Following a series of high profile cybersecurity breaches and system failures, including the headline-stealing WannaCry ransomware attack on the NHS and the more recent TSB system outages, organisations are being forced to up their game when it comes to protecting the data captured within their networks. Understandably, this has resulted in a substantial increase in demand for security professionals, with the salaries on offer higher than ever before. In this blog post, we explore some of the most sought-after cybersecurity roles in the tech industry right now and why. Data Protection Officer There’s a reason why Reuters referred to the data protection officer (DPO) as the ‘hottest ticket in town’. This relatively new role has risen to prominence in light of the GDPR which introduced a duty to appoint a DPO if you’re a public authority or carry out certain types of processing activities. In fact, according to a recent study by the International Association of Privacy Professionals (IAPP) as many as 75,000 DPO positions will be created in response to the GDPR across the globe. A DPO is typically responsible for monitoring internal compliance, advising on data protection obligations and acting as a contact for supervisory authorities and data subjects. Penetration Tester Back in 2016, there was a distinct buzz around the emerging role of the penetration tester thanks to the growing security concerns around IoT and BYOD, coupled with increased web and cloud-based applications in businesses. Fast-forward to 2018 and the rise of ransomware means penetration testers (aka ethical hackers) are in high demand with organisations requiring their skills to probe and exploit any security vulnerabilities in applications, networks and systems. In an article for CSO, security columnist Roger A. Grimes referred to the role as ‘win-win’ stating: “If you hack in past the current defenses, you’ve given the client a chance to close the hole before an attacker discovers it. If you don’t find anything, your client is even happier because they now get to declare their product secure enough that even paid hackers couldn’t break into it.” Security Analyst Figures from the U.S. Bureau of Labor Statistics (BLS) suggest that information security analyst jobs will increase by 28% by 2026. As threats to systems intensify, businesses require professionals to protect their valuable information from unauthorised access. Security analysts wade through metrics and data for any suspicious activity and mitigate risks before any breaches can occur. Public sector bodies and healthcare organisations, in particular, are increasingly on the lookout for analysts to work on the front line and lead efforts to counter any attacks that threaten their data and systems. For more insights into the technology job market, stay tuned to the Henry Nicholas blog or explore some of the latest roles in this sector today. ​

Let’s play a game. When I say the words ‘employer branding’, what do you think of? Google-esque offices with inspirational quotes plastered all over the walls? Employees with MacBooks, lounging on oversized primary-coloured beanbags? On-site, on-tap Starbucks coffee? Whatever springs to mind, there’s no denying that the recent emphasis on employer branding has turned it into something of a cliché, even a parody. In fact, there are a number of businesses in my industry (unfortunately, recruiters can be particularly guilty of it) whereby the owners believe that a state-of-the-art, quirky office is enough, and before the fresh paint smell has faded from the air, they relax, safe in the knowledge that they’ve achieved the perfect employer brand. As with most things in business, developing an employer brand is a lot more complicated than that. Establishing your business as the place to be in the face of multi-industry talent shortages is proving to be a challenge for even those who have graced the Sunday Times Best Companies to Work For list. Glassdoor carried out a survey recently that found 84 per cent of participants would consider leaving their current company if another employer with a better reputation offered them a job. Also, 69 per cent of those surveyed said they’d decline a job offer from an employer with a bad reputation even if they were unemployed. So, before you make way for an office foosball table, let’s look at the bigger picture of employer branding. What actually is employer branding? Officially speaking, your employer brand refers to the perception that key stakeholders and both your current and potential future employees have of your business. To have any influence on this perception you need to be able to effectively communicate the values of your business, as well as your personality and culture. What you need to be aware of is that a successful employer brand is affected by every single touch point you have with your employees, from the recruitment of new starters right through to an employee’s exit from the company, and everything in between such as benefits, career pathways and support networks. Some companies focus too much on the recruitment side and I think we all have experience of those shiny, happy people who sing the praises of the business during an interview only to turn sour-faced and bitter once you’re a week into the job. It’s pointless promoting a culture of innovation and ambition to potential employees if the reality doesn’t reflect this. People talk, and remember that social media channels are just a click away. Trust me, if your staff are unhappy, potential employees will soon get to hear about it. The very best employer brands are able to focus on the positives while remaining realistic about what’s actually on offer. So, what can you offer? More than you think. You’d be surprised by what job seekers are looking for from a potential employer. It’s not always about money and a fancy working environment. High numbers of people, at all ages and levels, are increasingly