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Tips for Providing Careers Advice Remotely
March 26, 2020

In this time of disruption and uncertainty caused by the coronavirus pandemic, when many career services practitioners are working from locations outside the office, it is crucial for them to stay connected.

Tips for Providing Career Services Remotely

8 Tips for Working From Home or Remotely
March 12, 2020

A Three Minuted Read by  Marielle Leon

Whether you’re a gig worker or a digital nomad, a full-time employee with remote status or an onsite employee suddenly asked to work from home, here are eight tricks to getting the work done well, keeping pace with your colleagues and peers, and taking care of yourself in the process.

Rear view of businesswoman using computer at desk in home office
Here are the eight tricks you need to be an excellent remote worker:

1. Dress the Part. It can be tempting when you’re working from home to stay in your sweats all day, but it’s worth taking the time to feel polished. Put on a crisp shirt and slip on some dress shoes. Not only do you feel like you’ve made that essential shift from relaxing-at-home to kicking-ass-at-home, you’re always ready to jump on a last-minute video call with a colleague or client.

2. Invest in an Ergo Setup. Once in a while, it’s a nice change of pace to work at the kitchen counter or from the couch (just like once in a while you can justify staying in your jammies). But if you’re working at home regularly, it’s important to make sure your workstation is on point. That means using an external monitor in addition to your laptop, making sure it’s at eye level, adding a keyboard that allows your hands to rest naturally, and using an external mouse to keep your wrists and forearms healthy. Use an ergonomic chair and be mindful of your posture.

3. Keep your Calendar Current. To avoid having someone in the office or at a different location ever wonder where you are, make sure your calendar is always up to date and accurate. Whether you’re on a work call or stepping out on a quick walk to clear your head, throwing a busy status on your calendar can help keep people appraised of your availability.

4. Know When to Step Away from Your Desk. Don’t make the mistake of being chained to your desk. When you’re not present in an office, it can be tempting to go to extreme measures to ensure you’re constantly available for colleagues and clients. But as a remote worker, you need a break once in a while as much as someone working at HQ. Be sure to carve out time to recharge your battery with a walk, a workout or an actual sit-down lunch – just err on the side of transparency.

5. Get Creative with Team Meetings. In the interest of changing the scenery and getting some fresh air, consider scheduling a call instead of a video conference so you can take a walk while catching up with a colleague. Just like you might step out of the office with a teammate, head outside with your earbuds and carry on with your conversation. If you need to follow an agenda, use a checklist on your phone or a notecard in your pocket to reference along the way.

6. Figure Out How You Focus Best. Sometimes the silence of working from home can be deafening. If having background noise helps you dial in, queue up a chill playlist. If the sounds of construction outside your window are distracting, wear noise-cancelling headphones. And, by all means, if your roommate or kids are home, find a way to keep the interruptions to a minimum.

7. Lean Heavily On To-Do Lists. Without the typical rhythms of office life, like the halls bustling every hour on the hour as people walk between meetings, working at home can feel like one big, overwhelming swath of time. Write a to-do list for yourself in order of priority – tackling your hardest project first, of course – each morning and don’t diverge from it. Do the same thing at the end of the day so you know exactly where to start in the morning.

8. Honour Quitting Time. Working from home can be a blessing and a curse, but there are ways to make it more of the first. When your place of work is also your place of rest and relaxation, it can be much harder to set boundaries. It can even feel like you’re never fully working…but never fully relaxing either, which is bad for everyone – especially you. The key is this: When you’re working, go all in. And when it’s time to quit, close your laptop and walk away. That list you made for first-thing tomorrow will be waiting for you, which is half the battle.

Job Search Tips for Workers with Difficult Bosses
March 3, 2020

Micromanagement, lack of privacy and unsupportive bosses can make searching for a new job difficult.

Try taking advantage of lunch breaks and stockpiled vacation days for scheduling interviews, and don’t be afraid to leave your boss out of the loop, writes Caroline Ceniza-Levine. 

Access the Full Story Via the Following Link: Forbes

How to Combat Loneliness in Remote Workers
February 27, 2020

By Deborah Frost, Chief Executive of Personal Group.

