Harnham Achieve Best Companies' 3 Star Accreditation

David Farmer our consultant managing the role
Posting date: 1/24/2019 2:18 PM
We are delighted to announce that Best Companies has awarded Harnham a 3 Star accreditation, their highest standard of workplace engagement.

Presented only to organisations that truly excel, the accreditation reflects 'extraordinary' levels of workplace engagement.

As a business who dedicates a lot of effort towards our employees’ wellbeing and development, we’re incredibly pleased to see that our team remains incredibly engaged. This is only our first year of participating in this survey, so to achieve such a high score reflects how highly we value our workforce. 

Following a recent run of award wins, including being named APSCo’s Recruitment Company of the Year £10m-£50m and LinkedIn’s 6th Most Socially Engaged Staffing Agency (out of 38,000), we’re excited to see what the remainder of 2019 holds for Harnham.

If you’d like to work for us, take a look at our Internal Recruitment area or email joinus@harnham.com.

Related blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out the related posts below.

Top Ten Tips: Video Interviewing for Data & Analytics Professionals

Large parts of the world may have moved to working remotely for the foreseeable future, but that doesn’t mean that their projects have ground to a halt. And, with Data & Analytics at the forefront of many businesses ongoing strategies, their Data teams are continuing to grow regardless.  As a result, we’ve seen a huge increase in the number of video interviews taking place as companies look to continue hiring and meet their growth and business goals.  For many, however, video interviewing will be an entirely new experience, one that throws a number of complications into the mix during an already unusual situation. With that in mind, we’ve put together our ten top tips for acing a video interview: UNDERSTAND THE TYPE OF VIDEO INTERVIEW “Live” interviews are ones where you’ll see another person on the end of the connection. These are typically conducted using Skype, Zoom or Google Hangout. For some interviews you’ll be recording your answers, expect these to be done using sites like Sparkhire. Ask your recruiter or contact with the business in advance so you know what type of video interview to expect. TEST YOUR INTERNET CONNECTION AND WEBCAM Test your connection for Skype, Zoom Google Hangout, or whichever interview platform you are specifically using. Do a test run to see how fast/slow your connection is to see if you will have any problems with the video that you may need to resolve beforehand. SOUND CHECK  Equally as important is how you sound. Having to repeat your answer because the interviewer couldn’t hear you will not only annoy the interviewer, it may disrupt your flow and throw you off guard. If possible, try not to use headphones, as they may make you look less professional (video interview or otherwise!), but audio quality is more important than appearance here, so check the audio in advance to be sure. CONNECT WITH YOUR INTERVIEWER IN ADVANCE  If you know who you’re interviewing with connect with them on LinkedIn beforehand or get their phone information. This is so you have a backup in case the video platform isn’t working and will save any last-minute panicking if the platform isn’t working. DRESS THE PART Just because the interview is over video doesn’t mean you don’t get dressed up for it. Dress how you would if you were having the interview face to face – first impressions count! Plus if you’re dressed smartly from head to toe it’ll help you feel best set up for success. LOOK BEHIND YOU  Interviewers can easily be distracted by what is happening behind you. If you don’t have a home office, use a room where you’ll have a wall or bookcase behind you which will look professional. REMOVE DISTRACTIONS Noise, music, children and pets can all be distractions to you and your interviewer. Be prepared to continue through the interview if your pet makes noise or your child barges in. Ideally if you can find a quiet space away from these distractions you won’t be interrupted. MAKE EYE CONTACT Interviews over video won’t replicate a live meeting. You have to proactively make sure you smile, make eye contact and speak clearly. Don’t fidget or make a lot of movement – if the connection is slow, you’ll appear fuzzy and out of focus. DON'T PREPARE AT THE LAST MINUTE You wouldn’t leave preparing to the last minute if you were meeting face to face so a video interview shouldn’t be different. Prepare your answers, questions to ask the interviewer and use post it notes if you need helpful reminders for video-specific tips (Look at the webcam! Smile! Speak clearly!). KEEP A GLASS OF WATER NEXT TO YOU It’s an ideal prop if you do need to take a couple of seconds to collect your thoughts before answering a question. Don’t substitute for a hot beverage (tea or coffee for example) as if you do spill you don’t want to be distracted by a burn or stain.  If you are looking for your next role, we may be able to help. Take a look at our latest jobs, where you will find a number of remote working opportunities.  Or, if you are looking to make a remote hire, get in touch with one of our expert consultants and we can help you manage the process. 

