Understanding the different types of cloud computing


Cloud computing has quickly become the standard by which organisations run their businesses. It gives companies access to Software, Hardware and other IT Infrastructures that are flexible, scalable, and cost effective. This gives businesses the ability to be more efficient and save on software and hardware that are important for operations but may be otherwise very costly.

The benefit of cloud computing is that it increases the IT functionality of a business and increases their capacity without adding the cost of additional software, personnel, training and infrastructure. Below, we explore the major types of cloud computing solutions, and how they can be used effectively to increase a business’ bottom line.

Software as a Service

When it comes to cloud based software, most people think of Software as a Service (often shortened to SaaS). SaaS means that a third-party provider hosts an application and makes it widely available to customers over the internet – think of software such as Salesforce, Dropbox, or even Google’s App suite.  

Software as a Service applications are most often aimed at the enterprise level of businesses, and often include applications such as project management & tracking, communications, and content management. Normally, these services are subscription based, however some SaaS companies offer parts of their services for free to tempt people into paying for the full service.

The advantages of SaaS are many; It completely removes the need to install and run applications on computers or in their own data centre, eliminating the expense of provisioning and maintenance, as well as the licensing, installation, and support which that includes. Other benefits include; scalability, flexibility, and automatic updates.

The disadvantages of SaaS should not be ignored. For instance, using a SaaS leaves you relying on outside companies to keep proving the software with no downtime, up to date, and securing the environment to keep your business data safe.

Infrastructure as a Service

Infrastructure as a Service (IaaS) is a cloud-based computing infrastructure that is fully provisioned and managed as an outside service, over the internet. IaaS providers deliver pre-installed and configured hardware or software through an interface, and each resource is a separate part of the service – this means that you only rent the infrastructure for as long as you need it. Typically, IaaS companies are companies offering things like managed web hosting, however players such as Google and Amazon also exist in this space, offering enterprise level packages.

The advantages of using an IaaS Solution must be considered before purchasing. These include reducing the total cost of ownership to the company, as they will simply pay for the service that they want and need at the time. It could almost be considered pay-as-you-go infrastructure. It also gives companies that might not have the resources for enterprise level IT resources, access to the technology that they need at a cost effective price. As with all cloud based technologies, IaaS allows companies to scale up and down as their requirement demand.

One of the disadvantages of IaaS is that you may run into trouble if you have legacy software. These may have compatibility issues with other software, particularly more modern applications that you use. You must also ensure that the security features of the IaaS that you are using are adequate for your needs.

Platform as a Service

Platform as a Service (PaaS) could be considered as similar in fashion to IaaS, but is much more advanced. PaaS doesn’t simply provider the infrastructure that you need, it also offers a platform and solution stack as a service. PaaS services are most often used by companies that need a platform to develop, test and collaborate on an application before deploying it themselves. Normally, PaaS services take the duties and stresses of hosting onboard too.

Using a PaaS solution means that you will no longer need to update the infrastructure, or worry about the software. The PaaS provider handles all of the stresses of upgrades, bug squashing, and routine maintenance that is required. It also gives freedom to your development team as it means they can concentrate on developing the application without worrying about the infrastructure.

As with all off-site solutions, when using a PaaS solution, you need to strongly consider your security and data protection practices. You need to ensure that the system you choose is fully private, only allowing access to the people that you want access into the platform. You also need to have a lot of trust in your PaaS provider, knowing that they give you top level support, speed, security and reliability on the platform.

Other things to consider

There are some other things that a business must consider when transferring to a cloud environment. They need to know whether they are comfortable with understanding the cloud, going onto a public cloud or if they require a private cloud.

When we say public cloud, what we mean is that the infrastructure is located on the premises of a cloud computing company that offers some sort of cloud service. The location is separate from the customer, and they have no control over the infrastructure. Public clouds excel in performance, but some businesses do not like that they are public.

Private clouds, on the other hand, offer the same platforms as cloud computing but uses dedicated, private hardware. This infrastructure is not shared with others, but is still remotely located. The security and control here is much higher than the public cloud, however this may be cost prohibitive for most companies.

To combat this, some companies use what is called the Hybrid cloud. This means that the organisation using both private and public clouds, depending on the requirements of the task at hand. For instance, their front-facing part of an application may be on the public cloud, while the data is securely maintained on a private cloud.

Whatever way you choose to go, ensure that you are choosing the cloud type and service platform that suits your needs. Hopefully, we have cleared up any questions you had, and given you the tools required to make the decisions before you.


