Recruitment Process Outsourcing

At Harvey Nash USA we'll be celebrating the annual National Staffing Employee Week, Sept 9 – 15, in partnership with the American Staffing Association. National Staffing Employee Week was established with the sole purpose of celebrating and honoring the millions of temporary and contract employees that make up the contract workforce. This year we’ll specifically be spotlighting our #staffingstars from each of the four Harvey Nash USA markets. Each of which have been awarded the Contractor of the Year award for their market, which entails criteria such as a rigorous selection process that is based on client feedback and recommendations! To kick things off, take a moment to explore their short highlights below and make sure to follow along over the course of the week to see their full highlights and backstories. Meet Jody Amable As a Digital Content Editor, Jody utilizes a unique blend of skills, attention to detail, and creativity to contribute to the team's success. Since the very beginning, her performance has exceeded all initial expectations. Her dedication is well-recognized and acknowledged by her managers and colleagues. Millions of active Pocket Application users consume her work daily. Her aesthetic touch ensures that each article from publications such as WIRED, Vanity Fair, the Washington Post, Smithsonian Magazine, and Collectors Weekly is exceptionally edited and uses the unified style of visualizations over which she has creative authority. Jody was very hesitant about choosing between job opportunities she interviewed for, as initially, she was not entirely convinced that the recruitment process would lead to an actual hire. Taking the chance paid off, and Jody secured a fulfilling job where she exceeded all expectations as one of the strongest performers. Nominated by Charlotte Nygaard – Lead Recruitment Account Manager and Tom Wojtowicz – Senior Technical Recruiter When asked what winning this award means to Jody, she shared: When Tom first contacted me, I was coming off an unfortunate job experience. I'll admit, I was initially wary of Tom's initial message about a job that sounded right up my alley but seemed way too good to be true. But it was true! It was so refreshing to work with a down-to-earth person who gave me guidance and coaching through the interview process and genuinely seemed to believe in me. Those same values are apparent at [client], too, and I appreciate that Harvey Nash seeks out companies that value their workers, trust their experience and expertise, and treat them with respect.   Meet James Youngman James is a Supplier Performance Engineer for one of our largest US manufacturing clients. He has been a great representative of Harvey Nash and our client domestically here in the US and globally in his travels working with suppliers around the world. What makes James’ story very unique, is that he was a 20+ year schoolteacher and varsity high school basketball coach, with absolutely no manufacturing experience & he was able to excel in his initial role as a data analyst and has been able to utilize his unique skill sets to become a critical material expediter, and now is a Supplier Performance Engineering Manager/ Expediter. His client manager shared the following feedback on his experience working with James - “James has been an exemplary employee since joining our team.  Even though James’ background was not in manufacturing, but rather teaching and coaching, his work ethic and ability to build lifelong relationships is all he needed to be successful. Through James tenure, he has rebuilt countless supplier relationships and helped pave the way for our company to be successful.  Prior to coming to the company, James never had a passport, but when asked to travel to Europe and Mexico, James received his passport and has visited several suppliers and facilities to help teach the foundational principles to employees and suppliers. James quickly gained the support of company employees and senior level management employees as well as executive leaders at our suppliers. James’s willingness to learn complex tasks quickly and formulate innovative solutions has been the pinnacle of his success. We are excited to have James on our team and appreciate all the work he continues to do for us.” Nominated by Morgan Morris – Client Delivery Manager When asked what winning this award means to James, he shared: This nomination means a great deal to me, as I take my job/career very seriously and I am very grateful to Harvey Nash and our client for putting their faith in me by providing this tremendous opportunity for me and my family. My leaders have provided a great work culture that provides a lot of opportunities for professional growth, to work outside of the box individually and to collaborate with teammates. As a lifelong learner, I appreciate how much I have been able to grow and learn as a professional in my 2+ years working at this client. Prior to the start of each workday, I remind myself that I am representing one of the best brands in the world and my bosses. That drives me to work hard to be the absolute best version of myself. My experiences with the team at Harvey Nash have been amazing. The team are consummate professionals. They are very compassionate and always very responsive when I reach out for any and everything. It means a great deal to me to perform at a high level in my role at [client], to represent Harvey Nash well.   Meet VSR Krishna Kanth Chaluvadi Krishna Kanth was brought in to address recurring performance issues in a client's application. Through detailed analysis and profiling, they identified a critical bottleneck and recommended a solution that improved application performance. Krishna Kanth stands out as a staffing star due to a blend of specialized skills, deep technical expertise, proven leadership, strong analytical abilities, effective communication, an innovative approach to QA process and a commitment to continuous learning. His remarkable track record of managing and mentoring QA teams successfully, his thorough understand of QA processes, his dedication to continuous improvement and learning and his belief in effective communication for managing expectations are all attributes that drive improvements in testing efficiency, team performance, and client satisfaction, making him am invaluable asset in any scenario. Nominated by Tanuja Sharma – Senior Technical Recruiter When asked what winning this award means to Krishna Kanth, he shared: This nomination reflects a significant acknowledgment of my performance and contribution, enhancing my professional reputation and credibility. It signifies a validation of my hard work, potentially opening doors to new career opportunities and responsibilities while increasing my visibility within the industry. On a personal level, it offers a sense of achievement and motivation. My positive experience working with Harvey Nash includes a supportive environment that fosters growth, opportunities for advancement through training and mentorship, and collaboration with skilled professionals on innovative projects. Constructive feedback and formal recognition from Harvey Nash further contribute to my professional development and success.

