In case you missed it, Personnel Today have released a round-up of the most important employment law cases over the last year. The biggest cases have been on the classification of workers, and how that will impact freelancing and the gig economy, as well as discrimination cases.
Archive for year: 2017
A Stack Overflow survey has shown that the most disliked programming language is Perl, and that there is a strong correlation between how liked or disliked a language is and how much it is growing or shrinking in use. That’s no surprise to us – demand for Perl developers has dropped significantly over the last ten years. What’s more surprising is PHP’s lack of popularity – we’re certainly seeing plenty of demand for PHP developers – though anecdotally, the increasingly popularity of Node.JS may account for that. The full results can be found here, but we’re interested in your thought let us know on Twitter @Alto_Resources.
It’s been quite a while since we visited this subject, and since then the process hasn’t really changed – but the link at the end of the page has – so we decided it was time to revisit this, especially as it was one of our most popular blog posts.
Getting security clearance for the first time can be a complex and daunting process, but can lead to a world of new opportunities. In this post, we shed some light on the process.
Why do I need clearance?
Clearance is needed for anybody who will have access to sensitive information or artefacts, and is carried out to ensure that there are no circumstances in your personal life that may make you susceptible to pressure to reveal classified information. These circumstances could include your finances, ties to foreign countries (including those of friends or relatives), or medical conditions.
What level of clearance?
There are several different levels of security clearance, and which you need will depend on the level of access to classified information that you need to do your job, your employer, and the site you are working on. The lowest levels of clearance, CTC and BPSS comprise of basic identity checks, whilst the more advanced levels of clearance (SC, SC Enhanced, and DV) are significantly more detailed.
SC clearance is needed for frequent and unsupervised access to Secret material. SC clearance typically takes 6-8 weeks to be processed, and is likely to include a credit check. You must have lived in the UK for the past five years.
DV clearance is needed for frequent and unsupervised access to Top Secret Material. DV clearance is a much more involved process involving interviews with you, your family members, friends, and co-workers. Your personal finances will be reviewed, and they may look at your medical history. DV clearance typically takes 6-8 months to be processed. Different agencies have different requirements for DV clearance, and so transferring between companies may still take some time. You must have lived in the UK for at least the previous ten years and must have British nationality.
More information about the process can be found here.
Adam Henderson thinks that we shouldn’t hire people we can’t trust – and who would disagree with that? And if we hire only people that we can trust, Adam says in this engaging article on LinkedIn, then surely, we should let them work flexibly, at times and in places that they can be most engaged. This way you build a diverse and engaged workforce. What Adam misses though, is that having a flexible working policy will attract employees in the first place.
Great article on LinkedIn by Ann Pickering at O2 about diversity in the workplace, and how flexibility can benefit a business – read it here.
There’s an interesting article in The Register today about the difficulties tech companies are facing in recruiting staff. According to an IDG survey, 60% of senior managers in tech companies are struggling to attract staff, and The Register comes up with some interesting ideas about why this is so – you can read them here.
Are they right? Their first suggestion is pay – and to pay more. It’s an obvious answer, and it does have its merits, but unless you have particularly deep pockets, this is not necessarily the answer. There are, of course, some companies that pay below the market rate, but in our experience, most companies now are aware of people’s salary expectations are prepared to meet them.
It’s their second and third points that are particularly worth reading though – there’s increasingly a demand by companies to hire fully formed staff who have every area of the job spec honed to perfection – and a corresponding reluctance to train both existing employees and new hires on new technology. Hiring for aptitude would not only make finding talent easier, but would also diversify the workplace. Companies also restrict their hiring pool by discounting potential employees that don’t fit into a preconceived vision of what their company should look like – being more open would undoubtedly benefit them through an increase in experience, and different viewpoints.
If you want help with widening your talent pools, call Alto on 01242 223946.