AI & Automation: Catalyst for Public Sector Change
Bex Lee • February 16, 2026
How the UK Public Sector is Strategically Integrating AI and Automation Across Digital Services
The UK Government is actively transforming how public services are designed, delivered and experienced, and Artificial Intelligence (AI) and Automation are central to that transformation.
Government departments are not merely experimenting with new technologies; they are publishing formal strategies, frameworks and action plans that embed AI and automation into long-term planning, operational improvements and service delivery. These strategic publications are helping to align vision, capability and delivery across Whitehall and beyond, ensuring digital transformation isn’t piecemeal but purposeful and impactful.
National Strategy: Laying the Foundation for AI Across Government
At the heart of the UK’s approach is a coherent national framework for AI adoption across the public sector:
AI Opportunities Action Plan
In January 2025 the UK government published the AI Opportunities Action Plan, setting out a cross-government roadmap to accelerate AI adoption across sectors including public services.
This plan articulates how AI can improve lives and public services, emphasising a flexible approach of “scan → pilot → scale” that encourages experimentation followed by strategic rollout. It highlights the importance of scaling successful pilots and using procurement to support innovation across government organisations.
Artificial Intelligence Playbook for the UK Government
Complementing the national plan, the AI Playbook provides common principles that departments should follow to use AI responsibly, ethically and securely. It serves as practical guidance for teams embedding AI across services, covering governance, skills, risk management and collaboration with external partners.
Together, these central publications establish a policy backbone: national priorities and cross-government standards that help departments develop their own AI and automation strategies.
Departmental Digital and AI Strategies: Localised Implementation Plans
Beyond government-wide frameworks, several departments have published their own digital strategies with explicit commitments on AI and automation:
Home Office 2030 Digital Strategy
The Home Office’s 2030 Digital Strategy outlines how it will embed AI and automation across its business areas by 2030. It focuses on eight strategic shifts, including using automation to streamline immigration and border processes, enhancing Automated Number Plate Recognition for policing, and building AI-enabled freight inspection tools, tying these technologies directly to improved public services and operational resilience.
This strategy signals a long-term organisational commitment, showing how AI tools will support both user-facing functions and internal efficiency.
Other Department Initiatives and Emerging Strategies
While not every department publishes a public “AI strategy” document, many are embedding AI and automation into broader digital plans:
- Ministry of Defence is applying AI for tasks such as satellite imagery analysis and predictive maintenance.
- Department for Education and Ofsted are exploring AI to assist teachers and assess school performance.
- Department of Health and Social Care supports NHS AI initiatives, including diagnostic tools and pattern detection in healthcare workflows.
- HM Revenue and Customs (HMRC) uses predictive analytics for fraud detection and customer contact analysis.
- The Ministry of Justice established a dedicated AI Unit for strategy and practical deployments in legal services.
- Department for Transport is experimenting with AI tools for correspondence and imagery analysis.
- The Department for Work and Pensions (DWP) runs pilot programmes for AI-enabled case review and correspondence tools.
Many of these efforts flow from guidance in national strategies, even where standalone AI-specific plans aren’t published: departments increasingly reference AI and automation in renewed digital service strategies, transformation roadmaps and capability building plans.
Cross-Government Transformation Roadmaps
In early 2026 the Government Digital Service (GDS) published a roadmap to transform public services, explicitly highlighting expanded AI pilots — from NHS demand prediction models to AI-powered transcription tools for probation officers and emphasising knowledge-sharing and responsible adoption. This roadmap also supports talent growth and shared digital platforms that accelerate automation implementation across departments.
This cross-government emphasis adds coherence to individual departmental strategies and encourages shared platforms, standards, and knowledge exchange that reduce duplication and scale successful solutions.
What These Strategies Enable in Practice
By publishing formal strategies, departments are:
- Aligning AI adoption with government priorities: from service modernisation to operational resilience and cost efficiency.
- Providing clarity and governance: setting principles for ethical, secure AI use and automation deployment.
- Building infrastructure and talent: investing in skills, data platforms and shared tools to support broader transformation.
- Encouraging pilots with pathways to scaling: promoting experimentation followed by strategic rollout of successful AI solutions.
These published strategies help ensure that innovation isn’t accidental but integrated into core planning, budgeting and delivery frameworks, with mechanisms for oversight and continuous improvement.
Conclusion: Strategy as a Catalyst for Change
The UK public sector’s digital transformation journey isn’t driven by technology alone, it’s steered by explicit strategies and policies that embed AI and automation into the heart of public service delivery.
From national AI action plans to department-level digital strategies, this governance architecture creates a clear roadmap for responsible, ethical and impactful integration. As departments continue to align around these strategic frameworks, the promise of faster, smarter, more citizen-centric services becomes increasingly attainable, not through isolated pilots, but through scaled, government-wide transformation.
Find out how Hanover can support your Public Sector AI & Automation programmes
Hanover’s View on Why SC and BPSS Vetting Pressures Are Increasing in 2026
Find out how anover can support your DDaT capability through the DOS7 Framework
Discover how SME ecosystems can deliver real value in UK government DDaT programmes, driving innovation, better delivery, and stronger social impact.
