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Markus Edmunds joined our Machine Learning team in Boston after graduating from Tufts University in May 2019 where he played American Football. While Markus always had a fascination with current technological developments he didn’t want to code and found the opportunity at Understanding Recruitment to be a perfect fit. 1. Why did you decide to get into a career in recruitment? I joined recruiting because I was always fascinated by computer science and programming. I tried the Computer Science/Engineering route in college but at the same time, I wanted to work with people on a more personal level rather than coding all day and not interacting with others. I had a slight background in sales coming out of college as well, so when Mat had approached me with an opportunity to be a recruit in the field of AI and Machine Learning, I thought it was a perfect fit. 2. What would your advice be to a graduate looking for a career in recruitment? My advice would be to be on the lookout for 3rd party reviews of both employees and candidates that have had experiences with recruiters inside of that company. A lot of recruiting companies are just flat out not good, don’t do their research, and you could end up working under superiors that have no idea what they are doing, going about their workday haphazardly just hoping to land someone. UR had glowing reviews on Glassdoor and other websites from both people inside of the company as well as people that have worked with the company. Without naming names, many other recruiting companies that I was in talks with did NOT have very good reviews and now that I am in the industry, I can see why and I can see how we stand out as a company. 3. What’s the best thing about working at Understanding Recruitment? The best thing about working for Understanding Recruitment is the elite leadership. Everyday I get to work under the tutelage of one of the best recruiters in the UK (and now the US as well) and to say that I have learned a lot from him in my first 3 months here would be a glaring understatement. That, alongside Jacko’s (Chris Jackson) occasional visits to the states have really put both me and Danny in an excellent position for success in the near future. Being able to work with some of the industry’s most knowledgeable and talented individuals is a blessing and a big reason why I joined in the first place. Daniel Haddad joined Understanding Recruitment in 2019 after graduating from Stonehill College, where he was the Student Government Association Executive Finance Chair, the Class of 2019 Vice President and an Orientation leader for 3 years. Daniel saw the opportunity to help the team start-up in Boston and couldn't resist the chance to be part of a new chapter of Understanding Recruitment. 1. Why did you decide to get into a career in recruitment? Graduating from a university can be very overwhelming to all; which was the case for me. I was not sure what I wanted to do upon graduation, but I knew one thing; I wanted to make a positive impact in whatever I did. In recruitment, you are able to speak and connect to thousands of individuals changing their lives for the better. In addition, this career helps keep me stay up-to-date with the latest trends within the ML/AI industry as well as current events happening in people's lives, the best of both worlds! I could not have asked for a better career to help me gain a deeper knowledge of the candidates I work with, how to work closely within a team, and especially grow as an individual that I did not know was possible before! 2. What would your advice be to a graduate looking for a career in recruitment? The best thing I’ve gained working at Understanding Recruitment is the care that goes into each interaction we encounter. As in, no matter who I may be speaking with listening, trying to understand, and responding in a caring matter goes a long way. The candidates I work with can tell we are not just a “typical” recruiting company; we work hard every day to make sure that all their needs/questions/concerns are met, if not exceeded. Their success is our success. 3. What’s the best thing about working at Understanding Recruitment? It is the best experience to gain a deeper knowledge of what happens behind the scenes. You will have the chance to work with some of the brightest people in the world, leading innovative companies, and the chance to make the difference in the world we live in today!

