<h3>Structure</h3>
A well-structured CV makes it easier for hiring managers and recruiters to pick out information.
Personal information
<ul>
<li>You&rsquo;ll need to include an email address, phone number and a partial address (e.g. town). It&rsquo;s also a good place to include visa status or security clearance (along with any expiry dates) if relevant. If you have a LinkedIn page, personal website, or GitHub repository then you can also link these in this section to bolster your application.</li>
</ul>
Personal profile
Include a few sentences introducing yourself. Focus firstly on your career goals and history, highlighting key skills and/or certifications (or academic background if you&rsquo;re looking for graduate or entry level roles) and then include a couple of hobbies which can break the ice a little for future interviews. It gives the company an idea of how well you might fit in (for example, a company that has a company football team might be really interested in the fact you play football in your free time).
Skills
Giving an overview of your skills makes it really easy to pick out how well your skillset matches the desired skills for the role, as well as what new skills you might bring to the team. You might want to do this as a graphic including how advanced those skills are, or you might just want to use bullet points. Either way it can be helpful to arrange them into groups, i.e. coding languages, frameworks, databases.
Career history
You&rsquo;ll need to include the company name, your job title, and the date range you were there (MM/YY) and then provide a short summary of your duties, projects you worked on, technologies you used, and professional achievements. Where you have data available to quantify those achievements (i.e. number of users, time, etc.). If you&rsquo;ve changed careers (e.g. worked as an estate agent for 5 years and then as a network engineer for another 5) it&rsquo;s okay to write a couple of sentences summarising your previous experience in the sector you&rsquo;ve left. However, if you&rsquo;re looking for your first IT role following a career change use these roles to highlight transferable skills like time management or communication.
Education
This is the place to talk about any degrees, courses, or certifications that you&rsquo;ve undertaken. If you&rsquo;ve recently completed a degree or training program and are looking to enter the industry then include a few more details, such as modules completed and/or projects worked on, but if you&rsquo;ve got more relevant work experience just the name of the course, provider, and completion date should be sufficient.
<h3>Top Tips</h3>
Most companies use an ATS
A lot of companies use ATS systems to filter CVs using keywords and job boards which hiring managers and recruiters use to find candidates will do the same. If you want to make sure your CV stands out, you need to reuse keywords. These will almost always be related to hard skills, such as a specific coding language, framework, tool, or operating system. This means that you&rsquo;ll want to reuse words relating to your key skills. If you follow the structure above you should have your key skills listed in your personal profile, skills section, and career history and/or education so your CV will feature higher in results, meaning it will be more likely to be reviewed. It also means it can sometimes be helpful to include information you might think is redundant, but while a person should know someone who knows Laravel would also know PHP the ATS won&rsquo;t display a CV which only mentions Laravel to people looking for PHP as a skill.
Length is not&nbsp;that&nbsp;important
There&rsquo;s a lot of advice about keeping CVs to a page, but if you&rsquo;ve been working for a long time or have worked on a large number of projects then it might not be possible to fit your CV comfortably to a page or even two. If your CV is less than a page, then it&rsquo;s quite likely that you&rsquo;re missing some detail and you might want to review it. If you&rsquo;re early in your career and don&rsquo;t have an extensive career history or are looking for your first job you can also include a hobby section and use that to showcase skills you might have gained through that activity, e.g. if you love playing chess you can use that to demonstrate your analytical mindset, or if you&rsquo;re learning French it can show that you enjoy developing your skills and shows initiative even if it&rsquo;s not a required skill for the job you&rsquo;re applying for.
Formatting
Your CV doesn&rsquo;t have to look fancy unless it&rsquo;s particularly relevant to the job (e.g. if you&rsquo;re looking for a UI role it can demonstrate your design skills) but it does need to be well-formatted. You should be able to pick out your name and the different sections at a glance. Avoid using coloured text in the main sections as you want to make sure everything stands out and is easy to read, and choose a font that&rsquo;s very clear (sans serif fonts are particularly good as they&rsquo;re easier to read, particularly for anyone with dyslexia).
Ask for a second opinion
It&rsquo;s always a good idea to ask someone else to review your CV before sending it out as they might catch something you&rsquo;ve missed and can make sure that you&rsquo;ve included everything you need to, and it all makes sense.

