We have had the pleasure of being part of the technology skills marketplace since 2006. During that time we have seen incredible change. The creation of new job functions, the foundation of business, and the digital transformation of almost everything!
Experience has honed our understanding of client needs, helping us deliver our fundamental mission; to apply simple, flexible solutions to people skills problems. We have been lucky enough to grow a network of accomplished clients, candidates, and colleagues to whom we are grateful for their continued support.
We are now helping the UK Government build world class digital services by applying our experience in Digital, Data, and Technology to requirements within the UK Public Sector.
It's easy for Public Sector organisations to buy from us through a variety of Frameworks on which we are pre-approved.
We are committed to improving diversity within the workplace and preserving our environment for future generations.
When your desired outcome is beyond the capability of an individual specialist, we provide Teams as a Service (TaaS)
- Product & Delivery
As a Digital Delivery Manager you will be accountable for the effective delivery of complex, high-risk products and services. You will have experience across a range of products and services, throughout the entire product life cycle, and have some responsibility and accountability as a point of escalation. You will also be accountable for the performance of the product team within your portfolio and line management/development of the Associate Delivery Manager.In this role, you will:Build and maintain the team, ensuring they are motivated, collaborating and working wellIdentify obstacles and help the team to overcome themFocus the team on what is most important to the delivery of products and services within your product portfolio and pipeline; ensuring the roadmap and plans are updated frequently and communicated as required.Encourage and facilitate continuous improvement of the delivery teamCoach and mentor both team members and others such as stakeholders, senior civil servants and key users to apply the most appropriate agile and lean tools and techniquesWork with suppliers to ensure development is prioritised and meets criteria defined by the product managerworking on the procurement of digital services and tools in advance, working with the Digital Services Team, the business owners, product owners and Commercial Teams at the earliest stages to ensure business continuity and the right people are available. This will include putting together business cases, bids, negotiating and agreeing contracts.Work with managing 3rd party supplier contracts for managed services and software subscriptions.Work with colleagues to maximise operational and financial performance whilst reducing financial risks and costs.Supporting our understanding of other organisations business objectives and asks and how these may affect our future plans, and making recommendations on these.
- IT Operations
As Programme Director you'll be responsible for the coordination, direction and implementation of the department Programme through Portfolio, Programme and Project Management, policies and process as well as having a coherence and assurance role, including chairing the Service Delivery Board. This will include management to ensure that programme outcomes are delivered, and objectives are met. You'll be leading and fostering a ‘one team’ approach across organisational boundaries and managing and collaborating on stakeholder issues. Your role: Manage and direct all teams involved in the design and development of a programme or programmes of initiatives. Develop clear requirements for products and services to enable the delivery of the programme/s. Lead the implementation and planning ensuring the benefits are realised. Ensure the programme/s are delivered on time and to budget. Provide clear direction and support in the development of the programmes. Ensure progress is monitored, risks identified and appropriate mitigation against non-delivery is invoked. Assisting in the resolution of escalations, risks and issues. Lead and manage appropriate Working Groups, strategy, governance and reporting. Lead the development of stakeholder profiles, facilitating the formulation of stakeholder and communication strategies, responding to both internal and external requests for information and that benefits are realised. Essential: Excellent stakeholder management skills, a proven commitment to collaboration, and the ability to communicate often complex information easily and simply to all levels, including directors and senior management. Strong Programme Director experience Ability to work flexibly and be able to adapt/react effectively to changing project environments. Problem solving, analyse and determine solutions to emergent issues and future risks. Form effective working relationships with diverse groups of Stakeholders. Excellent communication and people skills. Extensive programme leadership skills Team player Experience of managing significant programmes, leading multi-discipline teams including co-ordination, management, and control of programme activities.
