Privacy Notice



FRENCH TRANSLATION GERMAN TRANSLATION



Harnham Search and Selection 
Privacy Notice
1. General
1.1 Harnham Search and Selection Limited together with its group companies (“we”, “us” or “Harnham”) take the privacy of your information very seriously. This Privacy Notice is designed to tell you about our practices regarding the collection, use and disclosure of personal information which may be collected in person from you, obtained via our websites or collected through other means such as by an online form, email, or telephone communication.
1.2 This notice applies to personal information provided by our clients and suppliers about their employees and other individuals affiliated with them and also to candidates or prospective candidates (“Candidates”) whose data we process for proposed roles with our clients or prospective clients. Where a given role with our client is to be filled by a limited company or other corporate contractor we may process data relating to that company’s directors or shareholders and in this policy a “Candidate” may include directors and shareholders of corporate contractors. 
1.3 In this notice “you” refers to any individual whose personal data we hold or process (i.e: an individual candidate or potential candidate, an individual affiliated with a corporate contractor candidate, or an individual or employee associated or affiliated with our client or supplier.
1.4 In general, our services are related to the provision of recruitment services to clients and we do not process personal data on a large scale, but we will hold certain data in relation to Candidates and individuals affiliated with our clients and suppliers, and this notice sets out the basis on which we hold that data.
1.5 This notice is governed by the EU General Data Protection Regulation (the “GDPR”) from 25 May 2018.
2. Legal Basis on which we process personal data
2.1 Personal data we hold about you will be processed either because:
2.1.1 the processing is necessary in order for us to comply with our obligations under a contract between you and us, specifically for the provision of our services; or
2.1.2 the processing is necessary in pursuit of a “legitimate interest”, a legitimate interest in this context means a valid interest we have or a third party has in processing your personal data which is not overridden by your interests in data privacy and security
2.1.3 for certain ‘special categories’ of sensitive personal data including data relating to health and ethnic background which we may process from time to time we will process this data on the basis of your consent.

Harnham Search and Selection

Privacy Notice

1. General

1.1 Harnham Search and Selection Limited together with its group companies (“we”, “us” or “Harnham”) take the privacy of your information very seriously. This Privacy Notice is designed to tell you about our practices regarding the collection, use and disclosure of personal information which may be collected in person from you, obtained via our websites or collected through other means such as by an online form, email, or telephone communication.

1.2 This notice applies to personal information provided by our clients and suppliers about their employees and other individuals affiliated with them and also to candidates or prospective candidates (“Candidates”) whose data we process for proposed roles with our clients or prospective clients. Where a given role with our client is to be filled by a limited company or other corporate contractor we may process data relating to that company’s directors or shareholders and in this policy a “Candidate” may include directors and shareholders of corporate contractors.

1.3 In this notice “you” refers to any individual whose personal data we hold or process (i.e: an individual candidate or potential candidate, an individual affiliated with a corporate contractor candidate, or an individual or employee associated or affiliated with our client or supplier.

1.4 In general, our services are related to the provision of recruitment services to clients and we do not process personal data on a large scale, but we will hold certain data in relation to Candidates and individuals affiliated with our clients and suppliers, and this notice sets out the basis on which we hold that data.

1.5 This notice is governed by the EU General Data Protection Regulation (the “GDPR”) from 25 May 2018.

2. Legal Basis on which we process personal data

2.1 Personal data we hold about you will be processed either because:

2.1.1 the processing is necessary in order for us to comply with our obligations under a contract between you and us, specifically for the provision of our services; or

2.1.2 the processing is necessary in pursuit of a “legitimate interest”, a legitimate interest in this context means a valid interest we have or a third party has in processing your personal data which is not overridden by your interests in data privacy and security

2.1.3 for certain ‘special categories’ of sensitive personal data including data relating to health and ethnic background which we may process from time to time we will process this data on the basis of your consent.

