KPIs, KPIs, KPIs. Is there any other aspect of business operations so widely spoken about, furthermore contested? It&rsquo;s a divisive subject in the business community &ndash; where some live by them, others dispute their place altogether; some employ but largely ignore them, either way.
Whether you utilise them day-to-date or oppose them entirely, if you work in the corporate world, you&rsquo;ve come across KPIs at some point.
The fact is, the reason they&rsquo;re so highly contested is that KPIs are seldom implemented effectively, or used properly.
It&rsquo;s not about the &lsquo;numbers game&rsquo; &ndash; it&rsquo;s about business efficiency.
Let&rsquo;s stop thinking about KPIs as targets, first off. There&rsquo;s a clear distinction between the two.
The definition of a KPI is, as it says on the tin, a key performance indicator &ndash; a figure which is (or should be) derived from information your business is providing you. KPIs should be used to evaluate the activity a business needs to undertake in order to achieve its targets &ndash; not as a target in and of themselves.
Get it?
Let&rsquo;s put it into real terms.
Your business currently has 10 sales execs. The team&rsquo;s target is to generate &pound;100,000 in revenue each month, so each individual&rsquo;s target is &pound;10,000. Currently, each person is achieving &pound;8,000 per month; upon drilling down into their activity, you find that they&rsquo;re each making 8 phone calls per month.
What can you take from this?
Your business is indicating that your team&rsquo;s activity needs to increase in order to reach target, and is telling you, hypothetically, how much it needs to increase by.
Analyse these tricky figures and you&rsquo;ll find it makes sense that, were they each to make 10 phone calls per month, everyone would hit that &pound;10K, no problem. But here&rsquo;s the thing &ndash; there&rsquo;s no need to now storm onto the sales floor and inform the team that they had all better hit those 10 calls, or else. Not in that fashion, anyway. You&rsquo;re not setting this as a target: your business is doing it for you.
It&rsquo;s a KPI, not a target. See?
KPIs should be in place to motivate, not condemn.
Information is king, or so they say, and it&rsquo;s our job as leaders to use it to our advantage. Particularly in sales and marketing, numbers do play a big part in the performance sense &ndash; from calls made to appointments booked, website clicks to conversion rates, your team is constantly running through figures in their mind.
Adding a panel of KPIs into that mix, specifically when posing them as targets/must-hits, definitely creates potential for the pot to boil over from time to time. However, if you were to go to your team and say, &ldquo;Hey, we&rsquo;ve collated some really interesting info here which we think is going to help you do your job better/more efficiently, want to take a look?&rdquo;, any employee worth his/her salt will be clambering to see your notes.
Keep targets and KPIs separate; monitor them both as equals.
Your KPIs should be based on fact and fact alone.
Here at Certus we get to know our clients well, and I&rsquo;d be lying if I said we don&rsquo;t sometimes have to do a little &ndash; err &ndash; re-education, shall we say. Often, businesses blindly set their KPIs based on industry standards or what their competition appears to be doing which, fundamentally, doesn&rsquo;t make sense. Just because Oracle&rsquo;s techs have to sit four appointments per day, doesn&rsquo;t mean that your hyper-growth, disruptive SaaS start-up should be doing the same.
In fact, we need to move away from this idea of &lsquo;setting&rsquo; KPIs altogether &ndash; I reiterate, your business sets them itself. Monitor activity, productivity, operations, all aspects of your business, over time to understand what your KPIs are and where they should sit in terms of activity. Don&rsquo;t pull numbers out of the air and &lsquo;set&rsquo; KPIs based on what you think you&nbsp;should&nbsp;be doing &ndash; base them on what you&nbsp;are&nbsp;doing, and the improvements that you want to make.
Remember, more doesn&rsquo;t always equal more.
Numbers and humans behave in very different ways. When a calculator does a complex mathematical equation, it doesn&rsquo;t need to take into account that, maybe, number 3 is recovering from a bout of the flu, or that number 4 is off on holiday for two weeks this month.
So, when you take a look at your figures and see that 25 calls equals 1 appointment, don&rsquo;t think it&rsquo;s as simple as commanding your team to make 50, and expecting them to achieve 2 appointments as such. It just doesn&rsquo;t work that way.
I&rsquo;m not saying that we as leaders shouldn&rsquo;t always strive for excellence and improvement &ndash; but, alas, we are humans managing humans. And that needs to be at the forefront of our approach, always.
We shouldn&rsquo;t be setting KPIs, we should be running our businesses based on the information it provides us &ndash; looking at them as the dataset they are, rather than another number to hold over our teams&rsquo; heads.
As ever, love to hear your opinions &ndash; what&rsquo;s your approach to KPIs, and are you making the most of them across your business?