BOSTON, Mass., July 10, 2019 (UNDERSTANDING RECRUITMENT) -- This past week award-winning technology, software and digital staffing consultancy Understanding Recruitment, has opened its first stateside office in Boston, Massachusetts. In the city dubbed to become the AI capital of the world the team will be working closely with candidates to bring them the most relevant, challenging and innovative career opportunities within Artificial Intelligence and Backend Engineering. The new office is being led by one of Understanding Recruitment’s most successful consultants, Matthew Ferdenzi, who successfully developed a team of six consultants specializing in Artificial Intelligence and Machine Learning recruitment in the UK. Matt will now be focusing on growing the Boston office over the next few years and brings with him a wealth of industry knowledge and experience. Understanding Recruitment Inc. Chief Operating Officer Matthew Ferdenzi commented “Moving to the U.S. has always been one of my personal goals and Understanding Recruitment have given me the platform to go to Boston and set up my own office and take the bull by the horns really. It’s a massive opportunity and I’m hugely proud to be taking our business stateside. We think that Boston is a global hub with a flourishing tech market and a lot of potential and I’m looking forward to speaking to new candidates and expanding our client base over the coming years.” Ideally located between Boston’s historic North End and ever-evolving West End, Understanding Recruitment has opted to make the WeWork 200 Portland Coworking space their new Boston address. As well as covering Boston and the surrounding cities, Understanding Recruitment recently expanded into the Berlin tech market specializing in Java technology recruitment. With exciting plans for continued growth across new geographical territories the business is also aiming to boost their worldwide headcount from 50 employees to 100 by 2022. Founding Director of Understanding Recruitment Inc. Chris Jackson concluded “We’re thrilled with the success we’ve had in Boston so far and with Massachusetts recruiting more Artificial Intelligence jobs per capita than all other U.S. states except Washington, I look forward to seeing the business go from strength to strength. Opening up in Boston was a very strategic decision that we took because we truly believe that the Boston tech market is strong and is evolving from its biotech roots towards Artificial Intelligence and Machine Learning technologies.” ENDS About Understanding Recruitment Inc. Understanding Recruitment is an award-winning technology, software and digital staffing consultancy with offices in Boston, Massachusetts and the United Kingdom. As well as covering the U.S. and the U.K., Understanding Recruitment also specialize in Java recruitment in Berlin, Germany. Having recently celebrated their first decade in business they have been recognized with several industry awards over the years including 'Best Staffing Firm to Work For 2018'​ at the SIA Awards for the third consecutive year. Their team of specialists operate across all areas of Technology and Digital covering both contract and permanent roles, including Java, DevOps & Cloud, Mobile & Web, .NET, Machine Learning & AI, FinTech, Project / Program and Product Management, Cyber Security, Infrastructure & Support, Testing & QA, Architecture & Design. Contact information: Understanding Recruitment Jana Timm jtimm@understandingrecruitment.co.uk (01144) (0)1727 809 340

As part of our ongoing growth plans, we’re excited to announce that our new Boston, Massachusetts office is now open for business! In the city dubbed to become the AI capital of the world the team will be working closely with candidates to bring them the most relevant, challenging and innovative career opportunities within Artificial Intelligence and Backend Engineering. The new office is being led by one of Understanding Recruitment’s most successful consultants, Matthew Ferdenzi, who successfully developed his team of six consultants specializing in Artificial Intelligence and Machine Learning recruitment in the UK. Matt will now be focusing on growing the Boston office over the next few years while our UK team is now in the capable hands of Hannah Beach. Understanding Recruitment Inc. Chief Operating Officer Matthew Ferdenzi said “Moving to the U.S. has always been one of my personal goals and Understanding Recruitment have given me the platform to go to Boston and set up my own office and take the bull by the horns really. It’s a massive opportunity and I’m hugely proud to be taking our business stateside. We think that Boston is a global hub with a flourishing tech market and a lot of potential and I’m looking forward to speaking to new candidates and expanding our client base over the coming years.” Ideally located between Boston’s historic North End and ever-evolving West End, we’ve opted to make the WeWork 200 Portland Coworking space our new Boston address. As well as covering Boston and the surrounding cities, we recently expanded into the Berlin tech market specializing in Java technology recruitment. With exciting plans for continued growth across new geographical territories we’re also aiming to boost our worldwide team from 50 employees to 100 by 2022. Our Founding Director Chris Jackson concluded “We’re thrilled with the success we’ve had in Boston so far and with Massachusetts recruiting more Artificial Intelligence jobs per capita than all other U.S. states except Washington, I look forward to seeing the business go from strength to strength. Opening up in Boston was a very strategic decision that we took because we truly believe that the Boston tech market is strong and is evolving from its biotech roots towards Artificial Intelligence and Machine Learning technologies.” If you'd like to find out how we can help your business grow in The States get in touch with Matthew Ferdenzi mferdenzi@understandingrecruitment.com or connect with him on LinkedIn.