3. Personal data we collect

3.1 We may collect and process the following personal data (information that can be uniquely identified with you) about you:

3.1.1 for individuals associated with our clients we may hold contact information such as names, email addresses, phone numbers, addresses, and job titles and/or specific roles within your organisation (“Client Contact Information”);

3.1.2 for individuals associated with our suppliers and other third parties we interact with we may hold contact information such as names, email addresses, phone numbers, addresses, and job titles and/or specific roles within your organisation (“Third Party Contact Information”);

3.1.3 for Candidates we may have personal information about you, your background, work history etc. This information may include name, address, telephone number, email address, CV, work history, educational qualifications (“Candidate Information”);

3.1.4 a record of any correspondence or communication between you and us (“Communication Information”);

3.1.5 marketing information we may hold about you in order to provide information about our services this may include names, email addresses, phone numbers, addresses, and job titles and/or specific roles within your organisation (“Marketing Information”).

3.2 We will collect information either from you directly or from a third party (for instance your employer or an introducer). If we do obtain your personal data from a third party your privacy rights under this notice are not affected and you are still able to exercise the rights contained within this notice.

3.3 Although you do not have to supply any personal information to us in practice we may be unable to provide our services to you without personal data (for instance we will need contact information in order to communicate with you). You may withdraw our authority to process your personal data (or request that we restrict our processing) at any time but there are circumstances in which we may need to continue to process personal data (please see below).

4. How we process your personal data 

4.1 Please see the table below, which sets out the manner in which we will process the different types of personal data we hold:

Purpose/Activity

Type of data

Lawful basis for processing including basis of legitimate interest

When we are setting up a retainer or engagement with a client or potential client with whom you are associated or entering into an agreement to provide services to our client.


Client Contact Information

Communication Information

Performance of a contract


Necessary for our legitimate interests (to establish necessary information about you in order to provide our services)


When we research, locate and record information relating to Candidates.


Candidate Information

Necessary for our legitimate interests (in order to deliver recruitment services to our clients in the interests of the clients and Candidates).


When we provide information relating to Candidates to our clients or potential clients.


Candidate Information

Necessary for our legitimate interests (in order to deliver our services to our clients in the interests of the clients and Candidates).


When we communicate with you as an individual affiliated with our client or potential client in order to provide our services to you.

Client Contact Information

Communication Information

 

Performance of a contract


Necessary for our legitimate interests (in order to deliver our services to our clients).


When we communicate with you as a Candidate or an individual associated with our Candidate in the context of a given role or type role.


Candidate Information

Communication Information

 

Performance of a contract


Necessary for our legitimate interests (in order to deliver our services to our clients in the interests of clients and Candidates).


When we store information relating to Candidates in order to put Candidates forward for potential roles in the future.


Candidate Information

Necessary for our legitimate interests (in order to deliver our services to our clients in the interests of the clients and  Candidates).


When we enter into an agreement with you or an organisation with which you are connected as a supplier.


Third Party Contact Information

Communication Information.

Performance of a contract with you


Necessary for our legitimate interests (in order to deliver our services).


When we communicate with you as an individual affiliated with our supplier or another third party we interact with.

Third Party Contact Information

Communication Information

 

Performance of a contract with you


Necessary for our legitimate interests (in order to deliver our services to our clients).


When we communicate with you as an individual affiliated with our client, potential client about our services (for instance if you request assistance).

Client Contact Information

Communication Information

 

Performance of a contract with you


Necessary for our legitimate interests (for running our business and to provide our clients with our services)


To manage our relationship with you as our client, supplier or third party.


 

Client Contact Information

Third Party Contact Information


Communication Information


 

Performance of a contract with you.


Necessary to comply with a legal obligation.


Necessary for our legitimate interests in ensuring that we maintain good relationships with our clients, suppliers and third parties.


To store your contact information for marketing purposes and sending marketing and other promotional communications to you.


Client Contact Information


Candidate Information


Marketing Information


 

Necessary for our legitimate interests in promoting our services to business customers or Clients, or consumers with consent or because the relevant individual has purchased similar services from us.


 

For each type of data listed above, definitions are included under clause 3.1.

5.1 Data Retention

Our current data retention policy is to delete or destroy (to the extent we are able to) the personal data we hold about you in accordance with the following:

Category of personal data

Length of retention

Records relevant for tax authorities

8 years from the end of the year to which the records relate

Candidate Data

The later of 7 years from placing a Candidate in a given role with our client, or in the case of contractors, 7 years from the end of the role with our client, or 7 years from the last date on which you have interacted with us.