KPI's or Core Activities? Love them either way!

Staff turnover is a concept all leaders, HR teams and business owners have to contend with. It&rsquo;s a term often used interchangeably with employee attrition, churn, and many others, all of which effectively pose the same question: how many people are leaving your business, and how often do they come and go?
Hiring costs money, so it follows that having an overview of the things which affect how long people stick around for is crucial to long-term, sustainable growth. As business leaders, when we hire a person, we&rsquo;re investing in them &ndash; be that time spent throughout the hiring process, costs associated with training, equipment and the like, and even the emotional investment which comes with making a key hire, one you believe could make a real difference to your company. Whilst attrition happens naturally in a lot of cases &ndash; retirements, redundancies, a friendly parting of ways even &ndash; there are things we can do to help. And the key is to first understand what might be causing people to leave.
Here are some key areas which may be contributing to a high staff turnover in your business, along with what you can do to improve them.
Hiring Process
A huge aspect of employee turnover comes down to simply hiring the right people! If you&rsquo;re having employees come on board and leave before their time, or certainly sooner than you&rsquo;d expected or hoped, it&rsquo;s time to look at your recruitment process and ask questions as to where the disconnect is happening. Are you taking the time to find out all you need to know about each individual, from experience and suitability to cultural fit? Are you giving a true representation of what it&rsquo;s like to work for you? Are you staying true to the job you&rsquo;ve outlined for this person and the responsibilities it entails? Hire the right people to begin with, and your turnover rate will naturally reduce.
Onboarding
Issues with onboarding usually happen when an unrealistic expectations are set for the role during the interview process, and/or a lack of preparation on the business&rsquo; part for that all-important start date. Whilst this alone may not affect whether your new employees stay or leave, what it does do is set a precedent &ndash; so it&rsquo;s important to get right. Have your onboarding process nailed down, including goals set, timelines built and expectations managed, then keep in constant contact for feedback throughout. This way, you&rsquo;ll be able to potentially see and then mitigate any issues before they lead to an employee leaving the company prematurely. Simply put: start as you mean to go on.
Workplace Factors
There are occasions when you&rsquo;re going to hire someone and they just won&rsquo;t be a fit &ndash; it&rsquo;s unfortunate, but inevitable, given that company culture is tricky to both identify and portray at interview. That being said, there are definite workplace factors you&nbsp;do&nbsp;have control over, and they can affect turnover massively. Such things include work-life balance; it&rsquo;s becoming evermore important, as is championing mental health. Showing you care about your employees&rsquo; wellbeing will go a long way to garnering their loyalty. On top of this, pay attention to employee relations internally, and make sure there&rsquo;s no toxicity growing amongst individuals or teams. Cultivate a positive, healthy workplace, and don&rsquo;t be surprised when employees stick around as a result.
Overall, staff turnover is inevitable &ndash; but starting off on the right foot can go a long way to improving retention further down the line. We help companies build workforce strategies which start from the initial hire, reaching through the onboarding process and beyond, to reduce turnover and make your business an employer of choice. To talk more about how, get in touch.

Staff Turnover: It Starts at the Interview!