The future of the UK Healthcare depends not just on medical excellence, but on digital capability. As the health service embraces a more integrated, data-driven, and technology-enabled model of care, the ability to procure and deploy Digital, Data and Technology (DDaT) skills has become fundamental to achieving this vision. From digital patient records and AI diagnostics to cyber-secure systems and smart analytics, these capabilities are no longer peripheral—they are core to modern, sustainable healthcare. But building this capability at scale requires more than intent. It requires a strategic framework to identify, commission, and grow the right digital skills, especially through public sector procurement. That’s where the Digital Capability Framework for Healthcare 2 (DCFH2) plays a vital role. Why DDaT Skills Are Essential for NHS Transformation The NHS is undergoing a digital transformation aimed at improving care quality, increasing operational efficiency, and reducing health inequalities. Initiatives like "What Good Looks Like", NHS Long Term Workforce Plan, and Frontline Digitisation all rely on embedding DDaT capabilities across the system. Whether deploying EPRs (electronic patient records), modernising infrastructure, or enabling data-sharing across ICSs (Integrated Care Systems), the NHS needs access to: Digital strategists and transformation leads Data scientists, analysts, and governance experts Cloud engineers, cybersecurity professionals, and developers Service designers, agile delivery managers, and digital programme specialists The Role of DCFH2 in Supporting DDaT Procurement The DCFH2 was designed to ensure the UK health Sector have a shared language and structure for identifying digital requirements. Importantly, DCFH2 also supports commissioning and procurement functions in the public sector to: Define What Good Looks Like in DDaT Skills DCFH2 outlines key digital capability domains and levels—from foundational to specialist and strategic. This enables procurement teams to specify clearer requirements in tender documents and contracts, avoiding vague or outdated job descriptions. Inform Supplier Selection and Evaluation Using DCFH2, buyers can assess supplier capabilities against a recognised national framework, ensuring that procured resources meet the digital maturity needs of the NHS. Enable Consistency Across ICSs and Programmes By aligning contracts with DCFH2, ICSs, trusts, and digital leads ensure consistency in workforce expectations—critical for interoperability and scalability. Support Value-Based Procurement DCFH2 encourages a shift from transactional procurement to value-based commissioning of digital skills, aligning spending with long-term transformation outcomes.  The importance of DDaT Ecosystem Partners The NHS doesn’t just need new systems—it needs the skills to use them effectively. Procuring DDaT skills isn’t a side task; it’s a strategic priority. Forward-thinking DCFH2 suppliers have the opportunity to utilise eco-system partners to effectively deliver DDaT skills into outcomes. Working with specialist SMEs can strengthen their contract bids and accelerate outcome delivery. As a trusted resource and technology solutions partner focused on public sector digital transformation, Hanover brings deep expertise in sourcing high-calibre DDaT professionals who understand the complexities of healthcare environments. Our ability to quickly mobilise talent across roles such as data analysts, digital programme managers, UCD specialists, and agile delivery leads makes us a valuable ecosystem partner for suppliers aiming to meet the competency standards and responsiveness required under DCFH2-aligned contracts. By leveraging our network and sector-specific insight, suppliers can enhance their capability, reduce risk, and ensure consistent delivery of outcomes in line with digital transformation goals. Find out more about Hanover’s DDaT and Technology services
Engaging with Hanover for the first time as a contractor can be an exciting yet daunting experience. Understanding the vetting and onboarding process is crucial to ensure a smooth transition and compliance with Hanover's and our Partner’s standards. This guide will walk you through the essential steps and requirements, helping you navigate the process with ease. Why Vetting is Important Vetting is a critical component of Hanover's onboarding process. It establishes a consistent and robust framework for personnel vetting and security, ensuring that all personnel working for or on behalf of Hanover meet the security requirements of Partner’s and roles. Additionally, it ensures compliance with relevant laws, regulations, standards, and contractual obligations. Required Documents for Vetting As a contractor, you will need to provide several documents to complete the vetting process. These include: Right to Work Document: Passport, Biometric Residence Permit (BRP), Birth or Adoption Certificate, Other Immigration Documents or Online Verification. Proof of Address: Documents accepted. DBS Check: Completed within the last 12 weeks; if not, a new one will need to be applied for. Copy of your current and up-to-date CV. Reference details: Covering the required time frame, provided by HR or the agency you worked through. National Insurance proof: Photo of your NI card, P45 or P60, pay slip, salary statement, or works pension statement. Client forms: These vary depending on the client and will be sent to you via Docusign. For contractors engaging via their PSC: Additional documents are required, such as the Certificate of Incorporation, Business Insurance Certificates, and Proof of Business Bank details. Umbrella contractors: Need to provide the name of the umbrella company they will be engaging through from the Hanover Umbrella PSL . The Vetting Process Timeline The vetting process is designed to be efficient and thorough. Here is a typical timeline: Notification: The Vetting Team will be notified when you have accepted your engagement. Document Request: The Vetting Team will then request the relevant documents and forms to be completed by you. If the required documents are not received by the following business day, the Vetting Team will reach out to you either by email or telephone. Document Submission: Once you have submitted your documents via email, the Vetting Team will begin to process your background checks, including applying for references. Reference Follow-up: References are followed up daily through phone calls and emails, but in some instances, the Vetting Team may need your help to obtain these. Completion: The Vetting Team will try to complete and clear your background checks within 5 working days, but this can be quicker. Engaging with Hanover as a contractor involves a thorough vetting and onboarding process designed to ensure security and compliance. By understanding the requirements and following the outlined steps, you can navigate the process smoothly and efficiently.  If you have any questions or need further assistance, the Vetting team and Hanover’s Compliance Manager are always there to help.