Loneliness is a growing problem and can be particularly acute among remote staff who are often working alone.

The traditional nine to five working day is over. More people are instead taking advantage of remote work and gig economy opportunities – enjoying greater flexibility and a better work/life balance. 

However, remote workers may go days without human connection and loneliness can creep in. More than nine million people in the UK (almost a fifth of the population) say they get lonely, according to the British Red Cross

Loneliness affects workers of all ages and younger generations are particularly affected. A survey by YouGov revealed that 31% of 18- to 24-year-olds feel lonely often or all the time. 

With working practices continuing to evolve, professional isolation is a growing risk. HR leaders need to find ways to engage a wide range of employees who are out on their own – whether that is by choice or by design. This is crucial to keep people happy and motivated. Here are some small changes that could make a big difference to the way your workforce feels.

Keep up the communications

Regular and improved communications can remind employees that they are part of something much bigger. Company announcements about flu jabs, events or employee celebrations can help to build connections. Making sure people understand they are part of a much wider supportive network. 

Tailor rewards

Employees craving social interaction might appreciate everyday discounts to eat out, go to the cinema or head to a tourist attraction with friends or family. Recognition for great work could also come in the form of an experience – bringing workers together to have fun and enjoy each other’s company. 

Tackle the stigma

There is, unfortunately, still some stigma around loneliness, and remote workers may not want to put their hand up to say that is how they are feeling. The issue can bubble under the surface and lead to talented staff leaving the business. Normalising it can encourage more people to ask for help (or just a friendly catch-up) when they need it. 

Establish an emergency line

Social isolation can have a negative impact on mental health. By offering easy access to an around-the-clock support line workers can get the right information when they need it most. They can talk openly about the way they feel and get free confidential advice on how to make a change. 

Invest in the face to face

Take advantage of opportunities for in-person connections. This could include company away days or technology training to make sure people are fully connected to the business. Benefits providers should also offer to take groups of individuals through the employee services available to them, face to face, to help them see the value of the benefits on offer and how they can make the most of them. 

Look after the whole person

A happier and more motivated workforce is good for business. But, ultimately, we are all human beings and want to take care of our people. No-one should have to suffer in silence. 

The new-look workforce deserves better support for social wellbeing. Forward-looking employers are stepping up and putting human connection first.

Interviews: Gut, Heart or Brain? Where Do You Decide?
February 18, 2020

ARTICLE BY Sarah Gornall

Many years ago, someone told me that an interview panel make up their minds about candidates within 3 seconds of their walking into the room. Then everything that candidate says is filtered through the original Yes or No decision. Confirmation bias at work.

The timing of that nugget of information may have been crucial for me. Shortly afterwards, I went for interview for a senior role. Opened the door. Saw a vast expanse of polished wooden floor to cross to take my seat facing a panel of six. Immediately thought “I’ve lost this one”, became ultra-conscious of the way I was walking and fixed my smile.

What did the panel see?

With the benefit of hindsight, maybe a rabbit in the headlights. While I moved towards them, the fleeting look of startle, the fixed smile and the very conscious way I was holding my body probably undermined their confidence in me. Who wants a rabbit in a leadership role?

Their negative filter kicked in almost instantaneously as they watched me walk towards them. And the negative filter in my brain was fired up just as quickly by my bodily reaction to the situation, leading me to discount real achievements and to rush to ill-considered answers to their questions.

Are brain-based decisions transparent and fair?
We all want selection processes to be fair and not to discriminate. So, what’s happened in many organisations, is that detailed success criteria are used to benchmark scoring of candidates in a rational, evidence-based way. We try to train the brain to be the dominant decision maker, because somewhere along the line our culture and belief system tell us that this is better, fairer and more transparent.

However, there’s a question mark about just how transparent we are, if we ignore the evidence that our guts and heart give us. How generously or severely we judge the candidate against the criteria may well be influenced by the feeling we get as we look at that person.

