Tag: interns

people know people

Issue 26 p. 1 front cover Illustration of hanging a sheet on a washing line Usage terms: We have been unable to locate the copyright holder for Hanging a sheet on a washing line. Please contact copyright@bl.uk with any information you have regarding this item. - See more at: http://www.bl.uk/collection-items/spare-rib-magazine-issue-026#sthash.qZnKW0Db.dpuf
Issue 26 p. 1 front cover
Illustration of hanging a sheet on a washing line
Usage terms: We have been unable to locate the copyright holder for Hanging a sheet on a washing line. Please contact copyright@bl.uk with any information you have regarding this item. – See more at: http://www.bl.uk/collection-items/spare-rib-magazine-issue-026#sthash.qZnKW0Db.dpuf

As part of the PlayFair Steps equality and diversity initiative in ISG we have been looking at our staff demographics and considering our recruitment practices.

There is many a cliche to be heard around how difficult it is to recruit women into tech jobs. Some of it is true, some of it is lack of imagination. As a large tech employer in this city we compete for the best talent against other tech employers in the city. The competition for new graduates, skilled software engineers, designers,  excellent IT managers and creative thinkers is hot*.

As an organisation we recognise that we need to improve the diversity in our teams to improve our insights and creativity, to draw upon a diverse set of ideas and experiences and to model for our own students the world in which they might want to work.

One of the things we’ve done is to start employing student interns. Dozens of ’em.  It’s been really invigorating. All the teams in LTW have benefitted and I am personally very much enjoying having the most up-to-date thinking and input from the interns in my office.  Dominique works with me on my gender equality plans and Polina works with me on digital marketing and recruitment. These two projects are linked. If we want to get more women into our organisation- particularly at senior levels- we need them to apply for our jobs in the first place.

I am not certain that as a tech employer we are very well served by our recruitment strategy currently. We have no specific graduate careers track in ISG, no ‘return to work after a career break’ initiatives and we tend only to advertise in ‘university places’ such as our own HR pages and jobs.ac.uk**.  I’ve never seen a twitter feed or anything similar pushing out our jobs (other than mine).

HR sites, and even jobs.ac.uk rely on the premise that a person wants to work in a university first and that they’ll be looking for a job and your ad will happen to be there at that moment.  I’m not sure that is the market we most need to be in.  I think we need to be digitally transforming our recruitment approach and reaching passive talent*** while they happen to be browsing.

I have asked Polina to investigate LinkedIn.

LinkedIn has company pages, where employers can gather followers and networks and get their news and jobs in front of people who already have jobs and are busy networking in their professional field.  Looking at Linkedin I note that as well as the University news pages, our business school is already using linkedin for their recruitment. Polina is a business school student so she knows her stuff.  My hope is that  we will figure out how best to use Linkedin in ISG to get our adverts to new eyes using  linked people, friends,  friends of friends, networks, news, alumni, students and interested tech followers to show them what a great place this is to work.

I’ll let you know how we get on. If you would like to follow our nascent company page, please do.

 

 

 

*this is what I learned when i recently chaired an Holyrood magazine event on Graduate Digital Skills.

**it turns out that 15% of working professionals are scanning their network at any given time, and  45% are totally open to considering a new opportunity when approached by a recruiter. I know this. It happens to me a  lot. In addition to the 25% who say they are actively looking for a new job, 85% of the global workforce are your oyster.

*** I’m also having trouble finding anyone who has any stats about how many views or shares our ads get. What I am finding is some anxiety amongst our HR professionals that I may be about to disrupt the status quo (again).

 

 

 

 

 

 

 

would you work with us?

Photo taken by me at Summerhall hacklab. No rights reserved by me.

We are recruiting a Digital Recruitment and Marketing intern. If you are an Edinburgh University student check out our advert on employ.ed.

Information Services Group at University of Edinburgh is one of the largest IT employers in Scotland. We are looking for a digital marketing intern to work with us to enhance our online presence, and specifically our ‘company profile’ on LinkedIn to ensure that we attract the best candidates and showcase our organisation as a great place to work. You will work closely with managers across our organisation to provide advice to us on how best to use online recruitment tools and strategies and to develop content and stories for our LinkedIn profile.

 

Use your digital marketing expertise and copy-writing skills to design and populate our LinkedIn company profile which will:

  1. Be effective in recruiting the best IT and Library staff for our organisation.
  2. Showcase ISG as a great place to work and a good project partner.
  3. Showcase the career paths and profiles on offer in our organisation.
  4. Promote our family friendly, inclusivity and flexible working policies.
  5. Report on metrics to monitor success.
  6. Be easy for our recruiting managers to continue to use after your internship has finished.

You will gain real life experience of working with a large employer to enhance our business through effective use of digital marketing and recruitment tools.

Essential:

  • Excellent copy-writing and editorial skills.
  • A well designed and effective profile on LinkedIn.
  • Good social media nous and understanding of how the internet works for companies and organisations.
  • Evidence of being able to identify examples of good practice in digital recruitment and advertising.
  • An up to date knowledge of good practice in HR and marketing strategies.
  • A keen eye for detail.

Desirable:

  • Graphic design or journalism skills.
  • Experience of writing ‘how to’ guides or workplace training.

