Some of the TDA team Kim Wardle, Craig Hulls and Ryan House attended the Tech Show London last Thursday and it was epic! Over 300 businesses from start-ups to enterprise brands showcased their offerings and latest advances in tech across Cloud, Data, Cybersecurity, DevOps, Data Centre, and AI. It was clear from our conversations that AI is ruling the show.

Throughout the day, the team had the opportunity to interview some of the leaders and here is what they had to say…

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The first step on the path to success is your CV or resume…

So you need to make it stand out.

A carefully crafted CV or resume can make all the difference in today’s competitive job market.

So, let’s dive into 10 essential tips that will help you stand out from the crowd and land your dream job.

Start with a strong summary

A strong summary statement should be at the top of your CV or resume. Highlight your key qualifications, career goals, and what sets you apart from other candidates in a few sentences. This is your opportunity to make a lasting first impression.

Tailor your CV for the job

One size does not fit all when it comes to CVs and resumes. Personalize your resume for each job application by emphasizing the skills and experiences that are most relevant to the role you’re applying for. This demonstrates that you have done your research and are genuinely interested in the position.

Showcase your achievements

Showcase your accomplishments rather than just your job responsibilities. Use quantifiable data to demonstrate how you helped previous employers. For example, “Increased sales by 30% in six months” is more enticing than “Responsible for sales.”

Keep it brief

Recruiters and hiring managers receive numerous applications, so keep your CV or resume concise and easy to read. Aim for a two-page document that highlights the most important information. Use bullet points to make it easier to read.

Highlight your skills

Include a section to highlight your abilities. This could include technical skills, soft skills, certifications, or languages you know. Highlighting your skills can help you stand out, especially if they are relevant to the job.

Use action verbs

Start each bullet point with a powerful action verb. Action verbs such as “achieved,” “implemented,” and “managed” make your achievements sound more dynamic and engaging.

Include keywords

Many businesses screen resumes using applicant tracking systems (ATS). Include relevant keywords from the job description in your CV or resume to ensure it gets past this first hurdle. However, make sure they fit naturally within your content.

Add a professional touch

Your resume or CV should convey professionalism. Consistently format your document, use a clear, easy-to-read font, and include your contact details, such as a business email address and, if appropriate, a LinkedIn profile.

Update regularly

Your CV or resume is a dynamic document that should evolve as your career progresses. Regularly update it with new accomplishments and experiences. Keeping it current ensures you’re always prepared for new opportunities.

Seek Feedback and Proofread

Before finalizing your CV or resume, seek feedback from peers, mentors, or professional resume writers. They can provide valuable insights and help you refine your document. Additionally, make sure to proofread your CV carefully to eliminate any spelling or grammatical errors. A well-proofread and error-free document demonstrates your attention to detail, which is a crucial quality in many jobs.

By following these 10 tips, you’ll be on your way to impressing recruiters and landing your dream job in no time! 

But remember, it’s not just about listing your qualifications; it’s about telling your unique career story and demonstrating how you can add value to your future employer.

So, go ahead, polish that CV, and take the first step towards your bright future. 

Your dream job is waiting for you! And we could have it! If you’re looking for your next job, be sure to check out our job board and register your resume with us.

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In today’s fast-paced work environment, employee burnout has become a significant concern for employers and employees. 

The pressure to meet targets, constant connectivity through digital devices, and blurred lines between work and personal life have all contributed to a growing epidemic of burnout. 

According to a Gallup survey of 7500 employees, 23% reported feeling burned out.

Furthermore, 63% of employees are more likely to request sick leave if they are experiencing burnout at work or are dealing with personal issues. Even if they do not request time off, their performance will suffer by 13%. (Gallup)

Here, we’ll look at the causes, symptoms, and, most importantly, strategies for combating employee burnout and fostering a healthier, more productive workplace. 

What is employee burnout?

Employee burnout is a state of emotional, mental and physical exhaustion at work. Burnout can manifest in different ways, including reduced job performance, increased absenteeism, and a negative impact on overall well-being.

It is critical to recognise that factors other than heavy workloads cause burnout. It can also be caused by a lack of control, insufficient support, or a mismatch between a person’s skills and the demands of their role. Workers may feel as if they are doing nothing or have lost interest in their work when this occurs. 

Recognising the signs

Recognising burnout symptoms is critical for both employees and employers; common indicators include:

Physical exhaustion: Constant fatigue, sleeping difficulties, and physical symptoms such as headaches or stomachaches.

Emotional Detachment: Feeling distant or detached from one’s job, colleagues, and previously enjoyable tasks.

Reduced Performance: A drop in productivity, work quality, and overall job performance.

Cynicism and Negativity: Dissatisfaction with one’s job, colleagues, or the organisation as a whole.

Lack of Satisfaction: A sense of being unfulfilled despite completing tasks or meeting goals.

How to prevent employee burnout

Promote work-life balance: Encourage employees to maintain clear boundaries between work and personal time. When possible, discourage after-hours emails and offer flexible work arrangements.

