In today’s fast-paced world, remote work positions have become more than just a trend - they’re a fundamental shift in how we approach careers. Whether you’re looking to balance life and work better or aiming to tap into global opportunities, remote roles offer flexibility and access to diverse industries. I’ve explored the landscape thoroughly, and I’m excited to share insights that can help you find the best fit for your skills and ambitions. Understanding Remote Work Positions and Their Benefits Remote work positions come in many shapes and sizes, from full-time roles to freelance gigs. The key advantage is the freedom to work from anywhere, which opens doors to companies and projects worldwide. This flexibility often leads to improved productivity and job satisfaction. Here’s why remote work positions are gaining momentum: Flexibility: Choose your work hours and environment. Broader Opportunities: Access jobs beyond your local market. Cost Savings: Save on commuting and work attire. Work-Life Balance: More time for family, hobbies, and self-care. For example, a software developer in Manchester can collaborate with a tech startup in London without relocating. Similarly, a marketing specialist in Edinburgh can manage campaigns for clients across Europe. This global reach is a game-changer for professionals and companies alike. Home office setup for remote work How to Identify the Right Remote Work Positions for You Finding the right remote work position means aligning your skills, interests, and lifestyle with the job’s demands. Start by assessing your strengths and preferences. Are you a self-starter who thrives with minimal supervision? Do you prefer structured schedules or flexible hours? Here are practical steps to guide your search: Research Industries: Tech, customer service, marketing, and finance are popular sectors offering remote roles. Check Job Boards: Use platforms dedicated to remote jobs, including remote job opportunities . Evaluate Company Culture: Look for organisations that support remote work with clear communication and resources. Prepare Your Workspace: Ensure you have a quiet, comfortable area with reliable internet. Update Your CV and Online Profiles: Highlight remote work experience and relevant skills like time management and digital communication. For instance, if you’re interested in project management, look for companies that use collaboration tools like Asana or Trello. Demonstrating familiarity with these tools can boost your chances. Virtual meeting for remote team collaboration Tips for Thriving in Remote Work Positions Landing a remote job is just the beginning. To excel, you need to adapt your work habits and mindset. Here are some tips that have helped me and many others succeed: Set a Routine: Establish consistent start and finish times to maintain work-life boundaries. Communicate Clearly: Use video calls, emails, and chat tools effectively to stay connected. Stay Organised: Use calendars, task lists, and project management apps to track your work. Take Breaks: Step away from your desk regularly to recharge and avoid burnout. Invest in Learning: Keep your skills sharp with online courses and webinars. Remember, remote work requires discipline but also offers the chance to design your ideal workday. Embrace the flexibility while staying accountable. Why Partnering with Interval Group Can Boost Your Remote Career Finding the right remote job can be challenging, but you don’t have to do it alone. Interval Group specialises in connecting innovative companies with top talent, offering expert advice and tailored support. Their deep understanding of the remote work landscape means they can help you navigate opportunities that match your skills and career goals. By partnering with Interval Group, you gain access to: Exclusive remote job listings. Guidance on CV optimisation and interview preparation. Insights into company cultures and expectations. Ongoing support to ensure your success. If you’re ready to explore remote job opportunities that align with your ambitions, Interval Group is a trusted partner to have by your side. Embrace the Future of Work with Confidence Remote work positions are reshaping the professional world, offering unprecedented freedom and access. By understanding the landscape, preparing strategically, and leveraging expert partners like Interval Group, you can unlock exciting career paths that fit your lifestyle and aspirations. Take the first step today. Explore the possibilities, sharpen your skills, and position yourself for success in the evolving world of remote work. Your next great opportunity is just a click away.