​What does &ldquo;decision making&rdquo; mean to you? It sounds simple, I know. But as one of the most important indicators of a future leader, and certainly an attribute to seek in current management, it&rsquo;s something which doesn&rsquo;t always get the investigation it needs at interview stage. When you&rsquo;re looking to make a hire into a position of responsibility, you need to know that this person is not only able but also willing to make key decisions well; and simply saying they&rsquo;re able to isn&rsquo;t going to cut it. Just because their current job requires it, doesn&rsquo;t mean they&rsquo;re doing it well. So, what attributes should you look for at interview stage which spell real decision making capabilities? Initiative Whilst you want somebody to refer to the chain of command when necessary and seek advice when necessary, initiative is a hugely beneficial attribute in someone who&rsquo;s going to be responsible for many moving parts &ndash; the whole operation can&rsquo;t fall down based on one task pending. A decision maker utilises the tools and knowledge at their disposal to define and take the best course of action known to them at that moment. Whilst they&rsquo;re able to hold their hands up and ask for help when they need it, equally they know how and when to make the call themselves. Further to this, a decision maker will stand by that decision and see it through, despite any fall out or consequences. They&rsquo;re able how they got there and why; their decisions, right or wrong, will be well thought out and rational &ndash; even if not the right one. Hey, nobody&rsquo;s perfect. Selflessness A decision maker should be able to put their own ego, interests and gains aside to make the decision which most benefits the company and team &ndash; end of. Call it what you like &ndash; altruistic, magnanimous, or other; to make a decision is one thing, but to make it for the right reasons another entirely. You want to hire the people who truly place the company&rsquo;s best interests at heart and base their thinking on that line, rather than simply progressing their own career, earnings, status or otherwise. A great decision maker is one who considers ALL angles, not just those that benefit themselves. Problem solving Thankfully, this one is a trait we can pretty well test and probe for at interview. Decisions should be made with a view to solving a problem, or moving things forward, rather than just masking over issues or achieving empty goals &ndash; ever heard the phrase &ldquo;busy doing nothing&rdquo;? A decision maker is also a problem solver &ndash; someone who sees through the tasks which need completing, all the way to the ultimate resolution and achievement of the job in hand. They&rsquo;re able to problem solve and make calculated, well thought out choices based on what they know. ---- Pushing or hiring someone into a position which requires them to make business-critical decisions on a daily basis isn&rsquo;t something to be taken lightly; you need to be sure that they&rsquo;re not only capable, but that they share your business&rsquo; goals and motivations, too. We all make decisions, both conscious and subconscious, hundreds of times every day &ndash; from what&rsquo;s for lunch to how much effort we&rsquo;re putting in, how we communicate to the attitude we turn up to work with &ndash; but when it comes to your organisation, ensuring you have somebody who&rsquo;s equipped to take your business to the next level, whether now or in future, couldn&rsquo;t be more vital. As recruiters, we make decisions day in, day out on the people we interview &ndash; and you can rest assured that if decision making skills are what you need, we won&rsquo;t make the call until we&rsquo;re certain they&rsquo;ve got them. Certus specialises in building sales, marketing and IT teams from the ground up, with each of our teams possessing their own &lsquo;sweet spot&rsquo; in terms of what and who they know best. If you&rsquo;d like to talk through the benefits of having a dedicated team aiding in your middle or senior management hiring plans, get in touch today. We love a chat, and we certainly know a thing or two about sniffing out a great decision maker!

How to Hire a True Leader

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, the Certus Recruitment Group has become a leading specialist staffing consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, we are a specialist recruiter working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

Established in January 2001, we are a specialist staffing company working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals. The ongoing success and growth of our business are determined by our behaviors as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviors as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused staffing professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

"Certus has been simply fantastic. The support along my journey to securing my dream job has been faultless. They provided clarity throughout the process and offered guidance that has undoubtedly helped me prepare for a successful interview!"