Issue 2 2019

Corporate Vision Issue 2 2019

Welcome to the second issue of Corporate Vision Magazine, bringing you the latest news and innovative features from across the global business landscape. This month we spotlight the drivers of business growth – those firms that work behind the scenes to secure success. Whether they be digital marketing experts, or creative agencies, we sought to recognise the hard work that goes into ensuring continued development across a plethora of markets and sectors.

First up is Float Digital, an award-winning boutique SEO agency based in Cornwall. Sam Charles, the firm’s Director, sheds some light on their work at the forefront of the marketing industry. As CV’s ‘Rising Star in Search Marketing’, they have utilised an expertise in the digital marketing sphere to achieve swift real-world results for their clients.

Elsewhere, we spoke to Sam Furr, Founder and Product Director of Tappable, for more insight into their personal, honest and user-centric approach to mobile app development. Recognised in CV’s 2019 Creative programme, Tappable have long pioneered a true end-to-end digital service that is catered entirely to their client’s vision.

Finally, Ted Edwards, CEO of Reharvest Timber Products Ltd, took some time out of his busy schedule to discuss his company’s sustainability-first ethos for their work in timber-based manufacturing. As the name implies, Reharvest specialise in reusing waste wood to create eco-friendly products that are safe for children, animals and nature alike.

The team here at Corporate Vision Magazine sincerely hope that you enjoy reading this insightful issue, and we look forward to hearing from you soon.

Are you looking to become a fashion journalist?


If you have a passion for using your creative flare to write intriguing pieces of content that everyone enjoys reading. Breaking into the fashion industry as a writer is probably a thought that has never crossed your mind, but in a time where blogging dominates the online world — it’s never been a more realistic career path.

Once before, making any sort of name for yourself in fashion would be down to your family ties, or studying at a top university. While this often still applies, the fashion community has become less exclusive and recently welcomed more entry methods for driven fashionistas with a voice.

The industry itself has a low unemployment rate and is showing a positive year-on-year growth. To give you an idea of the scale of work in the UK, there are 555,000 people in fashion, textiles and fashion retail — which is a market with a domestic value of £66 billion.

But what does it take to be a fashion journalist in 2019? We take a look at the opportunities below…

Becoming a fashion journalist
If you’re looking to develop your personal image while discussing fashion, journalism is a good place to start. When you think of fashion journalism, your mind will naturally consider print magazines — the likes of Vogue, Marie Claire, Cosmopolitan and ELLE. This is the most dominant medium for fashion communication, followed by newspaper columns and books.

Despite magazines making room for digitalised publishing networks, print does remain well-respected in fashion with many offering monthly subscriptions. Writing is a massive part of fashion journalism, especially for well-established publications. It’s a chance for those passionate about fashion to share their own experiences and opinions on the latest events and trends within the industry — building up a loyal community of readers who will likely return to read future pieces.

Of course, writing is a main part of journalism — but more broadcasting opportunities are also arising. This in turn has allowed people to further their own career across a range of areas. When TV opportunities do present themselves, you will usually see fashion experts appear as correspondents on news shows where they can express their opinions on any topical areas, or as guest panellists on daytime programmes. As well as those routes of presenting, online video platforms that host interviews or Q&A’s are becoming more common too.

To properly develop your own prospects, networking is essential. Taking up new opportunities and gaining experience in an array of different areas will allow you to become one of the most powerful fashion journalists in the world — but drive, passion and attitude all play a significant role in success.

Entering the industry
When studying at university, you’ll learn the key skills of becoming a fashion journalist. Today, courses will cover a range of print and digital skills, which allows graduates to easily adapt to any working environment and keep up with the constant changes that the industry is facing and making them more employable than any other applicant.

If you do choose to study fashion, you’ll need a strong portfolio of work when applying — this could range from designing your very own blazers for men for example. With this in mind, it’s crucial to gain as much experience as you can get in the area you’d like to focus on in the future and express this in your personal statement. For writers in particular, having your own blog where you can express your own views is essential. Aside from this, you could even reach out to major publications and ask them to host your work; building up valuable relationships at an early stage of your career.

You’ll also need to realise that work experience can be beneficial too. Although the companies you work for will depend on your location — with many major brands and publications in London — there are still countless opportunities up for grabs. Check out your regional news publications and marketing agencies that work with big brands, where you could become a copywriter!