Candidate Data where we have researched and located Candidate Data without direct interaction

1 year from date of data collection

Personal data processed in relation to a contract between you and us

7 years from either the end of the contract or the date you last used our services, being the length of time following a breach of contract in which you are entitled to make a legal claim.

Personal data held on marketing or business development records

3 years from the last date on which you have interacted with us.

 

5.2 For any category of personal data not specifically defined in this notice, and unless otherwise specified by applicable law, the required retention period for any personal data will be deemed to be 7 years from the date of receipt by us of that data.

5.3 The retention periods stated in this notice can be prolonged or shortened as may be required (for example, in the event that legal proceedings apply to the data or if there is an on-going investigation into the data).

5.4 We review the personal data (and the categories of personal data) we are holding on a regular basis to ensure the data we are holding is still relevant to our business and is accurate. If we discover that certain data we are holding is no longer necessary or accurate, we will take reasonable steps to correct or delete this data as may be required.

5.5 If you wish to request that data we hold about you is amended or deleted, please refer to clause 8 below, which explains your privacy rights.

6. Sharing your information

6.1 We do not disclose any information you provide to any third parties other than as follows:

6.1.1 We will disclose Candidate Data to our clients or potential clients and our clients will be the data controller for that Candidate Data;

6.1.2 We may disclose information to our group companies;

6.1.3 if we are under a duty to disclose or share your personal data in order to comply with any legal obligation (for example, if required to do so by a court order or for the purposes of prevention of fraud or other crime);

6.1.4 in order to enforce any terms and conditions or agreements for our services that may apply;

6.1.5 if we are sub-contracting services to a third party we may provide information to that third party in order to provide the relevant services;

6.1.6 we may transfer your personal information to a third party as part of a sale of some or all of our business and assets to any third party or as part of any business restructuring or reorganisation, but we will take steps with the aim of ensuring that your privacy rights continue to be protected;

6.1.7 to protect our rights, property and safety, or the rights, property and safety of our users or any other third parties. This includes exchanging information with other companies and organisations for the purposes of fraud protection and credit risk reduction.

6.2 Other than as set out above, we shall not disclose any of your personal information unless you give us permission to do so. If we do supply your personal information to a third party we will take steps to ensure that your privacy rights are protected and that third party complies with the terms of this notice.

7. Security

7.1 We will take all reasonable steps to ensure that appropriate technical and organisational measures are carried out in order to safeguard the information we collect from you and protect against unlawful access and accidental loss or damage. These measures may include (as necessary):

7.1.1 protecting our servers with software firewalls;

7.1.2 locating our data processing storage facilities in secure locations;

7.1.3 encrypting all data stored on our server with an industry standard encryption method that encrypts the data between your computer and our server so that in the event of your network being insecure no data is passed in a format that could easily be deciphered;

7.1.4 when necessary, disposing of or deleting your data so it is done so securely;

7.1.5 regularly backing up all data we hold.

7.2 We will ensure that our employees are aware of their privacy and data security obligations. We will take reasonable steps to ensure that the employees of third parties working on our behalf are aware of their privacy and data security obligations.

7.3 This notice and our procedures for handling personal data will be reviewed as necessary.

7.4 Unfortunately, the transmission of information via the internet is not completely secure. Although we will do our best to protect your personal data, we cannot guarantee the security of your data transmitted to the Site; any transmission is at your own risk. Once we have received your information, we will use the strict procedures and security features referred to in this clause to try to prevent unauthorised access.

8. Your privacy rights

8.1 The GDPR gives you the following rights in respect of personal data we hold about you:

The right to be informed

You have a right to know about our personal data protection and data processing activities, details of which are contained in this notice.

The right of access

You can make what is known as a Subject Access Request (“SAR”) to request information about the personal data we hold about you (free of charge, save for reasonable expenses for repeat requests). If you wish to make a SAR please contact us as described below.

The right to correction

Please inform us if information we hold about you is incomplete or inaccurate in any way and we will update our records as soon as possible, but in any event within one month.

We will take reasonable steps to communicate the change to any third parties to whom we have passed the same information.

