interim manager, you’ll often be competing with other professionals for ideal gigs, so taking a competitive stance in this market is key to surviving in it.

Utilise every resource at your disposal

Making use of every advantage for a successful career in the short-to-medium term employment space requires you to be resourceful. But just because you’re going solo, doesn’t mean you’re all on your own. Web 2.0 technologies make reaching out and connecting with people virtually seamless.

As we head for an age of hyper-connectedness, those who seize the opportunities that come with it will surely flourish. InteriMarket is one such resource, but with a difference.

We help temporary employment seekers, such as interim managers, build successful careers through a platform designed to connect people and opportunities in the most relevant and rewarding way. We bring gig and talent seekers together on a technology platform that eliminates the red tape involved in finding the best opportunities out there.

If you’re an interim employment seeker, make sure you set up your free InteriMarket profile today and start connecting with opportunities that will shift your career into higher gear.

written by Bhumi for Coding brains section(s).

Understanding the rising demand for quality temporary employment

The modern workforce has unarguably experienced one of its most disruptive periods over the last decade thanks to more convenient global travel, worldwide internet maturity and a sweeping culture of lifestyle first, career second, fuelled by the burgeoning generation of millennials. And while employees of today expect their careers to fit in with their demands for work/life balance, businesses too are re-thinking traditional employment and HR models.

Telecommuting, freelancing, contingency staff and other temporary employment arrangements are giving businesses new flexibility in the way they stratify their human resourcing strategies and provide opportunities to reduce staffing costs.

Trends of this nature are set to continue with the new hyper-connected generation entering the workforce and an avalanche of new technology platforms continually reshaping what it means to have a career in the 21st century. Here’s a look at a few more factors that are influencing the demand for quality temporary employment.

Modern temporary employment seekers aren’t yesteryear’s temps

Traditionally, temporary work was associated with low-paying jobs, such as secretarial or basic office admin positions. Today, interim gig seekers include a wide spectrum of career professionals such as IT staff, financial and HR consultants, interim managers and more. This creates a new pool of highly talented and sought-after professionals who make their expertise available to businesses as and when needed.

Contingency staff is fast becoming office super-subs

Contingency staff is typically made up of short-to-medium term gig seekers who step in to perform a particular role within once-off projects, while others may be freelancers employed to provide support to the business in times of high demand. It’s projected that by 2017, “…contingent workers, including independent contractors, statement-of-work-based labour and freelancers, will account for nearly 45 percent of the world’s total workforce.” This abundance of diverse resources will give businesses a flexible workforce to tap into while simultaneously keeping operational costs and other overheads to a minimum.

It’s a global phenomenon that’s not going away anytime soon

In a study by the Page Group, it found that 70 percent of respondents viewed temporary employment as a safeguard against tough financial times, while more than 60 percent thought it was a good way to build a solid professional network. Also, a new generation keen on globetrotting for a few years while gaining overseas experience before “settling down” is also adding a new dynamic to the global workforce. In fact, 59% of surveyed Americans would be willing to relocate to another country for a great job opportunity.

InteriMarket is helping to transform the way we think about temporary employment

Designed to meet the changing demands of the 21st-century workforce, InteriMarket is a powerful networking and collaboration platform developed to bring temporary UK job seekers, recruitment agencies and businesses together. Our solution is built to provide temporary employment solutions to all stakeholders by connecting people in a way that is effective, rewarding and disruptive.

To learn more about how we’re helping reshape an entire employment sector, please visit our How It Works section, or better yet, register now and enjoy your free lifetime membership to this pioneering gig seeking solution.

written by Bhumi for Coding brains section(s).

Interim Professionals Are More Than Their CVs

Interim professionals have a whole host of skills outside of the “job” and “client” they work for. It is about time to reassess how we identify, hire and manage this talent pool. This is where InteriMarket comes in.

Our motto is a simple one, “Hakuna ma tata”. What we mean by this is that we’re on a mission to eliminate the need for interim professionals to jump through a succession of hoops for a chance to get their ‘foot in the door’. We focus on helping professionals and employers eliminate hurdles to securing the right opportunities at the most opportune time.

This blog only scrapes the surface of what InteriMarket means for the temporary employment marketplace. So, look out for future posts around benefits the system offers to its network of users. You can also check out our hints and tips sections for more information on how to get the most out of your professional network at InteriMarket.

Why it’s time to bid farewell to CVs

It’s no secret that creating your Curriculum Vitae (CV) feels like writing your autobiography at a far too early stage of your life. We’ve all been through it, sifting through our life story, trying to make a good impression on prospective employers by creatively filling those blank spaces with information that doesn’t say that much about us. Even at best, CVs have always painted vague pictures of candidates; requiring interviews followed by a series of follow-up negotiations to finally – and hopefully – offer the right candidate the job.

