FIND YOUR PERFECT ROLE

While COP27 didn't seem to have quite the media splash that COP26 created in 2021, it is possible that the conference, which took place just a few weeks ago in Sharm El-Sheikh, Egypt, may end up being equally, if not more impactful, in real terms. Not only did it build on the previous conference's outcomes, but it also saw attendees agree on how to implement them and deliver the Paris Agreement to strengthen the global response to the threat of climate change. The primary outcome of COP27 was the agreement to provide 'loss and damage' funding for vulnerable countries whose lives and livelihoods are hit hardest by climate change. This ground-breaking decision to enable Just Transition will see governments worldwide collectively invest billions of dollars into providing developing countries with the means to create adaptation solutions. This included boosting finance support in vulnerable regions and launching a five-year work programme to promote climate technology solutions in developing locations and institutional arrangements to catalyse technical assistance in those areas. In addition, COP27 delivered a package of decisions that reaffirmed participating countries' commitment to cutting greenhouse gases and limiting the rise of global temperature to 1.5 degrees Celsius. How does it affect business? The responsibility for delivery of the outcomes largely falls to governments; however, successful implementation will require the transformation of financial systems and processes, which means engaging with central banks, commercial banks, investors and other financial institutions. In addition to this, many of the decisions and agreements made at COP27 will affect businesses directly as they are transformed from concepts into new policies and regulations, which will filter down from the conference through individual governments to organisations that will need to ensure they are compliant with any new climate rules and emission targets.   Furthermore, according to recent reports, 64% of the public believe that businesses should be playing a pivotal role in helping to solve climate change issues, and the general societal feeling is that across the range of disruptive forces, the world is facing, the most significant responsibility on climate change falls to businesses.  Therefore, it would seem that companies must take real action to do their part to protect the planet from an ethical standpoint to remain compliant in the face of ever-changing regulations, coupled with firms ensuring that they are effectively communicating their eco credentials in the public domain to build and maintain their brand reputation. How does it affect the job market? With the business world directly affected by the outcomes of COP27, many companies are becoming increasingly focussed on their ESG activities. Roles within governance and compliance focusing on sustainability issues and ESG reporting can help companies navigate new laws and requirements and ensure that their environmental policies are up to scratch to attract responsible investors and climate-conscious clients.  Companies may be looking to grow their governance teams following COP27, but there may also be greater opportunities opening up in Green Tech as the five-year work programme to promote climate technology solutions is implemented alongside the commitment to offer technical assistance in developing countries. There is even a growing role within marketing for ESG-related work as companies strive to successfully communicate their green credentials and strategies to investors and customers alike. Evidence shows the growing job market in ESG-related roles, with the FCA appointing six new board members to their ESG Advisory Committee a few weeks ago. Many law firms are also recruiting more ESG specialists as demand increases for expertise in fund formation, private equity, corporate governance and mergers and acquisitions. Other emerging roles include ESG advisors, who not only look at the practical side of ESG, such as compliance and reporting but also look at CSR strategy to identify good causes with which businesses may want to associate themselves with and have their employees get involved with. ESG Internships could also be a way into the future job market, with Morgan Stanley and PwC already offering ESG-related internships for analysts. Getting buy-in The real hurdle for businesses is moving from simply acknowledging the importance of ESG to taking real action to affect change. In a recent survey, a vast 77% of global finance leaders said that their CFO is mostly or entirely responsible for realising the opportunity of developing new technologies and innovations to share sustainable outcomes. However, only 48% of respondents believed their finance team has the skills and competencies needed to support their ESG efforts and 82% either don't assess ESG competence during recruitment or promotions or only do so when recruiting for specialist roles. The report also found that 81% said ESG information is important in their organisations' decision-making. Still, two-thirds believe their organisation needs more reliable tools and techniques to make this happen. With greater demand for ESG professionals across various sectors and disciplines, the job market could be set for a pretty sizable, eco-driven boost. Still, companies must turn their words into actions to keep up with the changing landscape of ESG and become genuinely ethical and sustainable organisations doing their part to support the outcomes of COP27. If you are an ESG professional or looking to grow your governance or compliance teams, talk to our expert recruiters at McGregor Boyall today to find out how we can help you.

As we now find ourselves firmly amid an economic downturn and cost of living crisis, most people's instinct is to cut back on spending, which is a smart move on a personal level. However, in business terms, is stripping back your marketing activity and cutting your marketing budget a good idea? With the potential of reduced sales and the reality of spiralling overheads, business leaders are understandably concerned about the state of their bottom line. Reducing advertising spend is an easy fix to recoup some funds. Still, the problem with this is that marketing your company is how you increase top-of-mind awareness and lead generation, both of which are vital to building a business and growing sales. Therefore, reducing your marketing efforts during a recession could compound the situation and lead to failing performance as people opt for alternative brands that are still in the public eye. Past recession trends have shown that marketing is crucial to a company's success and improves the odds of surviving a slump. Businesses that come out of recession strong tend to be the ones who don't make significant cuts to their marketing budgets and often even increase them. Data shows that companies that increased spending during a recession enjoyed a 4.3% increase in profits compared to those that cut spending. Marketers and business leaders need to fight the urge to tighten the purse strings and instead consider a 'speculate to accumulate' approach to endure an economic downturn and come out of the other side in a strong position. However, that's not to say that some thought shouldn't be applied as to how best to spend the money, and some changes are needed to activity plans to make the most efficient use of the marketing budget. Tips for successfully managing the marketing budget and navigating your way through a recession include: Price – Tempting as it may be to slash prices to retain existing customers and attract new ones, this often results in costs needing to be significantly increased again in the long term. Try to remain steady on pricing, as flip-flopping up and down can create more issues overall and put off customers who may think your brand is an unstable place to spend. Research shows that marketers who opt for short-term promotions followed by sharp price increases lose more market share during a recession than those who don't. Communications – Try to view advertising as an investment, not an expense. Your competitors may be choosing to advertise less, so this can be an excellent opportunity to increase market share, something which health & hygiene multinational Reckitt Benckiser put into practice when they raised their advertising outlay by 25% during an economic downturn. In the face of reduced marketing by competitors, the company grew their revenue by 8% and profits by 14% when most of its rivals reported profit declines of 10% or more.  In terms of messaging, it may be necessary to make some adjustments and acknowledge the economic situation. Consider referencing 'hard times' to appear relatable or use humour to offer comradery and bring cheer to a gloomy time.  Consumer behaviour – It is essential to look at how consumer spending changes during a recession. Rather than losing customers to cheaper brands, perhaps offer tiered pricing such as; value, mid-range and premium versions of your brand. This can help to encourage brand loyalty, aiding customer retention during times of hardship. If customers are looking for a bargain, you may consider using coupons. This can offer an additional way to advertise and discount products as an alternative to changing list prices to avoid the pricing 'flip-flop' mentioned above. R&D – While it may seem like the wrong time to launch a new product, this may not always be the case. With many companies opting to reduce spending and put new projects on hold, there will be reduced competition. An innovative product that solves a problem could still prove popular and enhance your brand image. Evaluation – Keep evaluating your activity continuously to allow for adjustments. Measuring marketing effectiveness will help to define your ongoing strategy to make the most efficient use of the budget available. Cut what isn't working and invest more in what is working. Remember to keep your goals realistic - you are unlikely to see record profits or sales during a recession. The aim should focus more on keeping the company afloat and retaining customers. So now is the time for marketers and business leaders to be brave. Investing in marketing during a recession could save your company and make it more robust on the other side.  To execute this, you need a capable marketing team at the helm. If you have a skills gap in your team that you need help recruiting for, contact McGregor Boyall and find out how our expert recruiters can help you. Visit their profiles here; Romana Begum, Matt Crawley and Kallam Campbell. 

With NatWest investing £50.4m into fintech Vodeno Group just a few weeks ago as a strategic move to offer embedded finance solutions to their corporate customers, and JP Morgan recently agreeing to acquire payments start-up Renovite in a bid to tackle threats from fintech companies such as Stripe and Block, it's clear that the world of banking has now been well and truly disrupted by fintech. Reportedly, there are over 1,600 fintech businesses in the UK alone, with 42% of financial services partnering with fintech firms to provide services, including; digital banking, peer-to-peer lending, payment gateways, micro-loans and digital wallets. Traditional banks – Investments, partnerships & acquisitions The traditional big players in the banking arena have seen how fintech solutions can solve specific problems for corporate and retail customers and offer them superior service. As a result, the Big Banks have wanted to get in on the act by either investing in partnerships and acquisitions with fintech companies to modernise their offerings from within – such as Bank of America & Zelle, Barclays & Flux and ING & Minna Technologies – or investing in building their own fintech arm such as Chase, the digital bank owned by JP Morgan.  Not only do the Big Banks want to offer these improved tech services to their clients as an added feature to differentiate from each other, but most now feel that they must offer digital solutions to compete with the many fintech companies that are now becoming challenger banks as they are increasingly granted banking licences. Challenger banks such as Monzo, Revolut and Starling Bank are gaining market share as customers look for innovative ways to manage their money. Millennials and Gen Zs often feel that traditional banking is irrelevant to them in the digital age. With the potential loss of customers on the horizon for traditional banks, the fastest way for many to bolt on fintech services is through partnerships and acquisitions. Not only does this save time, but it also can be cheaper than creating in-house digital solutions. However, for those who want complete ownership of their operations, some banks are choosing to build platforms from scratch to retain control and potentially save costs in the long term. The downside of this is that it requires some pretty hefty investment at the start and takes time to get up and running, with time being something the Big Banks may not have if they want to remain competitive in the present. Challenger banks being challenged So challenger banks are the future? You could argue that mainly 'yes 'is the answer to that question, but perhaps somewhat surprisingly, challenger banks are suddenly being challenged themselves. There is no doubt that challenger banks seem to be making significant gains for all the reasons already set out above, but as with all innovation, there is always someone waiting to come along with the next new thing and in this case, that 'thing' is the emergence of neo-challenger banks. Challenger banks have always prided themselves on using fintech to solve a specific problem or streamline a particular service and build up from that platform to create a fully digital banking offering which is convenient, accessible to all and based on improved customer experience.  The newest version of this goes further as neo-challengers focus on hyper-personalisation to attract their clientele. Driven by ever-evolving customer demand, these neo-challenger banks offer services tailored to individuals by lifestyle, profession and even religion.  For example, Daylight, which caters to the LGBTQ+, offers bank cards with the account holder's chosen name regardless of what their ID says. BankMD, a US neo-challenger built for doctors, offers loans for those looking to start their practice. Fardows, aimed at Muslim customers, has accounts designed to allow for borrowing money in an entirely halal-compliant way. There is even a bank for musicians called Nerve, which not only has tailored financial features targeted at the unpredictable life of a performer but also syncs with Spotify to show streaming and follower data and offers a networking feature to aid discovery and collaboration. This is more than marketing a brand to a particular audience. The neo-challenger banks feel that offering these genuinely unique features helps them to appeal to different communities, making it easier for them to become profitable, as supported by recent research from Deloitte suggesting that customers are willing to pay up to 20% more for hyper-personalised financial products. With the original challenger banks being driven by tech and innovation, the likely outcome is that challengers and neo-challengers will work together to create solutions that further benefit the customer, building on the stronger foundations of the existing challenger banks incorporating the hyper-personalised features of the neo-generation. Non-financial business challengers Finally, there is another area where the banking industry is being further challenged, and that is within non-financial businesses that have realised that they can embed financial products into non-financial spaces allowing almost any company to gain access to banking products for their customers, such as loans, cards, virtual accounts, insurance, cross-border payments and foreign exchange. According to recent research, 75% of UK, Germany and Belgium retailers are already using embedded finance. Its success again lies in hyper-personalisation based on customer spending data which can provide essential information about the potential client's needs. The future So traditional banks have much to work on if they want to compete in the evolving financial services market. Even established challenger banks need to ensure they are staying ahead of the game by creating hyper-personalised offerings or collaborating with those already using them. However, in this time of financial uncertainty, with the cost-of-living crisis and recession-battered global economy, it will perhaps be interesting to see whether people revert to the trusted stalwarts of banking as a more stable option for where to keep their money or if we are too far past the point of no return, with established challenger banks, and their even newer counterparts, continuing to disrupt the world of banking and grow even further in popularity as the way forward for the future of banking. One thing that is clear is that the Big Banks must innovate to keep up in the fintech age. If you are looking for a new challenge in fintech or need top tech professionals to join your team, contact McGregor Boyall today and find out how our expert recruiters can help you.