Open communication: Create an environment where employees can express their concerns without fear of repercussions. One-on-one check-ins regularly can provide a forum for discussing work-related challenges and stressors.

Empowerment and Freedom: Give employees control over their work and decision-making processes. Employees who are empowered are more likely to be motivated and burn out less frequently.

Provide Resources and Support: Provide resources such as training, mentorship, and tools to assist employees in better managing their tasks and responsibilities. 

Recognise and Reward: Recognise and reward employees’ efforts and accomplishments through formal recognition programmes and informal expressions of gratitude.

Encourage holidays and breaks: Encourage regular breaks during the workday and employees to take their holiday days to relax and recharge.

Enhancement of Skills: Make opportunities for skill development and growth available; this will boost employees’ confidence in effectively carrying out their responsibilities.

Improve Team Dynamics: A cohesive and supportive team can help to reduce feelings of isolation and contribute to a more positive work environment.

Set Realistic expectations: Ensure that workloads are reasonable and appropriate for employees’ abilities. Unrealistic expectations can quickly result in burnout.

Lead by Example: Managers and leaders should set a good example by modelling healthy work habits and emphasising the importance of self-care and work-life balance.

Conclusion

Employee burnout is a complex problem that affects both individuals and businesses. Employers can create a workplace that prioritises well-being and productivity by recognising the signs, understanding the underlying causes, and implementing effective strategies. 

Remember that fostering an open communication, empowerment, and support culture not only helps to combat burnout but contributes to a more engaged and motivated workforce. In the end, everyone benefits from a balanced and harmonious work environment.

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The utmost priority for businesses is to hire the most qualified candidates efficiently and cost-effectively. Two commonly utilized recruitment approaches are contingency recruitment and retained recruitment.

This blog post aims to compare these two methods and establish which process is the most cost-effective solution for your hiring needs.

Understanding Retained Recruitment

Retained recruitment establishes a collaborative relationship between the hiring company and a recruitment agency. In this approach, the company pays an initial fee to secure exclusive services from the agency.

Subsequently, the agency’s resources are wholly devoted to identifying the most suitable candidates tailored to the company’s requirements. This method guarantees a concentrated focus on fulfilling the client’s needs and often involves a comprehensive search process.

Pros and Cons of Retained Recruitment

There are many advantages to using retained recruitment. Firstly, the exclusivity of the partnership guarantees that the agency spends a lot of time and effort learning about the company’s culture, values, and hiring standards. This results in a more targeted and comprehensive candidate search. Furthermore, the retained model provides the agency with a higher level of commitment, resulting in greater collaboration and better communication throughout the hiring process.

However, compared to other methods, retained recruitment can be more expensive. The initial fee may appear to be a financial burden, particularly for smaller organizations with limited budgets. Furthermore, the arrangement’s exclusivity may limit the company’s ability to pursue other recruitment options.

Exploring Contingency Recruitment

In contrast to retained recruitment, contingency recruitment allows multiple recruitment agencies to participate competitively for the same job opening. In this model, agencies are compensated only upon successfully placing a candidate. Companies frequently engage with multiple recruitment agencies to enhance their chances of promptly identifying appropriate candidates.

Pros and Cons of Contingency Recruitment

Contingency recruitment provides flexibility and access to a broader range of candidates. By involving multiple agencies, you can source many potential hires simultaneously, which is particularly advantageous when there is an urgent need to fill positions or when the available candidate pool is limited.

However, in comparison to retained recruitment, contingency recruitment may result in a less dedicated and customized approach. Agencies’ emphasis on quantity rather than quality may result in more unsuitable candidates being presented. Furthermore, the lack of exclusivity can affect the level of communication and commitment from participating agencies.

Factors to Consider in Cost-Effectiveness

When assessing the cost-effectiveness of recruitment methods, it is essential to consider several factors. These factors include the company’s specific hiring requirements, the position’s time sensitivity, the current state of the industry and job market, and the availability of qualified candidates.

It is essential to evaluate the overall value and long-term impact of the recruitment method on the organization’s goals and objectives. By considering these factors, a more informed decision can be made regarding the most cost-effective approach to recruitment.

Comparing Costs of Retained and Contingency Recruitment

Although retained recruitment may involve higher initial expenses, it can lead to a more streamlined hiring process and higher-quality hires. The agency’s exclusivity and dedicated resources contribute to a focused search, reducing the time and effort required for candidate screening and interviews.

Conversely, contingency recruitment may have lower upfront costs, but the overall expenses can rise due to the engagement of multiple agencies and extended recruitment timelines.

Assessing the Quality of Hires

The calibre of hires plays a vital role in assessing the cost-effectiveness of recruitment methods. Retained recruitment often delivers higher-quality hires due to the extensive knowledge of the company’s requirements and culture. The personalized approach facilitates a more precise alignment between the candidate and the organization’s needs.

Conversely, contingency recruitment may generate a larger pool of candidates, but the screening process may be less stringent, increasing the risk of mismatches.