Old systems and processes simply don’t cut it any longer

When considering the time and resources wasted on traditional placement procedures – especially involving the interim recruitment market – it’s easy to understand the frustrations both gig and talent seekers have to endure. At InteriMarket, we’re taking the lead in re-imagining outdated pen-and-paper processes to bring users of our platform a new and innovative way to connect with the right opportunities.

Making complex employment processes simple and efficient

InteriMarket is a niche employment sourcing platform built on leading-edge cloud technology. This makes it easy for a vast population of interim professionals and talent seekers to connect seamlessly. The platform brings job and talent seekers together through smart-matching technology that correlates key individual skills, expertise and strengths to job specifications posted by talent seekers.

Our mission is simple: to help interim gig seekers raise their professional profiles and assist them in connecting with opportunities in a way that is relevant, efficient and rewarding.

Here’s a brief explanation of how InteriMarket replaces incumbent employment processes:

  1. A free network of professionals and resources awaits you: InteriMarket allows users the freedom to network, collaborate and apply for jobs, or pipeline their work, in a safe environment – for free. Yes, the InteriMarket platform is free for interim professionals as part of our mission in helping gig seekers reduce overheads.

  2. Power to the people: We empower users to make a difference in their careers by building a strong professional community of thought leadership on a wide variety of professional, industry and business insights. We strongly encourage users to get involved in the InteriMarket community of thinkers. It is a means to share and expand their knowledge and networks alike. #Knowledgesharing

  3. We’re expert matchmakers: The InteriMarket platform uses basic profiling, which enables users to add relevant and practical skills and achievements to their profiles. Users add their core competencies from a list of (SHL) accredited skills. Based on these core competencies, they show up in recruiters’ search results who are looking to secure top talent.

  4. Lights, camera, action! Users can record an entertaining and informative one-minute video. This video will introduce them to the InteriMarket network and allows talent seekers to vet potential candidates better. A video is an excellent way to make that first impression. It cuts out the need to set up initial interviews. By the time gig and talent seekers meet in the flesh, they are steps ahead in the game. Can your CV do that?

InteriMarket is a platform developed for the 21st-century workforce

As we look to enhance our platform further and have great plans of incorporating psychometrics, strengths-based assessments and much more. The profiles will be easily downloadable in several formats. This will help users use these profiles of practical, real-time information and skills to present themselves.

This is just the beginning for us. We are sure to keep doing more to help in various ways we can. So don’t delay and join us.

The InteriMarket Team

written by Bhumi for Coding brains section(s).

Making the most of your time on InteriMarket – Limited free lifetime offer to say thank you

Dear reader

Hope you have had the chance to look at InteriMarket and follow the quick registration process.

We are introducing a free lifetime offer for a limited time only to say thank you to our early adopters that join us in July.

At present, InteriMarket is completely free for Interim professionals to network and collaborate in a safe environment. Here you can share ideas, knowledge, ask for help or offer help to other users as you navigate the lifestyle of working as an Interim hire.

We are a young platform, but as we mature we will be adding great new features, services and career support tailored specifically for Interim professionals. Although Interim recruitment is a niche market, we strongly feel it deserves better support and a hub to better service the professional needs. InteriMarket is that hub.

We are launching an ongoing campaign, introducing recruiters with relevant Interim jobs to our platform, all completely free for our registered Interim professionals.

Whilst we work in the background understanding your needs further and creating a state of the art platform to support you, here are a few tips to make the most of your time and profile.

  • Ensure you have completed your profile as best as you can, if you have any issues with this visit our Hints & Tips section for help
  • Make sure you invite relevant connections over as they will also help you further with your networking and knowledge sharing
  • Why not add a 1-minute video to your profile, although optional it will work wonders for your personal and professional brand
  • Finally, make sure you shine as a thought leader by creating groups relevant in your field and sharing knowledge and information as far as you can to build your profile
  • Although it’s our mission to eliminate CV’s, we first have to follow the ‘norm’ so there’s an opportunity to upload yours if you would like. We will then set about changing the world and look forward to the day we don’t allow this option(!)

We strongly believe that as individuals we are best placed to grow when we are helping others to grow so be social, interact, ask questions of us and yourselves.

So make sure you grow your network diligently and let us know if there are topics that you would like our experts to write about and share with the wider iM users.

Make the most of our launch offer and see you on InteriMarket.

The InteriMarket Team

written by Bhumi for Coding brains section(s).
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About Company

At InteriMarket, we believe that technology can help us reach far beyond the limitations of traditional recruiting, several third party costs and outdated ways of talent management. We are working to change how organisations collaborate with Project Based Future of Work in this ever growing Gig Economy with the power of data analytics, machine learning and AI.