HARVEY NASH's ERIC MAYDECK Named a Finalist for National Staffing Employee of the Year   American Staffing Association Honor Highlights Top U.S. Staffing Employees Alexandria, VA, August 14, 2024—Harvey Nash’s Eric Maydeck, a Senior Site Reliability Engineer fromour West Coast team], has earned national recognition from the American Staffing Association as a top staffing employee, Harvey Nash announced today. This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for. Eric has always exceeded all expectations since he joined. Eric has partnered up with principal level colleagues and is working on the most complex projects in the organization as a Harvey Nash Contractor. Eric’s story is inspiring because it showcases how contract work can lead to unexpected and rewarding career paths. His initial contract is already being considered for extension or conversion to a full-time role, demonstrating that contract positions can indeed offer stability and long-term career growth. The National Staffing Employee of the Year program recognizes the most outstanding temporary and contract workers in the country. In 2023, U.S. staffing companies employed 2.4 million temporary and contract workers; Eric Maydeck is one of finalist to be recognized. We are thrilled to hear Eric Maydeck has been named 2025 American Staffing Association Employee of the Year Finalist for the Engineering, Information Technology, and Scientific Sector. Eric was a contractor for Harvey Nash and we are proud to say our client elected to bring him on full time as a permanent employee. Speaks volumes to his incredible work. He was recently awarded the Harvey Nash USA & Canada Contractor of the Year among our talented contractors nationwide. It’s our goal to find each contractor and client that “perfect fit” and this is one of many success stories we are proud of. Congratulations to all the fantastic finalists. "I am honored to have been named a finalist for the National Staffing Employee of the Year All-Star award. Stepping outside of my comfort zone to give contracting a try is one of the best decisions I have made in my professional career. I could not be more thankful to the team at Harvey Nash for guiding me throughout the entire process and providing me with an opportunity to work at my dream job." - Eric Maydeck  As a National Staffing Employee of the Year Finalist, Eric Maydeck  and Harvey Nash will be recognized at the 2024 Staffing World convention and expo, held in Nashville, TN from Oct. 22-24. More information regarding Staffing World can be found at staffingworld.net. # # #  About the American Staffing Association The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net. ContactBrenna Barnett Senior Marketing Manager Brenna.barnett@harveynash.com

There are many different styles of interview questions that you may encounter during a job interview, and it's important to know how to answer them effectively. At Harvey Nash we recommend practicing and preparing for each various style. Here are some common interview question styles and tips on how to answer them: Behavioral Questions Behavioral questions are designed to understand how you would behave in certain situations. They often begin with phrases like "Tell me about a time when�" or "Describe a situation where�". To answer these questions, use the STAR method: describe the Situation, Task, Action you took, and the Result. Example: "Tell me about a time when you had to solve a difficult problem." Answer: "At my previous job, we had a customer who was unhappy with our service. I listened to their concerns, investigated the issue, and came up with a solution that satisfied the customer. As a result, we were able to retain their business and improve our customer satisfaction ratings." Situational Questions Situational questions are similar to behavioral questions, but they ask how you would react in hypothetical situations. These questions often begin with "What would you do if�" or "How would you handle�". To answer these questions, explain your thought process and reasoning. Example: "What would you do if you disagreed with a colleague's approach on a project?" Answer: "I would approach my colleague and have an open and honest conversation to understand their perspective. I would try to find common ground and work together to come up with a solution that benefits the project and the team." Technical Questions Technical questions are designed to test your knowledge and skills related to the job. These questions may be related to software, coding, or other technical aspects of the job. To answer these questions, be prepared to demonstrate your knowledge and skills. Example: "Can you explain how you would optimize a website for search engines?" Answer: "First, I would conduct keyword research to identify relevant keywords for the website. Then, I would optimize the website's meta tags, headings, and content to include these keywords. I would also ensure that the website has a clean structure, fast loading speed, and mobile responsiveness to improve its