Long-Term Relationship Building

Retained recruitment fosters long-term relationships between the hiring company and the recruitment agency. Beyond individual placements, the agency transforms into a trusted ally, developing a deep understanding of the company’s hiring needs. This ongoing relationship improves candidates’ alignment with the company’s culture and future requirements.

Contingency recruitment, on the other hand, limits the potential for fostering such long-term partnerships because it lacks exclusivity.

Industry-Specific Considerations

Different industries have different recruitment needs. Specific industries, such as highly specialized fields or executive-level positions, often benefit more from a customized and comprehensive approach to retained recruitment.

Contingency recruitment may be a more cost-effective option in industries with a larger candidate pool and less specialized positions.

Case Studies

Let’s consider two case studies to demonstrate the cost-effectiveness of retained and contingency recruitment.

Case Study A, a technology start-up with specific needs, opted for retained recruitment. This strategy resulted in hiring highly skilled candidates who fit seamlessly with the company’s culture.

Case Study B, a retail chain with a high turnover rate, used contingent recruitment to quickly fill positions across multiple locations. Because they met the specific needs and objectives of the respective businesses, both approaches were deemed cost-effective.

The Importance of a Tailored Approach

When deciding between retained and contingent recruitment, it is critical to evaluate your organization’s specific needs and align them with the benefits and drawbacks of each method.

Taking a tailored approach ensures that the chosen recruitment method is cost-effective and produces the best results for your organization’s long-term development and success.

Making an Informed Decision

When making an informed decision, consider several factors, including budget constraints, hiring urgency, desired candidate quality, and level of industry specialization. Examine the benefits and drawbacks of both retained and contingent recruitment methods in the context of your specific requirements. Seeking advice from recruitment experts and researching relevant case studies in your industry can provide valuable insights to help you decide.

Conclusion

Retained and contingency recruitment are two distinct approaches to finding the best talent for your company. Each method has its own set of benefits and drawbacks.

However, several factors come into play when determining which approach is more cost-effective, including company size, industry, and hiring requirements.

Understanding the complexities of each method and aligning them with your specific needs allows you to make an informed decision that maximizes cost-effectiveness and allows you to secure the most suitable candidates, thus contributing to your organization’s success.

How TDA Can Help

At TDA we can help supercharge your recruitment strategy and help unlock top-tier talent for your organization, whether it’s retained or contingency recruitment.

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In this blog post, we’ll share how our experience at Big Data World helped us to gain a deeper understanding of the latest trends in big data and how we plan to use this knowledge to drive innovation in our Cyber Security and Data divisions.

The Event

Big Data & AI World is a two-day event that took place in the ExCel Centre in London. The event brings together industry experts, thought leaders, and vendors to discuss the latest trends, innovations, and technologies in the field of big data.

We saw speakers from the BBC, Mastercard, MI5 and more discussing the future of data and cyber security.

Our Experience

The team could not pass up this opportunity to learn about the latest trends in big data and how we could leverage this knowledge to drive innovation at TDA. We attended several keynote speeches, panel discussions, and workshops over the two-day period.

We attended several workshops that focused on specific areas of big data, such as data visualization and data governance. But our highlight was all the amazing people we had conversations with.

Here are some of the great conversations we had:

Kabir Rab, Head of Technology at Tahola Ltd, talks to us about how jobs and data security will evolve as businesses change their mindset around AI.

Dr. Clare Walsh, Director of Education at the Institute of Analytics, how data has progressed over the last 30 years.

Yonathan Israel Garzon, Director of Product Management, Cyber and Data Resilience at Mastercard, talks on how important it is that all businesses protect themselves from all types of cyber-attacks.

The Future

As a result of our experience at Big Data World, we are more committed than ever to leveraging data-driven insights to drive innovation in our organization. We plan to implement several of the ideas and best practices that we learned at the event into our Cyber Security and Data offering.

In conclusion, it was an incredible event, and we would highly recommend it to anyone who is interested in learning about the latest trends and innovations in big data and AI to attend next year.

We also want to say a huge thank you to every we spoke to at the event. Did you attend? We’d love to get your thoughts on the event and what the future of big data and AI means to you!

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According to a recent study it takes it takes 10-15 interviews on average for people to secure a job role. With this in mind we have annotated some frequently asked job interview questions to provide you with useful tips on how to approach them to convert your next interview from a daunting prospect to an experience that is rewarding and genuinely enjoyable.

So what are the most frequently asked interview questions and how should you approach them?

In this blog post, we’ll teach you how to answer the interview question:

1. Tell us about yourself
2. What are your career goals?
3. What are your strengths?
4. Tell me about a time you worked well under pressure?
5. Tell us about a time you have worked well as part of a team?
6. Tell us about a time when you responded to criticism positively.
7. What are your weakness?
8. What do you know about us?
9. What trends do you think are affecting our industry
10. Why do you want to work for us
11. What are your salary expectations?
12. Why are you leaving your current job?
13. What other types of jobs or companies are you currently considering?

Before we get into it, here is Gary Charles discussing why preparation is so important.