Unfortunately, recruitment scams are becoming increasingly common – with fraudsters posing as legitimate recruiters or companies to trick job seekers into sharing personal or financial information.  At Interval Group, we’re committed to protecting candidates and maintaining transparency throughout the recruitment process. This guide explains how to spot a recruitment scam, what to do if you’re targeted and how to search for jobs safely.    What is recruitment fraud?   Recruitment fraud occurs when someone impersonates a recruiter or hiring company to advertise a job that doesn’t exist. These scams often look convincing – using real company names, logos and even genuine job descriptions to appear legitimate.  Fraudsters may contact you via email, social media, text or messaging platforms such as WhatsApp or Telegram. Their goal is to gather sensitive information or money by pretending to offer a genuine opportunity.  Important: Interval will never ask you for payment, personal banking details or to complete your application via an instant messaging platform.    How to spot a recruitment scam   Recruitment scams can be sophisticated, but there are common warning signs to watch for. Be cautious if:  You are asked to pay any type of fee (for example, “administration”, “security” or “accreditation” costs).  The communication contains poor spelling, grammar or formatting errors.  The job description is vague, generic or poorly written.  Emails come from personal or free domains (such as Gmail, Yahoo or Hotmail).  You’re asked for unnecessary personal documentation early in the process.  You’re offered a role immediately, without any screening or interview process.  The salary or benefits seem unrealistically high for the position.  If something doesn’t feel right, take a moment to verify the source before sharing any information.    How to check if a website or email genuinely belongs to Interval   Fraudsters often try to impersonate a real company or its staff, taking advantage of the brand’s existing content and reputation. Here’s how to confirm whether what you’re seeing is authentic:  Domain: Our official website is intervalgroup.com . Fraudsters may attempt to imitate it using similar domains such as “ intervlgroup.com ” or “ intervalgroup.net ”. Look for misspellings, unusual domain endings (.info, .biz) or extra characters. If you’re ever unsure about a link, go directly to www.intervalgroup.com  and navigate from there to find the genuine content you’re looking for (for example, a job opening or our contact details).  Secure connection (HTTPS): Interval websites use HTTPS and display a padlock icon in the browser address bar. Click the padlock to view the certificate details.  About us: Our official website www.intervalgroup.com  has our contact, location and team information, as well as links to verified social profiles, such as the company’s LinkedIn page.  Emails: Interval email addresses end in @ intervalgroup.com (for example, jsmith@intervalgroup.com ). If you receive an email in a different format or from an unfamiliar domain, don’t reply until you’ve verified the sender.  In general: If you receive a message or offer that looks too good to be true, it probably is.    What to do if you suspect a scam   If you believe someone is impersonating Interval or another recruitment business:  Do not respond to the message or share any further details.  Take screenshots or make a note of any contact information, job titles or email addresses used.  Report the incident to the relevant authority:  UK: Action Fraud – the national reporting centre for fraud and cybercrime.  Ireland: Garda National Economic Crime Bureau or contact your local Garda station.  EU: Europol – Report Cybercrime or your national police service.  Notify Interval via our contact form or email hello@intervalgroup.com so we can take action if our brand has been misused.  If you’ve already shared financial information, contact your bank immediately to report the fraud.    Staying safe when searching for jobs   At Interval Group, we take your privacy and security seriously. To protect yourself:  Only apply for roles through verified job boards or directly via our official website at intervalgroup.com .  Be wary of anyone offering guaranteed employment or requesting payment.  Never share personal financial details with someone you don’t know.  Report anything suspicious to us as soon as possible. We will never:  Request payment or bank details at any stage of your application.  Conduct interviews via instant messaging apps.  Make job offers without a screening or interview process.  Your safety is our priority. If you’re ever unsure about a job posting or communication claiming to be from Interval Group, please get in touch with us before responding.

Mis-hires don’t just cost time and money—they impact morale, project delivery and team cohesion. In a market where competition for talent is fierce and skills needs are constantly evolving, getting hiring right is more important than ever.  At Interval, we work closely with companies navigating this challenge. Here are six ways we help our partners reduce the risk of a mis-hire and build high-performing, future-fit teams.    1. Identify the Gaps Before You Recruit   Hiring decisions should start with clarity and not a job spec from three years ago. A proper skills gap analysis helps you understand what your team has now, what’s missing and what capabilities you’ll need for upcoming priorities.  By defining your real business needs, you avoid the risk of hiring someone who looks great on paper but isn’t equipped for what lies ahead.    2. Prioritise Potential, Not Just Experience   Experience matters but it's not always the best predictor of success. Many high-performing candidates today may not have a long CV, but they do bring adaptability, a growth mindset and fresh ideas.  At Interval, we encourage our clients to look beyond industry tenure and focus on transferable skills, coachability and long-term potential. It’s a smarter, more sustainable approach to hiring.    3. Rethink How You Assess Candidates   If you want to hire differently, you need to assess differently. Traditional interviews and CV reviews won’t always surface the qualities that really count - like resilience, curiosity or strategic thinking.  Incorporating practical tasks, scenario-based questions and skills assessments helps you evaluate what a candidate can actually do - not just what they’ve done in the past.    4. Be Transparent About the Role   Misalignment works both ways. Sometimes a hire fails not because the candidate isn’t capable - but because the reality of the role doesn’t match what they were sold.  Clear, honest job descriptions that reflect your actual culture, expectations, flexibility and development opportunities help attract candidates who genuinely want what you’re offering. You’re not just selling a job—you’re setting the stage for a long-term relationship.    5. Use the Interview to Set Expectations   The interview isn’t just about screening talent - it’s a two-way conversation. It’s your chance to bring the role and the business to life, share the challenges ahead and give candidates a real sense of what it’s like to work with you.  Let candidates meet future colleagues. Talk openly about the team dynamic, the pace and the expectations. This kind of authenticity builds trust and reduces the risk of surprises later.    6. Work With a Recruitment Partner That Understands Fit   If mis-hires are a pattern, it might be time to change the way you recruit. That’s where Interval comes in. We’re not just filling jobs - we’re helping you shape teams built for growth.  We combine market insight, rigorous candidate assessment and a deep understanding of cultural and functional fit to ensure the people you hire today can drive your business forward tomorrow.    Great hiring isn’t about avoiding risk - it’s about managing it with insight, intention and the right support. If you're ready to reduce the cost of mis-hiring and build a recruitment strategy that lasts, let's talk.