We're always keen to introduce great talent to our extensive network

View job

We're always keen to introduce great talent to our extensive network

We're always looking to introduce great talent to our extensive network

At Certus Recruitment Group we recognise that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

At Certus Recruitment Group we recognize that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.We have a clear vision of where the company is going and how it will get there. This vision is shared with everyone at Certus and we work hard to create a vibrant working environment that provides real opportunity to develop, progress and prosper within the Company.To achieve our objectives we need great people and are always looking for applications from both experienced recruiters or from experienced sales, marketing or technical professionals who have a strong knowledge of their sector and are looking to forge a new career within a professional recruitment environment.

We attribute our success to our core values

Global Specialist Recruiter to the Technology Sector

Cookies are files that are recorded in temporary Internet folders on your PC. They're a useful tool as, by recording the way you use our site, they enable us to get to know you better. For example, we’re able to recognise you when you return to the site, identify your preferences so as to provide you with a more personalised service and speed up searches that you conduct when visiting.​You don’t have to accept them. Most browsers allow you to refuse cookies by activating the relevant setting (please check the help menu of your browser for more details) however, selecting this setting may mean that you are unable to access certain parts of our site.​Please note that unless you have adjusted your browser setting so that it will refuse cookies, our system will issue cookies when you log on to our site.​Further Detail on Cookies​Cookies are text files containing small amounts of information which are downloaded to your device when you visit a website. Cookies are then sent back to the originating website on each subsequent visit, or to another website that recognises that cookie. Cookies do lots of different jobs, like letting you navigate between pages efficiently remembering your preferences, and generally improve your web site experience. They can also help to ensure that adverts you see online are more relevant to you and your interests.​We can split cookies into 4 main categories:​Category 1: strictly necessary cookiesCategory 2: performance cookiesCategory 3: functionality cookiesCategory 4: targeting cookies or advertising cookies​Category 1 - Strictly necessary cookiesThese cookies are essential in order to enable you to move around the website and use its features, such as accessing secure areas of the website. Without these cookies services you have asked for, like register for job alerts, cannot be provided.​Please be aware our site uses this type of cookie​Category 2 - Performance cookiesThese cookies collect information about how visitors use a website, for instance which pages visitors go to most often, and if they get error messages from web pages. These cookies don’t collect information that identifies a visitor. All information these cookies collect is aggregated and therefore anonymous. It is only used to improve how a website works.​By using our website and online services, you agree that we can place these types of cookies on your device.​Category 3 - Functionality cookiesThese cookies allow the website to remember choices you make (such as your user name and password) and provide enhanced, more personal features. These cookies can also be used to remember changes you have made to text size, fonts and other parts of web pages that you can customise. They may also be used to provide services you have asked for such as watching a video or commenting on a blog. The information these cookies collect may be anonymous and they cannot track your browsing activity on other websites.​By using our website and online services, you agree that we can place these types of cookies on your device.​Category 4 - targeting cookies or advertising cookiesThese cookies are used to deliver adverts more relevant to you and your interests. They are also used to limit the number of times you see an advertisement as well as help measure the effectiveness of the advertising campaign. They remember that you have visited a website and this information is shared with other organisations such as advertisers. Quite often targeting or advertising cookies will be linked to site functionality provided by the other organisations.​We do have links to other web sites and once you access another site through a link that we have provided it is the responsibility of that site to provide information as to how they use cookies on the respective site.​You can find more information about cookies by visiting www.allaboutcookies.org or www.youronlinechoices.eu. Google also have a brief video which explains the use of cookies.

<h2>Our team</h2>Our Senior Leadership Team has a combined experience of 60+ years of recruiting into the technology sector, with experience gained in sales, marketing and technical experience across the globe. They continue to be heavily involved in the business, operating at the coal face and remaining close to clients and candidates alike. Please feel free to reach out to any of our leaders to discuss any aspect of how Certus Recruitment can help you achieve your objectives. We look forward to working with you.