- User-Centred Design
Join a large Government department to work on public facing services to help UK Citizens. Must have previous experience working in large central Government departments. As a User Researcher you will work independently to plan and carry out research projects from preparation through to sharing of research outcomes. You will make use of the most appropriate research methods and tools to turn research insights into recommendations that align with the department's goals and/or delivery outcomes. You will also be responsible for communicating with the users and championing core research principles to team members. Finally, you will test high level and specific aspects of a service, presenting the research findings to help gain consensus and take action based on research finding. You will have the support of experienced User Researchers within the practice, but will be expected to lead within the scope of your work.Responsibilities: Conduct User Research - Plan and conduct user centric and evidence based research activities.Generate Insights - Convert research data into clear findings.Develop Research Strategy - Develop appropriate research strategies and its approach.Inclusive Research - Include a spectrum of users in appropriate research activities, and advocate for product values internally.User centred and Agile practices - Conduct user centred design practice and work with commitment to agile and continuous iterative approach.Skills:Previous experience of working for a government department.A degree or professional qualification in Market Research/Social Science/Research Human Computer Interaction/Usability/Cognitive Psychology/ or related field or equivalent professional experience.Knowledge of Government Digital Standards
WordPress Developer & Engineer to work within an Agile team and backlog management. You can work fully remotely, with the occasional need to attend meetings in Swindon.Your role: Working within an Agile team and backlog managementSetting up instances of WordPress to department standardsFront-end development, including creation of WordPress themesManaging WordPress instances (including installation of and updates to related plugins)Ensuring accessibility, security and disaster recovery (eg regular back-ups) best practice is followedCollaborate with members of a multidisciplinary team, including content and design professionalsIdentify (or create) WordPress plugins that meet specific business and/or user needsaintain well-documented, reusable and transferrable code that meets best practice standardsWork with content and design professionals to create content and form templates within WordPressTroubleshoot and resolve website problems for clients and co-workersStay abreast of new developments in software, trends and practicesYou have experience of working to the principles of GDS (Government Digital Service) standardsCreate (or update existing) WordPress themes
- IT Operations
We're hiring a Programme Manager for an important Central Government department. Your focus will be on delivery milestones and genuine progress towards IR25 options. Skills: Experienced programme manager – proactive personMSP qualificationAbility to understand what the team is trying to doWorking on major programmesDefence experience
- Product & Delivery
Join a team leading the development and delivery of products required to meet user goals. This role will give you the opportunity to obtain a broad range of product management experience through discovery to live service and the ongoing lifecycle. This is a fast-paced, complex delivery environment with a wide-range of stakeholders including business partners, service owners, delivery partners and industry suppliers. Purpose of the role: You'll work with the Associate Product Manager and Associate Delivery Manager to plan, deliver and support services following the GDS Service Standard. The primary responsibility will be to assist in the planning and development of services at various stages of their lifecycle. There will be opportunities to attend training courses, join government communities and engage with other product managers across other departments. Responsibilities: Work with product owners, delivery managers and suppliers and the Head of Digital Services on the delivery and continuous improvement of digital products and services, ensuring their ongoing success.Assist with the creation of clear, concise user stories with acceptance criteria and definitions of success.Maintain knowledge of the changing digital and technology landscape and the opportunities they provide to improve the delivery of services.Line manage and lead an Associate Product Manager and Associate Delivery Manager.Key skills:Ability to demonstrate the successful operational delivery of a new digital service and how skills were used to re-iterate and improve the product through its lifecycle.Practitioner level knowledge of the GDS Service Standards and how to apply them to building a service.Practitioner level awareness of agile methodology and how this relates to the delivery and development of a product based on user needs.Strong verbal, written and visual communication skillsEvaluate and solve problems creatively and think laterally.Gather evidence and data, present them succinctly and use them to inform decisions appropriately.Experience or knowledge of the process of designing and digitising services in a user-centric and evidence-led way.Able to empathise with the needs of users, colleagues and stakeholders, and to balance and prioritise competing needs effectively when required.Appreciation of good design and experience of building intuitive user interfaces.Good organisational and analytical skills.
