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Make sure you’re ready for the next big thing in security tech. Cyber Security is big business. As systems, and the technology that powers them, become increasingly complex, it gets tougher to defend sensitive data and information from attack. Cyber Security experts are the front line of defence for organisations everywhere. Implementing the digital walls that allow companies to focus on what they do best, their core business. But what skills does a Cyber Security professional need to succeed in 2019? And, how can candidates and experts future-proof their CVs? We explore the top in-demand skills for Cyber Security professionals today, below. 1. Penetration Testing and Intruder Detection It’s impossible to know where a system’s weaknesses lie without regular and detailed testing. Penetration testing allows Cyber Security experts to find out where the weak links are before a hacker does. This is vital in maintaining an organisation’s long-term security. Intruder Detection similarly helps to prevent an attack from turning into a catastrophe. A specialised skill set that enables experts to explore potential threats from every angle is incredibly valuable. 2. Cloud Security In the days before the cloud, information was stored in a physical location. This made it easier to both control and defend. Today, cloud platforms are ubiquitous and that puts cloud security skills at the top of most-wanted lists everywhere. Roles like Cloud Security Architect have become increasingly sought after in recent years and remain a high priority for many organisations. 3. DevSecOps It may be a mouthful to say but DevSecOps roles are growing fast. This relatively new field is all about bringing security into the app development process at a much earlier stage. This helps to build stronger systems from the ground-up. Cyber Security professionals who have experience in development or who can show an aptitude for working in multi-disciplinary teams are likely to find themselves in high demand. 4. Encryption Encryption has been around forever but in a rapidly evolving digital world, it remains vital. The last line of protection for many cloud-based platforms, encryption is a skill that can’t be overlooked. As the focus of cyber attacks evolves and diversifies, we should expect a boom in the demand for specialist encryption skills. 5. Internet of Things (IOT) Security We live in a hyper-connected world. These connections, while incredibly useful, can leave systems and organisations vulnerable as hackers try to squeeze in between the gaps of myriad interconnected devices and networks. IOT security experts with specialist knowledge of IOT hacking, threats, and attack countermeasures are likely to find themselves on most-wanted lists. There you have it. The key specialisms that organisations need to be searching for. And the skills that could help you to stand out in a competitive talent market. Cyber Security never stands still and neither should you. Brush up on the latest security technology and skills to make sure you don’t get left behind. We are always ready to support your next move or on hand to help you grow your team. If you’re looking for Cyber Security and Cloud Tech talent or vacancies in London, Swindon, or the M4 corridor, get in touch. Reach out to our specialist consultant Graeme Einfelds on LinkedIn or by email at g.einfelds@henrynicholas.co.uk to find out more.

Consultant, Graeme Einfelds, talks about the tech explosion that transformed a once uninspiring stretch of motorway, and the Cyber Security skills that are in demand for the organisations who call it home. London has long been a powerhouse for the world's biggest tech organisations. It’s a truly international capital that still dominates the tech landscape. But around 20 years ago, things started to shift. The easy transport links offered by the M4 started to attract some of the biggest and most groundbreaking companies in the world. The Thames Valley, Berkshire, and Swindon evolved into vibrant tech hubs, becoming home to Microsoft, IBM, Oracle, and many more industry giants. Sometimes dubbed ‘Silicon Alley’, this sprawling area – inclusive of London – is a key location for many technology professionals, including Cloud and Cyber Security experts. Cyber Security Skills in Demand Cyber Security experts are some of the most in-demand tech professionals in the world right now. In fact, TechRepublic named them as one of the 10 most-wanted roles of 2019. Much of this demand in the UK is being driven by London, Swindon, and the M4 corridor. Last year, Crucial Academy released the 2018 Cyber Security City Rankings and Reading topped the table as the best city for Cyber Security professionals. It seems that Silicon Alley will continue to be a vital home for Cyber Security talent, and that’s certainly something that I see reflected in demand from clients and candidates. Competition for Top Tech Talent Despite the concentration of technology organisations along the M4 corridor and in London, and the growing digital skills gap in the UK, competition is still fierce for the top jobs in this booming area. Experienced security candidates with accredited certification are some of the most sought after. While candidates who are able to demonstrate a real passion for the rapidly evolving world of security technology are those who are most likely to stand out from the crowd. If you’re searching for great talent or your next big move in Cyber Security or Cloud technology, get in touch. I work with candidates and organisations throughout London, Swindon, and the M4 corridor. Come say hello on LinkedIn or reach out at g.einfelds@henrynicholas.co.uk to find out more. About Graeme Graeme is an experienced recruitment consultant with a passion for all things tech. He has been working in talent for over 5 years and uses his impressive market expertise to connect the best Cyber Security and Cloud professionals with leading organisations in London, Swindon, and the M4 corridor.

