Tech Sector Struggles to Find Qualified Blockchain Developer Talent

Blockchain is a new and disruptive technology, little understood by most of us who don’t work in the financial sector or hold cryptocurrency. Yet in many industries  — including the HR and recruiting sector — pioneers are finding valuable uses for blockchain that extend well beyond bitcoin.

“Essentially, blockchain is an open, decentralized database that is operated by more than one party,” explains Luka Horvat, head of talent operations at Toptal, which connects businesses with blockchain talent. “In order for multiple parties to successfully cooperate without needing to trust one another, various mechanisms are needed. From this basic principle of a ‘trustless database’ and thousands of lines of code, various public and private blockchains were born. These blockchains enable parties to simultaneously use and operate on the same datasets without having to worry that their data or businesses will be compromised.”

Talent Gaps Within Talent Gaps

The technology sector already suffers from talent gaps — talent chasms, really — that force stakeholders to poach top talent back and forth while desperately seeking new talent pipelines. Since blockchain is still fairly new, finding experienced developers can be an especially difficult task.

“The blockchain space is new, rapidly developing, and diverse,” Horvat says. “In this environment, it’s incredibly difficult to find talent with an exact experience match.”

One way around this roadblock is to look instead for candidates wth experience in what Horvat calls “adjacent technologies,” which include cryptography, systems development, distributed systems, C++, Python, and Go.

If You Teach Them, They Will Come

Horvat also recommends recruiters “identify hungry learners who are excited to advance in the blockchain space,” as they can be trained up to subject-matter expertise. Nurturing developers with related experience internally is often more efficient than recruiting established blockchain talent directly.

While the technology itself may be new and disruptive, developers entering the blockchain space will find a familiar atmosphere, which makes training new blockchain talent slightly easier than you might expect.

As Horvat remarks, “Blockchain development teams aren’t too different from other types of development teams.”

Aside from internal developmental initiatives, there are also third parties stepping in to lend a hand. Toptal’s new Blockchain Academy, for example, is designed to help produce a brand new crop of blockchain experts for the talent market.

French playwright Charles-Guillaume Étienne famously penned the phrase “If you want something done right, do it yourself.” If you want to find valuable talent in a new and disruptive technology, this old advice might serve you well. By developing your own training programs or partnering with companies that train blockchain talent for you, you can establish a loyal developer base with the skills to push your organization into the future.

How LinkedIn Recommendations Can Boost Your Career

The days of hard-copy recommendation letters privately shared with prospective employers are over. Now, it’s all about LinkedIn recommendations.

LinkedIn recommendations give prospective employers valuable insight into your skills and accomplishments. They stand as public proof of your professional reputation, because they’re tied back to the profiles of those who give them.
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Technology Sector Seeks to Fill Recruitment Gaps

Things can change overnight in the tech sector, and savvy companies must stay on top of shifting trends or risk becoming irrelevant. Adapting to recruitment challenges enables companies to attract top talent, while businesses that fail to keep a finger on the pulse of the industry’s workforce might find themselves scraping the bottom of the proverbial barrel.

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Be the Company People Leave Their Jobs For

These days, it seems almost impossible to keep employees on staff for longer than a few years. According to A Snapshot of Competition for Talent in the U.S., a research report from software-as-a-service provider iCIMS, more than half of all full-time employees are willing to dump their employers for the gig economy, and 63 percent of full-time employees are actively looking for new jobs. Companies can no longer ignore the job-hopping trend. To keep hiring costs at a minimum and retention rates at a maximum, it’s imperative that businesses take steps to make sure they are the companies that candidates want them to be.

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Good News for the Midlands!

Midlands Engine key to Government’s ‘devolution revolution’, says Business Secretary Sajid Javid

The Business Secretary has insisted that driving Midlands growth is key to the Government’s ‘devolution revolution’ following criticism of a lack of focus on the Midlands Engine in the Budget.

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The Nottingham Business Expo 2016

Motorpoint Arena Nottingham, Thursday 3rd March, 9am-4pm

On Thursday 3rd March, The Nottingham Business Expo will take place at The Motorpoint Arena Nottingham from 9am until 4pm.

With over 120 companies attending the Expo this year, it has almost doubled its number of exhibitors since its first year in 2015.