- User-Centred Design
As an Interaction Designer you will work across the team, owning the delivery of artefacts and supporting interaction design. You will work alongside researchers and developers to deliver services, products and tools which fulfil user needs. You'll have a strong understanding of all the elements of interaction design and experience of working in multidisciplinary teams. You will have a solid technical understanding and be comfortable delivering prototypes. Your focus will be on fulfilling user needs and understanding user journeys, using prototypes to do so. You will be interested in developing the design practice and will be comfortable managing small teams whilst also feeding into the larger team.Responsibilities:Understand user needs and designs services, products and tools to meet themCreate and iterate prototypes to test and communicate ideas and help the wider team learn about user needsLiaise with a multidisciplinary team in an agile environment to turn concepts into user-centred designsUnderstand as-is interaction design and identify improvement opportunitiesUse typography and affordance to improve user experienceEnsure that the design of services is consistent, both internally and with the rest of the wider organisationDeliver best practices around user-centred design processes, user research and experience designIdentify and understand constraints and able to work within themWork across both digital and non-digital platforms to create the best possible user experienceUnderstand the bigger picture (high-level flows and processes) as well as the fine detail of individual partsContribute to building an open and collaborative culture within the department and the design communityAnalyse and identify cost saving opportunities whilst implementing best practice interaction designPlan and facilitate workshops to drive actionable outcomesManage stakeholder needs across different areasExperience of:GDS principlesInteraction development for Apps would be advantageousSketching, prototyping and iterative designWorking in a multidisciplinary teamUsing a user-centred design approachExplaining design decisions and communicating ideas clearlyHandling constructive criticism and constructively reviewing other's workWorking at pace in an agile environmentPutting forward the case for design to senior stakeholders and product ownersTechnical Skills:Prototyping - Knows when to use a specific prototyping technique or method (for example, sketch, code, Loc2). Able to show the value of prototyping to the team. Service Focus - Takes inputs and establishes coherent frameworks that work. User-Centred Agile and Design Practices - Understands and has experience of a range of user-centred practices. Can work with colleagues to plan and do continuous user research in a multidisciplinary team. Able to demonstrate a working understanding of design, technology and data principles. Understands the variety and complexity of users’ digital needs and how the product will meet those needs. Understands the importance of assisted digital. Able to design services and make decisions to meet user’s needs. User-Centred Analysis - Able to use quantitative and qualitative data about users to turn user focus into outcomes. Delivers analysis and information that addresses stakeholder needs and provides recommendations. Collaborates with user researchers and other user-focussed professions. Guides others on approaches to understand user stories. Identifies and engages with users / stakeholders to collate user needs evidence, and understands and defines research which fits user needs. Systems Integration - Able to build and test simple interfaces, or can work on more complex integration as part of a wider team. Communicating Analysis and Insight - Understands the appropriate media to communicate findings. Shapes and shares communications cognisant of the audience. Able to give tactical recommendations.
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Most people think they have interview preparation perfected, but you’d be surprised by how many people overlook basic elements, and some simple improvements, which can be key to your success. We’ve gathered the top 4 tips to make your interview effortless and memorable. 1. Preparation is keyPreparation is key to success, so make sure you have sufficient time to prepare before your interview and dedicate some time without distractions. ResearchThe first step should be researching the organisation where you could be working. Visit any relevant websites and social media, look at LinkedIn profiles and do a general search on Google to see if they have any press about latest projects or initiatives. You want to get a feel for the work that they do, their mission and values, structure and their objectives or goals. You can then align some of your answers in the interview to reflect this, mirroring back their own language to create a commonality. Write down any keywords that stand out as markers for the organisation, such as ‘fast-paced’ or ‘outcome focused’. RevisitRevisit the job description. Think about why you applied and what attracted you to the job. What are the parts that excite you? Note these down and keep them handy, so you can show enthusiasm about these in the interview. Which parts of the role do you think you would excel at and which parts are your skills lacking in? The job description should also give you an idea of the behaviours the interviewer is looking for. Look out for terms like ‘self-starter’, ‘team-player’ or ‘strong communicator’ so you can show that your behaviours and soft skills are also desirable. And revisit your CV. This is the main piece of information that the interviewer holds about you. Are there areas that align with the job description that you are likely to be asked to elaborate on? Are there any areas that the interviewer may question or want examples of? You should also check that your LinkedIn profile correctly reflects your CV and is up to date. Make sure your profile photo is professional and you've included volunteer information, any groups and have some good recommendations from colleagues. Common QuestionsPrepare for the most common interview questions. These are generally competency-based questions such as:Making effective decisionsCollaboratingLeadershipStrategic thinkingOrganisational skillsWorking under pressureAttention to detailHandling a difficult decision or situationMotivationTaking control of a situationProblem solvingCreativity You may need an example for each area detailing the situation, your response to the situation and the positive outcome. Your questionsWhat questions do you have about the role or the organisation? If the conversation is quite casual, you should be able to ask questions as they naturally arise, but it’s also important to ask a question at the end of the interview to show you are still interested. This could be in regard to the contract length or timeline, or “when are you likely to make a decision?” Write down your questions as after processing other conversations, you may need a reminder. 