attracted by aspects such as the chance to works towards a formal qualification within the role and, more commonly, flexible working hours. Providing employees with flexibility doesn’t mean granting permission for a home office, but perhaps adjusting working hours slightly to suit them could make you stand out from a competitor. You might have an interesting pro-bono client, offer staff free yoga classes or even just go out for Friday night drinks with the team – all are worth shouting about and go a long way in communicating the real culture of your business. Don’t get culture confused As previously mentioned, businesses can mistake a cool working environment for culture. Don’t get me wrong, I love the Henry Nicholas office and aesthetics were important to me when designing it due to the fact that we spend a lot of time here. However, city centre location and designer graffiti-adorned walls aside, our culture is cultivated by deliberately employing professionals from a wide range of backgrounds rather than just recruitment. I never wanted Henry Nicholas to be known as a team of aggressive recruiters focused on target-smashing, the aim was instead to breed a culture of strong-minded and ambitious individuals who can learn from one another and concentrate on building meaningful relationships with clients and candidates. Remember the old adage that people buy from people. Investing in your current employees and telling the world all of the things that make you great will instantly make your business relatable, approachable and, you guessed it, an attractive place to work. If you really want to develop a meaningful employer brand and beat your competition to the punch when it comes to winning the best talent, you need to invest time and effort looking at your current culture and putting in the effort to change it, or if it’s already great, making sure you shout about it. No matter how long it takes though, trust me when I say that it’s one of the best investments you’ll ever make in the lifetime of your business. What are your thoughts on employer branding? I’d love to hear from you so leave a comment below or contact me directly to continue the conversation. Alternatively, if you’re a job seeker or a company looking for the best talent and like the sound of Henry Nicholas, our team would love to have a chat so get in touch today. Client page All blogs

Whether you design websites or implement marketing campaigns, it’s likely you’ll experience the dreaded creative burnout at some point in your career. Whereas for some it might only last a matter of hours (and be remedied by a strong coffee), others may find creative-block lasts longer, leading to a negative impact on work quality, colleague relationships and your overall outlook on work and life. While it can be difficult to predict when creative burnout will strike, psychotherapist and author, Dina Glouberman highlights three tell-tale signs in her book, The Joy of Burnout, including: - Growing emotional mental or physical exhaustion - Increasing feeling of distance from ourselves and other people - Decreasing ability to be effective at the things you've always done, both at work and at home. Luckily, there is a plethora of expert advice available to help creatives conquer a burnout. Our team has gathered some of the most effective tips according to our creative clients and candidates. Extract yourself Sometimes a simple change of scenery can make a world of difference when you’re feeling up against it. This is great for those able to work flexibly and can work from home or take their laptop away from the pressure-cooker setting of an office. However, not everyone can do that, so something as simple as making sure you take a lunch break and go for a walk to get some fresh air can provide some much-needed clarity. Director of Product Design at InVision, Andrew Cullen spoke of the importance of taking a step back on the company’s blog: “Sometimes being away from the screen is actually when your mind starts to wander and you think about problems you’re tackling at work in a different light.” Read a book If you think taking time out of your busy schedule to read a book is too indulgent it’s a sign you’re pushing yourself too hard. In our frenetic, digital world, taking time out to read a book can work wonders in getting those creative juices flowing. Josh Ritchie, CEO of creative content marketing agency ColumnFive wrote in a LinkedIn article: “There’s something nice about holding a book in your hands and turning the pages. I believe it’s a more interesting and gratifying experience than any other form of content consumption.” Go to an event Conferences and networking events can spark creativity and motivation, leaving you feeling refreshed and ready to get back to the office. Whether that’s due to sharing stories with your peers or hearing keynotes from industry leaders, events are well worth attending if you find yourself in a creative funk. Business owner and author of The Designer’s Handbook, Dennis Field spoke about the importance of events in an InVision blog post. “Conferences and networking events are full of positivity, and all that positivity can help you with burnout. Yes, I learn a ton from the speakers, but it’s the conversations with others that help me realise I’m not alone with any of my struggles.” Look after yourself It may sound obvious, but ask yourself whether you’re living your healthiest life. Do you get enough sleep? Do you move around enough during the day? What about your diet? And, dare we ask about your coffee consumption? This isn’t about living like a saint. It’s taking the time to be kind to your body so you have the energy to tackle the mental, physical and emotional challenges that can threaten your creativity levels every day. Everyone will have unique methods of coping with creative burnout, so if you have any nuggets of wisdom, don’t hesitate to share them with the Henry Nicholas team!