CV tips for tech sector

With many companies recruiting via online interviews, here some top tips on how people can stand out from the crowd:
<ul>
<li>Environment: &nbsp;Think about what&rsquo;s in the background of your webcam and try to find a place where there is a blank wall behind you, or create one by taking pictures down. You want the interviewee to have all eyes on you and not be distracted if someone walks past in the background or more interested in your abstract wall art.</li>
<li>Clothes:&nbsp;Dress just like you would for an interview, each industry has different expectations for interview attire but don&rsquo;t relax it just because it&rsquo;s a virtual meeting - &nbsp;first still impressions count.</li>
<li>Platforms: With so many different video platforms around, check well beforehand that you are setup with an account and that the software is downloaded ahead of time. Most platforms offer free accounts you could test with a friend or family member.</li>
<li>Timing: Don&rsquo;t leave it until the last minute to join the video interview. As you would for a face to face interview, arrive on the &nbsp;video call at least five minutes ahead of time.</li>
<li>Sound/Camera: Make sure your tablet/laptop or PC&rsquo;s settings are correct to enable webcam and we suggest using headphones it boosts sound quality and avoids unnecessary background noise and feedback.</li>
<li>Battery life: Are you fully charged? You don&rsquo;t want to get cut off just as you&rsquo;re about to answer that amazing job-winning question.</li>
<li>Preparation: Do just as much interview preparation as you would if you were having a face to face interview. Don&rsquo;t take a casual approach to the interview. This is still an interview. List out the questions you want to ask on a notepad and ensure you have a pen handy to make notes in case you want to ask something else.</li>
<li>Communication: Take your time be clear in your answers and, if you don&rsquo;t understand a question due to quality of connection, it&rsquo;s OK to ask the interviewer to repeat it.</li>
<li>And finally - take is seriously: Although you are having an interview from the comfort of your own home, &nbsp;it is still an interview and you still want that job, so treat it as such.</li>
</ul>

Tips for video interviews

<div class="OutlineElement Ltr SCXW239359452 BCX8">
What are the risk and dangers involved around technology use in recruitment, and what can businesses do to combat the phishers, hackers and other cyber crime? &nbsp;
Mark Standen, Director of Global Technology at&nbsp;S&amp;You Technology, agrees that the use of AI and Automation technology within the recruitment process today is bringing increasing benefits to the onboarding process when hiring new employees. As with all forms of emergent technology employers need to stay mindful of the risks involved, however, as they need do so when introducing any new kinds of systems and services into the workplace today.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
How is AI supporting the recruitment process for employers at the moment?&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
From the screening of candidate CVs, to leading background checks and more, the rise of Artificial Intelligence (AI) has been as seismic within the recruitment sector as it has been in any other industry in recent years. Like teams operating in many other fields, HR professionals are finding a myriad of ways to draw on AI technologies to make the overall systems and processes involved in sourcing the right skills for the job and bringing new employees on board smarter in the process.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
From saving time during the initial candidate engagement process through the use of chatbots to engage with applicants, to rolling out algorithms that can help assess and benchmark candidates for shortlisting purposes, the possibilities to integrate AI with human-led HR strategy are endless. Such is the sophistication of the technology available today, as recruitment consultants we are also now working to provide blended resource solutions to businesses offering a combination of human and machine powered skills to help them complete their own processes in a more efficient, accurate and overall smarter way too.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
Are there risks involved in using AI to aid recruitment processes?&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
There is widespread prediction that the use of AI and Automation will only increase and there will be a rise in new job profiles and skills, and further increases in remote and flexible working as a result. There&rsquo;s also expected to be a huge focus on cybersecurity, and the use of ethical and responsible technology solutions, which will continue to prove emergent as the IT sector gathers pace.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
In short, the full impact of AI is complex and still very much unknown, and employers are going to need to keep on top of developments at every turn to ensure the safety of their business and their employees as a result. There are several risks businesses need to be aware of in using AI within recruitment processes but the most immediate and important one is the risk of de-humanisation.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
From both sides, there&rsquo;s going to be an increasing tendency towards losing the human touch when it comes to presenting ourselves as candidates through the use of AI generated application material but also in how businesses interact with and ultimately attract talent too. For example, if your first interview is with an &ldquo;interview bot&rdquo; it could make the candidate experience unnecessarily negative from the get go.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
From here, this gives rise to more serious breaches such as discrimination and bias, and could lead on to the wider risks associated then with phishers and cybercrime too. It&rsquo;s a known fact that using AI technology can make it easier for novice cyber criminals, hackers-for-hire and hacktivists to carry out effective access and information gathering too.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
Relying too heavily on Automated and AI solutions can also unintentionally present bias in the recruitment process, due to the data they are trained on, leading to discrimination against certain groups for example, and keeping the overall process ultimately human-led is therefore a must.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
There is also a risk that some candidates become digitally excluded if they lack access to the level of technology involved in applying for a job and are by default of circumstance disadvantaged from the process of engagement and prospective candidate talent pool.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
How can employers mitigate risk and maximise on the use of AI recruitment technologies?&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
Employers looking to successfully start employing AI and Automation technology to help them find the talent and the skills they require first need to understand that it&rsquo;s not going to be a one-off investment. The technology available to support employers in attracting, pooling, screening and interacting with prospective employees is still developing and relatively speaking, the industry is very much still in its infancy.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
To make the most of AI and Automation systems and processes in an ethical, economically sound and above all safe way, therefore, businesses are also going to have to accept and facilitate an ongoing investment in the right training for their own HR teams too. Depending on the size of an organisation and the in-house expertise available, it is also going to be wise for some to seek industry insight and support externally from specialists in the AI field, like the technology team here at Acorn by Synergie for example.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
We are already living in a world where flexibility and digital nomadism is fast becoming the norm, and it almost certainly will become a standard feature of adult&rsquo;s working lives in the future.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
This means that, to protect themselves properly from any risk of reputational damage and the potential for cybercrime brought about as a result, any employers using AI technology need to take a &lsquo;front foot&rsquo; approach to putting the right training and accompanying software in place at the same time.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
Practically speaking this could mean integrating ethical and privacy considerations into AI technologies used in onboarding processes, implementing bias detection software alongside them, and protecting any AI technology you&rsquo;re using with data encryption, access control, authentication, lifecycle management restrictions and more.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
The blurring of lines between the work/life boundaries, expectations when it comes to responsiveness, the need for digital resilience and enhanced collaborations are all happening now and will all need to be facilitated effectively by employers in the future either way.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW239359452 BCX8">
&nbsp;
</div>