As discussed in part 1 of our blog on handling negative feedback, no one generally enjoys having difficult conversations in the workplace. Hearing that you are doing a bad job can be unpleasant and hard to swallow, but telling someone, they are not performing well or have made a mistake can also be tricky and uncomfortable. Of course, giving or receiving negative feedback can be a positive experience if handled correctly, which can help create a more healthy and honest working environment. Giving someone constructive feedback can help them assess their effectiveness and allow them to develop and improve in their role, but if you deliver the negative news, it can seem a little daunting, and you may have concerns about damaging relationships and causing conflict. To help both the providers and recipients of negative feedback, we have compiled some valuable tips to help ensure that the conversation goes smoothly and that a constructive outcome can be achieved. In this second part of our blog series on the subject, we focus on how to handle giving negative feedback at work effectively: 1. Create a safe environment – To immediately reduce any possible stress on both participants, ensure that the meeting is held in a private space and reassure the other party that the impending conversation will remain confidential so that you can speak openly. It can also be a good idea to find a time you won’t have to dash off to your next meeting so that you and the feedback receiver don’t feel rushed and unable to communicate what you have to say entirely. 2. Be mindful of your tone and emotions – To effectively convey your feedback, it is crucial to control your emotions. You could take some time to clear your head and relax before you start the meeting by taking a walk, getting a coffee or practising some mindfulness techniques. This will allow you to speak evenly and confidently, which can improve your ability to deliver the information clearly and provide facts without sounding overly harsh or judgemental. Equally, suppose you feel overly emotional about how what you have to say may upset the other party. In that case, you can end up ‘sugar-coating’ your feedback which can dilute the message, making the feedback less beneficial to the receiver.  3. Empathise - Try to be assertive when making your point but also compassionate. Strive to deliver negative feedback accurately while still letting the receiver know that you understand that the information may be hard to hear. This can go a long way to a more open and productive discussion where the other party feels more relaxed and less defensive. Showing you empathise can significantly assist in avoiding unnecessary conflict in such situations. 4. Don’t make it personal – Aim to avoid making the feedback feel like a personal attack, as this can cause the recipient to become closed and defensive, which, in turn, will lead to a less effective learning opportunity. Instead, try to focus on the issues and actions related to work. This can help detach the problem from the person so that the recipient will hopefully find it easier to digest the feedback instead of feeling like the negativity is an assault on their character.   5. Be constructive – Where possible, don’t just criticise. Providing specific examples of what has gone wrong can help clarify issues and expectations for the future. In addition, suggesting practical ideas about solving problems can help move the conversation to a more positive conclusion and give the other person something tangible to take away and work on. If support is available within the business, offer this to show that you are looking to help and not just judge. Perhaps there are mentoring programmes to support staff or even mental health services available to employees if the person is struggling in their role. It is often a good idea to create an action plan with review points to provide structure for the next steps. 6. Active Listening – This trait is necessary for both parties in a practical discussion. Listening with the intention of understanding rather than just waiting for your turn to speak is vital to show that the other person has your respect and the space to talk freely. It can help avoid a discussion from becoming an argument and show that you are willing to see the situation from another person’s perspective. As the giver of negative feedback, active listening allows the receiver to explain their actions or the circumstances that led to the issue. Showing that you are willing to hear their side of things, even if you disagree with what they say, can help build trust meaning the recipient is likely to be more truthful and take on board your feedback more readily. 7. The ‘feedback sandwich’ - Is a longstanding technique where experts have often advised giving negative feedback sandwiched between two pieces of positive feedback to soften the blow and make the recipient feel a little better about themselves. However, some research now suggests that the sandwich approach can be counterproductive and not benefit the receiver. There are two reasons for this; the first is that it can create the perception that the person is doing ok, so they don’t take on board the negative part, and secondly, people tend to focus on the last thing they hear, so ending with a positive might water down the negative feedback you were trying to communicate, thus making the whole discussion less effective. That is not to say that you can’t say anything positive during the feedback session, as this can be useful to put someone at ease and remind them that they have other strengths, but it is advisable to use the ’sandwich’ with caution. Overall, the most favourable outcomes should hail from discussions where both parties actively listen, empathise with each other’s situation and make a constructive and practical plan of action to move from a place of negativity and poor performance to a place of growth and achievement. Both the giver and receiver of negative feedback should aim to follow up and review progress along the way to maintain a healthy working relationship and create genuinely positive outcomes. If you are looking to develop your role in HR or if you are looking for professionals to join your team, contact our expert recruiters at McGregor Boyall today and find out how we can help you.

Even though the economy has taken a downturn, there is still somewhat of a war for talent going on in the US market as the older generation continues to leave the workforce in droves, but American college enrolments are falling, meaning that there is a decreasing number of qualified professionals entering the labour market. Consequently, firms must find ways to attract the best candidates and retain top employees, but with the US in recession, many companies may not be able to offer large salaries. Also, as seen from previous research, wages are no longer always the only draw for workers, so having the right benefits package in place can be vital to securing talent for your team. What benefits do US workers want? Historically, American firms have caught the attention of job-seeking professionals with a standard benefits package primarily focussing on health. With the high cost of healthcare in the US and no universal health service available, benefits packages, including private medical and dental insurance, have always been a mainstay of employee benefits. In addition, sick pay has often featured heavily in US benefit packages.  Other benefits proved popular pre-pandemic, including gym memberships, complimentary food at the office and transportation reimbursements; however, in a post-Covid world, are these offerings still relevant and desirable or do US firms need to refocus to ensure their additional remunerations are still attractive to employees? Bringing benefits up to date Recent research suggests that health-related benefits are still a top priority for US workers – this could include; life insurance, sick pay and retirement plans, and medical and dental insurance for employees and their families. Survey results show that American workers in 2022 place more importance on health benefits than any European countries surveyed. However, in line with other countries around the globe, the research also shows that benefits which can help increase happiness - such as flexible working and wellness packages - now feature highly on the list of desirables. Hardly surprising when around 50% of workers have stated that they are prepared to move to a new organisation to improve their wellbeing. This post-pandemic phenomenon has been created by some workers experiencing high levels of stress and burnout over lockdown and others enjoying improved work/life balance through remote working and increased family time. On returning to more normal working patterns post-Covid, many people realised that greater flexibility and a focus on wellbeing was something they wanted to maintain. As such, employers are now looking at how to attract and retain talent by offering benefits in these areas.  Understandably, therefore, perks which were previously popular but relied on being in the office to benefit from them, e.g. travel expenses, gym membership and free snacks, have substantially fallen out of fashion. Futureproofing employee benefits Keeping an eye on market trends and what is sparking candidates’ interest can be a great way to stay ahead of the game and attract new staff while keeping existing staff happy. One thing that might be falling into this category across the country is paid leave.  Paid leave is gradually starting to change in the US, which is currently well behind most of the rest of the world regarding vacation days and paid holidays. As more Americans take jobs with international companies, especially where barriers to employment are reduced by remote working, these individuals often find that they are offered the same holiday allowance as other members of staff based outside the US. In many cases, this can be around 25 days of paid annual leave plus public holidays. If US firms want to compete and continue to entice top professionals to join their teams, they may find that offering an increased holiday allowance is one way forward. This also sits neatly alongside mental health and inclusion, creating a package of benefits geared towards many workers’ new goal of improved work/life balance. In addition to this, businesses can look to get creative with their perks to stand out from the crowd, with some companies now beginning to offer benefits with real relevance to their employees, such as student loan assistance, which a change has helped in legislation meaning that organisations can now offer student loan repayments as a tax-free benefit until 2025, with contributions of up to $5,250 per employee. In this time of financial instability, some companies are also offering other benefits that can positively impact their staff, including pet insurance. Finally, many employees see the advantages of working for a company offering training and mentorship opportunities as part of their D,E&I programmes. As well as improving skills and knowledge, which has clear benefits for the employee and employer alike, these programmes can help workers feel valued, improving staff engagement and job satisfaction. If you are looking for a new role with an excellent benefits package or want to attract top professionals to join your workforce, talk to our dedicated US recruitment team today and find out how McGregor Boyall can help you.

In a telephone survey of 250 tech & data professionals working in financial markets/services, we asked specifically how a firm’s remote working policy would affect the likelihood of their accepting a job offer from that firm. The findings are clear. To download a copy click here.

Living and working in the luxurious surroundings of Dubai is fast becoming an attractive proposition. Between the opportunity to work a 4-day week, the chance to relocate to one of the world’s first sustainable cities - Expo City Dubai and a rapidly growing tech market which is attracting big business to the area, it is clear to see that the Emirate has much to offer those looking to work abroad. However, relocating for work is only sometimes straightforward. It may feel a little daunting, so the UAE has spotted an opportunity to assist those seeking to live and work in Dubai by introducing several new initiatives to make being an Expat simpler and more attractive. Update to Visa rules As the UAE looks to strengthen its economy further and attract top talent, the region is keen to make it easier for global professionals to move to work or invest in Dubai. With that in mind, the country has made an essential change to their visa rules by introducing two new visas which apply to skilled workers, investors and the self-employed. Previously, UAE working visas had to be renewed every two to three years and required sponsorship from a UAE national or employer, but the new visas not only have options to last either five or ten years, allowing for long-term residency but also permit self-sponsorship. This offers expats more flexibility to move jobs while residing in the region and provides a sense of stability when building their new lives abroad, safe in the knowledge that they can remain in the UAE for the long term. Five-Year Green Visa: The first of the two new visas is the Five Year Green Visa. Aside from the advantages of self-sponsorship and long-term stability, the visa also makes it easy to get residency permits for family members, including children, spouses and other immediate relatives. It comes with the ability to sponsor male children up to the age of 25, and daughters of any age and expats are gifted a grace period of up to six months to stay in the United Arab Emirates if the visa is cancelled or expires. Ten-Year Golden Visa: The second of the new visas is the Ten-Year Golden Visa for exceptional talent, investors, skilled workers and entrepreneurs. In addition to the five-year offering, the ten-year visa extends sponsorship to any family member, supporting staff, or spouse with no limit to the sponsorship amount. In addition, expats on this type of visa can stay outside the UAE for as long as they wish, and an e-visa can be obtained for six months after the residence visa process is completed. Finally, in the unlikely event of the visa holder’s death, the Golden Visa allows family members to remain in the country until the expiration date legally. Golden Pension  Another new initiative launched recently with expats in mind is the Golden Pension Scheme. Announced at the start of October 2022 and run by National Bonds, part of the Investment Corporation of Dubai, the pension scheme is aimed at employees who want low-medium risk investment and can be accessed by employees in the UAE simply by employer enrolment, helping expats boost their end-of-service funds. Currently, expats depend mainly on their gratuity as a retirement plan. Being part of a pension scheme will help them save more and even earn profits on their monthly contributions chalking up another tick in the pros column for working in Dubai. Unemployment Insurance Scheme Launching in 2023, The Ministry of Human Resources and Emiratisation (MOHRE) is introducing another financial carrot for those contemplating relocation to Dubai. The unemployment insurance scheme for government and private sector employees is a new initiative which will provide a ‘safety net’ for workers in the region who will be eligible to receive a monthly payment of up to 60% of their basic salary in the event of job loss. The new scheme will equally apply to UAE nationals and expats and cover both government and private sector staff.  What’s good for expats is also good for business The new visa rules, pension options and insurance scheme won’t just benefit expats; these initiatives bring some important advantages for businesses in the region by increasing the talent pool in roles which require niche skills. The UAE has seized the opportunity to give themselves a competitive edge to attract the best talent to the region, which in turn is likely to entice more big businesses to the area, growing the economy and job market further. Predictions also suggest that the market will see an increase in temporary contracts as expats on self-sponsored visas are no longer tied to the company that employed them when they first moved. So, the future for expats in Dubai is bright, with long-term, stable opportunities for those looking to settle overseas. If you are looking for a role in Dubai or are a Dubai-based company seeking top professionals to join your team, speak to our specialist local recruitment team at McGregor Boyall today and find out how we can help you