<h2>Our team</h2>Our Senior Leadership Team has a combined experience of 60+ years of recruiting into the technology sector, with experience gained in sales, marketing, and technical experience across the globe. They continue to be heavily involved in the business, operating at the coal face and remaining close to clients and candidates alike. Please feel free to reach out to any of our leaders to discuss any aspect of how Certus Recruitment can help you achieve your objectives. We look forward to working with you.

Global Specialist Recruiter to the Technology Sector.

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +61 (03) 4050 7777</li><li>Click&nbsp;<a href="https://certusrecruitment.com/au/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">here</a>&nbsp;and you can send us details of your business and your current vacancies</li><li>Send us an email to: hello@certusrecruitment.com</li></ul>

There is no shortage of fantastic recruiters to choose from. There are those that specialize by sector or by function, there are large multi-site high street agencies, global players, and single-site niche businesses. So how do you determine which one will be best to support your business?​We believe the most important element is to choose a partner you trust. If you don't immediately feel they understand your unique situation and they don't go out of their way to really understand your purpose, speak to another. Your reasons for choosing may sometimes be difficult to articulate, however, after speaking you will quickly know which company is best to represent your brand.​And finally, whilst price is an important element in choosing a supplier, make sure you're calculating all the costs - not just the fee %. The company that delivers you a great shortlist the first time round, who organizes your stakeholders and minimizes wasted time will save you thousands over the course of the project.Ultimately, the best way to measure us is to speak to us. However, in the meantime here are a number of frequently asked questions that may just help you decide to include us on your shortlist!

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +44 (0) 204 538 8222</li><li>Click&nbsp;<a href="https://certusrecruitment.com/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">her﻿e</a><a href="https://certusrecruitment.com/submit-job/" rel="noopener noreferrer" target="_blank">&nbsp;</a>and you can send us details of your business and your current vacancies</li><li>Send us an email to: info@certusrecruitment.com</li></ul>

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +1 737 201 9992</li><li>Click&nbsp;<a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">her﻿e</a><a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank">&nbsp;</a>and you can send us details of your business and your current vacancies</li><li>Send us an email to: america@certusrecruitment.com</li></ul>

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"Technology led businesses across the globe depend on us to drive growth through the delivery of innovative Talent Solutions"

"Technology led businesses across the globe depend on us to drive growth through the delivery of innovative Staffing Solutions"

We have a clear vision to be the Global Specialist Recruiter to the Technology Sector. To achieve our Vision we need amazing people who share our vision and subscribe to our values: Passion, Energy, Commitment, Integrity and Fun. If the Tech Sector excites you as much as it does us, get in touch or explore our current openings.

Great companies are built on great talent

We’re always keen to introduce great talent to our extensive network.

We’re always looking to introduce great talent to our extensive network.

Call Certus Now

Our specialist consultants can’t wait to hear about your business!