You may hate the thought of going to university, and that’s completely fine. If you want to enter the fashion industry more naturally, it will take a lot of hard work and dedication, but if you’re passionate, this shouldn’t be a problem. It’s all about studying in your own time and developing your knowledge about the industry itself.

Your very own blog could help you develop an online presence too. You can create your own website for free on the likes of WordPress, Wix and Yola, which will allow you to test the waters and publish your work for the world to see.

As fashion-focused content is usually visual, Instagram could allow you to create a loyal audience if you’re able to post high-quality images for everyone to gasp over. If you want to create a strong image portfolio for everyone to admire, you should try and stick to a colour theme which allows your profile to look professional — think whites and pastel hues! From this, you’ll be able to direct your following to your website.

If you’ve built up your own personal empire, you’ll be able to get more freelance work. This could be offering expertise on major fashion events for a range of different publications, or editing other peoples work; allowing you to maintain a stable income each month.


Young Fashion Designer Making Waves For A Big British Brand


Have you ever wondered what its like to be a fashion designer of an international brand? Well now, you don’t have to. With a phenomenal presence as an online retailer for both menswear and womenswear, several stores across the UK and entities in Spain and America, we were welcomed into the office of Emma Kenyon — a leading fashion designer at QUIZ. 

Her life at work is everything you would expect it to be and more — she’s like the real-life Miranda Priestly. But nicer of course. So, if you’re studying fashion or want to make waves in the industry, this is the girl boss that you should be looking up to and we have all the deetz you’re dying to know.

How long have you worked at QUIZ?

Wow, you’re testing my memory now! I’ve been at QUIZ for around five years now — I guess time flies when you’re having fun. It’s interesting how I got to work here actually, I’ve always respected QUIZ as a brand and how it influenced my fashion choices when I was younger, so I rang up the HQ and told them that I thought I would make a great addition to their team even though there were no positions available, I secured two interviews and done a huge presentation in front of the decision makers!

What is the first thing you do when you arrive at the office?

Equipped with my coffee, I check out what has been selling that week and which styles have really taken off with our customers. This is really important from a design perspective, because once we know the type of items of customers want, we can tailor future products to those specifications!

What do you spend most of your time doing?

My aim is to create something that people feel proud wearing, so I spend a lot of time researching new shapes and taking inspiration from luxury brands. It’s important to strike a balance between affordability and the latest trends so that our customers can always have an up-to-date wardrobe at a low cost while not compromising on the quality of our garments. 

What is the best part of your job?

Every designer will say this, but the best part of the job is seeing something that you’ve worked on go from development to fruition in stores. I love scrolling on Instagram and seeing lots of people wearing the dresses I have designed on their nights out!

Where do you get your design inspiration from?

There’s so much inspiration out there, but I mainly look towards trend forecasting agencies, international brands, catwalks and of course — Instagram!

What makes a great fashion designer?

If you want to be a fashion designer, a key interest in the industry is essential. You’ll need a lot of motivation, the ability to pick commercial trends and be able to know your customers like the back of your hand!

Did you study fashion related courses?

You should always work hard in all of your subjects as this can really open up more opportunities for your future. I did GCSEs and A-Levels in Textiles, then moved on to an Art and Design course at college where I specialised in fashion. Then, I went to university for four years and got my fashion design degree!

What advice would you give to someone who wants to work in fashion design?

Getting experience is essential, reach out to companies and ask if they offer internships! Before QUIZ, I completed an internship at House of Holland in the lead up to London Fashion Week where I learnt pattern cutting. As well as this, I also worked in John Lewis’ head office as an intern where I learnt CAD design skills. Take as many opportunities as you can — it will look great on your CV!


How to Host a Spectacular Networking Event


You may think that having 500 connections on LinkedIn is impressive, but there’s nothing more worthwhile than meeting someone face-to-face, talking about your career and discussing what the future holds for both yourself and your industry. 

No matter what sector you operate in, developing your own personal brand and having an active social media presence is now essential. But, we’re often blinded by how many connections and followers we have and therefore lack healthy, positive and truthful engagement.

Networking events are a great way to participate in meaningful interactions and get your name out there. There has been a lot of research that suggest networking events are pivotal to success, so much so that 85% of jobs are filled through them — can you afford to miss out on them?

We’ve got the lowdown on how to host a spectacular networking event that drives success and brings professionals to one place.