The right to erasure (the ‘right to be forgotten’)

Please notify us if you no longer wish us to hold personal data about you (although in practice it is not possible to provide our services without holding your personal data and we may need to keep your data in some circumstances). Unless we have reasonable grounds to refuse the erasure, on receipt of such a request we will securely delete the personal data in question within one month. The data may continue to exist in certain backup, but we will take steps to ensure that it will not be accessible.

We will communicate the erasure to any third parties to whom we have passed the same information.

The right to restrict processing

You can request that we no longer process your personal data in certain ways, whilst not requiring us to delete the same data. However again, some of our Services will not be available if processing is restricted.

The right to data portability

You have right to receive copies of personal data we hold about you in a commonly used and easily storable format (please let us know a format which suits you). You may also request that we transfer your personal data directly to a third party (where technically possible).

The right to object

Unless we have overriding legitimate grounds for such processing, you may object to us using your personal data for direct marketing purposes (including profiling) or for research or statistical purposes. Please notify your objection to us and we will gladly cease such processing.

Rights with respect to automated decision-making and profiling

You have a right not to be subject to automated decision-making (including profiling) when those decisions have a legal (or similarly significant effect) on you. You are not entitled to this right when the automated processing is necessary for us to perform our obligations under a contract with you, it is permitted by law, or if you have given your explicit consent.

Right to withdraw consent

If we are relying on your consent as the basis on which we are processing your personal data, you have the right to withdraw your consent at any time. Even if you have not expressly given your consent to our processing, you also have the right to object (see above).

 

8.2 All SARs and other requests or notifications in respect of your above rights must be sent to us in writing to Harnham Search and Selection Limited 3rd Floor, Melbury House, 51 Wimbledon Hill Road, Wimbledon SW19 7QW, dataprotection@harnham.com

8.3 We will endeavour to comply with such requests as soon as possible but in any event we will comply within one month of receipt (unless a longer period of time to respond is reasonable by virtue of the complexity or number of your requests).

9. Data Breaches

9.1 If personal data we hold about you is subject to a breach or unauthorised disclosure or access, we will report this to the Information Commissioner’s Office (ICO) and/or our data protection manager.

9.2 If a breach is likely to result in a risk to your data rights and freedoms, we will notify you as soon as possible.

10. Transferring your information outside Europe

10.1 As part of the services provided to our clients offered to you the information you provide to us may be transferred to, processed and stored at, countries or international organisations outside of the EEA.

10.2 Our client may be based outside of the EEA and we may transfer personal data to our client outside of the EEA. For instance we may transfer Candidate Information to our client outside of the EEA where this is necessary to perform a contract between us and the client and this is in the interests of the Candidate.

10.3 Data may be processed by our group companies based outside of the EEA, but we will ensure that any data accessible by our group companies will be subject to a data transfer agreement or binding corporate rules to maintain your rights as a data subject.

10.4 If you contact us while you are outside the EEA, your information may be transferred outside the EEA in order to communicate with you.

10.5 If we transfer your information outside of the EEA other than in accordance with this clause and the third country or international organisation in question has not been deemed by the EU Commission to have adequate data protection laws, we will provide appropriate safeguards and we will be responsible for ensuring your privacy rights continue to be protected as outlined in this notice.

11. Notification of changes to the contents of this notice

We will post details of any changes to our policy on www.harnham.com to help ensure you are always aware of the information we collect, how we use it, and in what circumstances, if any, we share it with other parties.

12. Contact us

If at any time you would like to contact us with your views about our privacy practices, or with any enquiry or complaint relating to your personal information or how it is handled, you can do so via the following address: Harnham Search and Selection Limited, 3rd Floor, Melbury House, 51 Wimbledon Hill Road, Wimbledon SW19 7QW, dataprotection@harnham.com

If we are unable to resolve any issues you may have or you would like to make a further complaint, you can contact the Information Commissioner’s Office by visiting http://www.ico.org.uk/ for further assistance.


Harnham 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 our recent posts below.