There’s little doubt that programmatic practices have changed the face of digital advertising as we know it. This multi-billion pound industry uses an approach defined by the Display Trading Council as automation in the buying and selling of media and can apply to anything from display to digital out-of-home and television. While a game changer for brands such as Topman, IHG and charity Missing Persons (read more on these success stories in Marketing Week), a 2018 report by London Research and TRUTH revealed that 79% of its advertising industry respondents have worries over the level of transparency in programmatic advertising. A significant contributor to this concern undoubtedly comes from the upcoming implementation of the General Data Protection Regulations (GDPR). Introduced on 25th May, the law covers everything from data portability and cyber security to consent, with non-compliance carrying fines of up to 4% of a firm’s annual turnover or £18m, whichever is higher. GDPR gives EU citizens greater control over what happens to their data and, in many cases, requires active consent, which presents a major challenge in programmatic advertising. Founder and chairman of communications agency REaD Group and former chair of the Direct Marketing Association, Mark Roy, believes GDPR could spell the beginning of the end for programmatic. In an article for AdExchanger, Roy wrote: “The ‘right to be forgotten’ rule, in which an individual can have their historic data removed from a database, will leave the programmatic industry with a significant conundrum. In order to be ‘forgotten’, we must be able to know what needs to be forgotten. Every click, path, transaction, request or click-through must be recorded and be deletable. Therefore, by putting data assets into the ether and allowing thousands of organisations to use it, it is nigh on impossible to comply with the GDPR.” There may still be ways that programmatic advertising can be used post-GDPR however. Head of ecosystem at anti-ad-blocking solutions provider PageFair, Johnny Ryan, recently stated in an interview for MarTech Today that advertisers could avoid using personal data and instead use targeting segments that group users in ways that won’t identify them. For example, create groups of users based on things like the holidays they book or sports teams they support etc. However, Ryan addresses the difficulty of identifying when that data becomes too personal and in breach of GDPR. Although it seems the digital advertising industry will go through a seismic shift, insiders have heralded GDPR as the start of a new era of greater trust between organisations and customers who still want to share data in exchange for personalised services. It’s also been stated that advertising is likely to shift from its heavy reliance on algorithmic models of communicating and back to a simpler approach that relies on less volume and better quality of data. With the use of programmatic technology scaled back, we’re set to see the return of a more personal touch in advertising that’s facilitated by people rather than machines. Something advertising professionals who faced an uncertain future at the start of the programmatic boom will undoubtedly welcome with open arms. As will we.