Know your industry
If you’re planning to host a networking event for your industry peers, you must do your research. Check to see whether there are similar networking events being held in your area and if there is, how are you going to make yours different? People won’t rearrange their schedules to attend another event if you’re just going to offer the same agenda to the one they’re already attending.

You also want to make sure that you invite the most influential people in your industry to attend and become an integral part to the event. If they make the decision to come, it’s almost guaranteed that other people who wouldn’t necessarily attend on their own accord would make room in their diaries.

Talk with sponsors
It’s important to make sure that other businesses are aware of your event, because they could potentially become a sponsor and drive the success even further. There’s nothing wrong with bringing more people on board as it will likely introduce you to further opportunities and escalate the exposure of the occasion.

Sponsors could range from catering suppliers to venues themselves, this could save you a lot of finance in the long run and guarantee the longevity of your networking event.

Choose a venue
This is one of the most important parts of networking event planning, as you want to pick a place that is convenient to your audience. Pick somewhere that is central and has easy transportation links for those who don’t drive — think Uber, taxi firms, trains and buses. As well as this, you also need to make sure there are parking spaces nearby or spaces occupied by the venue that can be used for the event for those who choose to drive.

Once you’ve narrowed down your list of potential locations, you then must consider numbers. It’s important to have a rough idea of how many people will turn up to your event so you can pick a venue that has enough space. If your venue has an associated cost, you must then consider selling tickets if you aren’t able to fund it yourself and this will give you a better idea of how many people plan on attending.

You need to pick a space that is spacious too — otherwise, people who feel as though it is too crowded won’t return to your next event. Make sure that there is enough room for a stage/presentation, seating, complementary refreshment station and general space to stand and talk with other attendees.

After the venue has been finalised, you must create the right atmosphere for attendees. Social media and user generated content will play a big part in the promotion of future events, so you must make sure it has the right aesthetic. Make sure to invest in some pull-up banners, flyers and other advertising materials to ensure that your brand is always at the forefront of your guest’s minds. To make your event stand out from other networking events, consider using a portable gobo projector to project your events branding (and possibly sponsors) around the room.

Set your agenda
It’s crucial that you have a reliable agenda to ensure that your event runs smoothly. If you can speak publicly during the promotion stages of what your even will include, this will entice people to attend. There are multiple ways you can schedule the day and experiences you could offer to make this your attendees one-stop-shop for getting to know people in the industry.

Some examples could include masterclasses, public speakers, workshops, general breaks to network and even panels for further discussions. You want to make sure that each part of the event serves an interest and is valuable to the people who are attending.

Evidently, there is a lot of planning that goes in to creating a spectacular networking event. Make sure that yours stands out from the crowd and captures the attention of other businesses and industry professionals.

Courtesy of Projected Image

Who you gonna call? How ‘ghosting’ has moved into the workplace

By Laura Little, Learning and Development Manager at CABA


In the dating world, it’s the dreaded term that has come to mean 1 person cutting off another entirely, without reason. But now ‘ghosting’ has entered the workplace too, causing headaches in the form of lost time and resources for employers, HR and recruiters alike.

Candidates agree to job interviews and fail to show up, never to be heard from again. Others accept jobs, only to not turn up for their first day, no reason given of course. Instead of formally quitting, enduring a potentially awkward conversation with a manager, some employees leave 1 day and never return.

Last year, a LinkedIn article about ghosting went viral and according to the piece, it’s derailing the recruiting process at companies all over the world. No matter how it happens, ghosting signals a failure of communication. However, research suggests this isn’t a new problem, it’s just becoming more common place.

In today’s job market, people are busier and more stressed, and therefore more likely to choose convenience over courtesy. It goes without saying that this is not something organisations should take lightly. So, what exactly can employers do to ensure that current or potential employees don’t pull a vanishing act on you?

Communication is key

It is imperative for an employer to keep the lines of communication with job candidates open right from the word go. This means that an employer should be transparent about the position they’re looking to fill and provide candidates with a timeline as to how the process will work.

Employers should also be sure to check that job descriptions are accurate, carefully detailing expectations and responsibilities for the role. This will help to avoid any awkward conversations later down the line, realising the job isn’t for them and ‘ghosting.’

Candidates may be more likely to go MIA if they feel they’re disconnected from the process. Therefore, it’s important to encourage candidates to come back to you if they have any questions or concerns. Remember, even if there’s no news, it’s always good to keep in touch so the candidate knows you’re still keen.