Clients are relying increasingly on the powerful freelance market to meet their project delivery needs. You might have tried freelancing or contracting in the past or it might be brand new to you. In this article, we'll take you through some of the key considerations that will help you decide whether freelancing is right for you. What does being a freelancer mean? Freelancing is a form of self-employment. Instead of being employed by a company or committed to a single customer, freelancers have the freedom to choose the projects they'd like to work on and the clients they'd like to work for. They usually work from home and/or directly at client offices, although some choose to rent their own office or co-working space. The key difference between this and traditional employment is the level of independence required. A freelancer is responsible for his/her own income and job security, in addition to several aspects that would normally be taken care of by an employer (in traditional employment). On the flip side, freelancers can earn significantly more money for their work and are not restricted by commitments that are often found in employment contracts. More on this below. While it's possible to balance freelancing with employment, many commit to freelancing full time. This is the most effective way to build a strong portfolio and track record of satisfied clients. Things to consider Let's start with the biggest plus: higher earnings potential. Freelancers typically earn rates far higher than salaries for equivalent roles in employment. Over 79% of freelancers surveyed confirmed that they are earning more than employees in similar positions. On top of this, your ability to optimise your tax position is greater, as you are in control of how much you pay yourself and in what form (dividend, salary, ...). Many business expenses are tax-deductible, which makes things even better. From a financial perspective, moving into freelancing will usually result in more money in your pocket. You might be wondering: what does "paying myself" mean? Most freelancers set up a limited company to contract through and "employ" themselves via this company. Although this model is not obligatory, it helps maintain a clear line of separation between business and personal accountabilities. Being a freelancer will invariably involve more admin, as you will need to handle your own employment, tax, social security, healthcare, absence and more. You will also need to manage your own accounts (invoicing, tax returns, etc.) - although many freelancers outsource this work to an accountant for a small monthly fee. An often-forgotten benefit of becoming a freelancer is the opportunity to deliver a variety of different projects - or develop a deep skillset in areas of your choosing. As you are in charge of which clients and projects you accept, you can build industry-specific expertise or carve out a niche in a particular technology. This might take a little patience and perseverance at the start, but once you've had a couple of projects under your belt, the offers will become more frequent and relevant. Job security is something that keeps many people in traditional employment. Freelance positions can be less secure, as clients can cancel or delay projects and most clients will not pay freelancers to sit "on the bench". According to a survey, 58% of freelancers considered acquiring new positions as their main challenge. This is partially compensated by the higher earnings potential, which helps pay for the "downtime" spent searching for jobs. In addition, we advise freelancers to grow strong relationships with client teams and agencies, so opportunities continue to emerge. Register with Interval Jobs to ensure you are notified first whenever a new suitable job opportunity arises. Recent events have changed our perspective on the importance of flexibility and work-life balance. Remote working, which (for many of us) was previously not an option, was brought into the mainstream. Freelancers have long enjoyed the freedom to work from where they want, with flexible working hours too. Because of this flexibility combined with higher earnings, one of the key challenges for freelancers (around 35% of those surveyed) is maintaining a healthy balance between work and private life. To counter this, our associates recommend changing scenery every now and again, even if it means just working from your favourite café for the day or taking a train to somewhere new. Discover their top tips by following us on Instagram ! It's up to you If the above sounds exciting to you, you're in luck. It has never been a better time to make the leap into the world of freelancing. The market is full of exciting opportunities and clients are relying increasingly on freelance resources to ensure their projects are delivered by experts with the capability and capacity to get the job done. There are probably things you will miss about traditional employment - but we think it's worth finding out yourself whether the grass is greener on the other side. At Interval, we support our clients in finding the perfect teams for their projects, whether freelance or permanent. We also support our associates throughout their careers with us: from application and onboarding to in-flight project delivery. What do you think? Leave us a comment or get in touch directly.

