Code IT in 2023

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Future of Youth Football


 With home schooling getting ever more fraught/challenging it seems that sport for schoolchildren in general and grass roots football in particular (given its popularity) must be a priority as the vaccine hopefully takes effect and we move out of lockdown.

I have had  a season ticket at a premier league club for over 20 years and completely understand a return to full  stadiums with the accompanying perfect infection storm of public transport journeys, crowded local pubs and obviously all the interaction within stadiums is a long way off.

I personally have no interest in returning to a dry stadium of 2000 people but plenty do and that’s great, however the time and effort of facilitating the professional game and a limited return of fans seems in stark contrast to the staging of grass roots football.

My 10 year old daughter plays for 2 teams which involves playing on Saturday and Sunday and training 3 nights a week.

When I ask her what she misses most about life in lockdown she answers football without any hesitation and immediately adds training as well  as the matches.

Having already lost a year of normal education and currently being cooped up during dark winter days, the reintroduction of grass roots football seems one of the best ways of children being able to interact with each other in a framework where there are already numerous protocols in place around child safety etc, which means a few tweaks could surely see this return safely, even if the ‘tweaks’ could involve a reduction in number of games/training sessions.



How Secure Working from Home

How secure is working from home?

For nearly a year many of us have been embracing a new way of working. While staff are in the office it is generally accepted that the systems they are using are secure. However, what happens when your people work away from the office, on networks you have no control over, what are the risks, or it as safe as being in the office.

What are the risks?

  • Working on insecure networks, such as shared Wi-Fi;
  • Staff using machines without latest software update, or virus protection
  • Home Wi-Fi lacking firewall

 How can these be mitigated?

  • Encourage staff where possible to use private networks where they can, and ensure their Wi-Fi key is kept secure.
  • Ensure software is up to date on their machines, most will prompt updates, don’t keep snoozing these, they often contain crucial updates in order to keep your device both secure and performing optimally

Below are the top considerations for safe home working:

  1. Antivirus Software
  2. Keep family members away from work devices
  3. Invest in a sliding webcam cover, or even simple masking tape which can be peeled back easily when required.
  4. Ensure your company VPN is as strong as it can be
  5. Use a centralised storage solution
  6. Secure your home wireless network with new strong passwords
  7. Be aware of videoconferencing security risks
  8. Make sure your passwords are strong and secure
  9. Maximize security around online banking
  10. Pay attention to email security



International Women’s Day 2019, celebrating leading Women in Technology!

In honour of International Women’s Day 2019, we wanted to highlight one of our consultants’, Beth, favourite GREAT Ladies of technology!

A surprising fact for most people is that Women have made some of the most significant contributions to technology. This fact is little known because unfortunately their contributions to technology are frequently left out of the history books! This is now, slowly, changing.

The stories of women who drove innovation in the 19th, 20th, and into the 21st centuries — these key technological architects of modern life — have long gone unheard, their praises unsung.

In the late 1800s, men at the Harvard College Observatory were gathering data about the stars and the planets. The head of the Observatory, Edward Pickering, needed someone to crunch the astronomical numbers in order to calculate relationships and effectively measure the universe. The men turned this down perceiving it as secretarial work.
Williamina Fleming, his housemaid, agreed… She went on to lead a team of more than 80 women who did the computational work that’s responsible for how we understand the universe today.

Annie Easley is the woman you have to thank for hybrid car batteries.

Adele Goldberg, her work inspired Steve Jobs’ creation of the first Apple computer. Without her the Apple desktop environment would not look the way it does today.

These inspirational women are a small example of the strong, influential women in technology! Women in Tech need to be celebrated more, hopefully one day these inspirational women will be one of many stories told!

A Message from Amanda Callagher – International Women’s Day 2018

Here at Code iT, a company co-owned and run by a woman, we encourage more women to make the move into Tech and are ready to support them throughout their job searches. Many of our clients are continuously seeking to diversify their teams and allow the opportunity for new ideas to grow and develop.

