Our Story

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.

Hanover Public Frameworks

Frameworks

It's easy for Public Sector organisations to buy from us through a variety of Frameworks on which we are pre-approved.

Hanover Social Value

Social Value

We are committed to improving diversity within the workplace and preserving our environment for future generations.

Hanover Team Building

Teams as a Service

When your desired outcome is beyond the capability of an individual specialist, we provide Teams as a Service (TaaS)

Search for opportunities

Latest opportunities

  • Technical
    Digital Developer

    The Senior Developer is key for our product delivery, you will develop core components of our solutions and help select appropriate technologies. Your subject matter expertise will enable you to operate with greater levels of autonomy and decision making. You will work to our technical standards writing clean, secure code following a test-driven approach, ensuring the code is open as far as possible and can be re-used. The Senior Developer will be expected to mentor and lead other engineers in technical tasks, as well as support recruitment and assessment activities.Main day to day responsibilities will be:Delivering secure, reliable and scalable software, and supporting your team with technical tasks when neededEvaluating and advising on design choices and ensuring that software is high quality and balances technical and business considerationsDefining and documenting test cases for new systems and maintaining live systems to ensure ongoing performanceEvolving new approaches/solutions with other professions through discoveries, maintaining a focus on development and deploymentHelping prioritise and direct technical tasks across your team, to balance new and live servicesStrong knowledge of cloud-base services (ideally AWS) and cloud native solutions.Your experience: Practical experience of architecting and designing solutions is desirable, following best practices for designing and operating reliable, secure, efficient, cost-effective, and sustainable systems in the cloud, aligned to the AWS Well-Architecture Framework. Good technical knowledge and experience of:Kubernetes,Kafka (Confluent and/or MSK),AWS SQS,Microservices,Serverless Technologies  

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  • Product & Delivery
    Configuration Analyst

    The Configuration Analyst will provide administrative support to the Senior Change Manager, working with Product Teams to ensure that timely updates are made to the Configuration Management Database (CMDB) off the back of any changes made to entries within the CMDB. The Configuration Analyst is responsible for: Providing administrative support to the Senior Change Manager via maintenance of the configuration management database (CMDB), ensuring quality and integrity of data.Supporting the Senior Change Manager during Boards and other forums.Supporting Product Teams to plan and roll out software, designing and implementing changes to systems and services.Working closely with testing and Product Teams to ensure that the required data is prepared.Production of timely Change Management reporting and management information to feed into weekly forums or as required.Proactively focusing on continuous improvement of self and service, working with others to improve the user experience, simplify processes and improve efficiency of IT Services to enable the Government’s diplomatic, development and consular work around the world.

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  • Product & Delivery
    Senior Desktop Product Manager (End User Computing)

    The Senior Desktop Product Manager is responsible for the quality of the products within their scope, ensuring that the Desktop Product Teams adhere to all appropriate policies and processes and the quality of the products and services developed within the Desktops Product portfolio. You will manage one or more Desktop Product Teams working with multi-disciplinary business areas and stakeholders.   Your main responsibilities include:Maintaining the road-map for Desktop products, ensuring alignment to the Desktop Product Owner’s portfolio level road-map and the needs of the business.Managing the quality of Desktop products, including continuous service improvement, ensuring that they meet the needs and expectations of the wider business.Ensuring alignment to ITSM policies and processes, escalating to the appropriate ITSM contacts as needed.Defining and creating approaches to product management, implementing ways of working and coaching the Product Team.Directing the Desktop Product Team on which tools or methods to use at each stage of the product lifecycle to meet the needs of the end users across multiple channels and providing insight on how user needs may change overtime.Managing the day-to-day operation of the Desktop Product Team, leading programme management activities and meeting agreed SLAs/OLAs and the necessary business and IT Service Management processes. Anticipating problems and implementing mitigations to defend against them, articulating problems and helping the Product Team to resolve the problems.Monitoring and reporting on the development and maintenance of products, operational risks and issues, escalating up to the Desktop Product Owner as needed. We are looking for someone who can demonstrate the skills: Product Ownership User Focus Life-cycle perspective Agile Working Problem Ownership Managing a Quality Service    Seeing the Big PictureDelivering at Pace 

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  • Senior ITSM Knowledge Manager