Looking out for fresh talent for innovate organizations

At Certus Recruitment Ltd ("we", "us" or "our" for short) we and our group companies are committed to protecting your personal information. Your personal information (also called ‘personal data’) is the information which identifies you as an individual that we get from you and others in various ways. Under the Data Protection Act 1998 (the "Act") and the General Data Protection Regulation 2018 (“GDPR”) specific obligations are placed on us in the way we handle this type of information. The aim of this privacy policy is to let you know what personal information we collect from you when you apply for a job with us or our group companies, when you use our website and when you contact us, how we store and use it, and how you can access and manage this information.​Your personal information may be stored online and therefore we take steps to ensure that our systems are well protected.​The registered office of the above company is at 1 Vincent Square, London, SW1P 2PN. Our company number is 12619774. We and our group companies, together with the products and services we sell and provide, are regulated by the Recruitment &amp; Employment Confederation (REC - https://www.rec.uk.com/)​Please note that this privacy policy only covers https://www.certusrecruitment.com/. Other websites belonging to us or accessible via links are not covered by this policy. If you access any of these sites, please check the privacy policy applicable to these sites (if any) before you submit any of your personal information to them.​So, what personal information do we collect about you?​We process the following types of personal data about you:• Contact details• Identification information• Information about past and current employment• Education and qualifications• Information about your lifestyle​We collect the personal information requested on our application forms and contact forms together with any comments or remarks that you may provide in free text fields (such as personal statements) or CVs (where applicable). We may also keep a record of references received from third parties (including those you give us, credit reference and fraud prevention agencies) and of any other correspondence or communication between you and us, whether written, e-mailed, or as a result of visits, interviews or recorded telephone calls.​We also monitor site traffic, and like most websites, we use a Unique Visitor Cookie (which is supplied and managed by a carefully selected statistics provider) to identify your PC by a random number (e.g. #12489). More details about cookies and how you can disable them can be found below.​We will (unless it's impractical) tell you if we obtain and store information from any other source and also how we intend to use it in accordance with this privacy policy.​Making sure your personal data is secure​Whilst we take steps to protect user privacy, no data transmission over the internet can be entirely secure. We therefore do not guarantee the security of personal information that you send to us, or your use of the site. Any personal information you do send is at your own risk but once we receive it we use strict procedures to safeguard it.​How do we use your personal information?​In connection with a contract between you and us or an employer… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to do so to in connection with or anticipation of a contract between you and us (or At Certus Recruitment Ltd group company) or an employer.• to process your job application and otherwise manage the recruitment process• help potential employers assess and process your job application;• help potential employers check and confirm the references that you provide as part of your job application;• check with any necessary regulatory, industry and/or security authorities relevant to the position that you have applied for; Our Legitimate Business Interest… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to pursue our legitimate interests as a business for the following purposes:• help us identify you so we know who we are talking to;• help prevent and detect fraud or loss;• to contact you with information about opportunities that you might be interested in from time to time via phone or post;• assess risk, carry out market research, statistical analysis, test systems, improve the way that we run our recruitment process and your application (including quality assurance) and analyse your application and recruitment history;• train staff and monitor our services. This may mean that we record our conversations or our correspondence with you to make sure we are providing you with a good service and to make sure we keep to our legal and regulatory obligations. Where you have provided consent… We and any At Certus Recruitment Ltd group company may use your personal information where you have consented for us to do so• to contact you by email or other electronic means about opportunities that you might be interested in from time to time;• to provide you with job alerts. This consent can be withdrawn by logging-in to your account on the website and updating your details. Unless otherwise stated, we will hold data processed through contractual and legitimate interests indefinitely. Data processed via active consent will continue to receive marketing relative to the initial opt-in until we have received a request to unsubscribe/opt-out.​Who do we disclose your personal information to?​We may make your personal information available to agencies and employers who subscribe with us or use our Website, working within the above ways in which we use your data. These clients may then use that information to contact you about specific roles via email, phone or post. Other clients or agencies should not send direct marketing messages by email or SMS to you unless you have consented (opted in) to this.​We may disclose your personal information to any member of our group, which means our subsidiary companies, our ultimate holding company and its subsidiary companies.​We may disclose your personal information to third parties:​• In the event that we sell or buy any business or assets, in which case we may disclose your personal data to the prospective seller or buyer of such business or assets.• If at Certus Recruitment Ltd or substantially all of its assets are acquired by a third party, in which case personal data held by it about its customers will be one of the transferred assets.• If we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms and conditions to and other agreements; or to protect the rights, property, or safety of At Certus Recruitment Ltd, our customers, or others.​How can you find out what personal information we hold about you?​You are entitled to see the personal information that we hold about you at any time. (If you write to, email or phone us and ask to see this information, it is known as a ‘subject access request’ or ‘SAR’ for short) You can do so by:​• e-mailing us at dpo@certusrecruitment.com inserting the words ‘Data Request’ in the heading or• writing to us at Data Request, Certus Recruitment Ltd, 1 Vincent Square, London, SW1P 2PN​Even if you don’t want a copy of your personal information, you can still contact us to check that the personal information that we hold is accurate or to let us know of any changes to your personal information. We always try to ensure that the information we hold is accurate, up to date and relevant and, as you are applying for a job with us, it is important that we have the right information in order to be able contact you. We'll be more than happy to make changes or to correct any inaccuracies.​You have the following rights when it comes to your data:• to object to any legitimate business interests processing;• to withdraw consent (only in respect of any processing which depends on consent);• to ask for your data to be updated or corrected (where it is inaccurate);• if we have carried out any automated decision making as part of recruitment practices, contest any such decision and ask for a human intervention;• ask for the client to stop processing for any reason or exercise their right to be forgotten;• ask for a copy of their information that they have provided to you electronically (such as their CV) in a portable format;• complain to the ICO.​External links from our site​From time to time we may include hypertext links to sites which are created by individuals and companies outside of our group companies. We do this when there is a particular relevance to the topic you're reading about. Whilst we endeavour to check that the content of these sites is suitable, we unfortunately cannot take any responsibility for the practices of the companies who publish the sites that we link to, nor the integrity of the content contained within them.​What if we update our privacy policy?​We do keep our privacy policies under regular review so please do check each time you use the site. You'll be able to read about any updates on this page - as soon as they happen.​If you have any questions or if you feel that we are not complying with the terms of this privacy policy please do contact us by e-mailing us at the following address dpo@certusrecruitment.com inserting the words ‘Privacy Policy Grievance’ in the heading.​This policy was last updated on Thursday 4th June 2020.