The journey towards a more equal representation within tech has to start by inspiring young women to pursue their passions within STEM fields and to be true to themselves by never compromising on their beliefs or standing down against a challenge.

International Women’s Day should be an opportunity to drive forward and celebrate the success of women across all industries but we must continue to take pride in each other and ourselves by making every single day about furthering the cause of equality for all.

Just as all companies should, Code iT has always offered the same opportunities to female candidates and employees as their male counterparts and will continue to do so as we all drive towards a brighter future.

Kind regards

Founder & Director at Code iT

Qualifications on your CV: What you need to know!

Have you started looking for your next role? Are you a contractor preparing to find that next opportunity?

It’s important when updating your CV or applying for a position to know your qualifications and to be ready to back them up.


Here are 5 simple things to remember about qualifications:

1. Check that they are still current! 

Many qualifications are an expiration on them and if you haven’t kept up with your accreditations then you could be showing off a qualification you no longer hold!


2. Refresh yourself regularly!

There’s nothing worse than being asked a question about a topic inside of your certificate and not knowing the answer, it shows that you haven’t been using those skills and will make potential hiring managers question the value of developing you as an employee.


3. Keep them safe!

Employers will ask to see copies of your accreditations so make sure they are all in one place and well out of harm’s way. Nobody wants to go dinking through their shed only to find their diplomas soaked through and ruined.


4. Keep on achieving!

Always be on the lookout for the next stage in your qualifications. The further you take them the more they can improve your employability and earning potential.


5. Try something new!

Maybe try picking up a certification outside of your usual skill set, they can help to diversify your CV to employers by showing you have other interests. A really common choice is to take on a First Aid certificate or maybe there’s an exam body for one of your hobbies like the coaching certificates for a sport.


As employers demand a higher standard and more well-rounded profile from their employees it will always give you the step up to be constantly developing yourself and growing your skillset.

Although maybe you should save that General Certificate of Brewing for after you’ve signed your contract!

Tom Whitewood
Recruitment Consultant
0207 653 8728

How to Quit Your Job And Keep Your Reputation

Finding the best way to resign from a job can be challenging, especially if you are unhappy in your current workplace. Maybe you’ve dreamt of dropping a cake on your manager’s desk with your resignation letter inscribed on top, or telling your boss you are leaving while a marching band plays you out of the office.

Though it’s tempting to go out in a blaze of glory, taking a more measured approach to resigning from your current position will ensure you leave your reputation intact as you embark on your next venture. In fact, a 2015 study by the staffing firm OfficeTeam revealed that nearly 90 percent of the human resources managers surveyed said the way employees quit a job has an effect on their future career opportunities and professional reputation.

“Doing a great job when you start a new role is expected,” said Robert Hosking, former executive director of OfficeTeam, in a statement. “Doing a great job as you leave cements your reputation for professionalism.”

If you want to quit your job without burning bridges, consider following these tips.

Once you decide to resign, schedule a face-to-face meeting to inform your manager of your decision.

“This is the person who gave you a chance – give them the courtesy of knowing about your resignation first,” said Janet Lamwatthananon, recruiting coordinator at ZipRecruiter.

It may be tempting to tell a close colleague of your decision, but it’s imperative that you resist the temptation, said Heide Abelli, a senior vice president with the e-learning company Skillsoft.

“Accept the fact that your relationship with your boss will take on a different tone [after your announcement], but if your boss hears the news from others in the organization first, it will make the situation even more challenging for you,” said Abelli.

According to Abelli, you should work with your boss to determine how to communicate your departure to the rest of the staff.

“Until that plan is in place, you should not make others aware of your decision,” recommends Abelli.

Don’t use your departure as an opportunity to gloat or criticize. Strive to be positive and remain diplomatic when asked about your reasons for parting ways with your employer. Career coach and success strategist Carlota Zimmerman recommends leaving with dignity.