The Nottingham Business Expo saw just over 1000 people attend the 2015 event, which was hosted at The Nottingham Conference Centre. Delegates travelled from as far as France and Holland to attend the prestigious event in the business calendar.

Find out more about this year’s event here:

 

Why Aren’t There More Women At Board Level In The Recruitment Industry?

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Earlier this year, The Guardian reported that there are more men called John heading up FTSE 100 firms than there are women bosses. Moreover, there are almost three times as many men with the title ‘Sir’ than there are women at senior level. This harsh reality is actually an improvement on the historical gender imbalance. We take a look at the recruitment sector to see the state of play.

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Placing the Right People: The Google and MI5 Way

Placing the right people for your businessFinding the right people for your organisation is fundamental to its growth and well-being. We take a look at how some of the largest organisations manage to recruit well.

In recruitment, there is no magic formula. On paper a candidate may seem ideal, only for there to be something intangibly lacking at interview stage. Others, who may have been perfect for the role, may fall through the net due to a poor CV. Recruitment is more of an art than a science, and gut instinct combined with years of experience has shown to be the most reliable method of hiring the perfect fit.

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Three Wise Policies For HR Professionals: Part 3 – The Post-Christmas Blues

Post-Christmas Work BluesThe run-up to Christmas in the office will undoubtedly be an exciting, yet frantic time. Spirits will be high as employees look forward to a well-deserved rest over Christmas and members of staff will be working hard to complete any outstanding work in time to enjoy the festivities.

But amid the festive celebrations will be the despondent realisation that, by the New Year, the feeling of merriment and cheer will soon fade, otherwise known as the post-Christmas blues. January even has its own day dedicated to this feeling, known as ‘blue Monday’, which is the third Monday of the month and has been found to be the most depressing day of the year.

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Three Wise Policies For HR Professionals: Part 2 –The Trouble With Alcohol

Christmas partyIf something is going to ruin your office Christmas party, the chances are that it will involve alcohol. In fact, most problems that arise either during or after the office Christmas party are the direct result of employees overindulging on their favourite festive tipples.

While the office Christmas party is an opportunity for members of staff to unwind and have fun, it’s important that some employees don’t get carried away when the drinks begin to flow…

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Three Wise Policies for HR Professionals: Part 1 – Social Media

44625581_lAs the festive season approaches, businesses will be looking forward to the fresh challenges of the New Year, reflecting on the successes of 2015 and celebrating with office Christmas parties. While most members of staff will consider the Christmas party the highlight of the social calendar, for many red-faced employees the evening could be one they would rather forget…

The office Christmas party is, first and foremost, an opportunity for employees to let their hair down and reward themselves for all of their hard work. However, even if your office Christmas party is off-site and outside of working hours, it is still legally considered an extension of the office environment; therefore boundaries of acceptable behaviour must be set.

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Unemployment in the West Midlands

39279232_lA recent report has found that employment in Britain is at an all-time high since 2008. With a record number of people in work over the last seven years, more people than ever before are securing their ideal job placements.

Despite this steady rate of growth across the nation, the West Midlands remains a region of high unemployment. Between June and August of 2015 there were some 165,000 people out of work in the area. But in a location that has so much to offer, such as its thriving gaming industry and burgeoning logistics, supply chain and technical sectors, why is the rate of employment so low? And why, despite all of the promise that this region has to offer, does the West Midlands remain the worst place in the country to earn a decent wage? With over 115,000 workers earning below the living wage threshold, the city of Birmingham and its surrounding areas isn’t quite painting the picture of prosperity and opportunity which we know exists within the region.

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How Birmingham is Supporting Women in STEM

41918891_lSkills shortages in the science, technology, engineering and maths (STEM) industries is reported to cost the UK economy up to £27bn a year, with the engineering industry alone producing 36,000 fewer engineers every year than what it needs.

Although this problem spans across the country, the Midlands in particular is suffering from a STEM skills shortage with reports in 2013 stating that firms had to recruit workers from overseas to fill hundreds of vacancies.

There are a number of factors to blame, but the issue of gender imbalance in STEM roles is something that, if properly addressed, would go a long way in solving this skills shortage.

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