What space is there in interviews, in scoring, in recording evidence or in a decision-making conversation, to discuss the affective and intuitive responses to the candidate? And why should we care?

Changing knowledge about where in the body decisions are taken
Over the past 3 decades there’s been robust research into types of thinking and the role of different parts of the body in decision making.[i] Responses to external stimuli from the cardiac network (heart, affective, feelings, values, relationships) and the enteric network (gut, identity, self-preservation, mobilisation) are faster than those from the brain (head, cognitive, reasoning, meaning making). Our complex and wonderful neural pathways convey messages from gut and heart to the brain at incredible speed, feeding valuable information to the rational mind. The brain then helps us shape and articulate our decisions, conveying further messages about bodily response to other parts of the body.

It’s a dance of reciprocal communication.

Decisions are wiser and more effective when we pay proper attention to heart, gut and brain.

Developing awareness
What can we do to develop awareness, the first step to changes in the way we behave?

As you might expect, I’d advocate some coaching! – though coaching with someone who is competent to work with body and heart as well as rational thinking.[ii]Someone who can support you, give you feedback, challenge you, be alongside you as you explore.

> What’s going on in my body at the moment?
> What am I feeling?
> What’s that telling me?
> What happens if I sit with the feeling for longer?
> What happens if I speak from that awareness?
> What happens if I sit/breathe/walk differently?
> Where’s my energy now?
> How is that influencing my behaviour/decision making?
> What do I now know?
> What will I do with that insight?

Seek neutral feedback on what happens to your body, voice, face, pace and tone of speaking, language as you explore and reflect.

Allow time for the feedback to land and be absorbed into your knowledge about yourself.

Practical Action
Preparing for interview, try visualising a positive outcome, with everyone smiling at the end of the interview and thanking you for your commitment. As you allow this positive picture to fill your mind’s eye, your body will relax and in a positive loop to the rational brain, help you to be in flow as you talk. Your relaxation will be visible to the panel, influencing the filter through which they perceive you, and thus their decision-making process.

On a panel, be as aware as you can be of the messages you are getting from your heart and gut. Talk about them to others, declaring them as you might a conflict of interest, which might help to identify prejudice or bias. Explore what might be going on and how much weight to give this bodily response. A key aspect of most people’s roles is the ability to fit in with the team. How your body responds may be an indicator of how your team may react too and what the quality of team relationships might be.  

Bring all of yourself to the party!

Sarah Gornall, President UK ICF Chapter – International Coach Federation

[i] Sosulu G, Henwood S, Deo A. “Head, Heart and Gut in Decision Making: Development of a Multiple Brain Preference Questionnaire” January-March 2019 Sage Open Publishing.

[ii] ICF coaches work with the whole person. PCC coaches are expected to explore energy, language, emotion, tone of voice; to give feedback; to develop awareness and explore learning.

If Your Team Constantly Checks Email and Slack After Hours, You Might Need to Set a Formal Policy. Here’s Why
February 5, 2020

Even if you never disconnect from work, it’s important to let your employees do so. Fortunately, there are ways to set limits without losing productivity. By Sophie Downes

When you lead a fast-growing business, it’s often taken for granted that you’ll be reachable at all times. CEOs’ habits tend to support this assumption: In a recent Inc. survey, 56 percent of senior executives said they check work-related communications “almost constantly” when they’re not in the office. Even while on vacation, 85 percent of respondents check messages at least once or twice a day. Only 3 percent said they go completely off the grid.

As the boss, you might never be able to fully unplug from your phone, email, or Slack. And though a third of respondents to Inc.‘s survey said they also ask their employees to be available during non-work hours, you can’t always expect around-the-clock responsiveness. So how do you build healthy boundaries into your company’s culture while making sure all the work gets done?

Set expectations

The physical and psychological consequences of burnout are well documented. But problems aren’t caused only by logging 80-hour weeks at the office or taking projects home.

One 2018 study found that when employees are expected to keep an eye on their inboxes outside work hours, they’re more anxious, and their health suffers–as does that of their family members. In other words, even if they don’t actually do any work at home or on vacation, the pressure to be “always on” can cause harm.