“When people ask you why you’re leaving, even if you want to scream to the heavens, ‘Because I hate you people!’, smile politely and tell them that it was a tough decision, but you’re ready for new challenges, and you were blessed with a wonderful new opportunity,” Zimmerman said.

Additionally, try not to alienate your colleagues by boasting or chattering incessantly about your awesome new gig.

“Bragging about your new job may lead to bruised egos,” said Lamwatthananon. “Just because you may be completely done with the company does not mean your co-workers are. Be respectful.”

Though you may be thinking of greener pastures, the projects you started still need to be completed, so allow yourself enough time to tie up any loose ends.

“Leaving without proper notice can be one of the worst things you could do to your boss and colleagues,” said Lamwatthananon.

It’s standard practice to give at least two weeks’ notice, but if you have a more senior-level position, Abelli suggests staying on longer if your schedule can accommodate it.

“You need to give your organization time to transfer your responsibilities to others, train a replacement, and enable documents and files to be accessible to others,” she added. “Leaving without providing your organization with enough time to handle these basic requirements puts your former colleagues, boss and the organization as a whole in a challenging position.”

To this end, career coach Cheryl E. Palmer says it’s wise to leave detailed instructions for your daily tasks.

“One way to do this is to create a manual that outlines your job responsibilities, schedule, project statuses, committee work, and includes a list of any key passwords, especially those to programs for which you may have been the only one with access,” she said.

Many companies conduct an exit interview with departing employees to gather feedback on their experience with the organization. If you’re leaving due to management or other workplace issues, you may view this as an opportunity to air your grievances and vent some choice comments about the supervisors who made you miserable.

But Alexandra Levit, a business and workplace consultant, advised keeping your negativity to a minimum. If you’ve managed to keep your cool until this stage of the process, remind yourself that this is not the time to be petty or focus solely on personal hurts, she said.

“When it comes to exit interviews, the general rule is, if you don’t have anything nice to say, lie,” said Levit, author of “They Don’t Teach Corporate in College” (Career Press, 2014). “Stick to official business as much as possible, and if you must provide constructive criticism, proceed with tact and caution.”

That’s because it’s smart to stay on good terms with your current co-workers and bosses –necessity or opportunity could bring you back into each other’s lives.

“It’s a smaller world than you think, and you never know when you’re going to need these people again,” Levit said. “At the very least, you want to be able to count on one person at the company to serve as a reference for you in the future.”

“In many fields, people are very interconnected, so if you leave a position on bad terms, people in other organizations in your same field may hear about it,” added Palmer.

To preserve these connections, you should openly express gratitude for the experiences you’ve had, the skills and lessons you’ve learned, and the relationships you’ve formed.

“Even if you are struggling to find some positives to highlight, there is usually at least one thing that you liked about the job you are leaving,” said Abelli. “Focus on that and express your appreciation.”

This Article first appeared in Business News Daily
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Job Hunting? Avoid These Common Mistakes.

When searching for work, it is important to remember that employers are evaluating you on all aspects of the job search process. From the application to the interview, you always need to put your best foot forward. New research, however, shows that all too often, job candidates make myriad blunders that damage their chances of finding work.

The study, from the staffing firm Accountemps, revealed that there are a variety of mistakes job seekers regularly make on their applications and resumes. The most common error candidates make is not customizing their materials to the job they’re applying to, the study found.

Other application and resume mistakes executives see on a regular basis include not proofreading for typos or poor grammar, focusing on job duties and not accomplishments, and including irrelevant information.

But having great application materials is only one step of the process; the research also found that many candidates are unprepared for multiple aspects of a job interview. The most common error the executives surveyed said they experience is interview candidates who have little or no knowledge about their organization.

Other common interview errors job applicants make include unpreparedness to talk about their skills, experience, career plans and goals; a lack of enthusiasm; lateness; and failure to make eye contact.

“Employers are looking for job candidates who provide the ‘wow factor’ and can immediately demonstrate the value they bring,” Bill Driscoll, district president for Accountemps, said in a statement. “Sending a generic resume or showing up for the interview unprepared tells the hiring manager that the applicant has little interest in being hired.”