The Global Recruiter: Tech Special featuring Mark Standen from S&You

Specialist recruiter S&amp;You has created a new base in Brighton to support its expanding technology division with the ongoing recruitment of elite level talent within the tech sector UK-wide.
 Part of the Acorn by Synergie group, S&amp;You was launched in the UK by the leading recruiter in 2023 as a stand-alone brand focused on specialist recruitment of high calibre talent across all tech industries.
As such, the Brighton team will be working alongside S&amp;You&rsquo;s existing Technology Team based in South Wales, and utilising more than 20 years of IT recruitment expertise in the process, to offer a wide range of IT and technology roles at management and director-level for organisations operating in sectors UK-wide.
Mark Standen is one of the Co-Directors responsible for leading S&amp;You, its strategic vision, and also its Brighton-based technology team alongside James Thompson.
With almost 40 years of combined technology staffing experience between them, the pair are now working together to build a market leading talent and advisory business enhancing the way organisations recruit, using the most up to date AI and Automation technologies and provide a new breed of staffing solution through S&amp;You.
 Mark said: &ldquo;After a period of transition, launching the new brand and a stand-alone team under S&amp;You which is focused on the recruitment of high level talent within the UK technology sector, we are absolutely delighted to have now found a permanent home here in Brighton.
&ldquo;We&rsquo;re working with a vast network of talent to enrich the way in which fast moving technology like AI and automation is delivered, into an extensive client portfolio working across a wide variety of industries. A vibrant city with transport links to the UK capital, Brighton is the ideal place for us to work from as we look to achieving more of the same in future.&rdquo;
Originally established by Synergie, S&amp;You has successfully delivered services for over 10 years in 23 countries from Canada to France, and was launched in the UK in May 2023 alongside Acorn by Synergie&rsquo;s already successful executive recruiters as a specialist team of dedicated consultants sourcing exceptional talent for businesses looking for high-level employees on a permanent, temporary, contract and statement to work basis.
 It now takes care of Specialist and Executive Recruitment services aimed at clients operating in accountancy and finance, technology, legal, international and other premium sectors, by gaining an in-depth understanding of the cultural and hiring needs of a wide range of businesses looking for strong applicants at the top of their game professionally.
Bernard Ward, Managing Director at S&amp;You&rsquo;s parent company Acorn by Synergie said: &ldquo;We are absolutely thrilled to see S&amp;You making its way in the UK as a stand-alone brand and rapidly gaining its own reputation as a &lsquo;go to&rsquo; source of high calibre talent across a wide range of industries, and are really excited to be a part of such an established brand globally speaking too.&rdquo;
&ldquo;Leading this transformation is our expert technology division, which claims a wealth of industry experience that continues to prove its worth in sourcing the elite level skills required to support the ongoing transformation of an industry which continues to advance at unprecedented levels.&rdquo;
 For more information on roles and services available through S&amp;You visit www.sandyou.co.uk/specialisms/technology/