While no one enjoys having difficult conversations in the workplace, and most people don’t like to hear that they are doing a lousy job, giving or receiving negative feedback can be a more positive experience than you might think. If all parties embrace it, it can help create a healthier and more honest working environment. For individuals, negative feedback can be a valuable tool to assess your effectiveness, allowing you to adjust how you work to grow and develop in your role, especially if you are looking to take the next step up or move into a leadership position. Studies show that leaders who ask for critical feedback are seen as more effective by superiors, employees, and peers than those who mainly seek positive feedback. It can sometimes seem daunting for those delivering negative feedback, so it is essential to consider how to approach this to avoid conflict and ensure that working relationships are not damaged in the process. To help both those delivering the negative feedback and those receiving it, we have compiled a series of articles with valuable tips to help ensure that the conversation goes smoothly and that a constructive outcome can be achieved. In this first part of the series, we focus on how to handle receiving negative feedback at work: Active listening – Listening to understand what is being said rather than waiting for your turn to respond is a significant first step to converting negative feedback into an opportunity to improve yourself at work. Even if you don’t entirely agree with what is being said, trying to understand and take on board someone else’s point of view can provide a more constructive discussion than an argument. It is worth also bearing in mind that being the person delivering negative feedback is not always easy either and actively listening to what they say shows that you respect their position and empathise with the role they have to play in the conversation. Don’t rush to react - Taking time to consider the feedback you have received rather than rushing to respond with more negativity can lead to a far more positive outcome. While it is natural to feel hurt or angry when hearing something negative about yourself, remaining calm and reminding yourself that it is not a personal attack on you as an individual can help soften the blow. Instead, take a moment and remember to treat the feedback purely as information that can be used to improve your performance at work. This will allow you to respond without lashing out, demonstrating that you are a professional who is mature enough to hear when you are doing something which others feel does not benefit the company. If you feel genuinely overwhelmed with what has been said, request to step away for a short time to compose yourself and gather your thoughts before responding. Take responsibility and be appreciative – Difficult as it may feel at the time, thanking the person delivering the negative feedback, acknowledging that you may have done something wrong and offering a sincere apology where appropriate, e.g. in the case of a specific mistake which perhaps leads to a dissatisfied client, shows that you can take constructive criticism and act on it. Taking responsibility and being grateful that someone has pointed out your error rather than becoming defensive and bickering about the details of what happened shows a professional approach to the situation and may encourage people to give you further feedback – both positive and negative – in the future which can help your professional development. Of course, that’s not to say that you aren’t entitled to offer your perspective on things, but this should be in the form of a considered response rather than a heated debate or series of excuses and should still include recognition that you may not be performing as well as you could be but that you would like to offer some explanation and perhaps ask for support to improve outcomes in the future. Summarise the feedback – At the end of the meeting, it is helpful to summarise what has been discussed to ensure that both parties have communicated effectively and that you have fully understood the input provided. This allows the opportunity to confirm that there have been no misunderstandings about what has been said and agree on what actions must be taken to rectify the situation. Take action & follow up – Using negative feedback as a learning experience allows you to address the issues raised and change behaviours or rectify past mistakes. Creating a plan of action can be a good starting point to show that you have listened and are responding to the feedback, and are serious about developing and improving your role. If people have had a negative view about aspects of the way you work up to this point, it can be tricky to change perceptions, so once you have implemented your plans, request further feedback at regular intervals to ensure your positive changes are both being noticed and being well received. You may be pleasantly surprised by the positive feedback that you will begin to obtain. Adopt a ‘growth mindset’ – Negative feedback can understandably dent your pride. Still, you should prioritise personal growth over a knock to your ego. In that case, a bit of constructive criticism should be seen as a gift which points you in the direction of self-development and can be the key to improving your performance at work. Research shows that people with a growth mindset are far more likely to succeed than those with a fixed mindset. This is because a growth mindset means that you know that the ability to learn and the power to improve lies within yourself. You are, therefore, in control of making the changes needed to resolve any issues. Own your weaknesses – Perhaps most importantly, remember that no one is perfect, change can take time, and there are aspects of our jobs that we all find more challenging than others. With that in mind, please don’t pretend to be something you are not but be self-aware about what you struggle with and be open and honest about it with your team at work. Even without changing your behaviour, self-awareness can help others be more sympathetic and create a better working environment. At the same time, you work on adapting to areas that you find more challenging. We hope this has provided valuable insights into how receiving negative feedback can be managed effectively and constructively. Look out for part 2 of this series, which will focus on effectively delivering negative feedback. If you are looking for your next role, or if you are looking for professionals to join your team, contact our expert recruiters at McGregor Boyall today and find out how we can help you.

Over the past few years, in a bid to tackle climate change, governments and businesses around the globe have committed to reducing their carbon footprint to become net zero. However, as the transition to sustainable activities is made, it is essential to remember that the effects of these changes in activity and the impact of climate change will only be felt equally by some regions and parts of society. This is where Just Transition comes into play. What is Just Transition The principle of Just Transition is that a healthy economy and a clean environment should co-exist by ensuring that the benefits of moving to sustainable practices are widely shared while also supporting those who stand to lose economically.  When carried out correctly, all stakeholders who could be impacted by transitional changes, especially the most vulnerable in society, should be involved in effective dialogue to ensure that the rights and livelihoods of workers are secure as economies move to sustainable production. The United Nations Paris Agreement of 2015 - in which 193 parties agreed to reduce their emissions and work together to adapt to the impacts of climate change – acknowledges and highlights the importance of considering workers when responding to climate change: ...the imperatives of a just transition of the workforce and the creation of decent work and quality jobs in accordance with nationally defined development priorities... Real-world issues Understanding the social and economic impact of climate change and transition actions on societies, economies, and investments can help to reduce inequalities and give a voice to those most impacted.  For instance, regions or businesses that currently rely heavily on fossil fuel production are likely to see dramatic job losses in sectors such as; mining, transportation and processing of fuels, electric power generation and production of items specifically designed for use with fossil fuels for example; combustion engines, gas cookers, coal plants, oil pipelines and petrol or diesel cars.   While the transition will also create many jobs in producing renewable energy and associated innovation to develop sustainable products, workers who lose their jobs may not have the skill set to move straight into a new ‘green job’. Equally, countries that currently rely on fossil fuel-related businesses to support their economy may not be able to compensate immediately with renewable energy jobs as they may not exist in those regions, and it could take many years for the infrastructure to be in place for that to change. So preparing to adapt by re-training staff, investing in the development of sustainable technologies in the most affected regions to create new jobs, and offering funding support to local communities affected by transition actions, can all help to ensure that no one is left behind in a low-carbon world. CSR policy, risk and investment In business terms, Just Transition should now be a key focus point for governance teams.  Introducing strategies to support Just Transition into CSR policy could benefit both the communities who are receiving the support and also help companies who, aside from contributing to the creation of a more globally fair and sustainable economic environment, are also likely to enjoy increased employee engagement by as much as 74% as working for a socially responsible employer continues to move up the list of priorities for many workers.  Additionally, there are advantages to supporting Just Transition in risk management. This could be in the form of third-party Risk, where it is vital to ensure that supply chains are free from unjust working practices, which could cause reputational damage or financial risk where the breakdown of buying and selling channels in regions that experience sudden high levels of unemployment could disrupt consumer behaviour which could affect profits. Finally, an organisation’s Just Transition strategy can form part of ESG reporting, which is often a vital tool now used by investors to evaluate whether a venture will have long-term sustainability and assess if it will be seen to be a socially responsible investment which supports global welfare. Supporting Just Transition can improve investor confidence in their ability to see a good ROI, increasing the likelihood of securing investment. Supporting Just Transition could have far-reaching long-term benefits for all involved, and preparing for it through sound governance strategies could help avoid mass unemployment and long-term economic downturns for countries reliant on fossil fuel-based industries. Supporting growth and development in these regions could see a fairer deal for the communities involved and a more stable global economy. If you are looking for Risk, Compliance or Governance professionals to join your team or if you are a Risk professional looking for a new challenge, talk to McGregor Boyall today and find out how our expert team of recruiters can help you

Poland is amid a period of economic growth and stability, the likes of which it has not experienced before, and Tech is at the heart of that growth.  The country now boasts 60,000 technology companies and ten unicorns (privately held start-up companies with a value of over $1 billion). Predicted figures suggest that the ICT market in Poland will reach or even exceed $13 billion by the end of 2025. The background Since joining the EU in 2004, Poland has seen an increase in the standard of living while at the same time maintaining low tariffs. Its central location within continental Europe makes the country a convenient base for businesses, strengthened further by Brexit, which has helped cement Poland's position as a hub for Europe within the EU, all of which has attracted foreign investment and talent.  Meanwhile, 'Google for Start-ups' opened a campus in Warsaw in 2015 and has since welcomed around 100,000 start-ups and community members, contributing to and driving innovation in the tech sector. In addition to foreign investment, Poland has two public institutions providing tech companies with grants and funding since 2016; NCBR (The National Centre for Research and Development) and PFR (The Polish Development Fund). They have invested around $5 billion into the tech ecosystem, with an additional $250 million ringfenced for deployment over the next two years. How Big Tech is getting in on the act With Poland firmly established as a significant technology hub, Big Tech companies have unveiled their plans to move in. Microsoft announced in 2020 that it would invest $1 billion in a data centre outside Warsaw, including access to local cloud services. In October 2021, Google committed to building a $2 billion Cloud Data Hub in the Polish capital, the most significant development centre on the continent. Intel, which already has the most extensive research and development centre in the EU based in Poland, employs over 3000 people, is reportedly considering the idea of building a brand new €80 billion semiconductor factory somewhere within the European Union, and Poland is on the shortlist.  The snowball effect  As many successful tech start-ups and Big Tech firms continue to grow their operations in Poland, the country is becoming renowned as a new global tech hub. This, in turn, attracts more tech businesses to the area along with top tech talent who want to be where the action, and perhaps more importantly, some of the highest tech salaries can be found with predicted salary increases for tech professionals working in Poland of between 15% for Java and PHP experts to up to 34% Ruby and Kotlin specialists. With this recognition as 'the place to be' for all things Tech, events organisers are now choosing Poland as their preferred choice for holding large-scale events too, such as Polish Tech Day, which was held in June this year in Warsaw, London and Paris and the Big Data Technology Warsaw Summit which will take place in March 2023. The more Poland is recognised as a global tech hub, the more tech events and companies will be attracted to the location, growing the country's profile further as a dynamic and innovative workplace. This can also be seen in infrastructure improvements, with the world-famous Foster & Partners completing work on Varso Tower in Warsaw. This brand-new skyscraper now claims the crown of the tallest building in the EU, 14 floors of which will be occupied by Google. The tower, located directly adjacent to Warsaw Central Station, boasts a selection of offices, restaurants, retail spaces and even a sky garden. So, with improved infrastructure and living standards, top tech companies and some of the most successful start-ups in the world based in Polish locations, Poland is making a name for itself as a global tech hub and could fast become the location of choice for tech professionals from across the globe. If you are looking for a new tech role in Poland or a Polish tech company looking for some top talent, contact our local expert recruiters at McGregor Boyall Warsaw today and find out how we can help you