To help job seekers, Accountemps offered the following tips for how to avoid some of the biggest job search mistakes:

  1. Keep it relevant. When filling out an application and submitting a resume, only include facts that would interest an employer. This includes your credentials, experience and accomplishments.
  2. Double-check your work. Don’t ruin your chances of getting a job by not proofreading your application, resume and cover letter. Just one typo can eliminate you from consideration. In addition to reviewing your materials on your own, ask a friend to proofread them as well.
  3. Spend time preparing. You need to take all aspects of the job search process seriously, and that means putting in some extra effort. Research the company: Check out its website, and read any recent news articles. Then, take what you learned and incorporate it into your cover letter and interview responses. That shows you can make a connection between what the company needs and what you have to offer.
  4. Be honest. Lying about your experience is unacceptable, and so is exaggerating about it. Being caught in a lie will not only kill your chances of being hired with that employer but also could damage your reputation with others.
  5. Review your online presence. Before starting the job search process, make sure you know what others can see about you online. Be sure to remove any social posts that an employer might consider unprofessional or inappropriate.
  6. Be ready to talk money. Be prepared to discuss salary when it comes up. Know what the compensation range is for the job you’re applying for and where someone with your skills and experience fits into that.
  7. Use a variety of sources. When looking for job openings, don’t spend all of your time online. Attend industry events, join professional associations and tap into your network of contacts to find openings that might not be posted online.

The study was based on surveys of more than 2,200 chief financial offers from companies in more than 20 of the largest U.S. metropolitan areas.

This Article first appeared in Business News Daily
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Career Coach: 10 tips to get your CV short-listed


Tip 1: Don’t be dull

Supercharge some of the statements on your CV by using the “So what?” test. Imagine you have an employer sitting next to you as you write your CV who asks “So what?” after every statement.

Look at these rather dull statements from actual CVs.
• Led a team of 20 sales staff
• Devised an incentive scheme
• Managed an office relocation project

Now transform those statements on your CV by adding a result to make those dull statements more interesting.
• Led a team of 20 sales staff… who exceeded all performance targets.
• Devised an incentive scheme… that reduced staff turnover by 20pc.
• Managed an office relocation project… with minimal disruption to the business.

Tip 2: Use Power Verbs

Use power verbs to give added impact to the statements on your CV.

Drove the completion of projects

Targeted new clients

Identified new opportunities

Tip 3: Use keywords

Use keywords and phrases. Many organisations use automated screening of CVs (even for senior roles) so having the right keywords and phrases in your CV is vital. Scan advertisements for jobs in your field and pick out the words and phrases that come up again and again and make sure they are used in your CV. Remember that many recruiters also use keyword searches to find candidates for their jobs on the internet so it’s also very important to have a keyword-rich profile on platforms like LinkedIn.

Tip 4: Keep it short

Keep it short and sweet. I often see CVs of five or more pages (the record so far is 25 pages). Unfortunately recruiters simply don’t have time to read very lengthy CVs so try to get everything on to two pages or three pages at the most. If you have had a lot of jobs (perhaps as a contractor or consultant) then consider referring to your early career for all jobs from more than 10 years ago. Just put the dates, job title and the name of your employer but leave out the details.

For example:


06/02 – 06/04 Sales Manager ABC Company

05/00 – 05/02 Assistant Sales Manager ABC Company

Tip 5: Keep it succinct

Don’t use 20 words when 10 will do. As well as using power verbs you can also use “CV Shorthand” to express your key points in a less “wordy” style.

For example:

Facilitated the training and development of the management and staff of the business to ensure that the business grew and staff turnover was reduced.
Facilitated training and development to promote business growth and reduce staff turnover.

Tip 6: Keep your CV focused

Make sure your CV is focused on a specific role. A lot of people have multiple skills and experience and try to show all of these on their CVs, leaving recruiters uncertain what they do. If you are a project manager and a business analyst and you are interested in both types of roles then consider creating two versions of your CV with one focused on project management and the other on business analysis.