S&You Technology expands into the South East

The technology sector is constantly evolving, and staying at the forefront of the rapidly changing landscape requires professionals with a diverse skill set. As new technologies emerge and businesses embrace digital transformation, certain skills are becoming highly sought after. In this blog, we will explore the top in-demand skills in the technology sector, highlighting their importance and potential career opportunities. 1. Artificial Intelligence and Machine Learning: Artificial Intelligence (AI) and Machine Learning (ML) are revolutionizing industries across the board. From self-driving cars to personalized recommendations, AI and ML are driving innovation and efficiency. Professionals skilled in AI and ML algorithms, data analysis, and deep learning techniques are in high demand. Career opportunities include AI engineer, data scientist, and machine learning specialist. 2. Cybersecurity: As more data is stored and processed digitally, the need for robust cybersecurity measures is paramount. Cyberattacks continue to increase in frequency and sophistication, making cybersecurity skills highly valuable. Professionals proficient in risk assessment, ethical hacking, network security, and incident response are in high demand. Career opportunities include cybersecurity analyst, ethical hacker, and security architect. 3. Cloud Computing: Cloud computing has transformed how businesses manage and store data, offering scalability, flexibility, and cost-efficiency. Skills in cloud computing platforms such as Amazon Web Services (AWS), Microsoft Azure, and Google Cloud are in high demand. Professionals with expertise in cloud architecture, deployment, and management have numerous career opportunities, including cloud engineer, cloud architect, and DevOps engineer. 4. Data Science and Analytics: Data has become the lifeblood of businesses, and organizations are increasingly relying on data to make informed decisions. Professionals with skills in data science and analytics, including statistical analysis, data visualization, and predictive modeling, are highly sought after. Career opportunities include data scientist, data analyst, and business intelligence analyst. 5. Full Stack Development: Full stack developers, proficient in both front-end and back-end development, are in high demand. With the rise of web applications and mobile development, organizations seek professionals who can seamlessly work across multiple technologies. Skills in languages like HTML, CSS, JavaScript, and frameworks such as React, Angular, or Node.js, are essential. Career opportunities include full stack developer, web developer, and software engineer. 6. Internet of Things (IoT): The Internet of Things refers to the interconnectivity of everyday objects, enabling them to collect and exchange data. IoT skills are increasingly important in industries like healthcare, manufacturing, and transportation. Professionals with expertise in IoT architecture, sensor integration, and data analytics are in high demand. Career opportunities include IoT architect, IoT developer, and IoT solutions engineer. Conclusion: As the technology sector continues to evolve, professionals with the right skills will find themselves in high demand. Artificial intelligence, cybersecurity, cloud computing, data science and analytics, full stack development, and IoT are just a few areas where skills are highly sought after. By acquiring and honing these skills, individuals can position themselves for exciting and rewarding careers in the ever-growing technology sector.