Your company’s culture is a huge part of your employer brand and can make or break it. It’s one of the many aspects that can attract, engage and secure top talent. It’s no wonder then that a growing number of candidates ask about culture during the interview stage, seeking transparency, flexibility and authenticity. The Shift With money now being less of a driver, especially for graduates, the focus has shifted to a sense of belonging, purpose and development within the workplace. Job descriptions can no longer just be a long list of what you expect from the candidate but must also give them an insight into what you can do for them. With an average of only 20% of candidates actively seeking new roles, building your brand’s magnetism is more important than ever in the battle for talent. Creating a culture based on your values leads to buy in from like-minded people and higher retention rates. With people spending more time at work than with their families, the ultimate goal for candidates is to find an environment that they can thrive in rather than just survive in. Getting It Right Culture is the backbone of your company but there is no cheat sheet for quick success. Culture has to be built on purpose. It’s not just about providing a pool table; some drinks and flicking the fun switch on. Your culture needs to be ingrained in everything you do from the top down. Your leader’s actions and decisions reinforce the culture of the company on a daily basis. It also affects how people interact with each other internally and how they treat your customers. Ask yourself what your company stands for. What do you expect from your employees and what motivates them to come to work every day? Building a people centric culture will ultimately lead to business performance and productivity but you need to take care of your people first. During the interview process it’s a good idea for your candidates to meet with multiple people in the organization to help paint a better picture of your culture for the candidate, as well as making sure the candidate is a right fit for you. And remember, candidates will have a pretty good understanding of what you’re about before even meeting you, through their own research from news articles, word of mouth and social media. What About Millennials? According to Forbes, 90% of Millennials stated that culture is important to them and that it makes them more invested in a company. With 51% of Millennials open to the possibility of another job, culture has the power to attract and retain these future leaders. With this generation, it’s all about authenticity and they’re likely to spot if you’re pretending to be something you’re not. Being transparent is the way forward. In addition to the benefits you offer, highlight your development programs and how you give your employees the opportunity to grow and hone their skills. Show people the reality of your business with behind the scenes content that lets them have a unique insight into what it’s really like working for you. According to recent figures from The Global Recruiter, employee stories are 20% more immersive than careers sites, bringing more employees into the recruitment process. 95% of participants said the content was highly relevant and 77% said their impression of the company improved with 98% of participants saying they would apply for the job. Differentiating Yourself When your ideal candidate is torn between your offer, as well as another company’s offer, what you stand for can really make a difference. If both offer packages are similar, a common situation for quality candidates, the distinguishing factor is what you’re all about, and how well it is being represented and communicated to your candidate could be the deciding factor. This is even more important if your salary package is not market competitive. Your culture could be the deciding factor why quality candidates might reject the higher salary package over yours. It’s all about identifying if the company will suit the candidates´ working styles, behaviors and values. That is one of the reasons, why many candidates are choosing smaller FinTech start-ups over the security of large IT companies. What’s in it For You? Culture can have a huge impact on the level of connection an employee feels with the company so making sure candidates are a good fit from a cultural standpoint is also beneficial to your company. Value-based recruiting is crucial to protecting your culture as you grow your business and hiring someone based on their skill set alone is bound to backfire, costing you twice that person’s salary to replace them when things don’t work out. Striking The Right Balance Attracting top talent is a hefty time investment but leaders should spend just as much time building the culture that keeps them. While your company’s culture plays a big part, candidates in the tech sector are also concerned about the type of work they’ll be doing, what niche knowledge they’ll be applying and exactly how they’ll be managed. The best approach to finding the right talent is to consider softer skills as well as technical skills evaluating cultural fit, values, beliefs and outlook as well as potential and technical skill.

Artificial Intelligence (AI) and machine learning are set to be game changers for the recruitment industry and are already changing the jobs of recruiters. The recruitment industry has come a long way from reviewing printed CVs spread out across the floor in the 80s, to today’s modern era of digital databases and AI powered search, enabling recruiters to go through thousands of CVs in seconds. AI is here to stay and has already become a big part of recruiter’s day to day with the likes of LinkedIn Recruiter, that uses algorithms to sift through its database of 7m candidates looking for jobs. Early adopters of this new technology are sure to gain an advantage over competition in a crowded market. A new world of work With this rapidly evolving technology it’s hard to predict exactly where things are heading but according to Forbes, the use of artificial intelligence will play a key part in reducing human racial and gender-based biases. Using machine learning algorithms also makes it possible to screen CVs and applications for keywords and skills that indicate a candidate’s suitability for a role. It’s worth mentioning here that most successful hires are made based on behaviors and softer skills, which AI is not great at identifying yet. This is down to humans not knowing which behaviors to tell AI to look for in candidates but also because AI still lacks human interpersonal skills. According to LinkedIn, there are several ways AI will change the way we recruit: Programmatic advertising will make job ads more targeted and effective. Profile augmentation will allow jobs to be recommended based on the job a person wants to do, not just what they do now. This would make finding profiles for new tech jobs, that are hard to fill, such as Blockchain Developers easier as it matches experience with