Measuring the effectiveness of marketing activity has been on the peripheral radar of businesses for many years, but since the impact of Covid and the cost-of-living crisis, it is something which is now rising up the agenda for many companies as they look for ways to ensure efficient use of their budgets and increase their return on investment. A recent survey of primarily senior marketers found that over 61% of respondents stated that marketing effectiveness measurement had become a more prominent factor in their marketing and business decisions over the past three years. Yet, somewhat surprisingly, the same survey also found that more than half of marketers work for brands where marketing effectiveness is not a defined role and is rarely a priority. Around 25% said that while they were engaged in monitoring marketing effectiveness, their responsibilities were carried out ad-hoc or as part of a broader role or team function. In contrast, a fifth of those asked said there are no employees within their organisation with dedicated responsibility for marketing effectiveness. Only 10.3% reported having a dedicated marketing effectiveness position within their business. So, the data suggests that the appetite for accurate and detailed reporting on marketing effectiveness exists, but brands seem to be struggling to put their ideas into action, and this could be where a defined role for marketing effectiveness could benefit a company. How has reporting changed  There was a pre-digital time when measuring the effectiveness of marketing activity was a tricky business. Trying to accurately assess the impact of mixed outbound activity such as radio adverts, brochures and magazine advertising and convert it into a metric to define success was primarily based on estimates and assumptions, often made from the number of leads coming in. This tended only to provide a short-term snapshot, making it hard to identify which activity was working and which was wasting valuable marketing budget. With the restricted options for accurate reporting, it is easy to see why limited attention may have been paid to assigning responsibility for formally measuring marketing effectiveness in the past. However, times have changed and in the digital era, reporting on the effectiveness of a brand's marketing pursuits is something which can be carried out with far more accuracy, in detail and often in real-time. Customer journeys can be easily tracked on social media, via website analytics, and through email marketing to find out where and when potential and existing clients enter and leave the process, how much repeat business a company is receiving and which activity is driving enquiries. It is now possible to analyse data so that marketing activity can be tweaked instantaneously for maximum effectiveness, improving outcomes and helping to predict long-term customer behaviour to inform strategy. There now seems to be an obvious advantage to focusing efforts on measuring marketing effectiveness. The accurate metrics and benchmarking opportunities now at marketeers' fingertips can reduce the cost of customer acquisitions, increase profits and give brands a competitive edge. With such critical information at stake and far more in-depth data available to analyse continuously, expecting the responsibility to be shared amongst marketers who are not dedicated to the role or only report on an informal basis is likely to result in missed opportunities.  Conversely, businesses that invest in the measurement of marketing effectiveness by creating a defined role could find that they enjoy long-term benefits in the shape of cost savings, customer retention and better-informed marketing and business strategy. If you're looking for your next marketing role or need the right marketing talent to join your team, contact McGregor Boyall today and find out how our expert recruiters can help you. Visit their profiles here; Romana Begum, Matt Crawley and Kallam Campbell.

Do you enjoy interacting with people? Would you feel passionate about hearing their stories and supporting them as they work to fulfil their career ambitions? Do you like working with diverse clients, from blue-chip multinationals to well-established local organisations and brand-new startups, in a constantly changing environment? If so, a career in recruitment could be for you, and McGregor Boyall's Dubai office is allowing you the opportunity to find out by applying for their internship programme. Follow the link to find out more and submit your application. Apply Now! 

There has been much talk of the ‘great resignation’ and the ‘great retirement’ over the past two years as swathes of over 50’s left the workforce during the Covid pandemic. At the height of lockdown, workers over 50 were far more likely to be made redundant than younger employees, and many took this as an opportunity for early retirement.  In some cases, this was out of choice, but in others, it was due to being unable to find suitable new roles or having health concerns about being in the workplace during Covid. In all scenarios, however, many older workers weighed up their options and decided that they were able to live comfortably enough to opt for early retirement. Unfortunately, this situation was short-lived as the cost-of-living crisis worsened and now seems to be creating a situation where many people over 50 who had left the labour market could now be forced to return. According to recent figures from the Office for National Statistics (ONS), 72% of people in their 50s would consider returning to work, with around two-thirds stating that it would be specifically for the money. Considering the spiralling cost of average household food and energy bills, it is hardly surprising that around 25% of those surveyed in the research said they were now in a position where they would struggle to afford an unexpected expense of £850. Only 38% of people aged between 50 and 54 were still confident that they had sufficient retirement provisions to meet their needs. The good news and the bad news It seems that many over 50s could now be returning to the workplace, and while this may not have been what many older people had intended, it could have a positive effect on the business world.  Pre-pandemic, the number of people aged 50+ in the labour market had steadily increased year on year, but the ‘great retirement’ saw the loss of vast amounts of knowledge and experience from the workplace as this group of often highly qualified, and senior staff members left their roles. Bringing these individuals back into the workforce could be an excellent way for many businesses to fill skills gaps in their teams, especially in leadership roles. The flip side, of course, is that many over 50’s have struggled to find employment since leaving their jobs, particularly those who were made redundant during Covid and therefore, it will be imperative for companies to address their D,E&I policies when it comes to age bias in their hiring processes to remove barriers to work for the older generation. So as the ‘great retirement’ seems to be reversing, businesses who embrace the opportunity to re-employ the over 50’s could see considerable benefits in addressing their skills gaps brought about by the ongoing talent shortage and find that they have highly experienced and capable individuals willing and able to fill their vacancies.  If you are over 50 and looking to return to work, or if you are looking to fill senior vacancies with experienced professionals, contact McGregor Boyall today and find out how our expert recruiters can help you.

The news is flooded with discussion on the topic of a recession in the US, and the finance world is understandably concerned. However, a couple of important questions must be considered before worrying. Firstly, is the United States in recession or even heading for one? And secondly, if it is, how badly is the financial services industry likely to suffer from the effects? What defines a recession According to the NBER (National Bureau of Economic Research), which is generally recognised as the authority in defining economic recessions in the US, a recession is defined as below: “a significant decline in economic activity spread across the economy and lasts more than a few months.”  Based on a variety of employment, income and consumption indicators. A common way to define a recession is often as a period of two consecutive quarters of negative GDP growth. Either way, a recession is a significant, widespread and prolonged contraction in economic activity, which can cause reduced sales, leading to layoffs, tightening credit access, and increased loan defaults and bankruptcies. So the question of whether the US is headed for a recession or is already in one remains cloudy, with experts acknowledging that the first and second quarter of 2022 saw negative growth in the US economy of -1.6% and -0.6%, respectively, the unemployment rate is historically low and astonishingly, according to a recent statistics, the majority of small businesses - who employ more than 50% of the US workforce - are not just looking to hire, but are struggling to find employees. While the country’s economy is moving slower than in 2021, many key economic indicators continue to demonstrate strength. Continued buoyancy in the job market alongside Wall Street’s cautious optimism about Big Tech stock could indicate that a recession will be mild or possibly avoided completely. However, suppose the Federal Reserve continues to raise interest rates into 2023. In that case, it could make a recession more likely, and the overall economic downturn signals a US recession looming. What does all this mean for Financial Services? Assuming that at some point between now and the middle of 2023, the United States will experience some form of recession, be it short-lived and mild or prolonged and painful, there will be an impact on the financial services industry, but how much damage is likely to be done? Much like the question of the recession itself, the effects on the financial services industry are an equally mixed bag.  Historically, financial services have stood their ground pretty well during past recessions. Even during the pandemic, the recession experienced in the US lasted a mere two months. It is worth bearing in mind that since the financial crisis of 2008/09, the banking sector is now far more resilient following reforms to safeguard against another financial collapse. So this is promising news in terms of the financial sector’s ability to survive current and future market turbulence. On the downside, recent predictions suggest that many bankers are likely to see some hefty cuts when it comes to this year’s bonuses, with decreases of anything from 10-50%, depending on their specialist area and the size of their firm but on the upside, some bond and hedge fund traders, sales personnel and equities trading staff could see bonuses rise by up to 20%, according to a recent report.  Layoffs are expected at the largest banks, and job losses could affect 5-10% of staff as financial institutions look to offset their overheads against reduced profits. However, firms will also have to boost workers’ base salary by roughly 5% because of wage inflation and retention needs. As mentioned, smaller businesses are hiring more staff than ever, including many boutiques and middle-market investment banks. And every cloud has a silver lining… While the recession could negatively impact the largest investment banks when it comes to bonuses and hiring of new staff, there are plenty of areas in the financial world that may thrive during an economic downturn. Within the finance sector, restructuring and distressed advisory consulting will probably see growth as companies look for ways to save money and manage their debts. Perhaps most crucially, the most prominent lenders themselves have been quoted as saying that not only would they survive even a savage economic downturn, but they may emerge stronger from it, with Citigroup Chief Executive Jane Fraser saying that her bank was ready for a variety of scenarios, adding that what matters to a lender in a recession is:  “capital, liquidity, credit quality and reserves – and we feel very good about all four of them.” In addition, there is plenty of support available for firms looking to weather the possible oncoming storm. For instance, Mckinsey has put together some guidance for US companies about how to build resilience to survive an economic downturn. Employees have advice available to them on how to manage their careers ahead of a recession through proactivity and protection of their existing assets, which could certainly go some way to helping those working within financial services who have concerns about how a recession could affect them personally. No doubt, a recession may well have some unwelcome outcomes for the US financial services industry, but there are some positives to be taken from the recent news with reports that a recession could be quick and mild. There looks to be support on offer for those who need it, and there could even be the creation of opportunities in some unexpected areas.  If you are looking for your next career move in financial services or any of our other specialist sectors in the US, contact McGregor Boyall today and find out how our expert recruiters can help you.