Why A Good Work-Life Balance Is Better for Business

Contrary to American sitcoms, work life balance isn’t about sitting in coffee shops contemplating life and complaining about work. However, there are plenty of jobs where you can work from or in a coffee shop. The rise of virtual, remote, and contractual roles has contributed to the demand for work life balance. But, sometimes, in our tech-led world, where business can follow us anywhere, the balance becomes more about setting boundaries. It’s about putting down our mobile phones, closing our laptops, and dipping our toes into other waters.  Where Does Your Country Fit on the Work-Life Balance Scale? European countries have been leading the way with work-life balance for some time, with the Netherlands topping the list at number one. With the UK sitting at number 29 out of the 38 countries in the Organisation for Economic Co-operation and Development (OECD), what’s tipping the scales? 13% of British employees work 50 or more hours per week versus 0.5% of people in the Netherlands work those long hours. The average Brit is therefore only setting aside 14.9 hours for leisure and personal care (including eating and sleeping) a day versus those in the Netherlands who dedicate 15.9 hours. Countries in the Nordics work a maximum of 48-hours per week. However, the reality is significantly lower, with the Finnish working an average of 36.2 hours a week, the Swedes 35.9 hours, Norwegians at 34 hours, and the Danes just 32 hours.Denmark, Finland, Sweden, Norway, and Iceland have become renowned for fostering optimal work-life balance. But, though the Netherlands sits at the number one spot on the OECD, the Danes top the list as the happiest in the world. The Danish welfare model, characterised by quality of life and a good work-life balance offers: Flexible working conditions and social support networks, including maternity leave and childcare facilities. A high degree of flexibility at work – often including adaptable start times and the ability to work from home. Lunch breaks are often at a designated time each day, enabling colleagues to interact, eat together, and get away from their desks. There is a minimum 5 weeks’ paid holiday for all wage earners. The Danish welfare society is characterised by quality of life and a good work-life balance. Work-life balance for the Danes is a healthy balance of priorities. As important as career and ambition is, are is just as important to balance life outside work (pleasure, leisure, family, and health). This understanding of balance not only puts Denmark at the top of the international equality table, it also contributes to a generally high standard of living. Further research shows 33% of working American adults work over the weekend and on holidays. This, in turn, has led 66% to say they don’t feel they have a good work-life balance. One of the main drivers contributing to the need to always be “on” and available is 24/7 technology.  For example, if an employer emails, texts, or rings an employee at dinnertime, the employee often feels compelled to answer straightaway. While 57% of those surveyed feel technology has ruined the family dinner, 40% believe it is okay to answer an urgent call or email at the dinner table. So, it comes back to boundaries and not feeling guilty about ‘switching off’ for a few hours or a few days to ‘recharge’. What Companies are Doing to Improve Work-Life Balance  Nordic businesses remain at the top of the list for best work-life balance. Though much of it is dictated by strict Nordic Labour laws, companies outside the Nordics are beginning to take pages from their playbook.  At a business in Helsinki, Finland, employees are encouraged to go home on time at the end of their day. Often this falls around 5:00pm, though leaving earlier to say, go to a child’s sports activity, is always a guilt-free option.  Like many European businesses, employees also receive five weeks of paid vacation each year. Everyone gets stock options and teams are small with the ability to make autonomous decisions. The theory: this team is closest to the project, they know what is best for it. No management approval required, but only to help share in lessons learned. Many Nordic businesses have shortened hours and a focus on family. By putting family first, businesses report improved productivity and innovation, less absenteeism, and reductions in staff turnover. Other benefits can include: Ability to leave work 30-minutes early to pick up kids from school or take them to sports practice Ability to use sick days to take care of sick children Businesses regularly offer gym memberships, event discounts, leadership classes, and team-building exercises as well as opportunities for employees to take courses and further their education. At one business, in Sweden, for example, employees have access to a leisure centre and recreational activities such as fishing, tennis, and swimming. Though everyone has their own definition of what work-life balance means to them, it can be difficult to follow without government mandates, like in some European countries, or if you’re a small business. Our UK and Europe Salary Guide showed that, with over 98% of respondents working full time, at least some flexibility is now expected. We found that 53% of respondents work at home at least one day a week, and 56% have flexible working hours, highlighting that these ‘benefits’ are now becoming the norm.  Harnham Life As a business, we try to both reflect, and the lead the way with, developments that we see across the Data & Analytics industry. From ensuring our consultants leave on time two days per week to participate in pursuits outside work, to offering one fully-paid Charity Day per year, we place emphasis on creating an environment where our teams feel like they have a good work-life balance. By building a culture where a consultant can set up a book club or arrange a night out on the town, we have formed a business where employee welfare is prioritised.  Though everyone has their own definition of what work-life balance means to them, it can be difficult to follow without government mandates like in some European countries or if you’re a small business. The important thing is to do what’s right for you and sometimes turn off your phone, close your laptop, and meet up with some family or friends in that coffee shop.  Whether you’re looking for a permanent position with more benefits, or the freedom of a contract role, we’re here to help with your job search.  