How to answer “Tell us about yourself”

Employers tend to ask this question first. They will first want some background and to find out who they are talking. Whilst being a potential icebreaker, it also presents a great opportunity for you to build rapport with the interviewer[s], and perhaps establish common interests. A good response to this question may follow this structure:

• Begin by explaining your current situation, whether it be a student, and if so, what you are studying, and any job role that you are currently in
• Provide details of previous work experience or studies that are relevant to the role you are applying for
• Talking briefly about yourself such as where you are from, any hobbies or interests that you have, any accomplishments, and your aspirations

How to answer: “What are your career goals?”

There is no doubt that the employer will want to delve further into what your future goals are. The question they ask will come in the form above or another format such as “Where do you see yourself in 10 years?” or “What area do you see yourself specializing in?”. Employer’s will want to know that you have intriguing goals that fit their criteria. You may have a specific job role in mind. Alternatively, you may be on a journey to find a role that interests you and enables you to develop core skills.

A good response to this category of question will identify what you want to achieve and why you want to achieve it. This may be because you enjoy working with customers, have a strong interest in a specific discipline, have a calling to help the vulnerable, or because you have a good commercial acumen. You will then need to explain why you feel this way before detailing the skills that you have developed so far along with how you feel the job role will help you enhance these.

How to answer: “What are your strengths?”

On average approximately 20% of job applicants manage to reach the interview stage of the application process. This means that you should give yourself a pat on the back for getting this far. The employer will also know that you are a good candidate for achieving this. They would not have scheduled the interview if they did not.

Nevertheless, they will still want you to tell them what you think your strengths are and why you feel you will meet their standards. This is something that you will have to demonstrate with reference to your previous experience. It is at this stage that I want to introduce you to the STAR structure if you are not familiar with this. Once mastered, this structure will be your friend in the interview room (or video call).

The following is a worked example of the STAR structure used to demonstrate the strength of being able to multitask:

S (Describing the Situation)- In my previous role my manager told the staff during a staff meeting that a valued member of the team would be on sick leave for several weeks. It was a busy time of year for the business and there was a need for someone in the team to take on additional work. I agreed to do this and help the business in its time of need.

T (Explaining the Task)- I needed to understand the tasks that I had to on behalf of my fellow member of staff and prioritize these along with my tasks so that deadlines were met.

A (Detailing the Action taken)- My manager briefed me on the additional work that I was to undertake. Having taken note of these I drew up a list categorizing my tasks as ‘urgent’, ‘medium importance’, or ‘flexible’. This provided me with a framework that helped me stay on track with the work I needed to do.

R (Outlining the Result)- This system enabled me to complete the tasks in a timely fashion and ensured that the business did not fall behind. It also provided me with a great insight into my colleague’s role so that I could be of further assistance in the future

Another technique that can be used is C.A.R, here is John Lovig to tell you more:

How to answer: “Tell us about a time when you worked well under pressure”

This is an example of a specific skill-based question. These kinds of question usually start with “tell us about a time when” and should be answered using the STAR approach outlined above.

Most job roles involve working under pressure and an employer may assess the extent to which you can deal with pressure. The interview in itself will give them an indication of this, but they may also want you to comment on your ability to handle pressure.

There may have been a situation where you were working to a deadline that was fast approaching. You may have had to deal with a difficult customer or a conflict in the workplace. These instances are likely to have brought about pressure. A good answer to this interview question would be one that outlines the action you took to handle the situation to ensure that a satisfactory outcome was reached.

How to answer: “Tell us about a time when you worked well as part of a team”

Being a good team player is a trait that most, if not all, employers will attach a lot of value to. You can demonstrate that you can work well as part of a team by recalling a time that you communicated clearly to your team in the pursuit of a desired outcome or made sacrifices to ensure that the interests of the collective were prioritized. These may arise out of previous work experience and even hobbies such as being part of a sports team.

How to answer: “Tell us about a time when you responded to criticism positively”

An employer may ask this question to assess your ability to take feedback on board and use it to improve your performance. This situation is likely to have arisen in any previous work experience you have which has involved a colleague, perhaps one with more experience, critiquing how you approach something in your role so that you could be more efficient or be more successful. Your answer should use one of these experiences and explain the action taken to adapt.

How to answer: “What are your weaknesses?”

You must also enter interviews with an awareness of the areas that you could improve on. An important skill that will help you throughout your career is the ability to honestly review your own performance so you can adapt and improve over time. The employer may test your ability to this during the interview by asking you to give details of any weaknesses that you have or by asking you this in another format such as “Why would you not hire yourself?”.