Introduction Considering an in-house recruitment team? While this approach gives you full control over hiring, it requires significant time, resources, and planning. This guide walks you through the key steps to building and maintaining a strong internal recruitment function. 1. Define Your Recruitment Needs Before building a team, assess your hiring volume, required expertise, and long-term talent acquisition strategy. How many roles do you typically fill per year? Are they niche or generalist positions? Will recruitment demands fluctuate seasonally? 2. Structure Your In-House Recruitment Team Depending on your needs, your team may include: Talent Acquisition Specialists  – Focused on sourcing and outreach. Recruiters  – Managing end-to-end hiring processes. HR Coordinators  – Handling compliance and onboarding. Employer Branding Specialists  – Enhancing your company’s appeal to candidates. 3. Invest in the Right Tools & Technology To streamline recruitment, invest in: Applicant Tracking Systems (ATS)  (e.g., Workable, Greenhouse, Lever) Job Board Subscriptions  (e.g., LinkedIn, Indeed, Glassdoor) Supporting Tools  (e.g., for interview scheduling, identity verification) 4. Develop a Strong Recruitment Process Ensure consistency by creating a structured hiring workflow: Job requisition approval Role advertising & sourcing strategy Candidate screening & assessment Interview process Offer negotiation & onboarding 5. Build a Talent Pipeline An in-house team should proactively engage with potential candidates to reduce time-to-hire. Ways to build a pipeline include: Maintaining a database of past applicants Attending industry events & job fairs Engaging passive candidates on LinkedIn 6. Measure and Optimise Performance Track key recruitment metrics to refine your strategy: Time-to-hire Cost-per-hire Candidate satisfaction Offer acceptance rate Regularly review performance and adjust processes to improve efficiency. Conclusion Building an in-house recruitment team is a long-term investment that requires careful planning, the right tools, and continuous optimisation. If you’re considering this approach, ensure you have the necessary resources to make it successful. Looking for expert support instead? Contact us to discuss how we can streamline your hiring process.

Introduction Choosing the right recruitment agency can make or break your hiring success. With so many options available, how do you ensure you’re selecting the best partner for your needs? Use this checklist to evaluate agencies before making a commitment. 1. Industry Specialisation Ensure the agency has experience in your specific sector. Ask: Do they have a proven track record in your industry? Can they provide case studies or testimonials? Do they understand the unique challenges of your sector? 2. Candidate Quality & Screening Process A great agency should deliver high-quality, pre-vetted candidates. Consider: What screening and assessment methods do they use? Do they conduct skills tests, background checks, or cultural fit assessments? What is their success rate in placements? 3. Recruitment Speed & Efficiency Time-to-hire is crucial for business continuity. Ask: How quickly do they typically fill roles? What is their pipeline for passive candidates? Do they have pre-qualified candidates ready for hire? 4. Flexibility & Customisation The best agencies adapt to your business needs. Consider: Do they offer tailored recruitment solutions? Are they flexible in their approach (e.g., contingent, retained, or temp staffing)? Can they scale with your hiring demands? Are they willing to incorporate your processes into their service delivery model? 5. Pricing & Transparency Hidden fees can lead to budget surprises. Ask: What is their fee structure (flat fee, percentage, or hourly)? Are all costs outlined upfront? Do they offer guarantees on placements? 6. Communication & Support A good agency should act as a true partner. Consider: Do they provide regular updates on recruitment progress? Is there a dedicated point of contact? How do they handle feedback and candidate rejections? Do they support you in your language? 7. Legal & Compliance Expertise Employment laws change frequently, so your agency should be compliant. Ask: Do they stay updated on labour laws and hiring regulations? Can they assist with contract negotiations and right-to-work checks? Do they provide ongoing compliance for temporary and contract/freelance resources? Do they offer seamless compliance across multiple regions? Conclusion Selecting the right recruitment agency is a crucial business decision. By using this checklist, you can ensure you're choosing a partner that aligns with your hiring goals and delivers quality candidates efficiently. Need a recruitment partner who ticks all the boxes? Contact us to discuss how we can support your hiring needs.