For anyone working in the tech industry, a chance to work overseas can often be appealing, but with a wide variety of opportunities available to tech professionals, how to go about choosing where to relocate can be a tricky decision. However, it would seem that Dubai is rapidly becoming the destination of choice for many in the sector, and when you look at what the UAE has to offer, you can see why it's an attractive option. Packages For starters, a recent survey carried out by global consulting business Mercer found that tech professionals in Dubai can enjoy up to 30% higher salaries than those working in other leading tech hubs worldwide.   Of course, some may be quick to point out that the cost of living is also high in the region, but perhaps somewhat surprisingly, the survey goes on to report that the cost of living in Dubai remains considerably lower than in most tech hubs, including London, Singapore, New York, San Francisco and Amsterdam, with public transport and housing in particular around 50% cheaper. Added to this is the region's newly adopted 4-day week, which is now filtering into the private sector. Private companies who align to the shorter working week structure have commented that they have seen benefits for their business with evidence of increased productivity and benefits for employees who have reported greater job satisfaction.  Investment in Tech Aside from the personal benefits of taking a tech role in Dubai, the sector as a whole has seen vast growth in the past few years, with the region now ranking number one globally for foreign direct investment and technology transfer in the AI and robotics sectors and the top 20 most innovative cities in the world. To continue to attract top Tech talent and sustain industry growth, the UAE has also launched two new initiatives; the Golden Visa - a long-term residency visa that enables foreign talents, including tech professionals, to live and work in the UAE for up to 10 years and The National Programme for Coders – a scheme designed to attract 100,000 coders from around the globe and set up 1,000 digital companies by 2026. Alongside this, to attract SMEs to the area, including many tech companies, the UAE has also started a global entrepreneurship programme, Scale2Dubai, to support small businesses and start-ups within the region. Again, some compelling reasons to choose Dubai as a place to grow your tech career with a range of opportunities and support from the UAE government if you decide to do so. But perhaps what sets Dubai apart from other Tech hubs is its commitment to ESG. With the state-of-the-art, eco-friendly Dubai Expo City already open for business, the region is now turning its attention to a new project to build the world's largest, net-zero carbon urban tech district. Plans for the immense 140,000 square meter district, which will be located along the Al Jaddaf Creekside, were recently unveiled by architects URB, who said:  "With innovation and sustainability at its core, the project joins the global transition towards achieving net-zero carbon goals by proposing a host of 'green' programs and practices. Commercial and educational facilities will equally populate the hub, boasting a biophilic indoor design that promotes wellbeing." The plan factors in offsetting all carbon emissions from the construction and operation of the district, stating that, in time, it will reduce the footprint of its partner businesses to enable a low-carbon workforce. Designs also integrate sustainability features by including onsite urban farming, solar farms, passive design features, and light and temperature sensors while providing world-class business facilities for conferences, training, research, seminars, and business incubation. The new Tech district has the potential to house many Tech companies who are likely to be attracted to the opportunity to improve their ESG credentials by working in a sustainable environment. In turn, they will be a more appealing proposition for investors increasingly keen to invest their money in socially responsible projects and organisations. This growth in the Dubai Tech market could create thousands of new Tech jobs and offer an array of opportunities for top Tech professionals who will have the chance to live and work in an environment designed around their wellbeing. With COP28 just around the corner in the UAE and the legacy of EXPO2020, Dubai continues to cement itself as a centre for sustainability and Tech excellence. It is highly likely that Tech talent who relish the idea of being immersed in an environment of innovation will continue to flock to the region. It is perhaps no surprise that Tech professionals are placing Dubai high on their list of places to work.  If you are a Tech professional looking to further your career in Dubai or anywhere else around the world, contact McGregor Boyall today and find out how our expert recruiters can help you find your perfect career move.

The environment is now firmly at the top of most government, and business agendas around the globe as individuals and organisations alike are highly aware of the need to tackle climate change and create sustainable solutions for energy and materials objectively and urgently. One of the most recent developments in this area is the concept of a circular economy and the benefits it could bring. What is a circular economy? A circular economy is a production and consumption model involving sharing, leasing, reusing, repairing, refurbishing and recycling existing materials and products to keep them circulating for as long as possible. Unlike a linear economy, which follows a ‘take-make-dispose’ pattern, the main aims of the circular model are to reduce waste, manage pollution and protect the environment. Examples of how this can work effectively in practice include designing electrical devices that are easier to repair or recycling plastic into pellets to be used to make new products. This has enormous benefits for the planet, but it also has positive implications for the business world. Economic benefits According to the World Resources Institute, plastic pollution currently leads to around $13 billion in costs and economic losses per year, with plastic in the ocean directly affecting industries such as fishing and tourism. Toxic emissions from burning plastic waste affect healthcare costs, and the fossil fuels needed for plastic production are expensive and negatively impact the environment. Organisations focusing on reducing waste and reusing materials may see significant cost savings and avoid fines and duties such as the plastic packaging tax. In addition, investors are becoming increasingly conscious of making socially responsible investments. ESG is high on their list of priorities in the decision-making process and companies who can display sound ESG credentials about how they are supporting the environment, such as through involvement in circular economy practices, are more likely to secure investment. A circular model can also benefit the economy at a consumer level. With the ongoing cost-of-living crisis, initiatives involving reusing, renting and reselling can help individuals save much-needed funds, creating more disposable income in the long term. This money will then be injected into the economy through spending on leisure activities which would otherwise have suffered due to consumers tightening their belts. A boost for the job market Another business win for the circular economy model is employment. A recent government report predicts that a transition to a circular economy could create almost half a million new jobs in the UK alone by 2035, with global forecasts of around 18 million new green jobs and over 65 million new low-carbon jobs by 2030. That’s not to say that some linear jobs won’t be lost along the way, and as such, companies should be aware of relocating and upskilling staff who may be needed for different tasks from the ones they were initially employed. An industry that is likely to see significant growth in a circular economy is green tech. Innovation will be encouraged to find new and resourceful ways to implement the principles of creating circular economy products. This has already been supported and incentivised by 40 nations around the globe, who all committed to a proposal at COP26 to make green tech cheaper than environmentally unfriendly alternatives.  Other growth areas include compliance and governance, which could also flourish as continual strategy planning and monitoring will be necessary to ensure that business practices are sustainable and capitalise on circular economy efficiencies. Additionally, businesses that transition to a circular economy model could also find unexpected benefits in recruiting and retaining talent. Over two-thirds of all workers are now reported to consider a company’s CSR stance when deciding where to work, with 70% of millennials even willing to take a pay cut to work for a socially responsible company. So, employers who adopt a circular model could highlight their business as an attractive workplace. In summary, it would seem that a circular economy could be a win-win situation for consumers, organisations and the planet and perhaps will be the next step in the evolution of sustainable business practices. If you are a compliance, governance or green tech professional looking for your next career move or looking to employ top talent to build your environmentally friendly team, contact McGregor Boyall and find out how our expert recruiters can help.

It's a great feeling when you make it through the application process and get the opportunity to progress to the interview stage. But it's unlikely that you are the only one who has been selected. So, how can you make the best use of the time with your potential new employer to show that you are the best candidate for the job? Getting the basics right It is imperative to master the fundamentals to make a good first impression on any potential employer, and it is the minimum you should be aiming for to create a confident and successful start to any interview. A candidate who falls short of these basic expectations is unlikely to be taken forward in the process or offered the job. Do your research: In advance of any interview, ensure that you undertake some research on the company. Get an idea of the organisation's history, culture, business areas, and the people who work there. Knowing a bit about the business shows the interviewer that you have initiative and are interested in the role. Most company information can be found on their website, and some information about a company's leadership team may also be available on corporate social media platforms such as LinkedIn. Review the job description: Check how your specific skills and experience match those required for the position and note any transferable skills that you possess which could assist in areas of the role where you have less experience or where they can add additional value. When preparing your thoughts on how you might add value to the company, you should consider how your interests, passions and talents align with the role, how your values fit with those of the company and how your aspirations and career goals relate to the position you are applying.  Look the part: Whether face-to-face or online, it is vital to present yourself professionally. Follow any dress code specified, or where no prior details are given, it is advisable to dress smartly as this will generally always be well received. While many offices are now more casual than pre-Covid, you are still far more likely to make a good impression if you are overdressed than underdressed. Even for video interviews, professional attire will have a positive impact and can boost your confidence and help you focus on the conversation. Be prepared: For face-to-face interviews, always check that you know the exact location of the offices and your travel arrangements before you set off. Aim to arrive around ten minutes early so that you don't turn up flustered. Arriving in a rush will make you look disorganised and can dent your confidence and focus at the start of the interview. Also, ensure you have all the items you need, perhaps a copy of your CV or a pre-prepared presentation. For online interviews, again, punctuality is essential - there is even less excuse to be late for a virtual meeting than for a face-to-face one. In anticipation of anything which could cause a delay or look unprofessional, always check your internet connection and test your sound and software in advance. Have the interviewer's contact details to hand to ensure you can make contact quickly should you lose connection. Ensure you find a quiet space for the duration of the meeting and, to maintain professionalism, be aware of what might be in the background of your video frame. If your environment is busy, your interviewer may find it more challenging to focus on what you are saying. Managing nerves It's natural to feel nervous before an interview, so being organised by getting the basics right will be a positive first step to calming yourself, as you should arrive on time and with everything you need. If you are concerned about anxiety getting the better of you, try practising some stress relieving techniques in advance, such as deep breathing exercises, or you may want to try some other ways to alleviate nerves. And above all, try to focus on the fact that you have been invited to attend the interview in the first place, which means that the company already recognises that you have something to offer them, they value your skills and experience and are interested in what you have to say. Self-awareness Being self-aware is a big step toward a successful interview. Consider how the job you are interviewing for aligns with your career goals and passions, and be aware of how you conduct yourself in an interview situation. Authenticity can play a big part in self-awareness. If you cannot be your authentic self at work, it can affect your happiness, job satisfaction, relationships with co-workers, confidence and overall career success. So, with this in mind, you should aim to be authentic from the start, which includes your interview. Showing an interviewer the real you from the outset will allow you to be your true self at work (once you hopefully secure the position). Another critical aspect is an awareness of your physical behaviour and how that can affect the success of an interview. In a face-to-face situation, positive body language can help form a subconscious connection with the interviewer, such as maintaining eye contact and nodding when the interviewer is providing information. Equally, negative body language, such as folded arms or fidgeting, can have a detrimental effect, suggesting to your potential employer that you are bored or distant. Body language can still play an important role if you are interviewing online. Be aware of where you're sitting in relation to the camera – being too close can feel unnatural while being too far away could impact how well you're heard. Having your head and upper body in the shot is recommended. Finally, showing enthusiasm and speaking in a positive tone can work wonders in an interview. Sounding like you are excited by the role on offer will demonstrate to the interviewer that you are keen to be a part of the company and suggests that you would make a good co-worker for existing employees. Questions When preparing for an interview, take some time to think about what you might get asked. For instance, it can be a good idea to write some notes about where you want your career to be in 1, 3 and 5 years and try to be specific about how you would like to achieve your goals to show you have ambition. If you have any gaps in your CV, be prepared to discuss them. Always be as honest as possible and mention what you did with the time you were not in paid work and the skills you gained from it, whether it was personal development, volunteering, caregiving or even a hobby, to put a positive spin on the pause in your employment. For some of the most awkward interview questions, you may want to do some further research before the meeting to have some answers ready. These articles give some additional advice on responding to even the trickiest of interrogations! how-to-handle-awkward-interview-questions-part-1 & how-to-handle-awkward-interview-questions-part-2. The National Careers Service also offer guidance about using the STAR technique to formulate meaningful answers that give examples of how you have handled work situations to achieve a positive outcome. In any interview, you are also likely to be allowed to ask questions. This is a genuine chance to find out information and shows the interviewer if you are serious about the job and the company. Try to have some insightful questions prepared in advance, which perhaps show that you are interested in the business's future success or would like to know something meaningful such as finding out about their CSR policy. Curiosity about the business will help show your interest in the organisation and how your role would assist the company in achieving its goals. Try to avoid asking questions which focus on personal gain, e.g. 'how much holiday do I get?', especially at a first-round interview, as this could suggest to the interviewer that you are less enthused by their company and only want 'a job'. At the end of the interview Hopefully, you will feel the interview went well, but however the session played out, always remember to thank the interviewer for their time and ask about the next steps and when you are likely to hear from them. This reinforces that you are keen to move forward if they are left unsure of your interest in the job. You may also want to follow up with an email or phone call a few days after the interview. This can help cement the idea that you are genuinely keen. You can use the opportunity to thank your interviewer for their time again, ask if they have any further questions which may not have been covered in your interview and let them know that you are looking forward to hearing from them. This reminds them of your interest in the job and, perhaps more importantly, of you personally compared to the sea of other candidates they may have met. For more interview advice and help finding your next career move, contact our expert recruitment team at McGregor Boyall today.