In order to answer this question, you will need to start by focusing on a weakness. However, if you focus solely on describing this weakness you may give the employer reasons to not hire you. The trick to answering this kind of question strongly is to ensure a positive answer is given. This can be done in one of two ways:

1. Focusing on a weakness that can to some extent be viewed as a strength. For example, you may approach your research thoroughly with the aim of leaving no stone unturned. While this is a good thing in that you will likely obtain a rounded understanding of the area that you are researching, there would also be a risk that you chase leads that are unhelpful or perhaps not fully relevant to your brief. This will waste time and could make it more difficult for you to meet deadlines. Having identified these risks in your interview answer, you can close your answer by stating that you are conscious of these risks and continuously strive to mitigate against them when approaching tasks.
2. Focusing on a weakness and the steps that you are taking to overcome it. You may have a fear of public speaking, which is common. If you have gained experience which tests this skill you can emphasize the fact that you strive to convert this weakness into a strength. This will demonstrate that you are person who takes initiative and are determined to enhance your skillset.

How to answer: “What do you know about us?”

In order to prepare for the interview, you will need to research the employer. They will want to know that you at least have a basic understanding of their business. You will need to have this understanding so that you can convince the employer that you are a good fit for them.

How do you research an employer? It is likely that there will be online resources available to you. These may include the employer’s website which will give an overview of what the business does, its culture, and its history, blog posts on the website that may focus on current issues in the employer’s field or on what it is like working for the employer, and news articles that the employer may have appeared in. The employer may also provide opportunities for you to meet current members of staff through careers events or webinars. Forming networks with those currently working in industries that you are interested in will provide a great insight into the business, what it is like to work in the area, and any challenges the business faces.

When gaining information about the employer, you could consider the following:

• Work that the business does or the areas that it specializes in
• The culture of the business
• Where the employer is located
• When the business was formed
• The business model and management structure that the business adopts
• The market that the business operates in, and the competition faced
• Work the business does in the community and other things that it does to demonstrate its commitment to corporate social responsibility
• The future plans that the business has

With this information, you should be able to provide an answer that shows you have a good understanding of the employer’s business. This is all you will need to demonstrate. They will not expect you to be an expert!

Doing your research is especially important when you are interviewing with a start-up, here is Bradley Andrews with more information:

How to answer: “What trends do you think are affecting our industry?”

It is possible that the employer will ask you a question that will test your current awareness and commercial awareness. A good answer to this question is one that demonstrates a good understanding of the market forces that are impacting the industry which is then linked back to the employer’s business.

An understanding of the market is something that can be developed through academic studies and gaining experience in the field. These can also be supplemented by reading publications from institutions with oversight in the field, businesses in the field (including your prospective employer), peer reviewed journal articles, and credible news articles. Podcasts, seminars, and webinars can also provide insightful information.

Here is David Lines on why publications are so important:

How to answer: “Why do you want to work for us?”

The answer to this question will build on much of what has been discussed above and should focus on the following areas:

1. Why you are interested in the position. You will need to have reviewed the job specification before the interview and understand what the role will involve, any criteria related to previous experience or qualifications, and what the employer will expect of you in the role. With this information you should be able to explain with reference to your existing skillset and interests why you feel as though you are a good fit for the role by linking these to the information provided in the job specification.
2. Why you are interested in the employer’s business. The information you will have gained about the employer will help you highlight what intrigues you about the business and what value you can bring to the business’s initiatives.
3. What you are seeking to gain from the role. By understanding the role and what the employer expects from those in the role, you should be in a position to discuss how working in the role will enable you to enhance your skillset. Your understanding of the business, in particular its business model, management structure, and future plans, you should also be in a position to explain why you feel as though you can be a part of the employer’s long-term plans and utilize career progression opportunities within the organization.

Need more information on the company? Don’t forget to ask. Here is Craig Hulls with more information on why you can always turn to your recruiter.

How to answer: “What are your salary expectations?”

Over 39% of interviewees state that their jobs searches are mainly remuneration motivated. You can research into the salaries for similar roles in the same labor market. Keep in mind your salary will depend on multiple factors such as the employer’s location, your experience, and your qualifications. This question is asked to check that your expectations align with what the employer would expect to pay. You may use your previous experience and refer to your previous earnings to substantiate any expectations that you have.

How to answer: “Why are you leaving your present job?”

An employer may ask this question to delve into your motivations. Your reason for leaving your previous role may be because you want a new challenge. If so, ensure that you explain why you want the role that you have applied for to be your next challenge. Your departure may be because of a range of other factors such as following a home move or a redundancy. In any case, make sure you show why you are interested in the new role and the employer and always ensure that you answer this question positively by not saying anything negative about your previous role.

How to answer: “What other types of jobs or companies are you currently considering?”

This question may also be asked by an employer so that they can learn more about your motivations. Most importantly, you do not want to convey a message that you are applying for as many jobs as possible with the hope that you are successful in at least one application. In this case, an employer may feel as though you do not have a genuine interest in the role. Applying for numerous roles may also make it difficult for you to tailor your application to specific roles and specific organizations. It is not necessarily a bad thing to admit that you have applied for multiple roles, but you must ensure that your application for each role is tailored to it and that you would be committed to the role in the long-term if you are successful.