One solution is for employers to reduce their expectations for after-hours communication, or at least come to a clear understanding with employees regarding when they will and won’t be responsive. 

Bill Keith, CEO of Best Workplaces honoree Perfect Snacks, a San Diego-based company that makes refrigerated protein bars, says that clear, written policies have helped even his company’s most zealous workaholics learn to take a break. At Perfect Snacks, meetings may not be scheduled before 9 a.m. or after 4 p.m. from Monday through Thursday. On Fridays there are no meetings at all, and everyone is encouraged to go home at 2 p.m. The company’s 100-plus employees also are required to set an automated out-of-office response on their email accounts when they’re out sick or on vacation, with contact information for a colleague who can respond to any urgent requests on their behalf. 

“We want to make sure that when folks come in here, we’re breaking any bad habits they have, and creating those boundaries for their professional and personal lives,” Keith says.

Don’t set the wrong precedent

Bosses should also be wary of praising employees who are online at all hours, since that can come across as celebrating overwork, says Rob Waldron, CEO of North Billerica, Massachusetts-based education technology company Curriculum Associates.

In the past, he says, “if I saw someone working really hard, I wanted to thank them. If they stayed up all night and they did all these things, I would thank them publicly.” Waldron now acknowledges that that was a mistake; not only were those employees sacrificing their own health and time with their families, but the quality of their work was likely to suffer as well. “So I shifted to celebrating the people who were the most efficient,” he notes. “I celebrated the great work and the balance.”

Know that formal rules won’t always work

While most bosses would agree that work-life balance is important, some believe that formal policies to protect that balance can be counterproductive. Scott Jordan, founder and CEO of Ketchum, Idaho-based clothing company ScotteVest, implemented a “no emails after work” rule at his company in 2016. It seemed like a good way to make sure employees had time away from work to recharge. However, Jordan found that certain employees took the rule “a little too literally,” and things fell through the cracks. Now, he says, the company sets expectations for after-hours communication on an as-needed basis. 

“When we’re super busy and there’s weekend or evening work to be done, we just merely ask in advance, ‘What do you intend to do?’ and ‘When are you going to be available and not available?'” Jordan says. “The expectation is that the hours that you’re not going to be available, you’re recharging your batteries and truly offline.”

By Sophie Downes

Sophie Downes is a web producer at Inc. and a graduate of the University of Chicago, where she was copy chief at The Chicago Maroon. @sophiewdownes

How to Improve Your LinkedIn Profile to Get More Job Offers
January 17, 2020

The following by Pete Davies the senior director of Consumer Products at LinkedIn may be of interest to your clients.

Image result for linkedin logo

Not all roads lead to the perfect career. That’s why it’s called a career journey, with twists and turns and likely many lessons learned along the way. How you embraced the journey is what matters to potential employers: the skill sets you’ve developed, how you’ve navigated change and overcome challenges.

Your LinkedIn profile serves as a digital and visual representation of this journey and your unique personal brand. Capturing your professional experience in one place helps you best represent yourself and tell your story. Your LinkedIn profile can be your ticket to a variety of new opportunities like partnerships, jobs, volunteering, or new business.

It’s always a good time to think about how you can spruce up your LinkedIn profile. Here are a few suggestions to make it shine.


It sounds simple, but start with your profile photo. Profiles with a photo get seen 21 times more often than those without. Your profile photo should be professional yet approachable, giving people a true sense of your personality. And, don’t forget to add a background cover photo that supports it and works with the story you are sharing about yourself.

Equally important is your summary. Your summary is the first section people visit to read about you when visiting your profile, and it’s worth taking a little extra time to capture your professional strengths and unique capabilities. Don’t put too much pressure on yourself though. Try to sum up your experience in about 40 words, and think about keywords relevant to future job opportunities to help you be found.

Recommendations from professors, alumni, managers, colleagues, and even direct reports help validate what you’re saying about yourself and helps people understand a little more about what you’re like to work with. Whether you’ve been working for a few days or a few decades, don’t be afraid to ask for one and perhaps offer one in exchange.