Key Fraud Trends: How to Stay Safe in the Changing Fraudscape

Sharing and collecting data is part of our everyday lives. Whether our information is shared over social media, e-commerce sites, banks, or elsewhere, this can open up risks.  2017 saw the highest number of identity fraud cases ever, an increase in young people ‘money muling’ and higher bank account takeovers for over-60s. Whilst overall fraud incidences fell 6%, these cases highlight just some of the changing trends as fraud issues stem more from misuse than ever before. Dixons Carphone, Facebook and Ticketmaster are just three cases you may recognise from a string of high profile data breaches this year. Technological advances, more accessible and available data, coupled with an increased sophistication of fraud schemes, makes it more likely that data breaches and fraud attacks will become regular news items. But how is the fraud landscape changing and can technological advances be advantageous in detecting and reducing fraud? Identity fraud increasing for under 21s In June 2018, Dixons Carphone found an attack enabled unauthorised access to personal data from 1.2 million customers. It’s now been uncovered that the number is much higher, closer to ten times initial estimates. Whilst no financial information was directly accessed, personal data such as names, addresses and emails enable fraudsters to fake an identity. Younger fake identities are used more for product and asset purchases which typically require less stringent checks, such as mobile phone contracts and short-term loans.  In 2017, Cifas, a non-profit organisation working to reduce and prevent fraud and financial crime, reported the highest number of identity fraud cases ever. Under 21s are most at risk seeing a 30% increase as they engage more with online retail accounts. Whereas previously identity theft would manifest itself in fraudulent card and bank account activity, it’s now being used to make false insurance claims and asset conversion calling for stronger detection in these industries.  Young People Used as Money Mules This age group aren’t only being targeted for identity theft; there’s a 27% uplift in young people acting as money mules. ‘Money muling’ is a serious offence that carries a 14-year prison sentence in the UK. In most cases, younger people are recruited with the lure of large cash payments to facilitate movement of funds through their account, taking a cut as they go.  In a world where young lives are glamourised and luxurious goods are displayed over social media, this cut can be particularly appealing. Whether aware, believing the reward outweighs the risk, or unaware a money laundering crime is being committed, deeper fraud controls are needed across social media as much as bank accounts. This raises the question as to whether banks should be linking social media to customer details to stop money laundering early on? Increased bank account takeover for over 60s Cifas also reported an increase in account takeovers for over 60s for the same period. Seen by fraudsters as a less tech-savvy and therefore more susceptible demographic, over 60s are increasingly being targeted with online and social engineering scams. The same features which can make some over 60s a target for these scams, can also mean that account takeovers are not immediately noticed and reported, posing yet another difficulty for fraud monitoring and prevention. Vigilance and proactiveness is key. Here are three tips to get you started: Never give personal or security information to someone who contacts you out of the blue, either online, on the phone, or face to face. Always phone and check with the company first. If you make the call then you know you can trust the person on the other end. Check with your bank to see if they offer an elder fraud initiative such as a monitoring service that scans for suspicious activity and alerts customers and their families or educates seniors on types of scams and how to avoid them. When in doubt about something, delay and seek a second opinion. Check with your local library, government offices, or non-profit organisation for more top tips to stay safe from scams and social engineering.   Industry approach Traditionally, financial services organisations have been at the forefront of developing fraud controls; they are often the ones most impacted by the financial risk (the monetary cost of the attacks on their business) and regulatory risk (ensuring their business is adhering to regulations and controls). However, with modern day trends and the changing nature of fraud, all industries need to be focused on reputational risks and prevention. Single big events like Facebook and Dixon Carphone’s data breaches can have a far-reaching impact.  But, there is light at the end of the tunnel. Monzo, an online bank, which bills itself as the future of banking has stepped up the game when it comes to their customer’s security. Upon reports of fraudulent activity on customer cards, they took immediate action to correct the problem. Then they took things a step further, introducing digital analytics to help identify trends and patterns. As patterns emerged, Monzo then notified both the breached business and the authorities. Perhaps a cross-industry collaborative approach is needed as, after all, fraudsters are collaborating. By doing so, businesses will become more proactive, rather than reactive, and can put measures in place to stop potential fraud. If you’ve got a nose for numbers and want to help secure the reputation of businesses the world over, we may have a role for you.  To learn more, call our UK team at +44 020 8408 6070 or email us at ukinfo@harnham.com