The Procurement Act 2023, from February 2025, introduced significant reforms aimed at enhancing public procurement processes in the UK. These changes present unique opportunities for Public Sector Prime Suppliers to collaborate with Small and Medium-sized Enterprises (SMEs), fostering a more dynamic and efficient supply chain. ​ Simplified Bidding Processes The Act introduces a 'competitive flexible' procedure, simplifying bidding and negotiation processes. This flexibility enables prime suppliers to engage SMEs more effectively, leveraging their specialized skills and innovative solutions to meet diverse public sector needs. ​ Open Commercial Frameworks By making commercial frameworks more accessible, the Act ensures that suppliers, including SMEs, are not excluded for extended periods. This openness allows prime suppliers to diversify their subcontractor base, enhancing competitiveness and resilience in project delivery. ​ Strengthened Payment Provisions The Act mandates 30-day payment terms throughout the supply chain, improving cash flow for SMEs. For prime suppliers, this ensures a stable and reliable network of subcontractors, reducing project delays and fostering stronger partnerships. ​ Enhanced Transparency with 'Find a Tender' The upgraded 'Find a Tender' or Central Digital Platform makes procurement opportunities more visible, making it easy to search at no cost and set up alerts for tenders of interest. This transparency facilitates prime suppliers in identifying and collaborating with capable SMEs, streamlining the procurement process and enhancing project outcomes. ​ Greater Oversight and Compliance The establishment of the Procurement Review Unit (PRU) provides oversight across all sectors, ensuring adherence to procurement standards. This oversight encourages fair competition and accountability, benefiting both prime suppliers and SMEs by promoting a level playing field. ​ Conclusion Embracing the reforms of the Procurement Act 2023 allows Public Sector Prime Suppliers to build robust ecosystems with SME suppliers. This collaboration not only enhances service delivery but also contributes to economic growth and innovation within the public sector.
In today's ever-evolving business landscape, understanding IR35, also known as the 'off-payroll working rules,' is crucial for both companies and contractors. This blog post will delve into the key facts, updates, and strategies related to IR35. What is IR35? IR35 was first introduced in 1999 as the 35th mandate of the year by the then Inland Revenue, now known as HMRC. The legislation was signed into law on April 6, 2000, and it applies to individuals who supply their services through an intermediary, typically a Limited Company. The primary aim of IR35 is to ensure that contractors working through their limited company, who would otherwise be considered employees if the limited company were not in place, pay employment taxes and National Insurance Contributions (NICs). This is commonly referred to as being "inside IR35." History and Background Initially, contractors were responsible for determining their IR35 status. However, with the implementation of new rules in April 2017, public sector organizations became responsible for determining the IR35 status of their contractors. This shift aimed to increase compliance and reduce tax avoidance. In April 2021, the private sector reform adjusted the responsibilities so that medium and large end clients took on the legal responsibility of determining their contractors' IR35 status. When Does IR35 Apply? IR35 applies when a contractor operates through a UK-limited company, regardless of the work location. It affects contractors engaging via their limited company with public sector clients, such as local authorities, universities, and national service organizations. And currently for medium or large private sector clients, the client must meet two of the following criteria: Have an annual turnover of at least £10.2 million Have assets of at least £5.1 million Employ at least 50 staff Where the IR35 Rules Differ The IR35 reforms that came into place in April 2021 do not apply if a private sector client is considered a small company, as they fall under the small company exemption. As of April 6, 2025, the thresholds for determining a company's size for IR35 purposes have increased. This means that more medium-sized companies will fall under the small company exemption. To fall under the small company exemption a client must meet two of the following criteria: Have an annual turnover of not more than £15m (increased from £10.2m) Have assets of not more than £7.5m (increased from £5.1m) Employ no more than 50 employees If a contractor is working for a client based entirely overseas, and the client has no presence in the UK, the IR35 reforms do not apply. In both instances, the contractor is responsible for determining their own IR35 status and paying the appropriate taxes. When IR35 was introduced into the public sector, HMRC's guidance stated that, where end clients were engaging in fully contracted-out services via a third party, the end client would not need to determine the IR35 status of workers supplied by the outsourced services provider. The service provider would need to determine the status of its own contractors. Inside vs. Outside IR35 Understanding the difference between working inside and outside IR35 is essential for contractors. Outside IR35, contractors can work as self-employed and will be paid gross. Inside IR35, contractors engage via limited companies, are employed for tax purposes only, and have PAYE and National Insurance Contributions taken from their gross pay, resulting in a net salary. Some clients opt to engage contractors through an Umbrella Company to mitigate risks, as the off-payroll working rules do not apply in such cases. The Umbrella Company employs the Contractor directly, so the off-payroll working rules do not apply as the contractor is on payroll. Determination Factors Several factors can determine a contractor's IR35 status: Supervision, Direction, and Control : Can the contractor decide when, where, and how the work is completed? Substitution : Does the contractor have the option to send someone else to deliver the work if they are unavailable? The client would need to consider if they would allow the contractor to send a substitute since real-world scenarios will be considered over and above what is stated in the contract. Mutuality of