What to say when you don’t know how to answer a question in an interview:

Turn the tables: Some ideas of questions you can ask the Interviewer:

The interviewer will almost certainly give you the opportunity to ask questions about the role and the organization at the end of the interview. This will give you the chance to show that you are committed want to learn. Remember, there will be a limited amount of time to ask questions, so prioritize questions based on what further information you would like to gain. You may consider asking any of the following questions:

• Why has the position become vacant?
• How will the position evolve in x year’s time?
• What opportunities are there for training/career development?
• What could I expect to do in the first 6 months?
• How would you describe the ideal person for this job?
• What are the long-term opportunities for progression?
• What was it in my CV that interested you?
• What makes your company different from your competitors?
• Why did you join and why have you stayed?
• What do you see about the best aspects of working here?
• Do you think I can do the job?
• Do you think my personality will fit in with the team?
• Where do we go from here?

In conclusion, the job interview process can be a nerve-wracking thing to do. However by preparing answers to common questions and researching the organisation, you can feel more confident and in control or the process.

Remember to focus on your qualifications, experience, and skills, and how they align with the requirements of the position. By being well-prepared and presenting yourself in a positive light, you’ll increase your chances of landing the job you want.

Here is our very own Commercial Director, Kim Wardle, to give you her 3 Golden Rules of interviewing:

The TDA Recruiters are always on-hand to provide you with help for your interviews and can also provide guidance on your resume and cover letter. All you need to do is reach out. Good luck!

If you’re on the hunt for a new role in Tech, Design, Product, Cyber Security or Data, be sure to check out our job board and register your resume with us.

The post How to Win at Job Interviews appeared first on We are TDA.

While our business has grown, so have our teams in their professional and person lives. From promotions to new families, we’ve been extremely honoured to be on their journey with them and them with us.

Let’s have a look at what happened in 2022…

Award Winning Business.

Our personal highlight for the year would have to be the fact we were Global Recruiter Award Winners for 2022. The awards recognise the companies who have demonstrated best practice, leading edge thinking and more over the last 12 months. We couldn’t be prouder to take the trophy home.

Here is what the judges had to say, “this is a business that truly puts their clients, candidates, and employees at the heart of what they do, building deep rooted communities of organisations across their chosen specialisms. At the same time, they enjoy high levels of billing and operating profit. There is a real sense of momentum about this business that shows no sign of slowing down.”

A New Look.

The TDA Creative website launched in 2022, improving usability, style, and performance. We’d like to say a very special thank you to KeyApps for all their support in bringing this next step for our brand to life. Please have a look around to check out the new site.

Academy 3.0.

Our TDA Academy continues and is now in its third iteration. Its purpose is to give young, driven people from all backgrounds the opportunity to embark on an exciting, successful career in recruitment while earning a fair and competitive wage.

Academy 4.0 launches early in 2023 and will look to be bigger and better than ever. If you are interested in joining or would like to recommend anyone, please head to our careers page here.

The Launch of TDA Search.

TDA Search recently launched and focuses on delivering executive search consultancy services. The mission here was never to re-invent the consultancy process but modernize it. By combining the latest in AI and Automated tools, with the craft and skill of experts in their field, TDA can bring our customers unrivalled talent advisory service that access demand, augment a plan, and automate a solution for any need.

The Future of Design Forum 25X25.

The Future of Design Forum began as a private community for the most visionary design executives. The forum explores the future of design and design leadership, and hosts monthly gatherings where members discuss the most pressing issues facing their teams and it will continue to do that.

However, there is now so much knowledge and value coming out of the group that we felt it was time to open it up to design leaders to share their knowledge with everyone.

Our new 25X25 session is an open format that allows for a 25-minute presentation from a design leader to share their knowledge. This is then followed by a 25-minute Q&A session where the forum members can share their own thoughts on the subject matter or ask questions to our design leader.

We’re really excited to see how this grows. Click here if you would like to join.

One Tree Planted.

On the subject of growing, as our business scales we know we have a responsibility to give back and do more for our community and the environment. 

This is why we have launched the one tree planted initiative to directly help restore forest cover in Uganda, Australia and the Pacific Northwest. 

How it works:

• We make a placement with a client or add a team member to TDA
• At the end of the month, we keep a tally of how many placements and team members we have added and plant that many trees through the charity One Tree Planted
• This will be an ongoing exercise and we plan to plant thousands of trees to support forest cover and our environment

So far we have planted over 100 trees and look forwarded to planting more next year. 

Thanks to you.

All of the great things we have achieved this year would not have happened without our partners, clients, friends and amazing candidates. You’ve helped us shape what’s next for our own business but also many other organisations all over the world so a massive thank you for your continued support.

Looking a head.

As an ambitious company we enjoy reflecting on the journey we have been on, however, looking back also inspires and excites us to look forward to the year ahead.

Our biggest news to share for 2023 will be the launch our new specialism, Cyber Security. Looking at our established areas of operation in Design, Product, Data and Product, it felt natural to expand into this area.

Especially since technology and the internet are such integral components of modern life and business. It is difficult to think how we would live without them, which is why cyber security is so vital to everything we do.

For businesses It’s more crucial than ever to take precautions to stop cybercriminals from accessing organisations accounts, data, and devices. We know we can support businesses to safeguard their customers and teams in the right way in 2023.