Finally, location, location, location. Adding your home-base city makes you up to 23 times more discoverable in searches, making it even easier for you to be connected to your next opportunity or to be found by an old friend or colleague.


Keeping your experience up to date pays off. Not surprisingly, professionals who have their current position listed on their profile are discovered up to 16 times more in recruiter searches. And if you’re not in a current position, don’t worry. Consider instead adding something about the industry or job you’re pursuing, for example “seeking opportunities in accounting.”

Also, don’t overlook crafting summaries for each job you’ve had in your experience section. This gives your audience more insight into your skills and background. Write a crisp summary or two-to-three bulleted sentences that share your strengths and key achievements in that position.

Eighty-seven percent of recruiters agree the skills a candidate lists are crucial as they vet them. Skill Assessments allows you to represent your expertise and show your strengths. Our data shows that people who complete LinkedIn Skill Assessments are up to 30% more likely to get hired.

Another way to demonstrate your expertise and build relationships with your connections is by sharing news, ideas, and perspectives to the feed and to help others stay informed. This is a great way to stay engaged with your network, for others to learn more about you, and an easy way to keep your profile up to date, as the posts you share can also be found in the activity section of your profile.


Your profile is the perfect place to signal your needs to your professional community. Let people know what you want. Are you interested in a new job or volunteer opportunity? Need a recommendation on service providers? A service provider yourself, and want to grow your business? Signalling your intent through your profile will help you grow professionally.

If you’re looking for a new job opportunity, you can simply activate the Open to Job Opportunities feature when you update your profile. You can choose whether all LinkedIn members can see your status–or only recruiters searching to fill positions in which you may be interested. Plus, you can select the specific titles and job locations you’re targeting, allowing your profile page to work behind-the-scenes to help you land your dream job.

In 2019, we made it easier for freelancers, service providers, and entrepreneurs to list their services on their profile and let the LinkedIn community know they’re open for business and discoverable from a LinkedIn search. More than 130,000 service providers and freelancers have opted in to this feature to grow their business since we rolled it out globally.

Your profile is the gateway to your professional career success, so let the world know what makes you special. By making these updates to your LinkedIn profile now, you’ll be showcasing the very best of you and your strengths. It’s a small investment you can make now to prepare your career for the next decade and beyond.

How Can Parents and Carers Support their Children with Career Decisions?
December 18, 2019

By Zoe Hendricks (RCDP MCDI, MA CEd & C) is a masters qualified career coach and an associate careers and employability practitioner at Ideas4Careers.

group of parents

As a parent, you are likely to be the first port of call for your child when they want to talk about careers. Naturally, you will want to give them the very best advice and support possible. However, it can be tricky to understand current options and choices. So, what can you do to help?

Will school do this for you?

Schools and colleges do their very best to help your child make good career choices. However, available resources may limit the extent of personal careers advice and guidance your child receives. Check if your child is given one-to-one, personal career guidance from a qualified career guidance professional. If so, discuss this with them and offer your support. For example, by taking your son or daughter to explore open days at colleges or universities or helping them to complete applications for courses or apprenticeships. Whether they receive effective careers support at school or not, you can still help them to take responsibility for making good career decisions.

Choosing a career

Some young people know exactly what career they are aiming for, but many do not. Don’t worry if your child doesn’t know what they want to do, this is normal! Even if they have some ideas, these may change as they get older. You can help them to start thinking about the type of work that might suit them through discussing their strengths and interests.

To help them do this, explore free tools and websites such as the iCould Buzz Quiz or Start Profile which offer quizzes and questionnaires that suggest career areas of interest based on their preferences. This can be a useful exercise to spark ideas and career discussions, but by no means should they feel they need to follow the suggestions. The National Careers Service ‘Explore Careers’ is also a trustworthy website for learning more about different jobs and what qualifications and skills are needed to get into them.