Big Tech, the collective term for the largest and most influential technology companies in the world, is generally considered to include; Apple, Amazon, Google, Meta (formerly Facebook) and Microsoft, with some also counting Twitter, Netflix and Tesla amongst its rankings. These US firms, which have always been highly profitable and enjoyed vast and rapid growth over the past decade, are suddenly experiencing a period of change. Reports from Big Tech companies suggest a slowing and, in some cases, even a freeze on recruitment and a downturn in profits across the board in what is usually one of the most prosperous industries on the planet. Quarterly reporting at the end of July 2022 saw Apple sales drop by 10% and Meta sales drop for the first time, with CEO Mark Zuckerberg stating that he will be introducing austerity measures to "get more done with fewer resources." The concern for the business world is that an economic recession in the tech sector and especially in the Big Tech companies, creates uncertainty not just in tech but in other industries as well which could cause widespread panic, leading to a drop in share prices, loss of investment and a self-fulfilling prophecy of financial collapse for many organisations. But are businesses right to be worried? Why the downturn? Several factors have affected the sector recently, including global economic pressures caused by the war in Ukraine and subsequent sanctions and hostilities with Russia, pushing the price of energy and goods and creating a cost-of-living crisis. The rising costs affect businesses directly as they see their overheads soar and also reduce customers' buying power, which obviously affects sales revenue. For example, recent research shows that there has been a substantial reduction in online advertising sales, especially on social media, which is causing issues for both Meta and Google. Research company Magna estimated that the US digital ad market increased by only 11% in the second quarter of 2022, compared to 58% in the same period last year. However, another viewpoint is that this 'downturn' is, in fact, just a return to more 'normal' times. Big Tech companies saw unprecedented growth during the lockdown as everything went online, meaning they were one of the few sectors to prosper from the pandemic. Recruitment increased in these companies to keep up with consumer demand, and investors flocked to get a slice of the action. But, as the world returned to life outside of lockdown, there was always likely to be a levelling off of growth in the tech sector, with people having the choice to be able to shop, socialise and communicate offline again. Not all bad news So, while the slowdown is undoubtedly not a work of fiction, perhaps the outlook is not as bleak as it first appears. A slowdown in recruitment and a reduction in profits doesn't necessarily mean that Big Tech is collapsing. Perhaps it could be thought of as more of a streamlining of their services to operate efficiently and provide for reduced post-Covid customer demand. Also, while Big Tech growth may be slowing, Reuters reported last month that some results published by Google and Microsoft are not as bad as predicted, helping to restore confidence in the market and suggesting that Big Tech could survive a recession, which is good news for all businesses, as investor confidence could help to avoid industry panic. Wall Street seems to be getting behind Big Tech, too, as analysts remain cautiously optimistic about Big Tech stock, with the majority of experts predicting that companies like Apple, Microsoft and Google can continue to post substantial profits in the long run. Could there even be an upside? Odd as it may sound, the Big Tech slowdown could even have some unforeseen positives.  For starters, investors can now buy shares in some of the biggest companies at a more attractive entry point, as Lindsey Bell, Chief Markets and Money Strategist for Ally, also identified that "there are some encouraging signs" in the market.  Secondly, over the last couple of years, recruitment and retention have been a significant issue for many companies with far more jobs available than candidates to fill them, causing staff shortages and skills gaps. Perhaps a slowing of recruitment in Big Tech, with a ripple effect on smaller tech companies and across other industries, could help ease the war for talent with more tech professionals becoming available, helping to balance out the recruitment sector again and give employers back some control over the recruitment process and retention of good employees.  Big Tech could be in for a rough ride over the coming months. Still, hopefully, judging by the results filtering through so far and Wall Street's continued confidence in the sector, it is one which they can survive and perhaps even come out the other side of as more efficient businesses than before. If you are looking for your next tech career move or if you are looking for tech professionals to join your team, contact our expert US recruitment team at McGreggor Boyall today and find out how we can help you

The post-pandemic world of work is well on the road to recovery, but it would seem that certain sections of society are being left behind and are still struggling to find employment. At the height of lockdown, workers over 50 were far more likely to be made redundant than younger employees, and their chances of re-employment within six months were half that of the under the 50s. Many people coined the phrase 'the great retirement' as it seemed that perhaps the older generation was using the pandemic as an excuse to take early retirement out of choice – and no doubt some did - but it would seem that many couldn't find suitable new roles and still can't, even though there continues to be a talent shortage. According to the Institute for Economic Equity, there were 3.3 million more retirees in October 2021 than in January 2020, a massive 7% increase. While some older workers may have decided not to return to the office due to Covid health concerns or perhaps because they didn't need the money and genuinely wanted to retire, recent research shows that others felt pressured into taking the option of retirement with companies either edging them out of existing roles or rejecting them for new ones. Until the pandemic, the participation of over 50s in the workforce had been growing, and this sharp reversal sees much wisdom and experience disappearing from the industry as the older generation remains outside of the business world. Why are companies reluctant to re-employ older workers, and why are so many over 50s choosing not to stay in the workplace? It would seem that there are two issues. While D,E&I is a primary focus for organisations across the globe and great strides are being made to tackle vital issues such as sexism, gender identity and race, many companies overlook ageism when it comes to inclusivity. Firstly, this creates issues around recruitment, where managers may choose not to hire or promote older workers because of preconceptions that they will be too expensive, not want to learn new skills or not be digitally proficient. Secondly, older workers may not feel valued and respected in their roles and are not being offered benefits which pique their interest or feel relevant to them. According to a recent report by McKenzie-Delis, only 14% of companies have training geared towards older workers, and many employers wrongly assume that more senior staff are not interested in career progression and personal development. Constantly being overlooked for meaningful new projects or opportunities to progress at work can leave older staff feeling demotivated and disengaged, making the option of early retirement an appealing alternative. What can companies do to help resolve the issue? Not considering older workers when recruiting and not being aware of how to retain those over 50 in their current roles adds to the headache for HR teams when trying to stem the flow of talent loss. Companies should perhaps now look at strategies to attract older candidates and review how to make their working environment attractive enough to encourage them to stay in post. Initiatives such as inclusion training, focussing on ageism, and ensuring that equal training and development opportunities are offered to those of an older generation could be a step forward for businesses that want to make their more mature employees feel valued. When thinking about recruitment, job adverts can be worded inclusively, maybe avoiding tech-heavy, modern jargon which could be off-putting for older applicants who may believe that the role is implying that it is not aimed at them and that they would be unsuccessful in the process. Not forgetting the other end of the scale Remember that the youngest people in the workforce can also suffer. During the pandemic, there were significant issues for graduates where companies faced recruitment freezes and, in some cases, graduate training programmes were paused or cancelled altogether. Many young people who left university during this time found difficulty in securing employment in their chosen field. This has led many young workers to have extended CV Gaps and lack experience in their sector. The good news is that graduate job vacancies are now 20% higher than pre-pandemic. However, many graduates are still facing a tricky situation where they often have no practical experience in their industry and long periods out of work, making them a less attractive proposition to employers. In addition, research shows that the quality of applicants has dropped, perhaps because some graduates have opted for a different career path if they were able to secure employment elsewhere during the pandemic and have not returned to graduate-level work since. Alongside this, those who had to study for their degrees from home during lockdown perhaps had a lower standard of education and a less enriched experience of being at university, leaving them less equipped for work. Unfortunately, this feeds into the age-old stereotype and vicious cycle that school leavers and graduates don't have enough experience to secure a job even though they can't get experience if no one gives them a job. Although things are looking less bleak for the youngest workers, it could be time for businesses to consider hiring policies for those caught up in the pandemic years and look past the CV gaps. Instead, consider how they could pick up some top talent willing and able to learn and develop new skills quickly to help solve some of their recruitment issues. To summarise much can be done to address ageism in the workplace, and the benefits could be far-reaching for employees at either end of the working age spectrum and for businesses that may find it easier to retain top professionals and recruit new talent to fill staffing gaps. If you are looking to recruit new team members or if you are looking for your next career move, contact our expert recruitment team at McGregor Boyall today and find out how we can help you. 

East Coast, USA: September 1st 2022 Global recruitment specialists McGregor Boyall have expanded their presence by launching operations on the East Coast, USA. According to reports, the Technology sector in the USA is the biggest in the world. It accounts for more than 8% of all regional jobs, with more than 12 million people working within the industry and an estimated market value of more than $1.6 trillion. The continued success of the region's technology sector and McGregor Boyall's desire to grow meant that North America was the next logical location for global expansion.  International Managing Director Richard Lett, who will head up operations in North America, commented on the expansion:  “Our expansion into North America has come about due to the increased demand for primarily technology talent from our clients whom we have been fortunate enough to support successfully for many years. We are very excited about expanding our recruitment services even further into the US and bringing the same success to our existing and new client partners based in North America”. Richard launched our Middle East operation ten years ago and will now focus on establishing and growing McGregor Boyall's presence on the East Coast, USA. Richard has over 20 years of recruitment experience and joined McGregor Boyall in 2012.  McGregor Boyall North America will focus on Technology verticals initially, primarily in the financial services sector. Long-term demand for talent in the Technology and Financial Services sectors will remain high – and it is in response to this that McGregor Boyall supports its clients in these areas. 