Hubspot’s 2017 State of Inbound Report revealed that 40% of marketers see providing the ROI of their marketing activities as one of today’s top challenges. For a number of years, measuring the effectiveness of digital campaigns has remained one of the biggest challenges facing marketers. Social, mobile and native platforms, brought to us on a plethora of connected smart devices, means the scope for measuring campaign success is vast. Speaking with ExchangeWire, Tim Geenen, director of strategy and innovation at programmatic marketing agency Bannerconnect, said: “It makes intelligent, data-driven attribution almost impossible for digital marketing and advertising professionals, who end up with a tonne of data points that don’t connect, and give no indication of the overall effectiveness of online efforts.” So, with so many numbers out there to crunch, how do marketers know which ones to focus on? We round up tips from key industry players on things to consider when it comes to establishing true ROI. Unique website visitors Although it sounds obvious, senior vice president of Zog Digital, Thomas Stern reinforced to Business.com that analysing web traffic is still one of the most valuable measurement methods. He stated: “Swings in visitors can uncover issues with SEO, campaign targeting, content reach and social engagement. Analyse this data early and often within your analytics platform to avoid missing issues that can grow into big problems if left unattended.” Digital marketing analytics For more far-reaching, multi-platform campaigns, it pays to look beyond website analytics. HubSpot's Senior Marketing Manager for Australia and New Zealand, Elissa Hudson discusses the value of digital marketing analytics on the Hubspot blog: “Web analytics measure things a webmaster or technical SEO specialist cares about, like page load speed, page views per visit, and time on site. Digital marketing analytics, on the other hand, measure business metrics like traffic, leads, and sales, and which online events influence whether leads become customers.” Mid-funnel engagement Brett Jameson from Bear Fox Marketing insists that marketers focus their attention on measuring mid-funnel activities, such as asset downloads, visits to sales landing pages, and email open rates. He said: “Measuring increases in this type of engagement can help you understand where sales are coming from. When you can connect this activity to growth and revenue, you have a great way to measure digital marketing ROI.” Report, report, report It’s no good setting goals or running a digital campaign without producing ongoing progress reports. Owner of Retriever Digital Stuart Marler commented in an article for Digital Donut: “Reporting on targets and goals, KPIs and information should be as often as possible, monthly is ideal, to track an ongoing campaign, to make changes each month increase in targeting goals that are working and manipulate those that are achieving less.” What metrics do you have in place for your digital marketing campaigns? We’d love to hear more tips and best practices that have proved effective in your business.

One of the most exciting aspects of recruiting in the technology sector is that no two days are the same. In fact, no two conversations are the same. You don’t need us to tell you that we’re living in a fast-paced technological world that continues to evolve at breakneck speed. Just five years ago, who would have thought that drones would be one of the top-selling Christmas gifts of 2017? Or that ‘OK, Google…’ and ‘Alexa’ would become synonymous with AI-enabled devices that answer our questions, control elements of our home and even add things to our shopping lists so we don’t have to? The big question is, what’s coming next? Based on our industry observations, we provide a run-down of the technology we’re likely to see a lot more of in 2018. Alexa: The feeling’s mutual... 2018 is the year that AI-devices, like Alexa, Siri and Google, will step it up a gear. The evolution of AI means our devices will start learning our likes and dislikes in order to provide a more personalised experience. While having a full blown conversation with Alexa may seem like a creepy prospect, we’re not strangers to this approach. Programmatic advertising has been following us around for years now (as well as those suspiciously tailored social media posts), so Alexa selecting news stories, TV shows, music and even recipes we might like is the next logical step for consumer AI devices. Fashion gets a makeover Speaking of personalised services, online retail giants like Amazon have used AI to tailor recommendations to us for years and 2018 looks to be the year fashion catches up. Previously we’ve been treated to recommended products based on popular items other people have purchased, but this is set to evolve to products based on a range of criteria including our body shape, style and personal preferences. Smaller, mail-order businesses, like Fabletics, have been tailoring product offerings to customers, but it’s remained out of reach for large scale high-street fast-fashion brands. Until now. Fixing the plastic ocean There’s a movement going on and we’re not talking about clean eating. More and more social media influencers are pushing their environmentally friendly agenda in the wake of 2016 shock-documentary Plastic Ocean. What’s this got to do with tech? Consumers are increasingly demanding products be made from materials that have been ethically sourced. In order to achieve this ambition, emerging technologies are required to utilise alternative materials for the next wave of devices. Although it can be tricky to predict exactly what’s coming down the line and when, one thing’s for sure; 2018 will see the most consumer-driven technology markets ever and we can’t wait to see what develops. ​