There’s Women At The Forefront Of Every Industry: A Q&A With Rachel Stuve

We recently had the opportunity to talk to Rachel Stuve, one of LinkedIn’s Top Voices in Data Science & Analytics, and a leading Director of Data teams. An expert in her field, Stuve has a wide breadth of experience. Having attended college in automotive-heavy Michigan, her first role was analysing the auto-industry at Chrysler. Shortly after she moved into local government, digitising and integrating their law enforcement processes before working on a state-wide Data-sharing initiative.  Most recently, however, Stuve has been focusing her efforts in Healthcare. While it might seem to many as a highly-specialised, inaccessible industry, Stuve disagrees. “It’s all about transferable skills,” she says. “You may be looking at different sets of Data with a healthcare provider but, essentially, the analysis follows the same principles”. Despite this, Stuve does admit that there are some hurdles to overcome, particularly when it comes to terminology.  “Admittedly the jargon does take some getting used to, and there is a lot of it.”  But the main differences are less scientific and more to do with infrastructure. Unlike like many Data-led industries, Health Insurers do not deliver directly to consumers. In fact, their main relationship is with Healthcare Providers.  “It’s not the same as getting a mortgage, you don’t approach your insurer to be provided with care. Your direct service is with the Healthcare provider, the hospital, or whoever, and it’s the insurer’s job to cover the payments. Part of the challenge is working out which providers offer the best value for money and, also, which ones offer quality care”. This means managing a team comprised of both Data Scientists and Epidemiologist, specialists who can better identify which treatments provide the most success, at the lowest cost. So, how can you get a team with different backgrounds and approaches to work in harmony with one another? “So much of a project’s success relies on agreeing to the right goals at the start. If you can get everyone to agree on what success looks like, be it a 10, 20% profit increase or whatever, you know you’re all working towards the same thing. Sure, you may have some debate around statistical conversations, but ultimately you’re all pulling in the same direction. "Stuve also stresses the importance of including the right people at the right stage of each project. Too often end-users are not included in the early stages of Data projects, leading to huge gaps in knowledge. Stuve notes: “If those who have true knowledge of what they need from a project are left out of the initial scoping, things will almost certainly be missed” In addition to her work in Healthcare, Stuve also invests in female-led start-ups with her work at Golden Seeds, something that is close to her heart.  “I love Golden Seeds. There have been numerous studies that show that female-run businesses produce higher returns, and yet they only receive a fraction of the investment that male-led businesses do.” She points to a recent article in the Harvard Business Review as to why this may be. According to the article, there is an inherent gender bias in the investment process where male entrepreneurs are asked about the potential of their businesses. Female entrepreneurs, on the other hand, were more likely to be asked purely risk-mitigating questions.  “People invest in optimism, so if you aren’t allowing an entrepreneur to sell you the dream, you’re far less likely to invest in them”.  Stuve also believes that there’s a perception that female-led businesses are less likely to be innovative: “I want to change the idea that these businesses are, for want of a better word, ‘girly’ and purely focused on clothes, food and retail. This is not the case from what I’ve seen, and women are at the forefront of all sorts of industries from biotech, to energy, to any number of specialisms”.  So, what does she look for when investing? “Sure I’m looking for an innovative idea that fulfils a business need, but I’m also looking to invest in the person. Are they realistic? Are they are strong leader? Do they know their own weaknesses and have they built up a team around them who can pick up where they’re not as strong?” “There’s also, unfortunately, a double-standard when it comes to the perception of male and female leaders. This means how they carry themselves makes a big difference, particularly if they’re looking for further investment in the future.” Stuve is well aware of the difficulties women face in male-dominated industries, having found herself as the sole female in many of her teams, increasingly so as she progressed into management. Fortunately, she sees light at the end of the tunnel: “Companies are beginning to see the value in broadening the diversity of their teams and there’s definitely been a shift in the corporate conversation around this.”  “Also, if you look for it, there is a fantastic network of women in Data out there. Reaching out tends to have this snowballing effect as well. You connect with one person, who introduces you to another, who introduces you to another, and soon you discover this amazing community of exceptional women”.  If you’d like to hear more from Rachel, you can follow her LinkedIn for regular updates and ideas.  For more information on the current states of Diversity in Data & Analytics, you can download our report on the subject here.  If you’re looking to build out your team or for a new opportunity, you can get in touch with one of our expert consultants or view our latest opportunities here. 

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