Top In-Demand Skills in the Technology Sector

Mobile Cloud is a leader in deploying advanced AI and Automation platforms that support businesses to work more efficiently and provide new ways of working, with experience of complex and large-scale projects for globally renowned clients in North America and across Europe, the Middle East and Africa.
Alumni helps businesses introduce end-to-end technology and digital strategies at all levels, and on a global scale too.&nbsp; Now &nbsp;S&amp;You Technology &nbsp;is working with both to deliver 360-degree staffing solutions using a combination of digital and human resource from start to finish to its clients for the first time. This allows S&amp;You to offer its clients end-to-end digital resource solutions, with the entire process orchestrated, managed and fully staffed.
Mark Standen, Director of Global Technology at S&amp;You Technology, said: &ldquo;Joining forces with Mobile Cloud and Alumni is all part of S&amp;You&rsquo;s commitment to keeping abreast of one of the biggest changes to the modern workplace this century, and putting them front and foremost in everything we do to support our clients.
&ldquo;This new partnership will enable S&amp;You to continue providing the cutting-edge advisory and consultative services our clients have come to expect, and we are already helping a market leading insurance company, global software vendor and various other businesses to improve efficiencies through the delivery of combined digital and human resource solutions as a result.&rdquo;
Part of the Acorn by Synergie group, S&amp;You was launched in the UK by the leading recruiter in 2023 as a stand-alone brand focused on specialist recruitment of high calibre talent across all tech industries.&nbsp;
In building a market leading talent and advisory business, enhancing the way organisations recruit digital professionals in the modern world, S&amp;You Technology&rsquo;s new partnership with Mobile Cloud, and also Alumni, is just one of the many ways it is now working to provide a new breed of staffing solution for the benefit of its clients sector wide.
Martin Meikle-Small, Managing Director at Mobile Cloud, said: &ldquo;We are working together on groundbreaking AI enabled solutions to improve the services that S&amp;You delivers, and are absolutely delighted to be joining forces to help their clients take advantage of the combined power of AI and Automation, and to deliver production platforms at scale in the process.&rdquo;
Mobile Cloud&rsquo;s input allows S&amp;You to provide the best calibre, technically vetted AI and Automation resources to its customers, and also identify areas where immediate cost and time saving solutions are achievable through the technical services of the Mobile Cloud team. Working with Alumni means S&amp;You customers can also benefit from their vast experience around Business and Digital Transformation too.
Dave Jenkins, Technical Lead at Alumni, said: &ldquo;The wide range of services and decades of experience provided by all three companies creates a very compelling service offering. Alumni&rsquo;s ability to run and govern big, complex programs and more tactical pieces of work, coupled with Mobile Cloud&rsquo;s automation capability, and underpinned with S&amp;You&rsquo;s credibility in resourcing and staffing projects is somewhat unique, and a must for any company looking to accelerate their business goals.&rdquo;&nbsp;
Originally established by Synergie, S&amp;You has successfully delivered services for over 10 years in 23 countries from Canada to France, and now takes care of Specialist and Executive Recruitment services aimed at clients operating in accountancy and finance, technology, legal, international and other premium sectors across the UK too.
For more information on roles and services available through S&amp;You Technology visit www.sandyou.co.uk/specialisms/technology/