Tip 7: Consider changing your job title

Some companies use weird and wonderful job titles that make perfect sense internally but don’t mean much to the outside world. So if you are a “media fulfilment officer” when you actually manage your company’s website, consider changing the job title on your CV to “web manager” which accurately describes what you do and is a title that recruiters might actually search for. Equally if you are a “client relationship manager” when actually you manage sales then consider changing your CV job title to sales manager. Why? Well recruiters often search the internet and job boards for people by job title so if you have an unusual job title your CV may not be picked up in those searches.

Tip 8: Don’t send out the same old CV for every job

It’s a sad fact that most of the job hunters I speak to who claim to have applied for 50 jobs and had no response admit to having sent out the same CV for every job. This just doesn’t make sense. You mustcustomise your CV for every job application. Check the job advertisement (or even better, the more detailed job specification) and see what skills and experience are required. Pay particular attention to the “Essential Skills and Experience” and be sure to include reference to each one in your CV (and covering letter).

Tip 9: List your achievements

It’s important to list your career achievements on your CV. Employers don’t just want to see a job description on your CV, they want to see evidence of what you achieved and how it made a real difference to your employer. You can use the STAR model (Situation, Task, Action, Result) to help you structure your achievements and remember these achievements need to be relevant to the job you are applying for.

Tip 10: Check for spelling and grammar mistakes

Most employers agree that the single biggest reason for rejecting CVs is spelling and grammatical mistakes. Even senior level managers (who should know better) are guilty here. A CV that’s full of mistakes is almost certainly destined for the bin.


Spending some time improving your CV can dramatically increase your chances of getting short-listed for interviews. All you have to do is to use some of the tips described above. If you do, you should see an increase in positive responses from your job applications.

If you don’t have time to make all of the adjustments above, start by making sure that your CV is error free and that it is customised for the job you are applying for. Those two simple changes should increase your success rate.

Jeremy I’Anson is a professional careers coach and the author of You’re Hired! Total Job Search 2013 published by Trotman Publishing. For further details visit

You can also follow Jeremy on Twitter @totaljobsearch

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Hiring in the Digital Age: What’s Next for Recruiting?

Ask any business about its top challenges for 2016 — the odds are good that recruiting and retaining talent are somewhere on that list. Smart companies know that they’re only as good as their best workers, and will prioritize seeking out the best of the best for their organizations.

As technology continues to evolve, it plays an increasingly important role in the way companies approach the talent search and the hiring process. Hiring managers and HR experts shared their thoughts on the future of recruiting and what’s on the horizon for this important area of business operations.

When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper résumé and in-person interview. Today, the world of recruiting has gone nearly 100-percent digital.

“From the résumé to the search to the interview, we’re moving toward a digital hiring model,” said Bob Myhal, director of digital marketing at CBC Advertising and former CEO of NextHire. “Résumés will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. Innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will [be] the primary screening method.”

Jon Bischke, CEO of Entelo, noted that digital profiles can provide far more insight into a candidate than a traditional résumé can, and many recruiters have realized that.

“Twenty years ago, the résumé was a piece of paper,” Bischke said. “Now, it’s a collection of all [candidate] data that can be found online, like participation in online communities, conferences and meet-ups. Recruiters can assess whether a person will fit, and learn if he or she has the right skills for a job.”

For out-of-area candidates and first-round interviews, the phone call is quickly being replaced by the more-high-tech video interview, too.

“More and more employers are leveraging webcam and video interviews to streamline the hiring process,” Myhal said. “We are already seeing a steep uptick in one-way videos where applicants record their interviews for later on-demand viewing. Live, two-way webcam interviews will also experience tremendous growth over the next three to five years.”

Today’s job seekers know their worth and are aware of the competitive landscape. They see opportunities everywhere, and if one employer takes too long to respond or makes it difficult to apply, they’ll quickly pass it up for another job opening.