Personalise the process

Recruiters and HR should attempt to personalise the recruiting process and conduct meaningful, in-depth interviews, preferably face-to-face, where they can get a good read of the candidate and vice-versa. It’s important to attempt to understand the candidate’s motivations, goals and aspirations, trying to learn as much as you can beyond their application. Again, this ensures there are no crossed wires later down the line.

Know your culture and brand

A brand isn’t just words or logos, rather it summarises the personality of your company. It’s how you’re perceived as an employer. A strong employer brand that displays the culture of your organisation and ticks all the boxes for candidates will help to keep ghosts at bay. Part of attracting good candidates is fostering and maintaining a positive workplace culture, where employees feel valued, respected and engaged by the work they do.

Thanks to the internet and plethora of websites available, candidates can conduct thorough research on your workplace and gather an initial picture before even stepping foot inside the building. Make sure your social media platforms are up-to-date and highlight the best bits of the organisation and the work it does. If you’re a great match for a candidate in terms of job role, work culture and benefits, then joining you is a no-brainer for them.

Be aware of your competitors

An employer will be in a much better position with regard to hiring if it knows its competition and what its competitors are offering – think about salary and benefits as a good starting point. It’s also worth keeping in mind that a candidate might also be applying to the competition, so be sure to have something that sets you apart.

Additionally, make sure you’re across all job channels to find the best wealth of talent. If you’re not looking in the right places, you might not be getting the attention of the correct candidates, potentially increasing the chance that the company will be ghosted.

Finally, watch out for signals

It’s not hard to spot when someone is turning into a ghost. Perhaps your candidate is delaying in committing to a start date? Or, your calls and emails might be going unanswered? Maybe the tone of communication has changed?

These are all warning signs. You’ll need to decide whether to continue using up time and energy reaching out to the person or walk away and concentrate your efforts elsewhere.

Nobody can say for certain if ghosting in the workplace is a trend that’s here to stay, or if the emergence of a strong job market will in fact curb it. What’s certain is that candidates’ attitudes have changed and organisations must take steps to adjust.

By building a strong community, promoting positive culture and engaging new hires early and often, you can better position yourself to reduce the likelihood of candidates ghosting you for good.

Commercial Disputes are costing small businesses £11.6 billion per year, new research shows.


• In the UK there are 5.7 million small enterprises.
• 70% of these small enterprises are facing hefty legal bills due to commercial disputes.
• Opting to use CIArb, a worldwide recognised dispute resolution service will help prevent small business from costly legal bills.

Commercial disputes are reportedly costing small businesses up to £11.6bn a year in litigation fees, the Federation of Small Businesses has reported. These hefty costs are said to have affected 70% of SME’s between 2010 and 2015. With 5.7 million small to medium enterprises (or SMEs) operating in the UK in 2018, that equates to a potential of 3.9 million businesses facing some kind of dispute last year.

A brand-new study asked SME owners about their experiences with legal action, in which two in five (40%) respondents said they have had to escalate issues to take legal action against other parties. Just under a third (29%) said that other parties have taken legal action against them. Most commonly escalated are late-payment disputes, in which court is assumed to be the only means of resolving these issues. The Business Arbitration Scheme by the CIArb offers an alternative to these costly, and often unnecessary legal proceedings. The scheme’s rules ensure that the fixed price of £1,250 (plus VAT) includes the appointment and proceedings of the arbitrator, as well as promising a legally binding Award within 3 months.

This new study has also found that between the hefty price tag, and the high likelihood of litigation, disputes are of serious concern to SMEs. When asked “What issues do you face at work or personally?” One in five (20%) SME owners and MD’s admitted that they worry about facing legal action and view it as a serious issue for their company. While one in five (20%) specified that legal action was a concern, two thirds (66%) of respondents said that they are generally worried about the increasing cost of doing business, which often involves negotiating and resolving disputes. It is no surprise that these issues are worrying business owners, especially given that statistics show that eight in ten (80%) companies will fail during their first year, as is indicated by data taken from Company House. Many of these businesses are unaware of how much they could save by using the Dispute Appointment Service offered by the CIArb at https://www.ciarb.org/das/. The service includes light touch administration and support, as well as advice from the huge pool of CIArb members to achieve resolution within 90 days for £1,250 (plus VAT).