S&You Technology joins forces with Mobile Cloud and Alumni

Mark Standen, Director of Global Technology at S&amp;You Technology, agrees that the use of AI and Automation technology within the recruitment process today is bringing increasing benefits to the onboarding process when hiring new employees. As with all forms of emergent technology employers need to stay mindful of the risks involved, however, as they need do so when introducing any new kinds of systems and services into the workplace today.
How is AI supporting the recruitment process for employers at the moment?
 From the screening of candidate CVs, to leading background checks and more, the rise of Artificial Intelligence (AI) has been as seismic within the recruitment sector as it has been in any other industry in recent years. Like teams operating in many other fields, HR professionals are finding a myriad of ways to draw on AI technologies to make the overall systems and processes involved in sourcing the right skills for the job and bringing new employees on board smarter in the process.&nbsp;
 From saving time during the initial candidate engagement process through the use of chatbots to engage with applicants, to rolling out algorithms that can help assess and benchmark candidates for shortlisting purposes, the possibilities to integrate AI with human-led HR strategy are endless. Such is the sophistication of the technology available today, as recruitment consultants we are also now working to provide blended resource solutions to businesses offering a combination of human and machine powered skills to help them complete their own processes in a more efficient, accurate and overall smarter way too.
Are there risks involved in using AI to aid recruitment processes?
There is widespread prediction that the use of AI and Automation will only increase and there will be a rise in new job profiles and skills, and further increases in remote and flexible working as a result. There&rsquo;s also expected to be a huge focus on cybersecurity, and the use of ethical and responsible technology solutions, which will continue to prove emergent as the IT sector gathers pace.
 In short, the full impact of AI is complex and still very much unknown, and employers are going to need to keep on top of developments at every turn to ensure the safety of their business and their employees as a result. There are several risks businesses need to be aware of in using AI within recruitment processes but the most immediate and important one is the risk of de-humanisation.&nbsp;
From both sides, there&rsquo;s going to be an increasing tendency towards losing the human touch when it comes to presenting ourselves as candidates through the use of AI generated application material but also in how businesses interact with and ultimately attract talent too. For example, if your first interview is with an &ldquo;interview bot&rdquo; it could make the candidate experience unnecessarily negative from the get go.
From here, this gives rise to more serious breaches such as discrimination and bias, and could lead on to the wider risks associated then with phishers and cybercrime too. It&rsquo;s a known fact that using AI technology can make it easier for novice cyber criminals, hackers-for-hire and hacktivists to carry out effective access and information gathering too.
Relying too heavily on Automated and AI solutions can also unintentionally present bias in the recruitment process, due to the data they are trained on, leading to discrimination against certain groups for example, and keeping the overall process ultimately human-led is therefore a must.&nbsp;
There is also a risk that some candidates become digitally excluded if they lack access to the level of technology involved in applying for a job and are by default of circumstance disadvantaged from the process of engagement and prospective candidate talent pool.&nbsp;
How can employers mitigate risk and maximise on the use of AI recruitment technologies?
 Employers looking to successfully start employing AI and Automation technology to help them find the talent and the skills they require first need to understand that it&rsquo;s not going to be a one-off investment. The technology available to support employers in attracting, pooling, screening and interacting with prospective employees is still developing and relatively speaking, the industry is very much still in its infancy.&nbsp;
To make the most of AI and Automation systems and processes in an ethical, economically sound and above all safe way, therefore, businesses are also going to have to accept and facilitate an ongoing investment in the right training for their own HR teams too. Depending on the size of an organisation and the in-house expertise available, it is also going to be wise for some to seek industry insight and support externally from specialists in the AI field, like the technology team here at S&amp;You for example.
We are already living in a world where flexibility and digital nomadism is fast becoming the norm, and it almost certainly will become a standard feature of adult&rsquo;s working lives in the future.
This means that, to protect themselves properly from any risk of reputational damage and the potential for cybercrime brought about as a result, any employers using AI technology need to take a &lsquo;front foot&rsquo; approach to putting the right training and accompanying software in place at the same time.&nbsp;
 Practically speaking this could mean integrating ethical and privacy considerations into AI technologies used in onboarding processes, implementing bias detection software alongside them, and protecting any AI technology you&rsquo;re using with data encryption, access control, authentication, lifecycle management restrictions and more.&nbsp;
The blurring of lines between the work/life boundaries, expectations when it comes to responsiveness, the need for digital resilience and enhanced collaborations are all happening now and will all need to be facilitated effectively by employers in the future either way.

What are the risk and dangers involved around technology use in recruitment?

Artificial Intelligence (AI) has emerged as a transformative force across various industries, revolutionising the way businesses operate and impacting our daily lives. This rapid growth has led to a surge in demand for skilled professionals in the field of AI. In this blog, we will explore some of the most sought-after AI jobs, highlighting their roles, skills required, and the potential they hold for future career prospects. 1. Machine Learning Engineer: Machine Learning (ML) engineers are responsible for developing and deploying ML models that enable systems to learn and improve from data. They work on designing and implementing algorithms, data preprocessing, model training, and evaluation. Proficiency in programming languages like Python, R, and experience with ML libraries such as TensorFlow or PyTorch are essential for this role. ML engineers have ample opportunities in industries like healthcare, finance, and e-commerce. 2. Data Scientist: Data scientists extract valuable insights from vast amounts of data, utilising statistical techniques and advanced algorithms. They combine domain knowledge, programming skills, and data analysis expertise to solve complex business problems. Proficiency in programming, statistical analysis, and data visualization tools like R, Python, and Tableau is crucial for data scientists. These professionals are highly sought after in sectors like healthcare, finance, and retail. 3. AI Research Scientist: AI Research Scientists focus on advancing the field of AI through theoretical research and innovation. They explore new algorithms, develop novel models, and conduct experiments to push the boundaries of AI capabilities. A strong background in mathematics, statistics, and programming is required for this role. AI Research Scientists often work in academia, research institutes, or large tech companies, contributing to cutting-edge advancements in AI. 4. AI Ethicist: As AI becomes more prevalent, ethical considerations become increasingly important. AI Ethicists analyse and address the ethical implications and potential biases associated with AI systems. They develop guidelines and policies to ensure fairness, transparency, and accountability in the deployment of AI technologies. An understanding of AI principles, ethics, and legal frameworks is essential for this role. AI Ethicists work in diverse sectors such as tech companies, government agencies, and non-profit organisations. 5. Robotics Engineer: Robotics Engineers specialise in developing intelligent machines that can interact with and adapt to their environment. They design, program, and maintain robotic systems, incorporating AI techniques to enhance their capabilities. Proficiency in robotics software, programming languages like C++ and Python, and knowledge of AI algorithms are essential for this role. Robotics Engineers find opportunities in sectors like manufacturing, healthcare, and defense. The field of AI offers a wide range of exciting and lucrative career opportunities. From designing ML models to solving complex business problems using data analysis, professionals can make a significant impact across diverse industries. By acquiring the necessary skills and staying updated with the latest advancements in AI, individuals can pave their way towards a successful and fulfilling career in this rapidly evolving field.
&nbsp;