Welcome to Harnham's New Home

After months of planning, building and fine tuning we are delighted to introduce you to our new website. We’ve worked tirelessly to produce an innovative new mobile-first site designed to give you the best access to our array of hundreds of jobs and industry-leading expertise.  Here you’ll find all the information you need about who we are, our specialist teams and how we can help.  So come on in, take a look around, and get in touch if you’d like us to help with your job search or hiring needs. 

Disruptive Dynasties: From Wimbledon to the World Cup

A Royal Wedding. World Cup 2018. Wimbledon. The last few months have seen a whirlwind of activity in the UK. A few years ago, who would have predicted a royal wedding to an American actress? Or the upset at Wimbledon in both the women’s and the men’s finals? And, of course, who could forget England’s unprecedented run or France’s leap to World Cup victory with their 4-2 win over Croatia. With such significant shocks at both the World Cup and Wimbledon signal, we have to ask ourselves; is this a turning of the tide?  Federer is still reaching for his 21st Grand Slam title. Serena Williams reached the Wimbledon finals a few months after having a baby and having suffered a pulled pectoral muscle. Both dynasties on the grass faced opponents breathing fire, hungry for the win. But whilst The Championships led to some unexpected results, it's the World Cup 2018 that really shook the boat.What Data and Predictive Analytics Taught Us We’ve all done it. Making predictions based on historical data, the always was, and the dynasties of a well-oiled machine, is our best way of guessing how our favourite competitions will work out. We think ‘if Team A has played this way, that way, or won year-on-year’ then surely, it will be that way again. But sometimes, as Steve Lohr points out:“Listening to the data is important … but so is experience and intuition.  After all, what is intuition at its best but large amounts of data of all kinds filtered through a human brain rather than a math model?” Perhaps one of the reasons for this year’s lack of predictability has been that the best performances have come from unexpected sources. Ronaldo, Messi and Neymar Jr. all under performed in Russia, leaving room for Croatia’s golden generation to shine and France’s youthful side to make their mark. This explanation is supported by FiveThirtyEight’s World Cup Doppelganger tool, which offers a look at the statistical footprint of every player since 1966. From this, we can see that the breakout performances of 2018 were from teams that, with the exception of France, you may not have expected at the beginning of the tournament; Belgium, England, Mexico, and Switzerland:Kylian Mbappé, France, 19 Romelu Lukaku, Belgium, 25  Kieran Trippier, England, 27 Hirving Lozano, Mexico, 22 Xherdan Shaqiri, Switzerland, 26 Kylian Mbappe, at 19, is the youngest and the first teenager to score in a World Cup since Pele in 1958. With further breakout performances from players such as Russia’s Aleksandr Golovin makes it clear there’s room to grow, giving new life to recruitment trends. Even in football, diversity is key. The Best is Yet to Come Like this year’s Wimbledon upsets, the 2018 World Cup suggests that there are new dynasties in the making. Though France has just claimed their second ever World Cup trophy, this is only the beginning for their current squad. According to TransferMarkt.com, of France’s top 13 players, only two are older than 25 and, at 19, star player Kylian Mbappe is the first teenager to score at a World Cup since Pele in 1958. The future is looking bright for Les Bleus. Looking Beyond the Obvious Whilst we often use predictive analytics in sports, sometimes we need someone who can see beyond the obvious trends and analyse what unexpected events may occur. If you’re interested in analytics and ready to take the world by storm, we may have a role for you. We specialise in Junior and Senior roles. To lean more, check out our current vacancies, call our UK team on +44 20 8408 6070, or email us at ukinfo@harnham.com. 

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