Work experiences 

Having personal experiences of different work environments can be a great way of discovering what kind of work may suit – or perhaps more importantly, rule out what doesn’t! As well as supporting your child with work experience placements organised through school, encourage your child to participate in opportunities or initiatives such as Duke of Edinburgh’s Award or the National Citizenship Service. Volunteering is also good experience and will help them to develop employability skills. Additionally, these types of activities can help your child to make effective applications for work, college or university, by incorporating them on their CV, on application forms or discussed during interviews. Find out more about volunteering in your area at Do-it.

What to study?

Broadly speaking, your child will have the opportunity to study towards academic qualifications such as A levels, or vocational qualifications such as a BTEC. Vocational study can keep the door open for university equally to A-Levels and can be undertaken through full-time education in sixth form, college or an apprenticeship. New qualifications – T-Levels which are being rolled out from September 2020 – are a mix of both and gradually becoming more available across the UK. Most importantly, your child should feel happy in what they do and have the best chance of success in their chosen route. For more information about choices after 16, visit Career Pilot.

What if it doesn’t work out?

Although you may want your child to make the right decision straight away, if it doesn’t work out – don’t stress. Learning resilience and overcoming difficulty are essential skills for your child to develop. This may mean working through their issues and staying with their chosen path, or maybe they need to explore something new and make an unplanned change. If you notice your son or daughter is not thriving or is unhappy, the sooner you address worry and concern, the better. There will always be other options available. Speak to your school or college or contact a careers adviser at the National Careers Service for advice.

A career is a journey full of twists and turns

Finally, it’s important to recognise that career choice is likely to change as your child develops. As careers advisers, we want the next generation to encounter meaningful, fulfilling and rewarding careers. We also know this is unlikely to be a straight-forward path! Every bump and obstacle your child encounters on their journey are opportunities for development. In turn, these experiences will help them to build the skills they need to positively manage future career decisions, as they move into adulthood.

For more information and resources visit Links4Careers

About the author

Zoe Hendricks

Zoe Hendricks (RCDP MCDI, MA CEd & C) is a masters qualified career coach and an associate careers and employability practitioner at Ideas4Careers. Zoe combines over 25 years of experience in training, coaching, recruitment and commerce with her drive to help individuals create fulfilling and rewarding careers. Her careers advice and guidance work in schools enable young people to make well-informed career and educational decisions at critical points in their life.

GDPR Best Practice: How to Reduce the Risk of a Data Breach
December 11, 2019

A Tribal Group Blog Posted by Paul Dulle

In recent months, it has become apparent that Universities and Colleges are ‘under attack’ or at risk of data breaches. Both the GDPR and the corresponding UK Data Protection Act (2018) are just two examples of international data breach notification laws that have come into play in recent years. 

The breadth and complexity of these regulations are proving to be a significant challenge for businesses and the ICO (the UK Data Protection regulator) has shown they are not afraid to impose significant sanctions for those who cannot demonstrate compliance.   

While it has taken over a year for any ‘big fine’ to be imposed in the UK, during the last few months we have seen some record-breaking fines announced by the ICO. With Marriott Hotel being fined £99.2m and British Airways being fined £183m, now really is the time to ensure your data is backed-up, and if the dreaded does happen, a plan is in place to maintain business continuity.

Information Commissioner, Elizabeth Denham stated:

“People’s personal data is just that – personal. When an organisation fails to protect it from loss, damage or theft, it is more than an inconvenience”. “That’s why the law is clear – when you are entrusted with personal data, you must look after it. Those that don’t will face scrutiny from my office to check they have taken appropriate steps to protect fundamental privacy rights.”

The ICO has identified a list of factors that have contributed to breaches:

  • Poor board-level awareness of the risk to the organisation
  • Incomplete or missing corporate records (contracts and policies)
  • Inadequate staff training (important to keep a record)
  • Policies repeatedly not followed (compliance needs embedding)
  • Not understanding supply chain risks
  • Investment in security deferred
  • Poor data governance (particularly in test or product development environments; and in respect of the use of live data for testing)
  • Staff Workarounds compromising security systems because the agreed way of working is not the easiest way of working
  • Obvious misconfiguration of systems leaving them open to long-known vulnerabilities

Since most data breaches are the result of human error, even organisations with the best privacy program and awareness of personal data processing, may experience a breach. We have learned from the GDPR that organisations must not only be accountable, but also be able to demonstrate compliance. This can be broken down into three key activities:

  • Put in place appropriate technical and organizational measures to meet requirements.
  • Ensure compliance of data processing operations is demonstrable including having underlying evidence ready.
  • Ensure technical and organisational measures are reviewed and updated on a regular basis (annually) to ensure compliance with changing legislation and guidance.