Exploring exciting careers in AI

The recruitment industry is undergoing a massive shift as technology, evolving workforce expectations and globalisation redefine how companies attract and retain talent.
From the rise of tools driven by artificial intelligence (AI) that are streamlining candidate selection to the growing emphasis on skills-based hiring over traditional qualifications, the future of recruitment is filled with innovation and opportunity.
In a world where remote work has become the norm, and things like diversity, equity and inclusion are key priorities in the hiring process, it&rsquo;s essential that organisations adapt accordingly in order to remain competitive in securing top talent within the industry.
But, with all these things in mind, how is the recruitment industry going to change in the future, and what lies ahead for recruitment in 2025?
<h4>Our Director of Techology, Mark Standen comments:</h4>
&ldquo;We believe that 2025 will be the year of change with more widespread adoption of Artificial Intelligence in the recruitment industry. There will be a strong focus on using AI ethically within recruitment. Both Candidates and recruiters will demand a greater transparency in how these tools are operated ensuring fairness and accountability. Candidates may well use AI tools to enhance their online assessments and this will (as it already does) cause concern. Therefore regulations and processes to provide rigours fairness will be deployed on scale. Technology will enable more personalised approach to recruitment. AI will increase in it&rsquo;s use to match candidates to jobs. Increased use on more intelligent Chatbots for initial entry level and high volume roles. AI Driven efficiency across all areas of recruitment, front office (customer facing) and back office operations Whilst many of the above are already used we will see a dramatic shift in usage across all recruitment offerings from agency to inhouse.&rdquo;
&nbsp;
Read the full article here <a href="https://techround.co.uk/interviews/expert-predictions-for-recruitment-in-2025/">Expert Predictions for Recruitment in 2025 - TechRound</a>

Tech Round - Expert Predictions for Recruitment in 2025

<h4>Acorn by Synergie&rsquo;s expertise will allow public sector organisations to explore, transform and deliver commercially critical business solutions from inception to business as usual.</h4>
For instance, if a public sector organisation is looking to understand what is achievable with AI/Automation innovation, review what current processes and technology looks like, or resource and manage a total end to end solution, Acorn and Mobile Cloud can add value and deliver against agreed key performance goals and budget. They will offer clients comprehensive, end-to-end support in cloud technology that maximises operational efficiency and aligns with strategic goals.
The recognition highlights the partnerships&rsquo; commitment to providing tailored, high-value cloud solutions to the UK public sector, supporting their objectives with efficient and innovative technology solutions.
Crown Commercial Service (CCS) supports the public sector to achieve maximum commercial value when procuring common goods and services. In 2018/19, it helped the public sector achieve commercial benefits worth &pound;945m - supporting world-class public services that offer best value for taxpayers.
Mark Standen, Director of Technology at Acorn by Synergie, said: &ldquo;We are thrilled to be named a supplier on CCS&rsquo;s G-Cloud framework. This opportunity enables us to deliver crucial, high-impact solutions for public sector organisations looking to optimise and innovate their cloud infrastructure.&rdquo;
Martin Meikle-Small, Director from Mobile Cloud added: &ldquo;Our goal is to help organisations seamlessly integrate and scale cloud solutions to meet their business-critical needs &ndash; with Acorn by Synergies agility on the recruitment side, and our cloud expertise it&rsquo;s the perfect mix.&rdquo;
For more information about Acorn by Synergie's cloud offerings through CCS&rsquo;s G-Cloud framework, please contact mark.standen@acornpeople.com or james.thompson@acornpeople.com

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