Amongst the many ways organisations are looking to improve their diversity, equity and inclusion strategies, parental leave has become one of the latest company benefits to come under review. Currently, the law only requires maternity leave to be granted to the birth mother of a child - up to 52 weeks. In addition, for the past twenty years, fathers have also been given two weeks of paternity leave to help look after mother and baby, with a legal requirement to be paid at only half of the minimum wage. However, companies have the choice to pay more. While this may have seemed ground-breaking at the time it was introduced, it seems somewhat outdated in today’s diverse society. Only 32% of fathers claimed paternity leave in the UK last year, which researchers attribute to the rising cost of living compared to statutory paternity pay, which has not kept up with inflation, meaning that many families can’t afford to lose the income. As attitudes have changed around the role of fathers and the structure of families, businesses are beginning to realise that they must offer suitable parental leave options for all primary and secondary caregivers if they want to be genuinely inclusive. Ringing the Changes Employers are all too aware that in the war for talent, candidates can be picky about whom they work for, and having a solid D,E&I offering now ranks among the highest priorities for many employees, with around 50% of workers stating that they would move jobs to improve their wellbeing and work/life balance. This includes parental leave and LGBTQIA+ equity and inclusion, whereby organisations must recognise that parents can be non-heterosexual, different genders or non-gender conforming and that babies may be the product of birth, surrogacy or adoption. Companies’ parental leave policies should reflect this and offer equal time off for all parents, not just birth mothers. The good news is that according to a recent Employee Benefits poll, 69% of employers said that they are already offering equal parental leave for all parents, including surrogacy and adoption. The survey findings also showed that out of the remaining respondents, another 10% were considering implementing changes to their parental leave policies in the near future. Many companies are now getting on board with the idea, including insurance giant Aviva, who said they want to be recognised as having a ‘family-friendly culture’ as part of their D,E&I efforts. Their research identified that 80% of fathers working in the business had taken up to five months of parental leave, highlighting that secondary caregivers do want to take time off but can be hindered by the current unsuitable 2-week statutory legal offering for paternity leave. Another forward-thinking firm is the consumer health organisation, Haleon. With over 22,000 employees, the company announced last month that all of its staff, regardless of gender or sexuality, would be entitled to 26 weeks of fully paid parental leave, covering biological birth, surrogacy and adoption. Haleon cited the initiative as “a commitment to give equal opportunities for all of its employees to focus on raising a family, while safe in the knowledge that their careers can continue to flourish” as part of their more comprehensive D,E&I strategy to help make them an employer of choice. The future of parental benefits Now that organisations are levelling their parental leave across the caregiving spectrum, how else can companies further their offering to improve the employee experience? Global management consultants McKinsey seems to have come up with some answers in the form of two initiatives to extend parental benefits. The first is a re-boarding programme where staff are supported in transitioning back to work after a long period away from their job while on parental leave. It includes a re-integration scheme to help ensure returning employees can maintain their career growth rather than having to ‘play catchup’. The second initiative is a company healthcare package covering any complex medical procedures necessary for some same-sex couples to conceive. The company’s chief diversity and inclusion officer said, “We hope these changes allow parents to focus on family—then successfully return to doing the work they love.” It would appear that big business is on board with supporting families, which can be good for their staff recruitment and retention, help foster an inclusive work environment, and benefits employees, their families and hopefully society as a whole. If you are looking for talented individuals to help develop your D,E&I strategies, talk to our expert recruitment team at McGregor Boyall today. Visit their profiles here; Nina Adair, Kara Feller, Natasha Francis. 

A new trend is emerging in the work world, which may be of some concern to businesses worldwide. Known as 'Quiet Quitting', the idea, born out of TikTok posts and which some are saying was initially inspired by China's Lay Flat movement, is the practice of only doing the bare minimum required in your job description to achieve a better work/life balance. Thanks to social media, the trend has gone viral and can involve anything from turning down additional projects to refusing to answer work messages outside of working hours. The concept is that an individual is not actually 'quitting their job'; instead, they are quitting the notion of going above and beyond at work to reduce stress while still getting paid the same wages. Why are people becoming quiet quitters? Aside from the fashion to jump on the bandwagon of something trending online, there may be a valid reason behind this growing phenomenon. During lockdown, many people suffered burnout as they tried to juggle the pressures of work, family commitments and the mental stress of being confined to home. Conversely, others enjoyed the benefits of lockdown in the form of hybrid or remote working and greater family and leisure time, giving them a taste of what they had been missing out on when working long and antisocial hours over and above their contracted role before Covid. On returning to the office and more regular work routines, many individuals who had experienced a preferable work/life balance during the pandemic acknowledged that perhaps they didn't want to return to what they felt had been expected of them by their employers pre-Covid, such as volunteering for additional responsibilities or generally being available 24/7, and this is where the idea of quiet quitting was devised. Why not just change jobs? It is perhaps noteworthy to consider the fact that, at the start of the year, 31% of people surveyed had said they would quit their job even if they didn't have another one to go to and around 50% said that they would consider moving company to improve their wellbeing. However, this new trend for quiet quitting could suggest that with the continuing cost of living crisis and the recent slowing of the job market across many industries, people are becoming less blazé about leaving their jobs and instead are opting to reduce their commitment to their current position to retain some financial security while improving their wellbeing at work. Equally, it can be viewed that the trend is not just about disliking your job but more of a rebellion across the board about what companies expect from their staff as standard behaviour during and outside of working hours. A lose-lose situation? Presenteeism is vital to both productivity and company culture, and quiet quitters have made it clear that their aim is to be as disengaged as possible and only do what they have to to keep their job. In addition, a workforce including quiet quitters can create a hostile working environment where others may be influenced to follow suit, leading to a downward spiral of reduced productivity and deteriorating company culture. Perhaps the most significant issue could be for quiet quitters themselves. According to research, the overriding factor people now place importance on in their career is 'workplace happiness'. While many quiet quitters are using the trend as a protest against employee expectations, ultimately, some quiet quitters are just not happy in their roles, and quiet quitting (as opposed to actually quitting) could see people remain in jobs they dislike. In such cases, individuals would perhaps be better to find a role that engages them and is more aligned with their authentic selves. How can businesses combat quiet quitting? According to a recent Gallup survey, 60% of people are emotionally detached at work, and 19% are miserable. This lack of job satisfaction has been attributed to unmanageable workloads, lack of manager support and excessive time pressures, which spills over into leisure time, where unhappy employees will take their poor temperament and low morale home with them. Companies who want to improve employee engagement and create a positive work environment must address their D,E&I and CSR offerings to help improve mental health in the workplace and offer staff flexibility, fulfilment and support to enhance their wellbeing and reduce stress or anxiety caused by work.  Business leaders should acknowledge the growing trend of quiet quitting and realise that the world has changed in the wake of the pandemic. Demonstrating an understanding that people want a better quality of life by encouraging workers to 'switch off' after a certain time at night and at the weekend, setting realistic targets and rewarding additional effort so that employees feel valued can all go a long way to boosting morale which in turn can improve productivity and engagement. For those already managing quiet quitters, expert advice suggests that rather than move straight to disciplinary proceedings, engagement may be able to be regained through conversation and support. A solution could be found if the employee can express their reasons for their dissatisfaction at work, and the business could retain an experienced employee. The future for quiet quitting While companies will always have a handful of employees who choose to do the least amount of work possible, the current trend for quiet quitting may be short-lived if it is just a reaction to how expectations at work have changed in the last couple of years. Providing that organisations address the problem head-on and take steps to deal with the causes, quiet quitting could be something we are talking about as a distant memory in a few months' time. However, businesses should be mindful that if they only pay lip service or try to ignore the problem completely, they could create long-term productivity issues as the quiet quitters continue to rebel. If you are looking for a role with a better work/life balance or if you are looking for top talent to join your team, contact our expert recruiters at McGregor Boyall today and find out how we can help you!

As Corporate Social Responsibility (CSR) remains a top priority for employers and employees alike, the UAE continues to build its reputation as a forward-thinking, ESG-conscious centre for business. With the sustainable Expo City Dubai opening in just a few weeks, the region seems to be making its mark and attracting big business to the area on the back of its socially responsible credentials - Google, Apple and Samsung all have a presence there, to name but a few. CSR seems to be embedded in the philosophy of the region. Not content to leave it up to companies to implement their socially responsible activities, since 2008, the Dubai Chamber of Commerce has run its corporate volunteering programme, 'ENGAGE Dubai', to encourage the local business community to participate in CSR. This year, the programme's 'Give and Gain 2022' event seems to have been an enormous success, reportedly attracting almost 5,000 volunteers from 68 different organisations over a month. A whopping 17,460 volunteering hours were contributed overall to benefit around 150,000 people. Activities included the collection of over 5,100Kg of e-waste and recyclable materials, planting 300 trees, donations of over 24,000Kg of humanitarian aid such as rice, stationery, and clothing, and just under 48,000 meals were served to people in need. Why CSR matters ENGAGE Dubai is great for the people it's helping, and businesses are becoming highly conscious of their CSR policies' impact on staff recruitment and retention. Recent research shows that 82% of millennials consider CSR efforts when deciding where to work, and 70% are willing to take a pay cut to work for a socially responsible organisation. 74% said their job is more fulfilling when they can contribute positively to social and environmental issues. Companies whose workforces are actively engaged in volunteering and giving programmes reported a 57% reduction in staff turnover. So clearly, the Dubai Chamber of Commerce is well aware that their efforts are both aiding the people of the UAE, who benefit from the help of the volunteers, and also attracting top professionals to live and work in the region by offering them an environment which supports social responsibility to help increase job satisfaction and improve wellbeing for workers. Couple all of this with the UAE's 4-day working week, some of the world's best transport links, restaurants and leisure facilities (not to mention the beautiful climate!), and you can see why many businesses and individuals are keen to relocate to the area. Dubai has clearly cemented its place as a global hub for ESG and CSR excellence. If you are interested to find out more about roles in Dubai, contact our specialist recruiters at McGreggor Boyall today.

Big Tech, the collective term for the largest and most influential technology companies in the world, is generally considered to include; Apple, Amazon, Google, Meta (formerly Facebook) and Microsoft, with some also counting Twitter, Netflix and Tesla amongst its rankings. These firms, which have always been highly profitable and enjoyed vast and rapid growth over the past decade, are suddenly preparing themselves for a period of change. Reports from Big Tech companies suggest a slowing and, in some cases, even a freeze on recruitment and a downturn in profits across the board in what is usually one of the most prosperous industries on the planet. In the next couple of weeks, Big Tech giant Meta is predicted to report a 33% decrease in net income in their quarterly earnings, with Google forecast to suffer the slowest sales increase since pre-Covid. The concern for the business world is that an economic recession in the tech sector and especially in the Big Tech companies, creates uncertainty not just in Tech but in other industries as well which could cause widespread panic, leading to a drop in share prices, loss of investment and a financial collapse for many organisations. Why the downturn? Many factors have affected the sector recently, including global economic pressures caused by the war in Ukraine and subsequent sanctions and hostilities with Russia, pushing the price of energy and goods and creating a cost-of-living crisis. The rising costs affect businesses directly as they see their overheads soar and also reduce customers' buying power, which obviously affects sales revenue. For example, recent research shows that there has been a substantial reduction in online advertising sales, especially on social media, which is causing issues for both Meta and Google. Research company Magna estimated that the US digital ad market increased by only 11% in the second quarter of 2022, compared to 58% in the same period last year. However, another viewpoint is that this 'downturn' is, in fact, just a return to more 'normal' times. Big Tech companies saw unprecedented growth during the lockdowns as everything went online, meaning they were one of the few sectors to prosper from the pandemic. Recruitment increased in these companies to keep up with consumer demand, and investors flocked to get a slice of the action. But, as the world returned to life outside of lockdown, there was always likely to be a levelling off of growth in the tech sector, with people having the choice to be able to shop, socialise and communicate offline again. Not all bad news So perhaps the outlook is not as bleak as it first appears. A slowdown in recruitment and a reduction in profits doesn't necessarily mean that Big Tech is collapsing, but perhaps it could be thought of as more of a streamlining of their services to operate efficiently and provide for reduced post-Covid customer demand. Also, while Big Tech growth may be slowing, Reuters reported this week that some results published by Google and Microsoft are not as bad as predicted, helping to restore confidence in the market and suggesting that Big Tech could survive a recession, which is good news for all businesses, as investor confidence could help to avoid industry panic. Meanwhile, to support SMEs in the UK, a government scheme encouraging businesses to adopt new software to improve productivity at hugely reduced prices has been extended to 760,000 companies. This bolstering of smaller firms and investment in technology aims to boost sales and help SMEs break into new markets, supporting the businesses themselves and helping the economy to grow to counteract any predicted slowdown. Could there be an upside? Odd as it may sound, the Big Tech slowdown could even have an unforeseen positive. Over the last couple of years, recruitment and retention have been a significant issue for many companies with far more jobs available than candidates to fill them, causing staff shortages and skills gaps. Perhaps a slowing of recruitment in Big Tech, with a ripple effect on smaller tech companies and across other industries, could help ease the war for talent with more tech professionals becoming available, helping to balance out the recruitment sector again and give employers back some control over the recruitment process and retention of good employees.  Big Tech could be in for a rough ride over the coming months, but hopefully, judging by the results filtering through so far, it is one which they can survive and perhaps even come out the other side of as more efficient businesses than they were before. If you are looking for your next career move within Tech or if you are looking for Tech professionals to join your team, contact our expert recruiters at McGregor Boyall today and find out how we can help you.

