Leo Recruitment Limited - IT & Telecoms Recruitment Solutions

How often do we jump to conclusions about someone’s behaviour at work? For many autistic people, their actions are often misunderstood, leading to unfair judgments. When behaviours don’t fit the “norm”, they can be misinterpreted in a negative way. Here are 5 common autistic behaviours you may have encountered at work, and what they 𝘳𝘦𝘢𝘭𝘭𝘺 mean: 𝟭. 𝗔𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝗘𝘆𝗲 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 Have you ever assumed someone wasn’t paying attention just because they avoided eye contact? For many autistic individuals, eye contact can be uncomfortable, but it doesn’t mean they’re not fully engaged in the conversation. 𝟮. 𝗗𝗶𝗿𝗲𝗰𝘁 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 Does straightforward communication sometimes come across as blunt or rude to you? Autistic individuals tend to communicate in a straightforward manner, focusing on honesty and clear information rather than following social expectations. 𝟯. 𝗛𝘆𝗽𝗲𝗿𝗳𝗼𝗰𝘂𝘀 Ever tried to get someone’s attention, but they seem too focused on their work to notice? That’s hyperfocus! It’s not that they’re ignoring you - autistic people can become totally absorbed in a task, so it can be difficult or take time for them to shift their focus to you or something else. 𝟰. 𝗦𝘁𝗶𝗺𝗺𝗶𝗻𝗴 Have you noticed someone fidgeting or making repetitive movements and wondered if they were distracted or not paying attention? These actions, called stimming, are calming mechanisms for many autistic people, helping them focus, regulate, and manage certain senses they may find overwhelming. 𝟱. 𝗦𝘂𝗱𝗱𝗲𝗻𝗹𝘆 𝗟𝗲𝗮𝘃𝗶𝗻𝗴 Have you ever been caught off guard by someone leaving a conversation or meeting without explanation? This could be a response to sensory overload or social overwhelm. It’s not that they’re being inconsiderate - they could be trying to manage an overwhelming environment in the only way that feels safe to them at that moment. Next time you encounter these behaviours, could there be more to the story than you’re seeing? What if we took the time to 𝘂̲𝗻̲𝗱̲𝗲̲𝗿̲𝘀̲𝘁̲𝗮̲𝗻̲𝗱̲ and 𝗹̲𝗶̲𝘀̲𝘁̲𝗲̲𝗻̲? By doing so, we make our workplaces more inclusive and supportive for everyone. #Neurodiversity #WorkplaceInclusion #AutismAwareness #Recruitment #DiversityAndInclusion #AutismAcceptance #ADHD

Who comes first ~ your clients or your employees? 🤔 As a recruiter, I’ve seen first-hand that companies who prioritise their employees consistently outperform those that don’t. Why? Because happy, engaged employees lead to satisfied, loyal clients. In a competitive market, building a strong, positive culture makes all the difference. It can also drastically improve your chances of attracting and retaining top talent. How can you put your employees first? Here are a few areas that candidates/employees have said to me are most important to them: 🔆 𝐈𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 – Providing training, courses and career development opportunities shows your employees that you’re invested in their future and career success. 🔆 𝐋𝐢𝐬𝐭𝐞𝐧 – Creating a culture where you have regular check-ins and continually listen to your employees’ feedback so that they feel heard shows that you value their expertise, insights, and input. 🔆 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐬𝐞 𝐚𝐧𝐝 𝐑𝐞𝐰𝐚𝐫𝐝 – Celebrating and recognising wins - big or small - shows that you appreciate your employees, which can increase morale and productivity. How do you show that you put your employees first?

That dreaded question at the end of the interview…. The one that makes your mind go blank…. The one that’s actually incredibly important…. “Do you have any questions for us?” 💥TOP TIP💥 DON’T say, “No, I think we’ve covered everything.” Asking 3-4 questions shows that you're interested in the job and the company, and it gives you chance to learn more about the role and the organisation. 🌶️🌶️Here’s 10 great questions to ask that could lead you to getting the job: 1 ~ What does a typical day look like? 2 ~ How would you describe the work environment here? Is the work typically collaborative or more independent? 3 ~ What are the current goals the company is focused on and how does the team/role work to support achieving those goals? 4 ~ On the job description, which responsibility is your immediate priority? 5 ~ What are the key characteristics you think a person needs to possess to be a great cultural fit at your company? 6 ~ What career development opportunities do you offer to your employees? 7 ~ What do you like most about working for this company? 8 ~ What does success look like in this position and how do you measure it? 9 ~ How do you see my skills and experience fitting with the needs of the company? 10 ~ Do you have an reservations about considering me for this role? (typically the last question you would ask) If you think you might forget the ones you have chosen, it’s ok to take a notebook into your interview with you. This also shows you’ve thought about them beforehand and done some preparation. ———— To see more insightful info from me, toggle the bell 🔔 at the top of my profile. #interviews #interviewquestions #recruitment