Today’s data-driven landscape has led marketers to question whether a reliance statistics is compromising creativity. The question is, can you still be creative if you’re data-driven? At a 2017 Marketing Week roundtable, HSBC’s former head of marketing in EMEA Philip Mehl said: “Marketing used to be a creative challenge, but it’s a data challenge now.” Speaking on the same subject in an article for Campaign, chief creative officer of advertising giant TBWA/Singapore & Southeast Asia Edmund Choe stated: “When I speak to creatives, they don’t always see how data could be used in harmony with creativity. The problem is that they find data boring. To them, data is rational. And great creative isn’t.” Despite this, successful, modern campaigns prove to us that data-driven marketing and creativity are not mutually exclusive. With data historically used to drive performance, marketers are increasingly using data to enhance campaigns and drive greater creativity. In the same Campaign article, chief executive officer of global design and digital agency Critical Mass Dianne Wilkins said that “behavioural measurement shouldn’t lull us away from using the creative process to intuit and proactively experience what customers will experience and vice versa”. The best marketing campaigns have always been carved from ideas built on insight. After all, without insights, how could a marketer identify the right target audience, the elements that make them tick, along with what’s deemed as valuable brand interaction? CEO of tech startup Intelligent Operations (IO) Tom Bowman stated in an article for The Drum: “Science can unlock our art. But, to do so, we first have to answer the 'how?'” Wilkins agrees, stating that “meaningful success will come to those who can augment data with creativity to empathise with the customer.” It appears that creativity isn’t the compromise when it comes to incorporating data into marketing. Marketing director at Kellogg UK & Ireland Gareth Maguire told Marketing Week that he believed a change in approach was key to achieving campaign success in today’s data-driven world. Changing the brand’s traditional nostalgic approach, Maguire stated that its “marketing focus had to shift to reflect the way our consumers are digesting advertising messages.” It seems that instead of lamenting data as causing the death of creativity, it should be treated as the single greatest tool marketers have with the focus shifting on what can be done to extract more and learn how best to apply it to future campaigns. The more data at our fingertips, the better the insight into how customers think, behave and feel, leading to more tailored and successful campaigns all round.

It’s only March, but we’ve already been treated to a number of fantastic creative campaigns from a wide range of our favourite brands. The Henry Nicholas team is always on the lookout for campaigns that are memorable for all of the right reasons and we’ve put our heads together to bring you some of our favourites so far... We loved FCK! The KFC ‘chicken crisis’ It wasn’t like KFC was planning a campaign in response to its epic delivery fail, but you can’t fault the company’s masterclass in PR crisis management. Like everyone else in the UK, we wondered how the Colonel was going handle a crisis that saw the world’s most famous chicken place closing its doors due to a lack of chicken. Apart from the amusing banter between KFC’s social media team with rival restaurants, we loved the full-page advert in the Metro with its punch-to-the-face FCK headline. Lloyds Bank - Get the inside out We like adverts that make us think, so the focus on mental health in the latest Lloyd’s adverts caught our eye. Created by Adam & Eve/DDB, the ads feature a combination of celebrities, members of the public and Lloyd’s employees exploring some of the common misconceptions about mental health conditions. Squarespace - Make it happen Shown at this year’s Super Bowl, Squarespace’s offbeat, inspirational advert was directed by Jonathan Glazer and features Keanu Reeves surfing a motorbike (yes, really). While it might not sound like much, we like how reminiscent it is to some of the great Honda adverts of the last decade. Plus, any advert featuring John Wick gets the thumbs up from us. British Heart Foundation - Thank you Unlike a lot of awareness adverts, this little beauty created by Misha Newby and MullenLowe London is an absolute pleasure to watch. The ad shows animated hearts beating in the chests of people from a variety of backgrounds and we love it. The ones we didn’t get Twitter - Let’s go Twitter We love a bit of Twitter and we’re big fans of comedian Romesh Ranganathan who takes the starring role in this particular ad, but everything else has just got us scratching our heads. As adverts go, it’s perfectly fine but Twitter has been around since 2006 so do we really need to be introduced to the platform for the first time? On the Beach Holidays - Let’s get you to the beach We understand that Cheetham Bell JWT’s advert isn’t taking itself seriously, but does it really need to be that creepy? The weird sandcastle man was made as a joke (we hope), but the lingering shots after each ‘anecdote’ make everything a bit awkward and creepy. What are your favourite adverts of the year so far? And which make you want to switch off? We’d love to hear your comments.