A year we can be proud of, delivered by a team that is always at your service. From technical specialists to visionary leaders, 2024 has been a year of incredible opportunities and partnerships. We've matched exceptional talent with game-changing roles across a diverse range of industries. Here's a glimpse of the roles we helped fill this year, each one a story of growth and success. Thank you for being part of our journey! Wishing all our partners, colleagues, and friends a wonderful Christmas 💫

Degrees may open doors, but it’s skills that keep them open – and that’s where the future of recruitment is heading. I’ve witnessed firsthand how the traditional emphasis on formal qualifications is giving way to a new focus: skills. The future of recruitment is rooted in finding candidates based on what they can do rather than solely focusing on where they've been educated. At Interval, we champion skills-based hiring, because the competencies a person brings to the table often matter far more than their CV. Degrees and titles might get someone through the door, but it's their abilities that will keep them there and help them thrive. We see this challenge not only with traditional qualifications (i.e. university degrees) but also technical certifications (e.g. Microsoft, Cisco, etc.). Given that most of these certifications have expiry dates, you have to keep redoing them, which isn’t always feasible. As a result, some clients miss out on great candidates because they insist on certifications. This is not to say qualifications don’t count at all – but hiring for skills as well as qualifications opens up a wider, more diverse pool of candidates. This not only benefits businesses looking to fill positions faster, but also creates a fairer, more inclusive process. At Interval, we’ve been helping clients, both in the public and private sectors, identify and assess the specific competencies their roles require. This approach has been a game-changer, improving candidate performance, reducing time and contributing to better retention. Here’s how to implement this approach: Break down the role: Start by analysing the tasks and responsibilities. Decide which are “must haves” and which are “nice to have”. This doesn’t mean watering the requirements down, it means prioritising them. This applies to soft skills, like adaptability and communication, as well as technical abilities. Use the right tools: Leverage skill-based simulations, structured interviews and case studies to get a deeper understanding of what a candidate can offer. Test real-world performance: Asking candidates to demonstrate their abilities and how they'd approach the role, either through examples or real-time tasks, offers insight into their potential. Skills-based hiring is not just a trend, I believe it's the future of recruitment. By prioritising competencies as well as credentials, we can build teams that are more dynamic, adaptable and equipped to meet the challenges of tomorrow.

I've been reflecting on how maternity leave has shaped my values as a leader. As I return from maternity leave for the third time in my career, I'm struck by how much has changed, not only in my own life but in the workplace more broadly. The landscape I’m returning to is vastly different from the one I left 24 months ago. Personally, I’ve grown in ways I never anticipated, learning to juggle the demands of parenting and business ownership while evolving in both roles. Professionally, the world of work has also shifted dramatically, with greater emphasis on flexibility, empathy, and resilience. It has made me more attuned to the challenges that working parents face, as well as more open-minded in how I navigate motherhood and leadership. Communication – As a parent to a “tweenager” (12), a “middle child” (8) and a toddler (2), I am constantly code-switching to respond to each child’s needs - not to mention the teachers, family and other adults in their lives, as well as my own colleagues. I’ve had to hone my communication skills more than ever before. Agility – Every parent knows that adaptability is a non-negotiable: Tried-and-tested systems go out the window, and you must be willing to embrace new things at a moment’s notice. This has made me more agile in my decisions, at home and at work. Empathy – Raising a toddler requires deep reserves of patience, and a high tolerance for unpredictability. This, in turn, has sharpened my empathy for anyone who is in a similar situation – be it as a parent or caregiver – managing work responsibilities on top of home dynamics. As a result, these are the policies that I champion as a leader: Flexible schedules – After my first maternity leave, 11 years ago, I returned to a 100% schedule of compressed hours. While this may work for some, I found it challenging. This time, I am taking a phased approach that allows me to better manage the transition for my kids and team. As a leader, it’s an approach I want to make available to everyone. Personalised support – Everyone has different needs. For some, being fully switched off while on leave is a priority; others may welcome opportunities to stay connected. At Interval, we provide “check-in days” for those on leave to avail of, if desired, to keep on top of what’s happening, meet new team members, or simply connect. Adaptation - Supporting those returning to work is essential, especially in fast-moving industries like tech. At Interval, we provide mentorship and flexibility, helping people shift into new specialities as the industry evolves, to ensure our talent has the tools to succeed while navigating changes and balancing personal commitments. I’d like to extend my heartfelt thanks to my incredible colleagues at Interval Group for their constant support during my maternity leave. Your encouragement and flexibility have made this transition so much smoother, and I’m truly grateful to be part of such a supportive team.