The post The TDA 2022 Round Up appeared first on We are TDA.

These steps helped us create successful design teams for global brands like American Express, eBay, Goldman Sachs, Frog Design, Citi bank, Morgan Stanley, Coinbase, AOL, HUGE and BlackRock – and they’ll no doubt help you out too. Read on to discover these steps and guarantee that the design team you’re putting together reaches its full potential, smashes its goals, and works effectively as a unit.

1. Define your company/project vision
2. Build your own skills matrix Roadmap your way
3. Understand the link between team size and creativity
4. Consider both core and supplementary roles (and how you’ll structure them)
5. Consider experience and cultural fit, not just qualifications

Start by defining your creative vision

When building out a design team, start by defining your strategic vision. Do you really need to grow a design team? If so, why?

Having a clear concept of your new design team’s purpose will make constructing the team itself much more straightforward. It also has the added benefit of ensuring every team member knows what’s expected of them.

Here are some key questions that’ll get your creativity flowing and help you concretise the vision for your creative teams:

• What are you hoping to achieve by putting this team together?
• How will this team achieve its goals?
• What do your current teams need support with?
• What skills will be needed to deliver your project to success?
• What personality types will you need in your optimal team?
• What sort of experience would be valuable to bring to the team?

Build your own skills matrix

There are multiple core and supplementary skills which make up a design team, and it’s essential to keep track of them all. We’re not assuming you’re starting from scratch when building a creative team, nor do we think you need all the skills present at every stage of a project. This means you need a way to assess your existing staff’s core skills and competencies to see who you need to hire and when – and that calls for a skills matrix.

A skills matrix is quite a grand title for something that’s relatively easy and quick to complete. Just list the names of your current creative team in cells along the X-axis of a spreadsheet, and then on the Y-axis list, input each of the skills you think you need to be able to tap into.

Then put an ‘X’ against any skills that each employee has competency in. Any remaining boxes without an ‘X’ at the end of the exercise are your current skills gaps. Here’s an example:

Completing this exercise will ensure you have precisely the right skills in your design team to succeed both now and in the future. Keep this document on file so that if a staff member leaves or the scope of a project changes, it’s easy to remind yourself how this will impact your creative team.

Roadmap your creative process

Road mapping is an essential strategic process for taking your initiative from vision to reality.

A ‘roadmap’ is a living document that articulates your processes, breaking down your vision into a visual representation of timescales, information flows, and – pertinently when building a creative team – resource allocation.

Here are eight steps to take to ensure you have all the information you need to create a roadmap:

1. Remind yourself of the problems or challenges you’re tackling with this project – why do you need to formulate a new strategic vision in the first place?
2. Break that vision down into objectives. What will success look like? What are your goals for the project?
3. Agree on the timescale for your project, allowing for onboarding of teams and finessing the work.
4. Insert critical milestones such as sprints and launches into your timeline.
5. Assess your capabilities. Who’ll be working on the different tasks, and do you have any gaps in your team’s skills that need filling? (Your skills matrix will help here!).
6. Identify the stages that’ll require collaboration between other teams or stakeholders.
7. Unless your roadmap is very high-level, you might want to capture actions and label them with ‘now’, ‘next’ and ‘later’.
8. Generate your roadmap. If you need help with this, there are many fantastic road mapping tools available like Asana and Monday.

TDA TIP: Whatever your overall goal, break it down into bite-sized steps to make it manageable.

Building a clear roadmap is essential to enable the creative brains in your team to work together. If you don’t have the time or skillset to outline this process yourself, make it your priority to hire someone who can.

Understand the link between team size and creativity

You could be forgiven for thinking that a creative design team needs to be large, but that’s not necessarily the case. Smaller teams have actually been proven to be more creative than their larger counterparts, particularly when it comes to disrupting and innovating.

Analysis for the Harvard Business Review uncovered a nearly universal pattern: larger teams tended to be most effective at developing and furthering existing ideas and designs; smaller groups tended to disrupt current ways of thinking with new ideas, innovations, and opportunities.

This data is backed up by Scientific American, Bloomberg, and others, suggesting bigger isn’t always better.

For us, it always comes down to finding the right size team for the job at hand. Whereas some projects need plenty of manpower to get them over the line, others will benefit from this ‘small and mighty’ approach. But one thing is sure – don’t assume smaller teams can’t out-innovate larger ones.

Consider both core and supplementary roles (and how you’ll structure them)

It’s important to remember that a one-size-fits-all approach simply doesn’t work for design teams.

You need to take a broader view and connect your creative vision to the fundamental skill sets needed to deliver projects successfully. This may involve placing several core roles together with auxiliary functions which complement and support their work.

• Design Leaders
• UX Designers
• Product Designers
• Content Strategists

But how you assemble these core skills – and how you bolster them with supplementary roles – is up to you, and there are pros and cons to the most common models:

Generalist teams

Some teams are made up of generalists with broad skill sets. Generalist teams can be beneficial because every member understands what’s required to complete the project and can work towards the end goal together. The possible downside is if you find you need more specialist knowledge part of the way through the project – you’d then have to hire a new team member on the fly.