It’s a day to celebrate the achievements of women, so who better to catch up with than our 2017 Employee of the Year, Emma Whitting? We managed to pry her away from her work for a quick coffee and a chat... What’s your background? I studied Media & Cultural studies at university and always loved marketing, video and creative work. I wanted a career that combined my passion for working with people with my marketing and sales experience but was conscious I didn’t want to be in a corporate environment. I’d loved my time as a retail supervisor, which gave me an excellent grounding in dealing with people, so when the opportunity at Henry Nicholas came up I jumped at it! I’ll be celebrating my three year anniversary here in April - it’s flown by! What about your Henry Nicholas journey? I started out as a Resourcer and made my first placement within a few weeks of joining the business and hit all of my development targets, so I progressed quickly to become a Consultant. That’s when I got the opportunity to learn more about the business side of recruitment and everything that’s involved with building a solid client base. Because Henry Nicholas covers a wide variety of disciplines across the UK, I was able to gain greater knowledge of marketing, PR, design and technology roles. Is there such thing as a typical day at Henry Nicholas? No! Every day is different, but typically I would take a detailed client brief, put together some engaging content, proactively source candidates using my contacts, LinkedIn and job boards, fully qualify the candidate drivers and match the right people to my clients. Additionally, I manage candidate interviews and the offer process, whilst also taking time to keep build my client base. What do you like about Henry Nicholas as an employer? The team are really supportive of one another, so collaborative working is the norm. There’s also a real buzz about the place, we work really hard but we try to have as much fun as possible, whether that’s having a quick game of ping-pong or drinks after work on a Friday. There are lots of amazing incentives, from company trips to Barcelona, Las Vegas and New York, through to the strong focus on development with regular salary reviews and one-to-one coaching. One of the best things is that the team have always trusted my work ethic, knowledge and ability, allowing me to work autonomously to deliver results. Follow the latest updates on International Women's Day by following the hashtag #IWD2018​ and visit our Join Us page today to find out how you can join Emma and the team to start an exciting career with Henry Nicholas.

It’s strange to think that just a few months ago, on a Friday afternoon (beers in hand,) we all sat down with our digital agency to plan the HN website re-design. It’s been a great journey, and we’ve certainly learned a lot from each stage of the project. Here’s how the story goes… Starting with a brief In an ever changing market place it was fundamental to develop our brand whilst remaining true to our identity. Over the past 9 years at Henry Nicholas, we’ve grown in numbers, matured in style and expanded our offering – something we were keen for our website to reflect. We wanted to take elements of our old, quirky “feel at home” brand and evolve to a newer, slicker site. Having a bold colour palette, strong company images and a clear navigation also needed to be a big part of the design brief. As well as a great design, a clear client and candidate user journey was another main objective in the brief. We want our visitors to navigate easily and to find relevant content. None of this was easy and it’s involved multiple strategy meetings, brainstorm sessions and plenty of cups of coffee… What were the objectives? So what other objectives came out of the brief? As we launched into competitor analysis, mapping out the wireframe and delivering a design brief to the digital agency working with us, we collectively agreed on some other principle objectives: Putting mobile first; 60% of people now use their mobile to apply for a job Showcasing the best content; from industry news, marketing insights, client interviews to candidate advice – what do we share and why? Being client AND candidate focused. Because we’re all about placing talent at the heart of business! To create an efficient candidate registration process so that candidates can access jobs quicker and update their profile regularly Standing out from the crowd – we know at Henry Nicholas, we’re a unique bunch of individuals, and we want our new website to say the same. We love a challenge! What were the challenges we came up against? Aside from the time spent creating the site map and wireframe, briefing in a design team, developing new and improved website copy and testing across mobile and web, the big hurdle came when due to unforeseen circumstances we had to change content agencies and source an alternative method of moving forward with our content. Suddenly, being the client seemed all the more challenging. The empathy of working to deadlines became real. Do we use a freelancer? Is an agency more beneficial? And what about optimising for SEO? Is this all within our budget? After a couple of challenging weeks with tough decisions made, things seemed to fall into place. We were lucky enough to start working with a great content agency who did a fab job and we’re very happy with the results! Phew! So, what have we achieved? Now the new website’s live, we’ve been able to take some time out to reflect on what we’ve achieved. Of course, big high five’s to the project team who have taken plenty of time out to focus on the website project. Although we’re super happy with the website and its offerings (and we’re chuffed to have received some great feedback), we see this as just the beginning! And what’s next? Next up for us, is looking at our content strategy and how we can continue to improve the content we’re sharing to candidates and clients so you’re getting the best bits. We’ll be continuing to update and add to the website and there’s lots more exciting things to come. Go on, have a look around! We’d love to hear your thoughts. Get in touch with feedback or have a browse using the links below: All blogs Submit your CV Client page