If your University or College is GDPR compliant, you will already have a solid foundation for addressing a data breach, however, if you are still in the process of becoming compliant here are some recommendations:

  1. Create a Record of Processing Activity (ROPA): A key element of GDPR is the ability to provide proper documentation to demonstrate compliance (Article 30). A ROPA provides easy access to all information on processing operations so that you can quickly retrieve information when you have a security alert or incident report.
  2. Appoint a Data Protection Officer (DPO): The appointment of a DPO is mandatory under the GDPR and other jurisdictions are adopting this requirement. A DPO can act as a first point of contact and internal advisor on how to proceed in the event of a breach.
  3. Conduct (or leverage) your Data Privacy Impact Assessment (DPIA): Conducting or leveraging your DPIA may already reveal risk involved in your processing and include mitigating measures put in place to help you determine if a data breach is reportable.
  4. Keep a data breach register: While not all breaches are reportable to authorities, you do need to keep an internal register of all data breaches and security incidents. Reviewing your data breach register may point to problems within your organization related to lack of awareness, lack of security or simple carelessness in some of the departments.
  5. Document your information assets and your approach to privacy management: By documenting and assigning ownership of the different Information Assets that exist across the college, along with the relevant policies and procedures, decision making processes and business continuity plans, you can create a robust set of information that can be used to assist at the time of the incident and demonstrate responsible privacy management to the ICO and other parties after a breach.
  6. Create a robust business continuity plan: This needs to include both incident management and recovery elements, closely linked to the GDPR notification guidelines. The plan should be rehearsed and available in both hardcopy and electronic formats (in case you experience a ransomware/lock-out situation).  It should also include a call tree (a layered hierarchical communication model used to notify specific individuals of an event and coordinate recovery, if necessary. This should include internal contacts and external agencies (ICO, Police, National Crime Agency, insurance company etc).
  7. Ensure your operational data is backed-up and secure:  As well as your own backups, Tribal offers a business continuity, backup and disaster recovery service, with two days’ worth of data stored off site, SecureSend transfers and data restoration within four hours.
How do you Attract Millennials to a Business?
December 9, 2019

By 2020, Millennials will account for 35 per cent of the global workforce. Renowned for their propensity for smashed avocado and Instagram, they will soon be the most represented demographic on earth from a professional perspective.

So, what does a typical Millennial look for in a workplace? The modern employee is a different beast to previous decades, no longer motivated purely by the amount of their salary or the size of their company. Money and reputation are certainly still important, but there are other factors at play now.

Work-life balance

The ability to be fulfilled both at and away from work is not only a reality in 2017, it is highly sought after by employees and employers alike. Those at the top of businesses understand that productivity is directly linked with worker happiness and satisfaction, and the flexibility to adjust office hours and work remotely is highly valuable.

Company culture

Clocking out at five on the dot is a thing of the past for many businesses. Workplace culture is a crucial aspect that contributes to employees feeling valued and taking pride in their job. Friday afternoon drinks, celebrating company milestones and mentoring programs are all examples of developing company culture.

Office layout 

The physical nature of workplaces has changed drastically in the last decade, with Millennials renowned for their interest in the design, layout and amenities. Simply being open plan is no longer a distinguishable feature; young professionals are interested in everything from dedicated ‘chill zones’ with ping pong tables and edgy collaboration spaces, to wellbeing facilities and onsite baristas.

Career advancement

There is a perception that Millennials are not as loyal as previous generations given the shift from the old model of spending more than a decade at one organisation. To combat this high-turnover environment, businesses must demonstrate clear pathways for their employees to upskill and develop from a professional perspective.