PlayFair Steps for equality action

By claireknights [CC BY 2.0 (http://creativecommons.org/licenses/by/2.0)], via Wikimedia Commons
The Playfair Steps, Edinburgh. By claireknights [CC BY 2.0 (http://creativecommons.org/licenses/by/2.0)], via Wikimedia Commons
Information Services has more than 600 staff. Earlier this year more than 300 of them replied to a gender equality survey. The results of this survey are providing a starting place for the IS senior management to promote equality in the workplace and implement proactive plans for change.  We are recruiting an intern to help us. This internship coincides with an exciting time for Information Services as we make plans to move to a new building and find new ways of working.

Opportunity and strategic alignment

Following our gender equality survey, within the context of the University’s commitment to Athena Swan, and in line with a broader approach to change management in IS, we have an opportunity now to make some innovative moves to address equality and diversity issues for our staff.

Key messages

One of the key messages arising from our staff survey was that ‘equality involves everyone’. This indicates that our success will depend on ensuring that our plans target all groups and include a range of positive actions, in addition to those specifically designed for women.

Proposal

Alongside the work we must do in HR and with directors and managers around policies and process, we will establish an innovative programme of staff workplace activities * and L&D opportunities focused on a general concept of ‘fair play’ called ‘The PlayFair Steps’**.

Next Steps

  • To begin making our planned equality action areas into a SMART plan for 3 years.
  • To recruit (using CIO innovation funds) a Phd intern to work with us for the first year to monitor progress against targets in these change areas.
  • To establish a staff group to lead, shape and bring new ideas.

Proposed Equality Actions Areas for next 3years

Communications

  • Deliver a communications plan to advertise, update and raise awareness of relevant university HR policies where they exist.
  • Deliver a communications plan of concerted positive comms around ADR, L&D, mentoring, professional networks for career development.
  • Dispel myths of inequality of access to opportunity by making visible stats which reflect the real uptake of staff development, training, conference attendance and rewards and recognition payments across ISG.
  • Offer staff development sessions on ‘how to get promoted’.
  • Review how ‘good citizen’ activities contribute to promotion criteria, reward and recognition.
  • Do follow up surveys (from the University) on race, faith and disability.

Recruitment

  • Ensure fair and transparent recruitment, promotion and policy-making processes.
  • Ensure everyone involved in recruitment (JD, panels etc) has been on diversity and bias training. Showcase and share examples of JDs with gender-neutral language and positive action.
  • More visible positive action to recruit to under-represented groups/areas including use of social media to advertise opportunities using appropriate hashtags and fora. e.g #womenintech.

Work –life balance

  • Enhancement of family-friendly policies and improved communication of these.
  • Ensure colleagues have an equal chance of a healthy work-life balance by not holding meetings outside core hours.
  • Encourage work/social activities which are family friendly.
  • Ensure colleagues have an equal chance of a healthy work-life balance by reducing management email sent outside core hours except re tier1 service incidents.
  • Designate a separate (bookable) quiet room with a nice view for prayer, meditation, escape from sensory overload, breastfeeding and expressing.

Supporting gender equality more broadly

  • Offer visible equality role models of both genders by ensuring that invited speakers, presentations, vendor presentations reflect a gender mix.
  • Offer visible equality role models of both genders by working with conference organisers to reduce the number of single sex panels at conferences or events.
  • Ensure that we have diversity in our decision-making groups.
  • Provide opportunities for career development and networking through visible support/involvement/hosting of organisation events e.g Ada Lovelace Day.
  • Offer visible equality role models by naming computer systems, servers, rooms etc after relevant famous women.
  • Ensure that systems which hold personal data offer a choice of gender neutral honorifics e.g Mx
  • Build systems and applications which pass the Bechdel test for software.
  • Promote to staff and students digital initiatives for gender equality in tech areas e.g coding and gaming.
  • Engage with research in emerging areas around gender and the internet to inform the development of services to support staff and students’ safety online

 

* Similar to our ‘healthy working lives’ initiatives.

** As well as including the word ‘fair’ and ‘play’, the Playfair Steps are a well-known set of steps in Edinburgh which take you easily from the old (town) to the new (town) . Additionally, the engineer William Playfair invented infographics- bar charts and pie charts -and much of our gender equality business is done using these.

phd internship placements

photo-5
Picture taken by me in the street. No rights reserved by me.

If you are doing a Phd at University of Edinburgh and you need a job, please feel free to apply to these two splendid vacancies. Work based learning guaranteed. Applications by 31 August.

Digital Skills for Research Intern (Employ.ed for PhDs)

The work of this internship will be to review research skills frameworks, map digital skills to the research life cycle, identify existing training resources locally and in other universities, identify good practice for researcher training programmes, highlight any differences in digital skills needs in specific discipline areas and make recommendations to Information Services senior management to shape their plans going forward.

Equality, Gender and Change PhD Intern (Employ.ed for PhDs)
Information Services has more than 600 staff. Earlier this year more than 300 of them replied to a gender equality survey. The results of this survey are providing a starting place for the IS senior management to promote equality in the workplace and implement proactive plans for change. This internship coincides with an exciting time for Information Services as we make plans to move to a new building and find new ways of working.