search engine ranking." Traditional Questions Traditional questions are more general and open-ended, and they may include questions like "Tell me about yourself" or "What are your strengths and weaknesses?" To answer these questions, focus on your qualifications and experience related to the job. Example: "Tell me about yourself." Answer: "I have several years of experience in [field], and I am passionate about [specific aspect of the job]. In my current role, I have demonstrated [specific achievements or skills related to the job], and I am excited to bring these skills to a new opportunity." By understanding the different types of interview questions and how to answer them, you can be better prepared to impress the interviewer and land the job. Practice your responses to these questions before the interview, and be ready to adapt your answers to the specific context of the interview. Get Hired Now Do you need more guidance throughout the recruiting process? We can help!? Harvey Nash USA is one of the?most trusted recruiters?for tech and other industries. Let's work together to help you find the role that's right for you!?Contact us today.

Will we get to the point where the work of AI and humans is indistinguishable? Why not check your instincts now? Here are two pieces of text, one from AI, one from a real person - can you identify which is which? To engage our readers and foster a deeper understanding of AI's capabilities, we have included an interactive element in this blog post. Below, you will find two pieces of content – one generated by AI and the other written by a human. Our very own Michael Goldberg, Vice President of Strategic Partnerships. We encourage you to read both and vote on which you believe was authored by AI. This exercise not only highlights the sophistication of AI in content creation but also invites reflection on its potential and limitations. Article 1: The surge for AI talent is with us. Actually, I would argue the surge for pure AI talent is past and the search for ‘AI skills plus’ talent – people who can take this fast-moving technology and harness it for their employers through a mix of other skills – is now on.  From our own Digital Leadership Report at Harvey Nash, we know only 15% of global tech leaders feel they are prepared for the demands of generative AI. And yet LinkedIn conference data points to 44% of organizations already using this technology. Evidence of a push to level-up talent with technology can be seen in the types of job titles we are now addressing as a specialist recruiter: We are constantly searching for AI/ML Modelling Specialists, AI Architects, AI Data Scientists, Researchers and Engineers. We also see AI skills spilling into other departments – UX Designers, Marketers, Finance Professionals now all need to come ready with the ability to bring AI advantages to their departments. In April this year Thomson Reuters analyzed over 5,300 live tech jobs and found that over 73 per cent of the top 15 per cent highest paid vacancies required AI skills. “Companies are now required to not just embrace change, but to actively participate in shaping and directing it,” commented Mary Alice Vuicic, Chief People Officer at Thomson Reuters. “As companies begin to implement these emerging technologies, they’re investing in the right talent to lead that process.” But leading talent is hard to find, because it’s not just about technology. It’s also about people, compliance and ethics. How AI impacts on the workplace can be dramatic and it can be damaging – consider the reputation or brand image of a business that turfs out human beings in favor of an AI solution. Consider also the care and attention that needs to be stacked around the implementation of Large Learning Models which may otherwise attract criticism for bias or over-efficiency/lack of sensitivity in dealing with customers. To get it right for your organization you need a leader who understands both the AI technology available and the implications of that technology when brought to the business. Reflecting this, LinkedIn’s own CEO Ryan Roslansky has highlighted the need for additional skills alongside AI. In an article for The Wired World in 2024  – Wired’s annual future-looking publication – Roslansky argued for an increase in the need for people skills as AI takes over some of the heavy-lifting involved in technical roles. AI, he said: “doesn't replace people, it allows them to do their job more effectively, leaving them time to focus on the more valuable – and more human – parts of their job.” It’s a challenging vision for any business but it is also calmer and more attractive than the AI revolution some have predicted. “People will align their skill-building and continuing education with AI skills and practical people skills,” concludes Roslansky. “The result will be a new world of work that’s more human and more fulfilling than ever before.” Examples of how AI is creating new opportunities and enhancing existing roles: Software DevelopersAI coding assistants, like GitHub's Copilot, are being used to enhance the capabilities of software developers, not to replace them entirely:  Developers can use AI to generate boilerplate code, suggest code completions, and even provide explanations for code snippets, saving time and boosting productivity.  