Obligation : If there is no work available, is the client obliged to find some, and is the Contractor obliged to complete the work? Financial Risk : What financial risks is the contractor undertaking to deliver the project or promote their business activities? For example: Is the contractor expected to fix any mistakes they have made at their own time and expense? Does the Contractor pay for business insurances to protect them and their business activity? Part and Parcel : Will the contractor be embedded in company life? Will they have access to staff facilities, staff social events, or receive staff benefits? Responsibilities Public sector and medium and large-sized private sector clients must decide the IR35 status of an engagement and share the status determination statement (SDS) with all parties in the supply chain. All clients must take ‘reasonable care’ when determining IR35 status. HMRC defines reasonable care as acting “in a way that would be expected of a prudent and reasonable person in the client’s position.” Clients must provide a “client-led status disagreement process,” as either the recruiter or the contractor may dispute the IR35 determination. Conclusion Understanding IR35 and its implications is essential for both contractors and companies. By staying informed about the key facts, updates, and strategies, you can navigate the complexities of IR35 and ensure compliance with the regulations. About Hanover Hanover is a hybrid IT services and staffing company helping the UK Public Sector digitise and improve public services. We operate alongside some of the worlds top Systems Integrators as an SME Ecosystem partner. Find out more about our services
Prime contractors play a crucial role in delivering digital services to the UK public sector. However, fostering a robust SME ecosystem to support these efforts comes with its own set of challenges. We'll explore some of the key obstacles prime contractors encounter and offer insights into how they can navigate these complexities.  1. Balancing Compliance and Innovation Prime contractors must ensure that their SME partners comply with stringent public sector regulations while also fostering innovation. This balancing act can be challenging, as SMEs often bring innovative solutions that may not fully align with existing compliance frameworks. Prime contractors need to provide guidance and support to help SMEs navigate these regulatory requirements without stifling their creativity. 2. Managing Diverse Capabilities SMEs vary widely in terms of their capabilities, expertise, and resources. Prime contractors must manage this diversity to ensure that all partners can contribute effectively to the delivery of digital services. This involves assessing the strengths and weaknesses of each SME and providing tailored support to address any gaps. Coordinating such a diverse ecosystem requires significant effort and resources. 3. Ensuring Consistent Quality Maintaining consistent quality across a network of SME partners can be challenging. Prime contractors are responsible for the overall delivery of services and must ensure that all SMEs meet the required standards. This involves implementing robust quality assurance processes and providing ongoing training and support to SMEs. Any lapses in quality can impact the reputation of the prime contractor and the success of the project. 4. Financial Stability and Risk Management SMEs often face financial constraints that can impact their ability to deliver on contracts. Prime contractors must assess the financial stability of their SME partners and manage the associated risks. This includes providing financial support or flexible payment terms to help SMEs manage cash flow. Additionally, prime contractors need to have contingency plans in place to address any potential disruptions caused by financial instability. 5. Building Trust and Collaboration Establishing trust and fostering collaboration between prime contractors and SMEs is crucial for the success of any project. However, building these relationships can be challenging, especially when there are differences in organisational culture and working practices. Prime contractors need to invest time and effort in building strong, collaborative relationships with their SME partners, based on mutual respect and shared goals. 6. Navigating Procurement Processes The procurement processes in the public sector can be complex and time-consuming. Prime contractors must navigate these processes while also supporting their SME partners in doing the same. This involves providing guidance on bid preparation, compliance with procurement regulations, and understanding the requirements of public sector contracts. Streamlining these processes can help SMEs participate more effectively and reduce the administrative burden on prime contractors. Strategies for Overcoming Challenges Despite these challenges, prime contractors can take several steps to cultivate a successful SME ecosystem: Provide Training and Support: Offer training programmes and resources to help SMEs understand and comply with public sector regulations. This can include workshops, webinars, and one-on-one support. Foster Open Communication: Establish clear and open lines of communication with SME partners. Regular meetings, feedback sessions, and collaborative platforms can help build trust and ensure alignment. Implement Robust Quality Assurance: Develop and implement quality assurance processes to maintain consistent standards across all SME partners. This can include regular audits, performance reviews, and continuous improvement initiatives. Offer Financial Support: Provide financial support or flexible payment terms to help SMEs manage cash flow and financial stability. This can include advance payments, milestone-based payments, or access to financial advisory services. Streamline Procurement Processes: Simplify procurement processes and provide clear guidance to SMEs on how to navigate them. This can help reduce the administrative burden and increase SME participation. In conclusion, while large prime contractors face significant challenges in cultivating an SME ecosystem for delivering digital services to the UK public sector, they also have the opportunity to drive innovation and enhance service delivery. By understanding and addressing these challenges, prime contractors can build strong, collaborative relationships with their SME partners and achieve successful outcomes.