Supporting businesses going through transformation, managing a transition or completing animplementation, our contract services team understand the challenges associated with resourcingyour project. In addition to our knowledge of the technical functions, our understanding of projectmanagement methodologies and the project life cycle means we’re best place to identify the bestcontractors for your project.Recognising the importance of continuity, we ensure our contractors are managed and supportedthroughout the duration of your project, utilising the latest technologies to ensure a seamlesscontractor experience.

Put simply, we help technology businesses scale.

We're always keen to introduce great talent to our extensive network.

We're always looking to introduce great talent to our extensive network

We provide a bespoke, specialist recruitment service that adds real value to your organisation. We believe a truly great recruitment service is not about filling a vacancy, it’s about helping you scale your business. On every occasion it’s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organisations goals.

We provide a tailored, specialist recruitment service that adds real value to your organization. We believe a truly great recruitment service is not about filling a vacancy, it’s about helping you scale your business. On every occasion, it’s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organizations' goals.

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Our specialist consultants can't wait to hear about your business!

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/au/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/us/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

​The debate between degree and apprenticeship and which one of the two represents the best way to both grow talent and maximise income in someone&rsquo;s career has always been a hot topic for young people, parents and employers.
On one hand, the Government is planning to raise the quality and status of apprenticeships, targeting to have three million learners start by 2020. The introduction of theApprenticeship Levy&nbsp;will definitely change the way apprenticeships are funded in England, with all employers with a wage bill of over &pound;3 million now having to make an investment.
On the other hand, a recent study conducted by the multinational support services and construction companyInterserve,shows that degrees are still preferred over apprenticeships.
The survey has been sent to three key audiences among a representative quota sample of 5294 people: employers (511 senior decision makers in businesses in Great Britain), parents (4,307 adults) and young people (509 13-18 year olds), in April 2016. The result shows that apprenticeships are struggling to compete with university qualifications in London among each of the three groups.Only 2% of young people in London said they currently plan to do an apprenticeship.
In addition, only 7% of London-based businesses value work-based training programmes such as apprenticeships when looking to recruit. Finally, only 14% of parents in the capital thought apprenticeships would be a good choice for their children.
What do you think?

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