2. Promoting youClarify your ‘selling points’. Why would you be good at the job and what sets you apart from other applicants? Identify key responsibilities of the role and prepare several examples of your experience and achievements in these areas. Where possible use statistics to evidence this. Specific Examples with STARYou can use the S.T.A.R method to create quick and effective examples: Situation, Task, Action, Result. Situation: Set the scene and give the necessary details of your exampleTask: Describe what your responsibility was in that situationAction: Explain exactly what steps you took to address itResult: Share what outcomes your actions achievedYou must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand Showcase your workIf the interview is specific to certain types of work such as design, content, or products, you may have been asked to, or may just want to, showcase examples of your work. Make sure examples are relevant to the role and showcase your best skills. You may want to go in-depth with a case study, outlining objectives and processes or just create a short screenshare presentation that acts as a portfolio. If you do this, ensure you can concisely talk through or narrate your work to give your interviewer a good understanding and positive takeaway points. You want to be memorable. Practice this prior to the interview with a friend to get feedback and identify areas that could be improved. 3. The Set UpHave a trial run before the actual interview to resolve any issues.Technical DifficultiesThere is nothing worse than being failed by technology in an already stressful situation. Prior to the interview (the previous day and in the hours before) test your technology. Do you know which video platform you will be interviewed on? Have you used it before?Set it up and test it out. Make sure you are familiar with all the functionality or features in case you are asked to change any settings or screenshare unexpectedly. It is better to do an interview on a laptop, rather than a phone as you have more control. Make sure your camera and microphone are working and set to appropriate levels. Also make sure all software updates are completed because no one wants a computer update starting randomly mid interview. Location Where will you do the interview? Do you have a reliable WiFi connection? Conduct the interview somewhere private and quiet where you won’t be disturbed. Notify family or housemates ahead of time or book a meeting room if you are in a shared space/office. Test sitting in-front of the camera and take a good look at your background, as well as without you in frame in case you need to get up at any point. You need a minimal and non-distracting background, with good lighting so you can be clearly seen. Check your camera angles, as some laptop cameras can be set lower. Try to position the camera for a clear and proportioned head and shoulders shot where you can make easy and comfortable eye contact with the camera. Distancing is also key; you don’t want to look too far away or equally right on top of the screen. Make sure your chair or seat is also comfortable. If your interview is taking place in person be sure to identify the location and plan your route the day before, leaving yourself enough time in case of travel disruption. 4. First impressions countAccording to research, it takes 7 seconds to make a judgement about someone when first meeting them. Whether we mean to or not, we can make unconscious judgements based on appearance and body language, so it’s important to look presentable. Wellbeing This is an area that is often overlooked but can really make an impact on how you present yourself and how you feel in an interview. The night before the interview, try you get a good night’s sleep. This will help you feel well rested, refreshed and more alert in the morning .Make sure you’ve eaten prior to the interview, nothing too heavy, and that you are well hydrated. Have a drink on hand in the interview as you’ll be talking for a while. Dress The PartDress appropriately for the role or organisation. It’s better to be dressed more formally, than looking too casual. Even if your interview is via video link, dress as if you are meeting in person, full body in smart attire as you may need to move away from the screen. Beyond clothing, ensure that you are also clean, tidy, and looking polished. Looking your best translates into feeling your best and will give you confidence. Body Language Body language is important. You want to a strike a balance between enthusiasm and professionalism. Ensure you have open body language such as good posture, arms relaxed by your side and a straight back and use a good amount of eye contact (to the camera). Be aware of your gestures, it’s good to have some movement to main interest and feel comfortable, but you don’t want to be so animated that it becomes distracting. Monitor your tone of voice to keep things friendly and enthusiastic, and remember to smile. Looking for a new contract job?If you're looking for a new role, Hanover specialise in DDaT capabilities for UK Government. We can find you an exciting and rewarding contract in: Data, Product & Delivery, Technical, IT Operations, QAT, and User-Centred Design.See our latest contracts here!