Unlock your office chair's full potential with our quick guide. Ever wondered why ergonomic chairs come with more controls than a light aircraft? We've put together a quick guide on how to adjust your chair to provide you optimal comfort, support and back pain reduction. Why invest in an ergonomic chair? There are three key spots in your workspace that impact your posture: the seat, the desk or keyboard, and the floor. To stay comfy, at least two of these need to be adjustable. If you can only make one change, go for a fully adjustable chair—it's an absolute must. A well-designed and properly adjusted chair is crucial for a safe and productive computer setup. A good chair supports your back, legs, bottom, and arms, while cutting down on awkward postures, pressure points, and strain. More adjustability means a better fit for you, support in different sitting positions, and the ability to switch it up during the day. This is especially important if more than one person uses the chair. A basic rule of ergonomics is that there is no such thing as an "average" person. Height adjustment 1. Stand in front of the chair. 2. Adjust the height so the highest point of the seat, when in the horizontal position, is just below the knee cap. 3. Once your chair is properly adjusted for your height, check if you can sit at the desk comfortably with your legs underneath. If you cannot fit your legs under the desk or there is not enough space to move them freely, your desk is too low for you! Consider purchasing an adjustable height desk. If you can sit comfortably but need to elevate your arms in order to place them over the desk, your desk is too high. Adjust the chair height so your elbows are about the same height as the desk. If you cannot place your feet flat on the floor, consider purchasing an ergonomic footrest that is adjustable to support both feet and allows you to keep your feet flat and firm on the footrest. Seat pan adjustment 4. Sit on the chair and keep your feet flat on the floor. 5. Check that the clearance between the front edge of the seat and the lower part of the legs (your calves) fits a clenched fist (about 5 cm or 2 inches) and adjust the “depth” of the seat pan accordingly. The seat pan should provide support for most of the thigh without contact between the back of your knee and the front edge of the seat pan. A footrest may also be used to elevate the slightly to relieve pressure on the back of your leg. Back rest adjustment 6. Adjust the back rest forwards and backwards as well as up and down so that it fits the hollow in your lower back. 7. Sit upright with your arms hanging loosely by your sides. Bend your elbows at about a right angle (90 degrees) and adjust the armrest(s) height until they barely touch the undersides of the elbows. Armrest adjustment 8. Remove the armrests from the chair if this level can not be achieved or if armrests, in their lowest adjustment, elevate your elbows even slightly. 9. Tilt the seat itself forwards or backwards if you prefer. Regular movement Regular movement and standing up from your desk are vital for maintaining good health and preventing the negative effects of prolonged sitting. Taking short breaks to stretch, walk around, or simply stand up can improve circulation, reduce muscle stiffness and boost overall energy levels. It also helps to alleviate eye strain and mental fatigue, making you more focused and productive. Incorporating these small habits into your daily routine can significantly enhance your physical and mental well-being, leading to a healthier and more balanced work life. Conclusion At Interval, we truly care about our staff's wellbeing. We understand that a comfortable and ergonomic workspace is essential for maintaining health and productivity. By investing in quality, adjustable furniture and promoting good posture, we're committed to creating a supportive environment where our team can thrive. Your comfort and health are our top priorities, because we believe that happy, healthy employees are the foundation of our success.

How flexible working will change the future of the workplace. Should more employers align working hours to employees’ natural body clocks? Kim Napeñas, Managing Partner, said three key benefits of the policy are increased flexibility, motivation and productivity. Read the full Human Resources Director article here: https://www.hcamag.com/us/specialization/employment-law/should-more-employers-offer-chronoworking/491145 Interval embraces flexible working and our experts have developed frameworks, processes and technologies to support the implementation of chronoworking at several clients. Get in touch now for a free consultation.

Jobseekers and recruiters are both using AI to get a leg up. It's a battle of the bots. Over the past couple of years, job seekers have been forced to contend with incessant layoffs, a brutal recruitment market and days of unpaid assignments. They can now add AI recruiting systems to that pile. In 2022, the Society for Human Resource Management found that about 40% of the large-scale employers it surveyed said they were already deploying AI in HR-related activities like recruitment. Rik Mistry, Managing Partner of Interval Group, told Business Insider that AI is now leveraged to write job descriptions, judge an applicant's skills, power recruiting chatbots, and rate a candidate's responses. Read the full article here: https://www.businessinsider.com/jobseekers-recruiters-hiring-broken-ai-bots-resumes-interviews-spam-bias-2024-5 At Interval, we value meaningful relationships with our candidates. Every application is checked by an expert (human) member of our team and we get to know every candidate before presenting them for a job opportunity. Whilst we use technology to support our processes, we place our people at the core of our business and our clients notice the difference in quality, time and time again. To understand more about our ways of working, browse our website and get in touch today.