The UK public sector increasingly values integrating small and medium-sized enterprises (SMEs) into their supplier base. This strategic shift is driven by several key factors that highlight the benefits of fostering SME ecosystems. Innovation and Agility SMEs are often at the forefront of innovation due to their agility and responsiveness to market changes. Engaging with SMEs allows the public sector to tap into this innovation, crucial for addressing complex challenges and improving public services. Economic Growth and Job Creation Supporting SMEs stimulates economic growth and creates jobs. SMEs are significant contributors to the UK economy, accounting for much of employment and economic activity. As of 2024, there were 5.5 million SMEs in the UK, making up 99.8% of the business population, providing employment to 16.6 million people, and generating a turnover of £2.8 trillion. Diverse and Competitive Supply Chains A diverse supplier base fosters competition and ensures value for money. SMEs bring specialist skills and expertise, enhancing the quality of goods and services procured and promoting a more competitive marketplace. Social Value and Community Impact SMEs often have strong community ties and can deliver social benefits, such as local employment and community initiatives. Working with SMEs enhances the social impact of public sector procurement activities. Policy and Regulatory Support Government policies encourage SME inclusion in public sector supply chains. The Crown Commercial Service (CCS) and the Department for Environment, Food & Rural Affairs (Defra) have implemented measures to remove barriers for SMEs and increase the visibility of tender opportunities. Resilience and Sustainability SMEs contribute to resilient and sustainable supply chains by providing niche products and services, reducing dependency on large suppliers, and offering environmentally friendly solutions. Example: HMRC DALAS Framework The HMRC's Digital and Legacy Application Services (DALAS) framework supports the delivery of future application services and reduces dependency on legacy technologies, providing a gateway for SMEs to offer their innovative IT solutions. Example: Digital Capability for Health 2 (DCFH2) Framework The DCFH2 framework supports digital transformation in health and social care by providing access to suppliers delivering a range of digital services, benefitting SMEs through competitive contracts. Future Trends for SMEs in the Public Sector Key trends shaping SME engagement in public sector procurement include: Digital Transformation and Technology Adoption: Increasing demand for innovative tech solutions. Sustainability and Net Zero Initiatives: Prioritising environmentally friendly products and services. Simplified Procurement Processes: The Procurement Act 2023 makes public procurement more accessible to SMEs. Focus on Social Value: Contracts awarded based on social impact. Increased Collaboration and Partnerships: Forming partnerships to bid for larger contracts. Resilience and Supply Chain Diversification: Diversifying supplier base to reduce dependency on large suppliers. The UK public sector's encouragement of SME ecosystems within their supplier base brings numerous benefits, including fostering innovation, economic growth, social value, and supply chain resilience. By continuing to support and engage with SMEs, the public sector can build a dynamic, competitive, and sustainable procurement landscape. If you're looking to partner with an experienced eco-system SME visit our Services page to find out more 
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 key Preparation is key to success, so make sure you have sufficient time to prepare before your interview and dedicate some time without distractions. Research The 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’. Revisit Revisit 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 Questions Prepare for the most common interview questions. These are generally competency-based questions such as: Making effective decisions Collaborating Leadership Strategic thinking Organisational skills Working under pressure Attention to detail Handling a difficult decision or situation Motivation Taking control of a situation Problem solving Creativity You may need an example for each area detailing the situation, your response to the situation and the positive outcome. Your questions What 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 you Clarify 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 STAR You 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 example Task: Describe what your responsibility was in that situation Action: Explain exactly what steps you took to address it Result: 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 work If 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 Up Have a trial run before the actual interview to resolve any issues. ​ Technical Difficulties There 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 count According 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 Part Dress 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!
Hanover’s View on Why SC and BPSS Vetting Pressures Are Increasing in 2026
Find out how anover can support your DDaT capability through the DOS7 Framework
Discover how SME ecosystems can deliver real value in UK government DDaT programmes, driving innovation, better delivery, and stronger social impact.
The future of the UK Healthcare depends not just on medical excellence, but on digital capability. As the health service embraces a more integrated, data-driven, and technology-enabled model of care, the ability to procure and deploy Digital, Data and Technology (DDaT) skills has become fundamental to achieving this vision. From digital patient records and AI diagnostics to cyber-secure systems and smart analytics, these capabilities are no longer peripheral—they are core to modern, sustainable healthcare. But building this capability at scale requires more than intent. It requires a strategic framework to identify, commission, and grow the right digital skills, especially through public sector procurement. That’s where the Digital Capability Framework for Healthcare 2 (DCFH2) plays a vital role. Why DDaT Skills Are Essential for NHS Transformation The NHS is undergoing a digital transformation aimed at improving care quality, increasing operational efficiency, and reducing health inequalities. Initiatives like "What Good Looks Like", NHS Long Term Workforce Plan, and Frontline Digitisation all rely on embedding DDaT capabilities across the system. Whether deploying EPRs (electronic patient records), modernising infrastructure, or enabling data-sharing across ICSs (Integrated Care Systems), the NHS needs access to: Digital strategists and transformation leads Data scientists, analysts, and governance experts Cloud engineers, cybersecurity professionals, and developers Service designers, agile delivery managers, and digital programme specialists The Role of DCFH2 in Supporting DDaT Procurement The DCFH2 was designed to ensure the UK health Sector have a shared language and structure for identifying digital requirements. Importantly, DCFH2 also supports commissioning and procurement functions in the public sector to: Define What Good Looks Like in DDaT Skills DCFH2 outlines key digital capability domains and levels—from foundational to specialist and strategic. This enables procurement teams to specify clearer requirements in tender documents and contracts, avoiding vague or outdated job descriptions. Inform Supplier Selection and Evaluation Using DCFH2, buyers can assess supplier capabilities against a recognised national framework, ensuring that procured resources meet the digital maturity needs of the NHS. Enable Consistency Across ICSs and Programmes By aligning contracts with DCFH2, ICSs, trusts, and digital leads ensure consistency in workforce expectations—critical for interoperability and scalability. Support Value-Based Procurement DCFH2 encourages a shift from transactional procurement to value-based commissioning of digital skills, aligning spending with long-term transformation outcomes.  