Specialist teams

A team of specialists sees each person tightly focused on their area of expertise. The benefit of this is that you have people with a profound understanding of their role and specialism. But, there’s a risk they’ll be less able to collaborate with others and see the bigger picture.

Hybrid teams

A hybrid team can deliver the best of both worlds – a deep understanding of critical core skills combined with generalists who can better oversee and bring the different elements of a project together. The benefits are clear, but the perceived downside is that this type of team is more complicated to build and manage.

Supplementary roles – don’t forget these

Supplementary roles you might need to consider hiring for include:

• UX copywriters
• Information architects
• Visual designers
• Audio designers
• Design ops
• UX Researchers
• UI Designers

There’s contention in the industry about how vital these supplementary roles are to overall project success. For example, many believe you only need a design operations specialist when building larger teams – in smaller teams, they’d be a little like a third wheel.

While that debate is ongoing, it’s clear to us that you need to consider which of these ‘extra’ roles and skill sets will best suit your current project or company vision.

If you need any help understanding what these supplementary roles can bring to your design team – or if you’re interested in how to best structure your teams – talk to TDA today.

Consider experience and cultural fit, not just qualifications

When hiring to build design teams, managers usually list the key competencies, experience, and certifications required to select candidates for an interview. This helps them define the role, narrow down the pool of talent, and makes hiring more efficient. Often, certification is used as a filter mechanism to weed out unsuitable candidates during the process’s early stages. But when comparing candidates, be wary of placing more value on certifications than you do on experience.

Big brands like Google used to require every candidate – including their developers – to be educated to degree level. However, it soon became apparent to the management teams that this arbitrary condition meant they missed out on meeting lots of talented candidates. Suffice to say, their policy has now changed.

The lesson here is that – if you’re interested in hiring the best talent on the market – broadening your search criteria and looking for real-world experience, coupled with a portfolio or resume full of evidence of technical skill, is the way forward.

You also need to consider how your new hire will fit within the team from a cultural standpoint. You may find, for instance, that the project or brand you’re working on necessitates a team of creatives with diverse ethnic backgrounds. Finding the right cultural fit is just as important as finding someone with the required skills and experience, so spend time considering it too.

Want to continue the conversation?

By following the steps above, you’ll have a concrete idea of how you want your design team to be constructed and what you’d like it to achieve. Here at TDA Creative, we have the expertise and connections to help you bring that structure to life.

The post Proven Methodologies for Building Winning Design Teams appeared first on We are TDA.

The pandemic was a monumental landscape shift for all of us, while it is still very real, many of us are starting to settle into what is now our reality. I will use my platform here to say that if you are still opening emails with, “I hope you are well in these unprecedented times”, we’re all going to need you to stop.

This shift to being a full-time remote worker has been an interesting move though. I’m a social creature at heart and I get no greater joy than seeing my colleague’s smiling faces in person so not being able to just drop in has been an adjustment.

Dave and Andy, the founders of TDA, have been brilliant though. Ensuring the well-being of all the team, keeping communication flowing and being flexible, especially with those who have children (well done to those that do, homeschooling sounded hard).

As someone who has been remote working for a long time now, I’ve come up with some top tips for those of you who are in the same boat as I am. As you know, it can be hard to stay motivated and genuinely not fall into madness being in the same place all the time.

Here are my top tips:

1. Get dressed – You might not be seeing anyone that day, but you will feel far more productive if you change out of your sweatpants and a decade-old band t-shirt. You also never know when you might need to get on a video call at short notice. Yes, I am fully dressed writing this at 11:34 am.
2. Get some air – Seems simple but just standing outside for 5/10 minutes every hour or so is revitalising for the soul. We are glued to phones and screens all day. You deserve a spot of mindfulness.
3. Lists – Write them in the morning and use that as your Magna Carta for the day. It’s easy to get sidetracked doing choirs, let lists be you be productivity saviour. Start small and work up to the big stuff and really enjoy the endorphin rush you get from striking through that task you’ve been putting
4. Move – In the words of Bob Marley and the Wailers, “get up, stand up”. This was a hard one for me. I found the more I didn’t move, the harder I found myself finding the motivation to move but my mother didn’t raise a quitter and just getting out for a quick walk around the block has kept me sane.
5. Use technology to stay connected – There are many programmes out there like Stack, Whatsapp or Microsoft teams that make connecting easier. Get on video calls for face-to-face conversations with your colleagues or call a friend/family member, it will help your sanity.

To tie things up, I’ll say it’s key to act as if you are at work. Don’t let the lines blur between profession and personal life.

make sure you put your tools down at the end of the day to enjoy your leisure time. Keep boundaries, snooze the emails on your phone after the workday is done and enjoy yourself.

You’re doing great. Keep it up.

By Sean Hanly, Chief Marketing Officer, TDA Creative – Find me on LinkedIn. I’d love to hear your own remote working tips.

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