From double opt-in to cookie consent, data protection law has been the bane of many a marketeer and tech specialist's working lives for some time now. However, as part of its Data Reform Bill, the UK government recently announced new proposals to streamline and simplify some data collection processes, including cookie collection, to reduce the need for cookie consent by replacing individual pop-up messages on every website with a 'one-stop' data-privacy setting which would apply at the browser level. What are cookies? Cookies are small text files sent by the website you're visiting to the device you're using and stored on your device's web browser to track and collect data from your browser to send back to the website owner. Since the implementation of GDPR in 2018, it has become law to ask for consent to collect this data. This is why internet users are now constantly served pop-up banners to accept cookies when visiting a website, which can feel more than a little annoying for many people. Why do companies collect them? Tracking website users allows businesses to understand more about their customers, such as which pages they visit on the website, how long they look at them, where in the world they are, what sort of device they are using and where visitors go after they leave the site. This is extremely useful data for organisations, as it can help them understand customer behaviour and tailor their site to create the best user experience, as well as inform their advertising strategy based on what visitors are viewing. However, there are advantages for the user too. For starters, some websites won't let you in unless you agree to cookie collection, but more importantly, companies can offer visitors a bespoke version of their website if they know more about them. Remembering that a user is interested in a particular topic or product means that when they return to the website again, they can be shown more of what they are interested in and less about other items or subjects. Storing cookies also allows websites to retain log-in information making it easier for visitors to access their online accounts and other restricted data when returning to a website. What would the new rules mean? The plans, released to coincide with London Tech Week, mainly focus on relieving the pressures put upon small and medium-sized businesses (SMEs) to comply with GDPR rules and instead concentrate efforts to clamp down on companies who hound people with nuisance calls. The UK government summarises the bill as "increasing financial penalties for pestering people with nuisance calls and minimising the number of annoying cookie pop-ups people see on the internet." The proposals suggest scrapping what the government calls "red tape and pointless paperwork", which businesses are currently required to complete under EU GDPR, as part of a plan to "transform the UK's data laws for the digital age". This would include allowing cookies to be placed on a user's device without explicit consent for a broader range of purposes, removing the need for websites to display pop-up cookie banners and moving to an opt-out model of cookie consent in the long term - except for content which is likely to be accessed by children which would remain more heavily protected. It is estimated that the new rules could save businesses around £1bn over ten years, with the proposed changes also removing the requirement for SMEs to employ a data protection officer, allowing the ICO (Information Commissioner's Office) to be more flexible about which data protection cases it investigates and widening access to data for public health services and research. How have the proposals been received? Perhaps unsurprisingly, there has been a mixed reaction to the proposals, with many in the marketing and tech industries welcoming the changes which would make their jobs easier. However, privacy campaigners are less impressed with the potential new legislation. Concerns that data could be more likely to fall into the hands of hackers and expose users to increased identity theft or online fraud is a significant worry, with digital campaign organisation, The Open Rights Group commenting that "At a time when personal data can be leveraged to do all sorts of wrong things, depicting data protection as a burden is wrong, irresponsible and negligent" In addition, the legalities of how the new rules would affect data transition between the UK and EU are being investigated. Tech UK, the trade association who have worked with the government on the proposals, also noted that there are still several questions about exactly how the alternative browser-level cookies would work, suggesting more consultation is needed. So, it would appear that there is still a long way to go before GDPR rules are relaxed and pop-up cookie consent becomes a thing of the past but watch this space for updates. If you are looking for your next role in marketing, tech or compliance, or if you are looking for top talent to join your team, contact McGregor Boyall today and find out how our expert recruiters can help you.

While 53,500 new marketing positions may have been available in the UK last year and in excess of 18,000 unfilled Executive Marketing roles, employers are still reluctant to consider taking on overqualified candidates.  It is easy to assume that businesses would jump at the chance to take on marketing professionals who can bring a considerable amount of experience and expertise to their company and that having them in a more junior role would be a bonus. However, even though the war for talent continues to pose problems for recruiters, many companies prefer to tackle the issue by focusing on the retention of their current staff rather than filling their vacancies with overqualified marketeers.  This is largely because many employers believe that someone overqualified may not stay in a role for long, meaning the company will have to start their job search all over again, which can be costly, time-consuming and continue to leave them short-staffed. This is creating issues for many highly qualified marketing professionals who may have lost their jobs or suffered burnout during Covid, or could be looking for a new role for various reasons and ending up with gaps on their CVs if they can't get a job at a lower level. Why overqualified candidates are often rejected At an interview, it can often feel flattering to be told that you are overqualified for a role; however, the novelty can soon wear off if you struggle to find suitable employment. Some of the main reasons employers are reluctant to consider overqualified candidates include:  Concerns that the candidate may leave quickly because they find the role is not challenging enough Perceived issues around salary expectations based on previous employment, which might be out of the company's budget Apprehension about the ability of older candidates to be able to adapt to a new and more junior role Issues which could arise from a highly experienced candidate working with a less qualified team and, in some cases, working for a less experienced manager It may well be that none of these issues apply to many candidates' real situations but the perception that overqualified marketers come with this baggage can lead employers to reject them immediately. What to do about it To combat the preconceptions, it is advisable to address the fact that you are aware that you are overqualified before you are asked about it. This can be in a covering letter, on an application form, or, if you get to the interview stage, you may want to mention it before the interviewer does.  Explaining what motivates you to apply for a more junior role can alleviate concerns that an organisation may have about your suitability. It could be that you want a change of direction and need to gain more experience in a particular industry, perhaps you are relocating and would be happy to take on a more junior role in a new area, or maybe you have taken a career break to start a family and now feel that you would like a job with better work/life balance.  Try to ensure that you describe what excites you about the new role to highlight that you won't become bored quickly and also talk about how your experience and skills can benefit your potential new employer. If you have been job hunting for some time, you may have a gap in your CV. Always be honest as possible about spaces in your work history and include details of what you have been doing with the time, such as volunteering or personal development training. Please find out more about managing a gap on your CV in our blog dedicated to this topic. If you are highly experienced, you may also have so much information on your CV that it can be off-putting to a recruiter and instantly identify you as overqualified. In this case, removing less relevant jobs is recommended so hiring managers can focus on why your skills would be suitable for the role to which you have applied. If you have a LinkedIn profile, consider how to present yourself. Perhaps update your information to show the skills and experience that match your aspiring roles rather than your entire job history. Creating a win-win situation There is no doubt that there is a disadvantage for both candidates and employers when rejecting overqualified marketeers. The candidate is applying for the job because they are genuinely interested in taking on the role. Companies can miss out on some top-quality talent by automatically assuming they are not suitable for the position.  Hopefully, as we look to the future, employers will realise that overqualified candidates can offer skills, experience and a suitable solution to their recruitment needs allowing professional marketeers to secure the jobs to which they are applying. If you're looking for your next marketing role or need the right marketing talent to join your team, contact McGregor Boyall today and find out how our expert recruiters can help you. Visit their profiles here; Romana Begum and Matt Crawley.

According to recent reports, one in every four people suffers from mental health issues at work, such as stress, anxiety and depression, with poor mental health cited as the highest cause of sick leave, ranked above Covid-19 in 2021. Why are the numbers so high? It would appear that there has been a sharp rise in the number of people reporting mental health problems in the workplace. Much of this increase can be directly attributed to pandemic-related issues such as stress caused by burnout, depression and loneliness from the isolation of remote working, or anxiety about returning to the office. Added to this, many people also suffer from stress and anxiety caused by financial pressures as the cost-of-living crisis continues. However, the rise in reported mental health issues may also indicate a positive shift in workplace attitudes. It may well be that many workers have always suffered from mental health issues, but they have not felt comfortable reporting them due to the stigma which has generally surrounded mental health in the past. Problems facing employers With the rising mental health issues comes increased pressures for employers. Not only do workers who are off sick with mental health disorders leave companies short-staffed, but presenteeism also creates problems where employees suffering a mental health crisis can struggle to be productive and engaged, all of which negatively affects productivity and, in turn, impacts company profits. According to a recent Bloomberg article, British workers taking time off for mental health-related illness cost employers around £43 billion in 2021 alone. Added to this, businesses yet to embrace a culture of awareness and support for mental health can also expect a backlash in terms of staff retention and recruitment of new candidates. As reported in our blog on employee benefits, around 50% of workers are prepared to move jobs to improve their wellbeing, and a recent report from the US found that as many as 8 in 10 employees said that how employers support their staff's mental health will be an important consideration when they seek future job opportunities. With the war for talent still in full swing, many workers who feel unhappy in their work or unsupported by their current employer are no longer afraid to quit their job even if they don't have a new one lined up. They are aware that it is a 'candidates' market', and they would prefer to seek employment with a company that will consider their mental health needs. This might not be the case for much longer, as fears of a recession on the horizon could cause the market to swing the other way, which could cause candidates to stay with their current employers longer. What can companies do to support workers? Several initiatives organisations are implementing to support workers include access to in-house mental health first aiders, counselling, career coaches and life coaches. This can consist of providing the actual experts and allowing employees time off for consultations. Other initiatives organisations are implementing form part of their wellbeing strategies. They include partnerships with gyms, and access to nutritionists, to maintain a healthy mind and body. The key to the success of any initiative, however, is to ensure they are not stand-alone gestures; instead, organisations need to recognise that they must form part of robust company policies. Having a cohesive approach to Mental Health, D,E&I and CSR policies is now considered to improve employee wellbeing and job satisfaction, especially amongst underrepresented groups such as LGBTQIA+, women or black communities, which in turn can both support those with mental health issues, allowing them to return to work sooner and also reduce instances of poor mental health occurring or becoming severe in the first place. Unfortunately, mental health issues can affect anyone at any time and, as the statistics suggest, not having anyone with poor mental health in an organisation is extremely unlikely. Coming out of denial is the first step in the right direction which can immediately start to change company culture and attitudes towards mental health, helping to improve the workplace experience for those suffering. Other common myths are that only those with a diagnosis need support or that employees don't want to talk about mental health and won't be offered support. This outdated view can hold companies back regarding their wellbeing provision. As mentioned above, HR policy around this subject is something for which people are prepared to move jobs. According to a recent Deloitte study, mental health is a top priority amongst Gen Z and millennial job seekers. They are not only happy to be supported when they need it but expect a culture which encourages open discussion about mental health. Moving forward Companies who are prepared to support the mental health of their staff will not only be fulfilling their social responsibility to provide an inclusive work environment, but they are also likely to improve their recruitment and retention, as well as reduce their costs for absenteeism. While the increased pressures of a post-covid lifestyle and a struggling economy are harming mental health in the workplace, the recent increase in cases also hopefully suggests that organisations, and society as a whole, are perhaps becoming more sensitive and accepting of mental health issues, meaning that employees now feel that they can speak up and get the help they need. If you are looking for talented individuals to help develop your D,E&I strategies with experience in the provision of mental health support, talk to our expert recruitment team at McGregor Boyall today. Visit their profiles here; Nina Adair, Kara Feller, Natasha Francis.