Struggling to get past the initial screening for your dream job? Over 97% of Fortune 500 companies rely on an ATS to help them hire talent. It’s important to learn how this system works in order to build your CV/resume for success. Rik Mistry, Managing Partner, shares his insights on how to tackle ATS successfully. Read the full article for expert tips! - https://www.worklife.news/technology/ats-candidate/ #Consulting #recruitment #jobsearch #careers #recruiting #CV #resume #ATS #tips #screening

A recent survey conducted by Moneypenny has shed light on the most dreaded aspects of job interviews, revealing the top red flags encountered by job seekers. From salary secrecy to interview rescheduling woes, the survey offers valuable insights into the concerns and experiences of interviewees, prompting discussions among recruitment experts on how to tackle these issues effectively. Rik Mistry, Managing Partner, shares his insights in how to deal with these: https://businesstoday.news/beware-job-interview-red-flags-revealed-what-every-job-seeker-must-know/ #recruitment #freelance #permanentjob #jobinterview #jobseeker #newrole #interviewredflag #interviewprocess #europe #uk #usa #moneypenny

As we approach March (!), I'd like to post a quick update on what we've been busy with at Interval: Focus on localisation Interval serves clients across the UK, EU, USA and APAC. We are investing in ensuring our communications, platforms and processes are tailored for each local market within which we operate. For candidates and clients, this means delivering more of our services in your language, throughout the recruitment, engagement, billing and client service journey. Focus on long-term careers Interval's average engagement length is just over two years - far greater than the market average of around six months for contract / freelance roles. This demonstrates our commitment to our team and is reflected by our high rate of staff retention between engagements. We are continuing to build and strengthen client and partner relationships in order to offer increased continuity and cross-engagement opportunities. Focus on wellbeing Interval has signed several equality and wellbeing initiatives, including Mental Health at Work, Tech Talent Charter and Disability Confident, reinforcing our drive to build a better working world. We have also sponsored several wellbeing events, such as Pilates in the Park and will look for further opportunities to support our local communities. We take wellbeing seriously - you might have noticed the ergonomic mouse in the photo, which I highly recommend! Focus on communication Last, but certainly not least, we are proud to have welcomed Azhar to the team in January as Brand & Marketing Lead for Interval Group. Azhar's focus is to build a strong and meaningful brand presence for Interval, enabling us to reach further in delivering our high quality services. Follow us on LinkedIn and Instagram to stay updated. On behalf of the Interval team, I'd like to thank our candidates and clients for their continued trust and we look forward to continuing to serve you. Here's to a great year ahead!

Interval has signed the Mental Health at Work Commitment, demonstrating our ambition to develop a workplace environment and culture where all employees can thrive. By signing the Mental Health at Work Commitment, Interval has committed to achieving better mental health outcomes and a genuine longer-term positive impact on staff’s wellbeing, joining a growing movement of over 1000 organisations including including: Accenture, B&Q, Barclays Bank, BT, Bupa UK, Deloitte UK, Hewlett Packard Enterprise, Historic England, IBM, Network Rail, Santander UK, Save the Children UK, Sky, and many more. Developed with the knowledge and expertise of mental health charities, leading employers and trade organisations, the Mental Health at Work Commitment provides a simple framework for employers who recognise the importance of promoting staff wellbeing. This framework sets out six clear standards based on what best practice has shown is needed to make a difference and better equip employers to create an environment where employees can thrive. Arj, Diversity & Inclusion Specialist at Interval said: We are delighted to join the 2880+ companies that have signed the Mental Health at Work Commitment. We believe that mental health at work is a priority and with more and more resources, tools, advice and recommendations available, the opportunity is here to make a real difference. We want to encourage anyone in the professional space who needs support, whether you are already working with us or not, to reach out to us. Sarah Merrington, Mental Health at Work Programme Manager, said: “We’re delighted to see Interval sign the Mental Health at Work Commitment. By embedding our six standards in the way they operate, Interval are demonstrating a real commitment to supporting the mental health of everyone in their workplace.” “We know it can be hard to talk about mental health and seek support, which is why public commitments such as this one are so important. With issues like stress, anxiety, and depression common across all employers, regardless of size or sector, we want to see every employer recognise and address any work-related causes of poor mental health among their staff and it’s fantastic to see organisations like Interval taking the lead.” In a survey of UK adults conducted by Business in the Community in partnership with Bupa in 2020, only one in two (51%) of employees say they feel comfortable talking about mental health in the workplace, whilst two in five (39%) report they have experienced a work-related mental health issue in the last year. New mental health research from Deloitte has revealed that the cost to employers of poor mental health has increased, to up to £56bn in 2020-21 compared to £45bn in 2019, and investment in workplace support and interventions remains a key issue. The pandemic has changed our ways of working, and Deloitte’s findings show that the mental health challenges following the pandemic have undoubtedly had a huge impact on employees. Sarah Merrington, Mental Health at Work Programme Manager, added: “Many leading employers have found that making a strategic commitment to the mental wellbeing of their workforce not only benefits their staff but also their bottom-line, improving productivity and staff retention. Rates of burnout, anxiety, and depression are at record levels. With one in six British workers experiencing mental illness, now is the time for businesses to make a change and start creating more mentally healthy workplaces.”