interests and recognizes a candidates’ potential. Chatbots are already being used by some recruiters, answering candidates’ questions 24/7 and can also fill in the gaps in candidates’ CVs, giving recruiters a clearer picture of their suitability for the role. AI can be used to analyze candidate’s speech patterns to find out more about them but can also check language competency. Advanced competency tests will allow candidates to demonstrate their emotional and cognitive abilities through fun games – a great way to test soft skills that can be difficult to detect. Video interviews are also set to become automated. A candidate may only have to speak to the camera while the machine takes them through a list of questions. This may help eliminate unconscious bias and saves recruiters’ time. Facial and speech recognition software may can also be used to analyze the candidate’s body language, their tone of voice and their stress levels during the interview. Finally, automated appointment setting will help recruiters quickly and easily schedule meetings with candidates. What’s the mood of the industry? According to Tratica Research, revenue generated from the direct and indirect application of AI software is estimated to grow to $36.8 billion by 2025. Bullhorn’s 2018 UK Recruitment Trends Report shows that 29% of recruitment firms consider improving core business efficiency to be one of their top three challenges for the year ahead but only 16% said introducing automation is one of their top three priorities. 30% of respondents believe that AI will create more jobs while 41% think it will lead to job losses. A recent survey by Jobvite was slightly more optimistic with 49% of recruiters feeling positive about the effects of AI automation on their jobs with only 7% believing AI will have a negative effect. 72% of recruiters believe their approach to hiring will need to evolve as AI and automation become more prevalent. Matthew Ferdenzi, Chief Operating Officer at Understanding Recruitment USA commented: “We’re already seeing the huge potential AI has to disrupt industries across the board. There has been a sharp increase in demand for specialist talent which we predict to continue over the coming years. We already have a specialist AI & Machine Learning team of four people based in the UK and towards the end of the year we’ll be expanding into the American market, opening an office in Boston, that will specialize exclusively in AI and machine learning roles.” Will AI replace recruiters? AI will impact what the job of a recruiter looks like, but instead of a threat, it should be seen as a tool that will make the recruitment process more sophisticated. A modern recruiter needs to be knowledgeable, highly networked and understand the industry. The use of AI will free up their time to put the human element back into the heart of the hiring process. Time saved by automating the mundane and time-consuming tasks including scheduling interviews and sending routine emails, can be spent competing for candidates and focusing on making decisions about which candidate is best for the job. Of course, AI could lead to the loss of admin-heavy jobs, but new roles will also be created. overall, the benefits of automation and other tools outweigh the risk and help recruiters do a better job and be more productive. How AI can help recruiters In this competitive industry, recruitment firms need to constantly evolve their services to stay relevant. The crucial role of recruiters needs to be to bring people together. AI will free up time for recruiters to meet with more candidates in person and to be more creative in the hiring process. While AI will enable senior recruiters to spend more time on business development and winning new business, more junior recruiters will be able to spend time dealing with candidates and clients from the start which will have a positive impact.

Codility is a leading online technical testing platform for Developers similar to HackerRank, CoderPad etc. - they have recently released their 2018 Developer Report. If you are a company looking to hire technical staff (and even more importantly, looking to retain them!) you should download the PDF without hesitation. 'Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance' So many companies make mistakes when it comes to recruiting. Slow candidate offers, not very relevant technical testing and poor communication of the role within interviews are examples which I see happen all the time. One thing is clear, the companies that are hiring the best candidates are the companies with the best processes in place. These processes give a candidate insight into how a company works, what their culture is, how they can progress their career there. Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance. Key insights from the report include: Female Developers are not involved in recruiting Personal Development is more appealing than salary How you should be marketing yourself differently to junior Developers to Senior Developers Majority of Developers jobs are not what they expected. Within the report, there also is a key point on the importance of giving candidate feedback. Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative. Plain and simple, the companies giving feedback are beating you at recruitment (real-world example below) 'Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative.' It was only yesterday that I was having a chat with one of my candidates, informing him that he had progressed from his initial tech test to a phone interview. Usually, I work with many companies who would just email me around the lines of 'Hi Mat, Phone interview please - send availability'. However on this occasion they had given him detailed feedback on his assessment, listing what they liked about it and what they would have improved about it. I delivered the candidate the feedback. The candidate remarked that he was very impressed that they had taken the time to give him detailed feedback, compared to other companies, and how that has shown him what kind of company they are. The candidate was pretty enthused about the opportunity, though now through a couple of lines of feedback it has heightened his experience one more notch. From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry. 'From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry.' When a candidate receives an offer, you have to imagine that they will cast their mind back through the process with your company. What were the positives? What were the negatives? To hire the best people, you must be covering all the bases in terms of candidate experience, many of which are highlighted in the codility report. The best companies already are. Are you? I have helped to scale successful tech companies that have got recruitment right. If you'd like to talk about refining and creating recruitment processes, candidate attraction, the mindset of candidates or the market - let's have a chat. Click here to connect with me on LinkedIn.