Each month, we sit down with talented members of the Henry Nicholas team to find out a little more about what they do and what makes them tick. This week it was Graeme Einfelds’ turn in the hot seat as we talked Cyber Security, playing the long game, and recruiting in London, the M4 corridor, and Swindon. Graeme is an experienced recruitment consultant with a passion for all things tech. He joined the Henry Nicholas team in March and specialises in placing Cyber Security and Cloud professionals. Hi Graeme! Thanks for taking the time out to speak with us. What does a typical day look like for you at Henry Nicholas? A large part of my role is building a strong candidate base. It’s about playing the long game to gain trust and credibility within both the sector and the locations that I cover. Candidates may not be in a position to move right now, but they might be in the future, and also in a position to make future critical hire decisions – and I want to be the one that they call. I also spend time speaking with current and potential clients about current threats and the state of the market. What sort of roles do you recruit for? I’m always looking for Cyber Security and Cloud professionals across London, Swindon, and the M4 corridor. This includes anything from Penetration Testers up to Heads of Cyber Security and CTO levels. What do today’s candidates look for in an employer? I am seeing a lot of demand for roles at specialist consultancies. Simulated attack is the best form of defence in cyber tech, and this means being proactive, not reactive, to today’s data threats. They are looking for opportunities that involve simulation exercises, Red Team events, and employers that can support them in attaining further certification. The Cyber Sec landscape is constantly shifting so they want exposure to the new tools and the cutting-edge technologies and methodologies that are hitting the market all of the time. How about employers? What are they looking for from candidates? Employers are interested in candidates who actively want to work with advancing tech. They are looking for experience in managing data breaches or preparing for them. People with a solid background in security, credible certification, and an ability to engage with clients and manage their security needs are the most sought after. You have been with Henry Nicholas for three months now. How would you sum up your experience so far? In one word, collaborative. You have everything you need to succeed here. It’s a fantastic environment and the management team are incredibly supportive. If you would like to chat with Graeme about a new Cyber Security or Cloud role in London, Swindon, or the M4 corridor get in touch at g.einfelds@henrynicholas.co.uk. Alternatively, you can say hello on LinkedIn.

It’s never been more important to step up your candidate game. In this digital age, marketing talent can have a huge impact on your bottom line. This realisation is driving fierce competition. And, as employers battle it out to secure the best people, it can be difficult to stand out from the crowd. This fight for marketing talent is only going to get fiercer. With McKinley Marketing Partners, predicting in their 2019 Hiring Trends Report, that 62% of marketing managers will look to grow their teams in 2019. So, how do you become an employer of choice? We have brought together some simple tips to help you become a most-wanted employer for marketing talent. Make Candidate Engagement a Priority In a talent-short marketplace, candidates have the luxury of choice. And first impressions count. Every touch point you have with a candidate, from setting up an interview to discussing benefits is a chance for them to see who you are, and negative experiences can hurt your chances of landing the best people. Make sure that you create a process based on people, not transactions, and build meaningful relationships with candidates from day one. Keep Things Simple The more complicated your processes, the more likely candidates are to walk away or simply not take a closer look. If it takes hours to navigate complex forms or they can’t find the information they need quickly online, you’re going to lose people fast. This is even more important in marketing roles, where clunky processes and systems are going to be a red flag to digitally-aware candidates. Streamline your process, use smart technology, and make it easier for people to connect. Think Outside The Capital In the UK, London has traditionally been the home of marketing talent and many organisations start their search there. But the market has evolved, and such a narrow search could hurt your chances of success. We are seeing amazing marketing talent coming out of every region in the UK. And right now, we have a wealth of candidates in Berkshire, Buckinghamshire, and Hertfordshire. Think bigger and look further – it could be game-changing for your organisation. Looking to grow your talented team? Henry Nicholas can help make it happen. As specialist marketing and PR, data and insight, digital, technology and creative recruiters working across the UK, we know the people who can make a big difference in your business. Find out more, here, or contact us on 0117 317 8103 to talk marketing, talent, and connecting with the best candidates around.