The importance of DDaT Ecosystem Partners The NHS doesn’t just need new systems—it needs the skills to use them effectively. Procuring DDaT skills isn’t a side task; it’s a strategic priority. Forward-thinking DCFH2 suppliers have the opportunity to utilise eco-system partners to effectively deliver DDaT skills into outcomes. Working with specialist SMEs can strengthen their contract bids and accelerate outcome delivery. As a trusted resource and technology solutions partner focused on public sector digital transformation, Hanover brings deep expertise in sourcing high-calibre DDaT professionals who understand the complexities of healthcare environments. Our ability to quickly mobilise talent across roles such as data analysts, digital programme managers, UCD specialists, and agile delivery leads makes us a valuable ecosystem partner for suppliers aiming to meet the competency standards and responsiveness required under DCFH2-aligned contracts. By leveraging our network and sector-specific insight, suppliers can enhance their capability, reduce risk, and ensure consistent delivery of outcomes in line with digital transformation goals. Find out more about Hanover’s DDaT and Technology services
Engaging with Hanover for the first time as a contractor can be an exciting yet daunting experience. Understanding the vetting and onboarding process is crucial to ensure a smooth transition and compliance with Hanover's and our Partner’s standards. This guide will walk you through the essential steps and requirements, helping you navigate the process with ease. Why Vetting is Important Vetting is a critical component of Hanover's onboarding process. It establishes a consistent and robust framework for personnel vetting and security, ensuring that all personnel working for or on behalf of Hanover meet the security requirements of Partner’s and roles. Additionally, it ensures compliance with relevant laws, regulations, standards, and contractual obligations. Required Documents for Vetting As a contractor, you will need to provide several documents to complete the vetting process. These include: Right to Work Document: Passport, Biometric Residence Permit (BRP), Birth or Adoption Certificate, Other Immigration Documents or Online Verification. Proof of Address: Documents accepted. DBS Check: Completed within the last 12 weeks; if not, a new one will need to be applied for. Copy of your current and up-to-date CV. Reference details: Covering the required time frame, provided by HR or the agency you worked through. National Insurance proof: Photo of your NI card, P45 or P60, pay slip, salary statement, or works pension statement. Client forms: These vary depending on the client and will be sent to you via Docusign. For contractors engaging via their PSC: Additional documents are required, such as the Certificate of Incorporation, Business Insurance Certificates, and Proof of Business Bank details. Umbrella contractors: Need to provide the name of the umbrella company they will be engaging through from the Hanover Umbrella PSL . The Vetting Process Timeline The vetting process is designed to be efficient and thorough. Here is a typical timeline: Notification: The Vetting Team will be notified when you have accepted your engagement. Document Request: The Vetting Team will then request the relevant documents and forms to be completed by you. If the required documents are not received by the following business day, the Vetting Team will reach out to you either by email or telephone. Document Submission: Once you have submitted your documents via email, the Vetting Team will begin to process your background checks, including applying for references. Reference Follow-up: References are followed up daily through phone calls and emails, but in some instances, the Vetting Team may need your help to obtain these. Completion: The Vetting Team will try to complete and clear your background checks within 5 working days, but this can be quicker. Engaging with Hanover as a contractor involves a thorough vetting and onboarding process designed to ensure security and compliance. By understanding the requirements and following the outlined steps, you can navigate the process smoothly and efficiently.  If you have any questions or need further assistance, the Vetting team and Hanover’s Compliance Manager are always there to help.
The Procurement Act 2023, from February 2025, introduced significant reforms aimed at enhancing public procurement processes in the UK. These changes present unique opportunities for Public Sector Prime Suppliers to collaborate with Small and Medium-sized Enterprises (SMEs), fostering a more dynamic and efficient supply chain. ​ Simplified Bidding Processes The Act introduces a 'competitive flexible' procedure, simplifying bidding and negotiation processes. This flexibility enables prime suppliers to engage SMEs more effectively, leveraging their specialized skills and innovative solutions to meet diverse public sector needs. ​ Open Commercial Frameworks By making commercial frameworks more accessible, the Act ensures that suppliers, including SMEs, are not excluded for extended periods. This openness allows prime suppliers to diversify their subcontractor base, enhancing competitiveness and resilience in project delivery. ​ Strengthened Payment Provisions The Act mandates 30-day payment terms throughout the supply chain, improving cash flow for SMEs. For prime suppliers, this ensures a stable and reliable network of subcontractors, reducing project delays and fostering stronger partnerships. ​ Enhanced Transparency with 'Find a Tender' The upgraded 'Find a Tender' or Central Digital Platform makes procurement opportunities more visible, making it easy to search at no cost and set up alerts for tenders of interest. This transparency facilitates prime suppliers in identifying and collaborating with capable SMEs, streamlining the procurement process and enhancing project outcomes. ​ Greater Oversight and Compliance The establishment of the Procurement Review Unit (PRU) provides oversight across all sectors, ensuring adherence to procurement standards. This oversight encourages fair competition and accountability, benefiting both prime suppliers and SMEs by promoting a level playing field. ​ Conclusion Embracing the reforms of the Procurement Act 2023 allows Public Sector Prime Suppliers to build robust ecosystems with SME suppliers. This collaboration not only enhances service delivery but also contributes to economic growth and innovation within the public sector.