Post-lockdown, the new buzzword that has managers debating working style policies is 'Hybrid Working'. But what does it really entail? Is it really suitable for your workplace, and more importantly, your employees? What is 'hybrid working'?Hybrid working is a relatively new term, coined to demonstrate different ways of working combined, including:Working in the officeFlexible hours Remote working optionsWorking from homeIt's been born out of companies adjusting to the Covid pandemic and the necessity under government guidelines for business to pivot to digital working and working from home under lockdowns rules. Now as restrictions lift, companies are considering what it means to head back to the office and whether we really want to.According to the ONS, prior to the pandemic around only 5% of UK employees worked from home and a recent report from the CIPD showed that pre-pandemic, 65% of employers did not offer remote working options at all. The report also shows that now 40% of employers expect more than half of their workforce to work regularly from home in the future. Do you employees want hybrid working?The short answer is YES! Positive employee experiences are essential to productivity, reducing staff turnover, diversity and culture. According to Microsoft’s 2021 report, 73% of employees wanted flexible, remote work options, post-lockdown.If you CAN offer options for hybrid working to your employees, whilst maintaining business goals, why wouldn't you? If you're in doubt about its need, conduct an employee survey and ask what options your employees would like.The pandemic has created new employee expectations. It's not just about flexible working anymore, it's about individuals managing their own safety and working in a way that they feel secure and comfortable, and that also respects each others boundaries. If you have a mix of employees that have different health situations, you can't force them to conform to one set scenario. It just won't work. You should care enough about employees wellbeing to invest in hybrid working options and the associated tech to support it. Hybrid working also helps to create better work/life balance for employees who may be suffering from health complications, are working parents or carers, and people with other stressful responsibilities outside of work.What are the challenges of hybrid working?Dependant on the type of work you do and how large your teams are, there will be some challenges to offering hybrid working. Here's a few things you need to consider:Some of your roles may not be suitable for remote or hybrid workingKeeping track of everyone - who is working from where and whenEffective management - monitoring productivity, meeting deadlinesCommunication - meetings, group chats, keeping in touch, performance reviewsTraining & Development - better online or in-person? Wellbeing - isolation, new employee onboarding, socialisingTech - resources, hardware, connectivity, costsHow will hybrid working benefit your business?One way hybrid working may benefit you as a leader is in a reduction of office space, work space rental and facilities costs. With a reduction of people in the office, you could reduce the office size, moving savings to other areas of your business. Hybrid working can also hinder the spread of illnesses, (not just limited to Covid), and mean you have a fully functioning and healthy team. Employees suffering from a bad cold may feel well enough to work but don't want to pass germs onto their co-workers, so working from home is a great option. However, the main benefit of introducing hybrid working is a big one. Employee happiness! We all know that happy employees are substantially more productive, making your business more profitable. Flexibility for working styles and personal needs create better work/life balance. This in-turn creates a positive working environment, stronger collaboration, employee loyalty and a reduction in staff turnover. How do you implement hybrid working? 1. Policies - Ask yourself whether your policies are long, or short term? Talk with all managers about what will work for their team. Will you still be able to meet customer expectations and continue performing at an optimum level?When implementing hybrid working, it's important to outline very clear policies. Detail the working options available, specify what they mean and what they entail. Also outline what is expected from your employees and what happens if those expectations are not met. You can also offer one to one conversations for special cases. Some roles may not qualify for hybrid or remote working, so it is best to discuss this with anyone affected individually. Once you have a policy outline in place, look at how achievable those policies are utilising your current resources. Are there any obvious holes in your plans? Do you need anything new and what are the costs involved? Ask for feedback from your employees on what they need for working outside of the office. Give careful consideration to the contractual implications of hybrid working, as implementing a new policy can sometimes amount to a formal change to terms and conditions of employment. It is best to run your draft policy past a legal advisor. If you are welcoming people back into the office, make sure you stay up-to-date and comply with Government guidelines and conduct a health and safety risk assessment. 