However, developers still need to review and refine AI-generated code to ensure it aligns with project requirements and adheres to best practices. Customer Service RepresentativesAI chatbots and virtual assistants are being used to handle routine customer inquiries, but human representatives are still needed for more complex issues: AI can manage simple queries, such as checking account balances, tracking orders, or providing basic product information, which frees up human agents to focus on more complex tasks.  Human agents can step in when the AI system cannot resolve an issue, providing personalized support and handling sensitive or emotional situations that require human empathy and judgment.   Article 2: Exploring the Future of AI in Tech The tech industry is at the precipice of a new era, one that is being significantly shaped by advancements in artificial intelligence (AI). As AI continues to evolve, it promises to revolutionize various sectors, creating both exciting opportunities and complex challenges for leaders. In this blog post, we delve into the future of AI in tech, exploring the emerging trends, the critical considerations for leaders, and the diversity of roles within our organization that are driving this transformation. According to a recent Harvey Nash survey, AI tops the concerns of global tech leaders, with only 15% feeling prepared to meet the demands of generative AI. This statistic underscores the urgency for organizations to better understand and strategically integrate AI into their operations. The Future of AI in Tech AI technology is advancing at an unprecedented pace, impacting various sectors within the tech industry. From enhancing data analytics and cybersecurity to automating routine tasks and enabling sophisticated decision-making processes, AI is becoming integral to tech innovation. Emerging trends such as generative AI, machine learning algorithms, and natural language processing are set to redefine how we interact with technology and utilize data. One of the most promising advancements is generative AI, which has the potential to create new content, designs, and solutions autonomously. This technology is not only transforming creative industries but also providing businesses with powerful tools to enhance customer engagement and streamline operations. Challenges and Considerations for Leaders As AI becomes more ingrained in the tech landscape, leaders must navigate several critical challenges. Ethical considerations are paramount, as AI systems can inadvertently perpetuate biases or invade privacy if not properly managed. Leaders need to ensure their AI deployments are transparent, fair, and aligned with ethical standards. Regulatory compliance is another significant factor. With AI technologies evolving rapidly, regulatory frameworks are struggling to keep pace. Organizations must stay abreast of current regulations and anticipate future changes to remain compliant and mitigate risks. The evolving nature of work is also a key consideration. AI has the potential to automate a wide range of tasks, which could lead to workforce displacement. Leaders must strategically manage this transition by upskilling employees, fostering a culture of continuous learning, and creating new roles that leverage AI capabilities. Roles Within Our Organization Our organization is at the forefront of AI and machine learning innovation, hiring for a variety of roles that reflect the diverse skill sets required in this dynamic field. Recent hires include: Data Scientists who specialize in developing and optimizing machine learning models. AI Engineers who design and implement AI systems and algorithms. Ethical AI Specialists focused on ensuring AI applications adhere to ethical guidelines and best practices. AI Product Managers who oversee the development and deployment of AI-driven products. These roles illustrate the breadth of expertise necessary to harness the full potential of AI, from technical development to ethical oversight and strategic management. Referencing a Recent Interview In a recent interview with Dr. Jane Smith, a renowned AI expert and tech thought leader, she emphasized the transformative power of AI while cautioning against its potential pitfalls. "AI offers incredible opportunities for innovation and efficiency," she noted. "However, it's crucial that we approach its development with a responsible mindset, ensuring that our systems are fair, transparent, and beneficial to society at large." Why not see how Harvey Nash can secure the human talent you need to make the most from emerging technologies?  Download our information here. You can also find out more about how AI is shaping us – both our organization and the work we deliver to all our clients and candidates. Download