In today's ever-evolving business landscape, understanding IR35, also known as the 'off-payroll working rules,' is crucial for both companies and contractors. This blog post will delve into the key facts, updates, and strategies related to IR35. What is IR35? IR35 was first introduced in 1999 as the 35th mandate of the year by the then Inland Revenue, now known as HMRC. The legislation was signed into law on April 6, 2000, and it applies to individuals who supply their services through an intermediary, typically a Limited Company. The primary aim of IR35 is to ensure that contractors working through their limited company, who would otherwise be considered employees if the limited company were not in place, pay employment taxes and National Insurance Contributions (NICs). This is commonly referred to as being "inside IR35." History and Background Initially, contractors were responsible for determining their IR35 status. However, with the implementation of new rules in April 2017, public sector organizations became responsible for determining the IR35 status of their contractors. This shift aimed to increase compliance and reduce tax avoidance. In April 2021, the private sector reform adjusted the responsibilities so that medium and large end clients took on the legal responsibility of determining their contractors' IR35 status. When Does IR35 Apply? IR35 applies when a contractor operates through a UK-limited company, regardless of the work location. It affects contractors engaging via their limited company with public sector clients, such as local authorities, universities, and national service organizations. And currently for medium or large private sector clients, the client must meet two of the following criteria: Have an annual turnover of at least £10.2 million Have assets of at least £5.1 million Employ at least 50 staff Where the IR35 Rules Differ The IR35 reforms that came into place in April 2021 do not apply if a private sector client is considered a small company, as they fall under the small company exemption. As of April 6, 2025, the thresholds for determining a company's size for IR35 purposes have increased. This means that more medium-sized companies will fall under the small company exemption. To fall under the small company exemption a client must meet two of the following criteria: Have an annual turnover of not more than £15m (increased from £10.2m) Have assets of not more than £7.5m (increased from £5.1m) Employ no more than 50 employees If a contractor is working for a client based entirely overseas, and the client has no presence in the UK, the IR35 reforms do not apply. In both instances, the contractor is responsible for determining their own IR35 status and paying the appropriate taxes. When IR35 was introduced into the public sector, HMRC's guidance stated that, where end clients were engaging in fully contracted-out services via a third party, the end client would not need to determine the IR35 status of workers supplied by the outsourced services provider. The service provider would need to determine the status of its own contractors. Inside vs. Outside IR35 Understanding the difference between working inside and outside IR35 is essential for contractors. Outside IR35, contractors can work as self-employed and will be paid gross. Inside IR35, contractors engage via limited companies, are employed for tax purposes only, and have PAYE and National Insurance Contributions taken from their gross pay, resulting in a net salary. Some clients opt to engage contractors through an Umbrella Company to mitigate risks, as the off-payroll working rules do not apply in such cases. The Umbrella Company employs the Contractor directly, so the off-payroll working rules do not apply as the contractor is on payroll. Determination Factors Several factors can determine a contractor's IR35 status: Supervision, Direction, and Control : Can the contractor decide when, where, and how the work is completed? Substitution : Does the contractor have the option to send someone else to deliver the work if they are unavailable? The client would need to consider if they would allow the contractor to send a substitute since real-world scenarios will be considered over and above what is stated in the contract. Mutuality of Obligation : If there is no work available, is the client obliged to find some, and is the Contractor obliged to complete the work? Financial Risk : What financial risks is the contractor undertaking to deliver the project or promote their business activities? For example: Is the contractor expected to fix any mistakes they have made at their own time and expense? Does the Contractor pay for business insurances to protect them and their business activity? Part and Parcel : Will the contractor be embedded in company life? Will they have access to staff facilities, staff social events, or receive staff benefits? Responsibilities Public sector and medium and large-sized private sector clients must decide the IR35 status of an engagement and share the status determination statement (SDS) with all parties in the supply chain. All clients must take ‘reasonable care’ when determining IR35 status. HMRC defines reasonable care as acting “in a way that would be expected of a prudent and reasonable person in the client’s position.” Clients must provide a “client-led status disagreement process,” as either the recruiter or the contractor may dispute the IR35 determination. Conclusion Understanding IR35 and its implications is essential for both contractors and companies. By staying informed about the key facts, updates, and strategies, you can navigate the complexities of IR35 and ensure compliance with the regulations. About Hanover Hanover is a hybrid IT services and staffing company helping the UK Public Sector digitise and improve public services. 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Prime contractors play a crucial role in delivering digital services to the UK public sector. However, fostering a robust SME ecosystem to support these efforts comes with its own set of challenges. We'll explore some of the key obstacles prime contractors encounter and offer insights into how they can navigate these complexities.  1. Balancing Compliance and Innovation Prime contractors must ensure that their SME partners comply with stringent public sector regulations while also fostering innovation. This balancing act can be challenging, as SMEs often bring innovative solutions that may not fully align with existing compliance frameworks. Prime contractors need to provide guidance and support to help SMEs navigate these regulatory requirements without stifling their creativity. 2. Managing Diverse Capabilities SMEs vary widely in terms of their capabilities, expertise, and resources. Prime contractors must manage this diversity to ensure that all partners can contribute effectively to the delivery of digital services. This involves assessing the strengths and weaknesses of each SME and providing tailored support to address any gaps. Coordinating such a diverse ecosystem requires significant effort and resources. 3. Ensuring Consistent Quality Maintaining consistent quality across a network of SME partners can be challenging. Prime contractors are responsible for the overall delivery of services and must ensure that all SMEs meet the required standards. This involves implementing robust quality assurance processes and providing ongoing training and support to SMEs. Any lapses in quality can impact the reputation of the prime contractor and the success of the project. 4. Financial Stability and Risk Management SMEs often face financial constraints that can impact their ability to deliver on contracts. Prime contractors must assess the financial stability of their SME partners and manage the associated risks. This includes providing financial support or flexible payment terms to help SMEs manage cash flow. Additionally, prime contractors need to have contingency plans in place to address any potential disruptions caused by financial instability. 