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Have you ever applied for a job and heard NOTHING back? Unfortunately, this seems to happen a lot. I know it might feel like you're constantly being rejected, or "ghosted", but let me tell you: It's not because of you! It's NOT because you're useless, or unliked, or don't have anything valuable to offer. Here are some reasons why you may have experienced this: 1. They've received such a high volume of applications that yours may have got lost amongst the "noise" 2. The role's been filled 3. The job requirements have changed 4. The company has other priorities 5. Automated screening tools could impact your application's success I'm not excusing "ghosting" behaviour as any good company or recruiter will ALWAYS endeavour to provide feedback, good or bad. But what can you do? ➡ 1️⃣ Tailor your CV to the job and tell them WHY you are the best person in your personal profile. Read their job advert, pick out the most important thing they're looking for, and include that in your profile. I know this might sound laborious, especially if you're applying for lots of positions, but you need to show them you're interested in THEM and grab their attention so they pick up the phone to YOU. ➡ 2️⃣ Use relevant keywords throughout your CV. For example, if you're in tech and the role requires Microsoft Azure and VMware skills, and they're looking for someone who has worked in a project environment - make sure you plaster associated keywords and qualifications across your CV. Why? Because if someone is manually reading your CV, their eyes will naturally pick them out. If the company is using automation tools, your CV is more likely to get selected as a strong match. ➡ 3️⃣ Include your phone number, email address, and location. This might sound a bit obvious, but you wouldn't believe how many people leave these vital details off their CVs! Your location is especially important because if a job is local to you, you are more likely to be noticed and picked first. If you live in Manchester and the job is in Bristol, make sure you specify your relocation plans and timescale as this will clarify your intention to move. ➡ 4️⃣ Follow up PROFESSIONALLY. I emphasise the word "professionally" here because it's important to show the employer/recruiter that you always conduct yourself in a professional manner, even if you have been anxiously twiddling your thumbs waiting for feedback. You can send a follow up email a few days later (check in to see if they've received your application) or connect on LinkedIn with a polite message. You can even reiterate why you think you'd be an excellent candidate. Be professional and memorable. ➡ 5️⃣ Stay positive. I know it's horrible waiting to hear news, or receiving multiple rejections, however it's important to stay positive. As they say, every no is closer to a yes! Persevere with your applications and you will succeed with the company that's RIGHT for YOU. Good luck!

Any technology business can overcome the UK's IT talent shortage and resolve retention issues. That’s a fact! But have you found yourself asking some of these questions? ❓Why do I often find myself “fighting" over candidates with other companies, including current employers making counter-offers? ❓How will the technical talent shortages and skills gaps affect my business and service levels if I don’t hire the right staff? ❓How can I stop taking time away from my family and personal life due to working overtime recruiting for a technical role I so desperately need to fill? Those questions fill the minds of so many tech leaders and recruiters so you’re not alone, but I do have some good news. Not only can I answer them for you, I can also relieve those worries and resolve any problems you’re facing with your tech recruitment. My clients no longer find themselves “fighting” over candidates. They don’t worry about talent shortages and skills gaps. And they certainly don’t work overtime recruiting, but rather, they spend more time with their family and personal pursuits. Why? Because they use my recruitment service, which includes "Layer 3 Talent Sourcing" techniques to find hidden talent in a competitive market. ❗ If you don't find the IT Support Engineer or Software Developer or CTO - or whoever it is you need to help you increase revenue, grow your business, and increase productivity, then you risk losing your hard-earned customers and profits to your competitors. That’s another fact. If you’re looking for a recruitment service that will help you scale your business with the best tech employees and save you time and money in the long-run, then I can help! Click on my profile to read more about me, my services, and testimonials from other tech leaders. For a non-salesy intro chat, send me a DM with your phone number and you can decide whether I’m the right recruiter for your business.

Are you driven by excellence and would love to join a like-minded company that has a deep-seated passion for technology within a diverse range of industries from cyber security to yachting financial management? Would you be prepared to take on the challenge of leading and growing a technology team from the ground up within a vibrant start-up organisation? I’m #hiring on behalf of a Group of brands established by a seasoned tech entrepreneur with a passion for innovation. Within the Group, they boast a diverse portfolio, which all share a common ethos: a dedication to enhancing and enriching the lives of their users. If you’re a CTO or Head of IT already, or an IT Manager looking to take the next step in your career, and you’re looking for a unique opportunity that offers growth in a high-end but non-corporate environment, then this could be the perfect position for you! The company is offering an excellent salary and benefits package with fully remote working from anywhere in the UK, as well as flexible working. This is a truly exceptional opportunity to join them in their mission to transform ideas into impactful products and experiences that make a difference! Click on the link below to read all about the role of their CTO and if this position interests you, apply or contact me by DM. #CTO #chieftechnologyofficer