    The Senior ITSM Knowledge Manager is responsible for developing and maintaining processes and procedures for the capture, storage, validation and retrieval of self-help knowledge which will be accessible to all Users.  You will pick up feeds from numerous sources, such as the Service Desk, Product teams and End Users and collate knowledge within easy to use repositories. You will be responsible for promoting collective learning and facilitating the sharing of ‘tacit’ knowledge, fostering an environment which promotes knowledge exchange by promoting techniques and tools for knowledge sharing. Your role: Documenting and maintaining Knowledge Management strategies, processes and procedures for the capture, storage, validation and retrieval of knowledge. Enabling the Service Desk, Product Teams and Resolver Groups to create knowledge articles resulting from the resolution of Incidents and Problems to ensure that all critical knowledge is retained. Developing and maintaining the Knowledge Base, identifying critical knowledge to ensure that all users are equipped with the IT knowledge required to do their day to day activities. Completing quality spot checks on knowledge articles, ensuring that published content is of an appropriate standard and in line with accessibility requirements. Performing the role of Major Incident Manager on an ad hoc basis, as part of a wider Major Incident support team, coordinating the resolution of Major Incidents.  Completing timely reporting activity on the usage of knowledge articles flagging knowledge articles which are un-used for review. Championing knowledge management awareness, tools and techniques. Proactively focusing on continuous improvement of self and service, working with others to improve the user experience, simplify processes and improve efficiency of IT Services.  About you:  We are looking for someone with strong technical skills and a proven track record of enabling Knowledge Management as well as: A minimum of ITIL Foundation Strategic Thinking  User Focus  Service Focus  Continual Service Improvement  Service Management Framework knowledge  

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  • Data
    Performance Analyst

    Experienced Performance Analyst required to join a large Central Government department on a mission critical project. What you’ll doWork with User Research and project teams to implement and validate appropriate analytics tools against identified key performance measurement frameworks.Identify ways to collect, collate and prepare and present data against the performance measurement framework.Analyse data and use this analysis to create compelling evidence-based and actionable data stories to share with stakeholders to drive decisions.Collaborate with the User research team to inform the iterative design of the service or product to ensure effectiveness, efficiency and accuracy.Ensure data and analysis is of high quality and accuracy, and work with a variety of qualitative and quantitative data.Provide challenge from a digital perspective and collaborate with other digital and analytical professions, especially user researchers, to provide collective insights.Understand how the needs of the service vary throughout the product lifecycle and adapt your measurement for each phase.Your skills and experience: Google Academy certificationTableau/Splunk knowledgeKnowledge of the GOV.UK Design SystemExperience of A/B testing/multivariate testingKnowledge of measuring outcomes and KPIsDetailed understanding of, and practical experience of using different data tools to transform and analyse different data sets.Experience of discovering and sharing analytical insight with stakeholders with various levels of analytical expertise and at all levels of seniorityExperience in conversion rate optimisationExperience of gathering and understanding technical requirements and working with developers to build suitable technical solutions.

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  • User-Centred Design
    Digital UX Designer

    Digital UX Designer required to work in a multidisciplinary team, alongside researchers and developers, to deliver word-class, user-centred services for the public and civil servants.Your role: Design accessible services that are simple enough for everyone to use.Determine the best way for users to interact with services, the overall flow and individual design elements.Mentor and train other designers, supporting the growth and development of the interaction design team.Identifying, developing and using best practice and standards to design service consistent with the rest of governmentAdvocating for users and understanding user needs to design simple, effective and accessible servicesCreating prototypes and concepts to communicate and test ideas with users and improving with evidenceMapping user journeys, processes and visualising design problemsCollaborating within a multidisciplinary team on large, complex services by facilitating the design process, participating in research activities, workshops and communicating design decisions to the team and stakeholdersExperience: You will have an understanding of the way the internet works, experience of designing in an agile environment and be driven to help government transform the way it delivers services so that they are simpler, faster and easier to use. Knowledge of government designGDS DesignExperience of working in an agile space

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  • Product & Delivery
    Agile Business Analyst - SFIA 5