5. Building Trust and Collaboration Establishing trust and fostering collaboration between prime contractors and SMEs is crucial for the success of any project. However, building these relationships can be challenging, especially when there are differences in organisational culture and working practices. Prime contractors need to invest time and effort in building strong, collaborative relationships with their SME partners, based on mutual respect and shared goals. 6. Navigating Procurement Processes The procurement processes in the public sector can be complex and time-consuming. Prime contractors must navigate these processes while also supporting their SME partners in doing the same. This involves providing guidance on bid preparation, compliance with procurement regulations, and understanding the requirements of public sector contracts. Streamlining these processes can help SMEs participate more effectively and reduce the administrative burden on prime contractors. Strategies for Overcoming Challenges Despite these challenges, prime contractors can take several steps to cultivate a successful SME ecosystem: Provide Training and Support: Offer training programmes and resources to help SMEs understand and comply with public sector regulations. This can include workshops, webinars, and one-on-one support. Foster Open Communication: Establish clear and open lines of communication with SME partners. Regular meetings, feedback sessions, and collaborative platforms can help build trust and ensure alignment. Implement Robust Quality Assurance: Develop and implement quality assurance processes to maintain consistent standards across all SME partners. This can include regular audits, performance reviews, and continuous improvement initiatives. Offer Financial Support: Provide financial support or flexible payment terms to help SMEs manage cash flow and financial stability. This can include advance payments, milestone-based payments, or access to financial advisory services. Streamline Procurement Processes: Simplify procurement processes and provide clear guidance to SMEs on how to navigate them. This can help reduce the administrative burden and increase SME participation. In conclusion, while large prime contractors face significant challenges in cultivating an SME ecosystem for delivering digital services to the UK public sector, they also have the opportunity to drive innovation and enhance service delivery. By understanding and addressing these challenges, prime contractors can build strong, collaborative relationships with their SME partners and achieve successful outcomes.
The UK public sector increasingly values integrating small and medium-sized enterprises (SMEs) into their supplier base. This strategic shift is driven by several key factors that highlight the benefits of fostering SME ecosystems. Innovation and Agility SMEs are often at the forefront of innovation due to their agility and responsiveness to market changes. Engaging with SMEs allows the public sector to tap into this innovation, crucial for addressing complex challenges and improving public services. Economic Growth and Job Creation Supporting SMEs stimulates economic growth and creates jobs. SMEs are significant contributors to the UK economy, accounting for much of employment and economic activity. As of 2024, there were 5.5 million SMEs in the UK, making up 99.8% of the business population, providing employment to 16.6 million people, and generating a turnover of £2.8 trillion. Diverse and Competitive Supply Chains A diverse supplier base fosters competition and ensures value for money. SMEs bring specialist skills and expertise, enhancing the quality of goods and services procured and promoting a more competitive marketplace. Social Value and Community Impact SMEs often have strong community ties and can deliver social benefits, such as local employment and community initiatives. Working with SMEs enhances the social impact of public sector procurement activities. Policy and Regulatory Support Government policies encourage SME inclusion in public sector supply chains. The Crown Commercial Service (CCS) and the Department for Environment, Food & Rural Affairs (Defra) have implemented measures to remove barriers for SMEs and increase the visibility of tender opportunities. Resilience and Sustainability SMEs contribute to resilient and sustainable supply chains by providing niche products and services, reducing dependency on large suppliers, and offering environmentally friendly solutions. Example: HMRC DALAS Framework The HMRC's Digital and Legacy Application Services (DALAS) framework supports the delivery of future application services and reduces dependency on legacy technologies, providing a gateway for SMEs to offer their innovative IT solutions. Example: Digital Capability for Health 2 (DCFH2) Framework The DCFH2 framework supports digital transformation in health and social care by providing access to suppliers delivering a range of digital services, benefitting SMEs through competitive contracts. Future Trends for SMEs in the Public Sector Key trends shaping SME engagement in public sector procurement include: Digital Transformation and Technology Adoption: Increasing demand for innovative tech solutions. Sustainability and Net Zero Initiatives: Prioritising environmentally friendly products and services. Simplified Procurement Processes: The Procurement Act 2023 makes public procurement more accessible to SMEs. Focus on Social Value: Contracts awarded based on social impact. Increased Collaboration and Partnerships: Forming partnerships to bid for larger contracts. Resilience and Supply Chain Diversification: Diversifying supplier base to reduce dependency on large suppliers. The UK public sector's encouragement of SME ecosystems within their supplier base brings numerous benefits, including fostering innovation, economic growth, social value, and supply chain resilience. By continuing to support and engage with SMEs, the public sector can build a dynamic, competitive, and sustainable procurement landscape. If you're looking to partner with an experienced eco-system SME visit our Services page to find out more 
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 key Preparation is key to success, so make sure you have sufficient time to prepare before your interview and dedicate some time without distractions. Research The 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’. Revisit Revisit 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 Questions Prepare for the most common interview questions. These are generally competency-based questions such as: Making effective decisions Collaborating Leadership Strategic thinking Organisational skills Working under pressure Attention to detail Handling a difficult decision or situation Motivation Taking control of a situation Problem solving Creativity You may need an example for each area detailing the situation, your response to the situation and the positive outcome. Your questions What 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 you Clarify 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 STAR You 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 example Task: Describe what your responsibility was in that situation Action: Explain exactly what steps you took to address it Result: 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 work If 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 Up Have a trial run before the actual interview to resolve any issues. ​ Technical Difficulties There 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 count According 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 Part Dress 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!