2. Technology - Many stumbling blocks regarding hybrid working can be overcome by utilising technology. For example - using Zoom and Microsoft Teams, creating an intranet, updating employee communications or incentives, and managing projects in platforms such as Slack and Basecamp. Also think about new employees and how they will be onboarded. How can you make new recruits feel welcomed but also supported if they are not in an office? Make a list of your current tech and tech support, then review and source any new platforms you need.3. Hardware - It's important you keep on top of your hardware such as laptops, monitors, hard drives etc. Are they all fit for purpose? How will they be assigned and monitored? How often do they need to be checked and updated? Do you have a support company or IT dept. that will be able to manage this? 4. Performance - With employees being in and out of the office, or working remotely for long periods, performance may be harder to observe and monitor. You may need to shift how you perceive good performance. For example: from employees being at their desk whenever you call, to instead looking at actual outcomes of work and meeting deadlines. Performance reviews and meetings should wherever possible be in person to maintain relationships. 5. Wellbeing - What are the wellbeing implications for your new policies? Managers should receive training in understanding and spotting potential signs of poor wellbeing and mental health symptoms. Ongoing mental health support and information should be readily available and regularly promoted to all employees. Respect boundaries going forward. Just because someone is now working from home and has the tech to be available at anytime, it does not mean they are now contactable 24/7. Work hours should remain fixed and non urgent contact kept to a minimum outside of those hours. Fairness & inclusivity is also an area of wellbeing to bear in mind. During the pandemic there was a disproportionate impact on ethnic minorities and also with women being much more likely to be both furloughed and undertake childcare responsibilities. Identify areas where inequalities may have developed, or could develop in the future and set out plans to address these. You should also do your best to ensure equality of experience between employees in the office and employees at home and have plans to address any potential conflict. ConclusionIn a few years 'Hybrid Working' could be standard for most companies. Data from OpenSensors shows that 9 out of 10 UK workers want the option to work remotely once offices reopen. Early adopters and tech giants such as Twitter, Facebook and Google, are already offering a variety of hybrid working options. Whilst the future remains unclear, having a choice of flexible options for hybrid working could mean the difference between success and failure for your business. We've seen throughout the pandemic, that companies who embrace hybrid or remote working, digital technology resources and ecommerce, can not only survive but actually thrive!We're here to help!Hanover offer solutions to support engagement, remote interviewing and remote onboarding. You're busy helping existing employees and doing your day job, so at Hanover we manage a fast and simple process for you, including:Candidate Engagement - Job Advertising, Interactive Job Descriptions, Content Marketing Video Interviews - Online Video Interviews. Share, shortlist and feedback in a few clicks Remote Onboarding - Data Insights to tailor remote onboarding to individual needsFind out more about our recruitment solutions here!
Departments: NHS, Department of Health & Social Care, Public Health England & National Institute for Health & Care Excellence.Working with Government healthcare departments on time-critical projects, we listened to their needs and set out strategies to find the best skills at a critical time for UK healthcare. We supplied talented associates that created end-to-end solutions for new healthcare platforms, emergency triage software and urgent pandemic response structures.This involved understanding content needed in order to support critical user needs and optimise user journeys. This approach also provided new user behaviour insights that could be used to inform wider healthcare initiatives and help convert underlying policy intent into quantifiable and motivated actions.Experts Supplied:Agile Delivery ManagersLead Delivery ManagersSenior Business AnalystsUser Research LeadsData ManagersMDM ConsultantsInfrastructure EngineersHead of Customer InsightsProduct Marketing ManagersData ScientistsTechnical ArchitectsSenior Services DesignersIncident Handling LeadMobile App Product ManagersSalesforce Product ManagersSenior Project ManagersDemand Modelling Engagement Analysts.Net Developers