Henry Nicholas Consultant, Poonam Thaker talks about her specialist territories in the home counties and why they’ve become the place to find and place outstanding talent in marketing, digital, and eCommerce. Although one in three new jobs created in the UK over the past decade has been in London, there’s been a considerable growth in three regions outside of the city. Berkshire, Buckinghamshire and Hertfordshire are rapidly becoming key areas for ambitious marketing, digital and eCommerce professionals due to them being home to some of the most exciting blue chip organisations and innovative startups in the UK. I work with some fantastic clients located in these regions who are looking for talent and offering amazing opportunities for career progression and development. Additionally, each has a commitment to nurturing company culture, an increasingly important selling point for today’s candidates. As a result, and despite talent shortages in the fields of marketing, digital and eCommerce elsewhere in the country, businesses in these three regions, in particular, are seeing substantial competition for roles. This means a lot of clients who may not be actively recruiting will do so for a first-class candidate, and it’s my job to match them with candidates who would be an excellent fit for their business. If you’re looking for an exciting role in the Berkshire, Buckinghamshire and Hertfordshire regions, or you’re a business in search of outstanding talent, contact me on 0117 317 8103 or let’s connect on LinkedIn. About Poonam After 10 years living in the Big Smoke, Poonam joined Henry Nicholas to conquer new territory and become a fully-fledged Bristolian. After completing her MA in Marketing and embarking on a career in this field, Poonan decided to move into recruitment, putting her knowledge to the test to find the best marketing talent out there. Having both client side and agency side experience, Poonam brings eight years’ of recruitment experience, with expertise across Marketing, Digital and Ecommerce in an array of industries such as retail, travel and leisure. She truly understands what it’s like to be on the other side and what a client really needs, and applies her unique and transparent approach to get the best for her candidates. Her ‘turf’ is within the SE region, focussing on Berkshire, Buckinghamshire and Hertfordshire.​

Each month, we’ll be catching up with a member of our team to find out more about who they are and what they do at Henry Nicholas. This week we have our latest recruit, consultant Poonam, who joined Henry Nicholas after living in London for 10 years, to become a Bristolian and conquer new territory. After completing her MA in Marketing, Poonam chose to move into recruitment to put all her knowledge to the test and find the best marketing talent out there. Having both client side and agency side experience, Poonam brings eight years’ worth of recruitment experience, having recruited for brands such as Royal Caribbean Cruises, Maplin, Mothercare, Hilton Hotels and the Casual Dining Group. Poonam, welcome aboard! What does a typical day look like at Henry Nicholas? Thank you! I was brought into Henry Nicholas to help build out a specific business unit and my day is split between contacting candidates and clients. In the morning, I spend time proactively looking for fresh talent across various channels, aiming to connect with 10 new A-star candidates across my regions every day. I’ll usually speak to clients in the afternoon, showcasing the benefits of my candidates, as well as sharing and learning essential market information and mapping. What type of roles do you recruit for? I’m looking for strong marketing candidates to fill roles across marketing, digital and eCommerce in the Berkshire, Buckinghamshire and Hertfordshire regions. What makes a successful recruitment consultant? In short, you have to build trust with both candidates and clients. This requires an honest and fresh approach in all communication. Tenacity, dedication and a real passion for helping people secure their ideal role also helps! What are today’s candidates looking for from an employer? It depends on the region. Those who move outside of London are looking for a new challenge and may feel limited by their location, or feel they can’t get the same opportunities as they did in the City - that’s just not the case! I have some great clients who are looking for talent and who offer amazing career progression and development. As a result, there’s a lot of competition for great roles in key regions outside of London, and culture is a key selling point. How about employers? There are a lot of passive clients who may not be actively recruiting but they would for a first-class candidate. It’s my job to let them know which candidates are available and would be an excellent fit for their business. How would you sum up the culture at Henry Nicholas from your experience so far? It’s a great place to work for an experienced recruiter; you’re given the autonomy to work your market in your way. John is an amazing Managing Director and so approachable, and the whole team is willing to learn from my experience too. The office provides a really fun environment, and everyone is so friendly. Certainly not your typical recruiter. If you’re looking for an exciting role in the Berkshire, Buckinghamshire and Hertfordshire regions, contact Poonam at Henry Nicholas today on 0117 317 8103.