“Talent acquisition has become a seller’s market,” said Laura Kerekes, chief knowledge officer of ThinkHR, a provider of human resources solutions. “For employers, it’s all about maximizing the candidate experience through the job application process.”

Kerekes said the “cardinal sin” of modern recruiting is not making that process fast or easy enough for candidates. One way to address this is by using recruitment marketing technologies. Amber Hyatt, SPHR and director of product marketing at HR software company SilkRoad, said these can include candidate job portals, employee onboarding and offboarding portals, and specialty tools that foster sourcing via job boards and employee referral networks. These integrated platforms are more cost-effective and enable the collaborative hiring of top talent employees, he said.

“Some small employers can’t afford sophisticated technology, but they can make it easy,” Kerekes added. “They’ve got a website — make the process engaging and simple.”

Savvy candidates will evaluate company brands before applying to or accepting a job, much in the same way they evaluate consumer brands when shopping,  Hyatt said. They’ll be researching you as much as you’re researching them, so make your website a strong tool for engaging talent.

“Company websites [are a top] job hunting source for candidates,” Hyatt told Business News Daily. “These company storefronts serve as a one-stop shop where job hunting begins, so it’s imperative [to have] a well-designed career site to deliver a cohesive brand image that reflects the company mission, vision and values. The company brand experience, in combination with detailed job descriptions and an online application, engages job seekers and helps them determine proactively if they are a cultural fit to the organization, and whether to apply.”

Kerekes noted that companies should also take the time to look at how they’re being reviewed on sites like Glassdoor and, if possible, incorporate that into their employment brand.

As the number of Generation Y — and soon, Gen Z — workers continues to increase, recruiters have learned that these employees’ expectations about the hiring process differ from those of older generations.

“Raised on technology, [millennials] do not accept many legacy concepts of recruiting and work,” said Marley Dominguez, CEO of Haystack Job Search, Inc. “To be effective, recruiters are going to need to engage Gen Y candidates in new ways.”

This is especially true of “passive candidates” — individuals who aren’t necessarily seeking a job, but are open to new opportunities, Myhal said. While some employers have no shortage of applicants who reach out as soon as an opportunity is posted, this is no longer the norm for most companies.

“Today, it’s far more important for a recruiter to be proactive when finding candidates,” Myhal said.

If you aren’t doing this already, Bischke advised looking for candidates through their social media profiles and anywhere else they have a Web presence, since today’s professionals expect employers to search for them and take their online branding and positioning very seriously.

The use of social networks and other digital profiles as candidate search tools has opened up a much wider talent pool for recruiters to draw from, but the time it takes to do that research could end up taking hiring managers away from their most important task: actually hiring.

“It is not efficient to manually sort through profiles and social network data,” Dominguez said. “We expect that the next trend will be not just sourcing social and mobile recruiting data, but actually applying intelligence to summarizing the important information.”

High-quality analytics programs already have been applied to customer data to help businesses make better strategic decisions. Candidate information will increasingly get the “big data treatment” so recruiters can quickly and easily locate the best people for the job, experts say.

“Cloud-based hiring tools will allow recruiters and hiring managers to easily and affordably find, evaluate and organize top job candidates, while innovative assessment and filtering techniques will help provide a 360-degree holistic view of top applicants,” Myhal said. “Through biometric data, companies like NextHire will better predict which candidates are most likely to be a good fit for a position, and which are not.”

Data analytics may even help recruiters discover which passive candidates are better to approach.

“One of the ways big data is impacting recruiting is around using social data to identify people who are more likely to be open to new opportunities,” Bischke said. “[Tools can use] people’s online public footprint to help predict when they might be ready to leave an employer and seek a new job.”

While digital tools will never fully replace the human instinct necessary for identifying the right candidates, an ability to stay on top of technological trends could be a recruiter’s biggest advantage going forward.

“You need to take advantage of the new tools and resources that allow you to move beyond the résumé,” Myhal said. “This will help ensure you’re finding the righthire and ultimately saving your business time, headaches and cold, hard cash.”

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