Interval supports creating a more diverse workforce in tech by becoming a signatory to the Tech Talent Charter. Interval has signed up to the Tech Talent Charter (TTC), a government-supported, voluntary, employer-led initiative designed to drive greater diversity and inclusion (D&I) within the UK’s technical workforce. A lack of diversity in the UK’s tech sector has been a longstanding issue. The Chartered Institute for IT (BCS) says on its website that women currently account for only 20% of IT specialists in the UK and BAME IT professionals are less likely to be in senior roles, despite being better qualified. In becoming a signatory to the TTC charter, Interval has joined a group of over 800 UK organisations committed to overcoming the diversity gap in the UK’s tech workforce, by driving practical and measurable change within their own tech personnel teams.

We are pleased to announce that Interval has recently been accredited and onboarded as a new supplier for several authorities within the UK Government. As a result, we will be able to offer even more exciting roles, both permanent and contract, across all professional functions. This includes: - Admin - Business Support - Commercial - Education & Training - Executive - Finance - HR - IT - Legal - Management - Marketing & Communications - Planning - Procurement If you are interested, follow our LinkedIn page and visit Interval Jobs. We look forward to working with you!

Embracing the hybrid talent model The workforce is central to an organisation’s success. In an increasingly volatile world, businesses must respond quickly to client and internal needs with a limited set of resources, scaling capability and size to meet demand, all at an impeccable level of quality. With the emergence of Shared Service Centres, Centres of Excellence, Outsourcing and Contingent Labour to complement employees working in global, multifunctional and remote environments, organisations have a wealth of options they can leverage to help solve this challenge. Driven by learnings from COVID-19 and subsequent world events, these models have adapted (and continue to evolve) to provide even greater value for the organisation and its customers. Shared Service Centre (SSC) SSCs are centralised units or facilities that provide support services such as finance, IT, HR or procurement to multiple business units or functions within an organisation. The goal of an SSC is to optimise operations, reduce costs and improve service quality and consistency across the organisation. Centre of Excellence (CoE) A team or entity that provides leadership, best practices, research, support and training for a service area to a whole organisation. A CoE can exist within a department or across multiple departments and its main purpose is to promote expertise, innovation and standardisation of processes and practices. Outsourcing Contrary to SSCs, outsourcing involves the strategic use of external (third-party) resources to perform activities traditionally handled by internal staff and resources. Outsourcing can be used to leverage external expertise, reduce cost and complexity, improve efficiency or access specialised resources that may not be available in-house. Workforce model A workforce model is a framework that outlines the composition and structure of an organisation's internal and external workforce, including skills, abilities and roles. The model helps organisations plan and optimise human resources to achieve business goals. It includes identifying the skills and competencies needed to fulfil objectives, determining the resources required and creating a structure for how they will be composed and operated. It is an important tool for organisations to align their human resources with their business strategy, ensure that they have the right people in the right roles and manage their workforce effectively. Our Point of View Whether motivated by improving efficiency, creating new offerings, enhancing the customer and employee experience or driving strategic business outcomes, it is important to explore the benefits and limitations of these models and understand how they can be leveraged in combination to achieve strong, sustainable competitive advantage. Interval has extensive experience and subject matter expertise in assessing, designing, implementing and optimising workforce operating models to suit individual client needs and objectives. If you are interested in finding out more about our workforce transformation or wider consulting services, reach out to us and we will be happy to set up some time with our experts.

Interval is delighted to announce plans to create over 50 jobs in Ireland over the next two years. This will include specialist roles in technology, organisational change and strategic/financial advisory, in addition to administration, marketing and recruitment positions. Our talented team is at the heart of our mission: to deliver high-quality consulting and recruitment services. Ireland is an important strategic region for #Interval. We set up our Irish HQ in 2021 to support our Irish, EU and US customers. The Irish operation's people, professionalism and talent has been instrumental in our growth and with this announcement, we are delighted to reaffirm our #commitment to our Irish operations, staff and partners. Interval's growing client base includes the Big 4, global consultancies, IT infrastructure service providers and public sector clients. We are already helping our clients across the EU with contingent labour, engagement delivery, managed services and #recruitment at all levels. If you are interested in joining Interval or finding out how we can support you, get in touch. Special thanks to our team in #Ireland and clients across the #EU for your commitment and support in making our #expansion a reality. Thanks to Andrei Carina for the beautiful photo of #Dublin.