The stakes have never been higher when it comes to recruitment. Industry-wide skills shortages have made it increasingly hard to identify, attract and retain great talent in what is now a candidate-led market. As a result, tried and tested recruitment processes no longer generate the same success they once did, with hiring teams suffering the consequences of making common mistakes. Here, we look at some of these mishaps and how employers can avoid them. Copying and pasting Writing accurate job descriptions take a lot of time and effort, so the temptation to use an existing one and just changing a few details is understandable. However, the only way to stand out from the competition and attract the very best candidates is by crafting an accurate and engaging description that’s tailored to the person you’re looking for. Additionally, a poorly written description, or one that lacks effort, may lead to applications from the wrong candidates and result in a lot of wasted time sifting through them and potentially having to start the search again. That’s why it saves time, in the long run, to get your job description right first time even if that means spending more time on it than you usually would. Going rogue in interviews In an effort to make candidates more comfortable, some employers keep things casual in interviews. While this might work to take the edge off an interviewee’s nerves, you might fail to gain vital information about the candidate’s skills, qualifications, experience and aspirations. Freestyling it can also increase the risk of unconscious bias playing a part in the selection process. Instead, ensure you have a clear structure to interviews with set questions that help make comparing candidates a lot easier. Additionally, always try to have more than one person in each interview so that you can compare notes and ensure you’ve captured everything. Radio silence Great candidates are likely to apply for several positions at once, so if you don’t act fast, the chances are they’ll be snapped up by a competitor. It’s crucial to be thorough when it comes to your recruitment process, so if it takes time, it’s critical you keep any candidates in the loop about the reasons why. If you regularly have candidates getting in touch for feedback about an application or a status update, it’s probably time you reviewed the process to see if you can speed it up, or at least keep in contact with candidates. Failing to ask for feedback Candidate feedback can hold the answers to any recruitment issues you may have experienced so far. Successful hires will only tell you so much, with feedback likely to be positively biased. However, unsuccessful candidates can provide a more balanced view of their experience. A lot of employers believe there’s little value in this, as the candidate is feeling rejected so likely to be negative, but it can be incredibly useful. One of the best ways to capture this feedback is through an experience survey which is sent to all candidates. And remember to always record the data you gather from this and use it to make positive changes to your overall process. Going in blind You may end up looking for a professional in a field where expertise is lacking in your current team. For example, if you require a tech professional to manage a particular system, or you’re introducing a marketing department to your business for the first time. Not having a full understanding of a role or the skills, experience and attitude a person needs to do it successfully increases your chances of making the wrong hire. This is where using a specialist recruitment agency can help, allowing you to tap into expert knowledge that your in-house team might not possess. Through selecting the right recruitment partner, you’ll get access to valuable insights and advice that will help you find the right person or team for the job. If you’re looking for a specialist recruiter for the marketing & PR, data & insight, digital, technology and creative sectors, Henry Nicholas can help. Find out more about the work we do for our clients here or contact us on 0117 317 8103 to discuss your requirements with our experts.

After 10 years in the business, we’ve seen some significant changes in how recruiters approach prospective clients. While we’ve always been in the business of building relationships, how we go about it has evolved considerably. At Henry Nicholas, we work hard to deliver a modern and quality experience that adds real value at every touch point of the client journey. Here’s how we do it... Finding the time to listen Cold-calling clients to drum up business is now a thing of the past. If we want to work with a particular organisation, we have to earn their trust. There are more recruitment businesses in operation than ever before, so competition is fierce. Why should an organisation choose us above all others? It’s about much more than telling them how great we are; it’s about developing an in-depth understanding of who they are, what they’re looking for and the unique challenges and opportunities they face. The time we invest isn’t spent bombarding prospective clients with communications, it’s about listening and learning through company news, social media timelines, and getting out there and meeting with them where possible. Asking the right questions It’s no longer as simple as getting a job vacancy sent over and hitting the phones to find a suitable candidate. In an era of talent shortages and increased competition between employers, we need to ensure we source the best candidates who are the right cultural fit and therefore more likely to remain with the business. It’s imperative to ask the right questions to ensure we gain a complete picture of a client’s objectives, the role, reporting structure and the type of personality that will complement their current team. This often means we have to ask some confronting questions, particularly if they have high staff turnover, as we need to get to the bottom of what might be going wrong and how we might be able to help them to avoid making the same mistakes again. Communicating in the right way It wasn’t too long ago that picking up the phone was the only practical way for recruiters to communicate with clients. While calling is still a preferred mode of communication in most cases to ensure the recruitment process doesn’t lose momentum, it’s crucial to respect the client’s preferred method of communication. If a client would rather talk via email, on LinkedIn, or outside of office hours, that’s what we’ll do. Being honest Over-promising to win business is counterproductive, so we always begin our client relationships by managing expectations and agreeing on realistic goals that we’re actually able to deliver. If we can’t help a client, we’ll recommend someone who can. It’s better to lose a potential client than fail miserably and face irreparable reputation damage. Recruiters are adapting all of the time to the needs to today’s clients, and it’s no longer about winning as much business as possible, but instead winning the right type of business through an ethical, honest and genuine approach. Stay tuned to the Henry Nicholas blog for all of the latest opinions and insights on the recruitment industry.