    We're looking for an experienced Agile Business Analyst to join a large Central Government department on a mission critical project. Requirements:Agile BA skilletUnderstand and work with sequence diagramsWrite and refine technical storiesKnowledge of OAuth and OpenID ConnectProcess modellingSequencing of technical stories to avoid breaking existing flowsIn this role you will need to:Manage stakeholder relationships.Work independently.Have a good understanding of your own work area.Advance the BA community through the sharing of best practice and mentoring others.Previous experience working in digital and technology programmes of work.Experience working within large organisations or Central Government departments.Skills needed for this role:  Agile working. You can identify and compare the best processes or delivery methods to use, including measuring and evaluating outcomes. You know how to help the team to decide the best approach. You can help teams to manage and visualise outcomes, prioritise work and work to agreed minimum viable product (MVP), print and scope.  Business analysis. You can investigate problems and analyse options for new and existing services. You know how to provide recommendations to solutions. You can work with stakeholders to identify objectives, opportunities and potential benefits available.  Business improvement process. You know how to analyse current services and processes, and can identify and implement opportunities to optimise these. You can help to evaluate and establish requirements using relevant techniques such as gap analysis.Business modelling. You can use a wide range of techniques to model situations confidently. You know how to gain the necessary agreement needed from subject matter experts and stakeholders, ensuring they review the results to fix any issues.Business process testing. You know how to report on system quality and collect metrics on test cases.Digital perspective. You have the ability to apply a digital understanding to your work. You can identify and implement solutions for assisted digital.  Enterprise and business architecture. You understand and can apply the current target operating model to work.  Stakeholder relationship management. You know how to identify important stakeholders, tailoring communication to their needs, and work with teams to build relationships while also meeting user needs. You have the ability to take opposing views to reach consensus. You understand how to work with stakeholders and contribute to improving these relationships, using evidence to explain decisions made.  User focus. You can identify needs and engage with users or stakeholders to collate user needs evidence. You understand and can define research that fits user needs. You can use quantitative and qualitative data about users to turn user focus into outcomes.  

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  • IT Operations
    Infrastructure Engineer

    We are for looking Infrastructure Engineers to work on modern, reliable, and flexible services that allows simple, secure access for deployment and management of modern desktop devices, using industry best practice for:Microsoft Configuration Manager, WSUS, Intune, Autopilot, Cloud technologies.Windows 10 Builds and continued updates aSupporting Desktop Technologies to allow seamless integration to the whole End User Desktop experience. You will also be involved in Engineering, testing assistive software products and changes to cover End to End Technical Assurance, and Project deliver requirements to aide in the Support and Administration of: Windows 10 EnterpriseAutopilot and Task SequenceConfigMgr, WSUS and IntuneSoftware Distribution using SCCM and IntuneAS ApplicationsUser and Device managementTest Infrastructure changes, business applications, and new technologies adopted by the organisation.You'll need: 2nd / 3rd line knowledge of Azure AD, Intune, Configuration Manager and W10 Desktops at the Enterprise level of 30k devices and above.2nd / 3rd line knowledge of Assistive software applications i.e. Dragon, Read & Write, ZoomText and JAWS.

    Apply Now
  • Quality Assurance Testing (QAT)
    Test Assurance Manager

    As Test Manager the role will encompass the following responsibilities and require experience in:Assure supplier test artefactsPrior experience defining test strategy across large change programsExperience in migration or upgrade of legacy systems and data.Solid understanding of the architecture and portfolio of Microsoft Azure Services.Solid understanding of all major corporate OS platforms, Redhat, Windows, Unix etc.Good understanding of Service and hardware virtualization and appropriate testing on virtualised systemsPerformance testing & testing of scalability in applications preferably with Strong Jmeter, Loadrunner or other performance toolsExperience of Failover and recovery testingUnderstanding of basic security principles and penetration tests on cloud servicesOutstanding skills diagnosing defects that originate from network configuration and IP traffic routing.Experience of driving User Acceptance Testing through an organisation undergoing change and building support for the test effortSecure resources for testing and assurance of the test plan, approach and outcomesCollaborate with internal/external stakeholders for testing plan, approach, scenarios and outcomesAbility to own testing programs end to end within any development methodology, both agile and waterfall as may be required for an individual application.Define KPIs in testing programs and be able to report on them clearly to senior stakeholdersCompetent with a range of test and defect management tools, for example ALM, Jira, CA-Agile Central Managing Testing Partners to meet and exceed service levels ensuring the best value is provided at all timesReview and analyse system specifications, collaborate with Business Analysts/Developers to develop effective strategies and test plans.Solid technical understanding of application stacks from data layers through transport to user interfacesResponsible for all functional and regression testing activities related to assigned scopeProvides testing estimates and meets project testing timelines. Effective in planning and delivering on that plan.Collaborates with delivery team and/or business partners in troubleshooting root cause of issuesAbout you: 5+ years experience of major projects 10+ years in senior test management roles across a range of industriesQualifications - ISEB/ISTQB qualifications or other recognised test qualificationsUser accessibility testing – working around accessibility with usersAgileAbility to delegate and manage large workloadsAbility to lead, inspire and coach testing teams

    Apply Now
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News & Insights

Interview Tips
job search

​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 achieved​You 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!​​

Hybrid
flexible working

​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!​

Health
accessible design

​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