March might not be over, but we’ve already been spoilt for choice this year when it comes to creative campaigns. While some have hit the spot, others have generated controversy and sparked heated debates on social media. Whatever the reaction, we think the following campaigns nailed it when it comes to brand awareness. The best a man can get? We take a trip across the pond for our first memorable campaign. In January, Gillette showcased its new take on the established ‘The Best a Man Can Get’ slogan in a campaign from Grey. It took a bold stance against bullying and sexism, looking to men to take responsibility to be better. The video, which went viral on social media, amended the slogan to ‘The Best a Man Can Be’ and caused quite a stir. While traditional audiences recoiled from the message, it generated a positive reaction from mainly women and young men who praised the brand for its bold stance. A quarter of a century of Predator We’re a sucker for a nostalgia trip, and although watching David Beckham and Zinedine Zidane sit on a sofa watching football clips doesn’t tug at the heartstrings, we still harbour a soft spot for it. Created by Iris, the footballing pair wear the gold and white Adidas Predator boots they donned back in the early 2000s when they played for Real Madrid. A much-needed shot of British pride This advert arguably dropped at a time when the British public needed it the most! ‘Made by Britain’ created by Ogilvy shows the people, ideas and values that British Airways believe sum up our nation. Featuring a host of famous personalities including Oscar-winner Olivia Colman and champion boxer Anthony Joshua, the advert captures everything people love about Britain from our penchant for tea to the grit we display when things get tough. And finally...THAT vegan sausage roll Greggs is a British high street staple and has never been afraid to poke fun at itself when it comes to marketing. However, everything stepped up a gear in January when the baker revealed the launch of its first vegan sausage roll and was propelled into the headlines within hours. The video that the company created for the roll received more than 5 million views, with related posts receiving 100,000s of interactions across social media, including an infamous exchange with morning TV antagonist Piers Morgan. Well done, Greggs! What campaigns stood out for you? Stay tuned to the Henry Nicholas blog for more opinions and insights into all things creative.

It’s not every day that your business turns 10 years old, and we want to mark the occasion by looking back at our fantastic decade in recruitment... 2009 What better time to start a business than amid a global recession? I’ve always enjoyed a challenge, so with a decade of recruitment experience under my belt and The Fear by Lily Allen blasting from the radio (it was number one, I couldn’t avoid it), I fired up my laptop, and Henry Nicholas was born. To cement my place as a real business owner, I made a stationary order that included 1,000 envelopes. #Winning Learning curve While Trump was learning how to bully lead on The Apprentice in preparation for becoming the leader of the free world, I was growing the Henry Nicholas team to meet with client and candidate demand. From day one, the world of marketing & PR, data & insight, digital, technology and creative refused to stand still thanks to the emergence of programmatic advertising and new social platforms which changed the game beyond recognition. One of the most important lessons we’ve learned is to keep adapting our approach to recruitment. Traditional recruitment practices are dead, with social media and digital marketing now key to ensuring a seamless experience for both of our clients and candidates. Also, our team concluded that suits are well and truly out, and personal expression is in. 2019 Fast forward 10 years and our client numbers have doubled, which is no mean feat in a time that sees increased competition in our space. What we’re most proud of is that we continue to work with the clients who were with us from day one. We’ve also welcomed lots of new faces to the Henry Nicholas team along the way and celebrated our company successes together on trips to New York, Las Vegas, Dublin, Prague, Barcelona, Croatia, Portugal, Palma, and most recently skiing in Bulgaria! Being based in Bristol has always been a massive advantage for us too. The city has become a real hot spot for technology and creative industries to supplement an already booming financial sector, with further growth expected here in the future. And as for those 1,000 envelopes, I’ve only just got through them. 10 Years at Henry Nicholas Four weddings Three babies (one more on the way!) Eight tattoos Cost of lunch in Bristol has doubled Beards are now trendy We’ve killed five coffee machines ​ Be part of the next 10! As Henry Nicholas continues to grow, we’re looking for talented and driven recruitment professionals and trainees to join our team in Bristol. If you’re interested in making waves in recruitment, then you can apply to join us here.