As well as looking into the issues of concern to SMEs, the study also probed business owners on their attitudes towards disputes and legal action. Unsurprisingly, the majority of respondents said they are keen to avoid legal action, with more than four out of five (86%) saying that they actively seek to resolve disputes before they reach the litigation stages. Despite this view of dispute avoidance and early resolution as desirable, the level of knowledge surrounding how to negotiate disputes without litigation is shockingly limited. When asked about how they would choose to deal with disputes, half (50%) of respondents admitted to not knowing about alternative dispute resolution (ADR), or the practices it refers to.

Despite many SME’s admitting that their knowledge of negotiating and mediating disputes is somewhat lacking, many did say they are keen for their enterprises to develop this skill. Training internal staff in dispute negotiation and mediation techniques can be much more cost-effective and time-saving than protracted litigation, and many business owners seem to agree. Three in five (60%) of the respondents to the new study said that they would be interested in training in these areas and learning the techniques that could assist them. When questioned on their willingness to spend money on this training, SME owners were willing to pay up £645 on average. They were also willing to dedicate time to this training, with over a third (36%) saying they think the appropriate time to spend would be a full day seminar rather than a half day.

The lack of knowledge surrounding dispute avoidance and resolution does not just extend to the ability of small businesses to negotiate for themselves. There is also a distinct lack of awareness of the representation that is available, even in non-legal disputes. The CIArb is a worldwide recognised dispute resolution service that offers a complete range of alternative dispute resolution methods to resolve disputes, with 16,000 members who form a wide range of qualified and experienced professionals. Ensuring that the following wording is included into the contract will allow the CIArb to help the CMEs with putting appropriate arrangements in place: Any dispute, controversy, or claim arising out of or in connection with this contract, or the breach, termination or validity thereof, shall be submitted to the Chartered Institute of Arbitrators (CIArb) and settled by final and binding arbitration in accordance with the Rules of The Business Arbitration Scheme. Judgment on any award issued under this provision may be entered by any court of competent jurisdiction.


HORIBA MIRA Strengthens Global Commercial Team With Three New Appointments


Three senior appointments have been announced at HORIBA MIRA this week as the business continues to strengthen its global sales operations.

David Streeter has been appointed to Head of Global Sales, Felicity Palmer now takes on the role of Head of Global Business Development and Richard Adams has been appointed to Head of International Sales. With over 80 years combined experience in the automotive industry and over 41 years of experience working at HORIBA MIRA, the team has been assembled to provide dedicated account leadership for HORIBA MIRA’s global customer base, allowing customers to better access the company’s engineering testing and research services.

David, who previously managed the Engineering Commercial Team at HORIBA MIRA, will now be responsible for leading the Global Sales Team to further develop its customer base across the UK and internationally.  

Richard, as Head of International Sales, reports to David and is responsible for developing and leading the strategy, management and delivery of sales across international markets.  He will drive the regional growth priorities, deliver international coordination and resource, and ensure the approach to market is globally consistent.

Felicity’s new role as Head of Global Business Development sees her heading up the Business Development Team to provide bespoke solutions for HORIBA MIRA’s changing customer base. She will be responsible for developing HORIBA MIRA’s offer to appeal to its expanding global client base, across multiple disciplines in emerging mobility technologies.

Miller Crockart, Chief Commercial Officer at HORIBA MIRA said, “The new structure of the HORIBA MIRA Commercial Team allows us to scale our business around the world. Not only do we want to enhance the existing relationships we have with our customers, but we’re also excited to work within entirely new technology spaces to develop new mobility solutions.”

The 2019 Canadian Business Awards Press Release


Corporate Vision Unveils the 2019 Canadian Business Awards Winners

United Kingdom, 2019– Corporate Vision Magazine has announced the winners of the 2019 Canadian Business Awards.

Recovering from the oil price scares of 2017, Canada rebounded with an enviable economic growth of 3.1%. Thanks to the grit and determination of the workforce from coast-to-coast and across all sectors. With a thriving labour market and increases in goods export, Canadian companies and entrepreneurs alike have a great deal to celebrate. So why not celebrate in style in with Corporate Vision Magazine and the Canadian Business Awards?

Discussing the success of their winners, Edward Faulkner, Awards Coordinator commented: “It is with great pride that I congratulate my winners and wish them every success going forward.”  

To learn more about these illustrious winners, and to find out the secrets behind their success, please visit http://www.corporatevision-news.com.



About Corporate Vision Magazine

Created by a highly experienced and passionate team of business experts, advisors and insiders, Corporate Vision provides discerning readers worldwide with a wealth of news, features and comment on the corporate issues of the day.

The Importance of Ensuring that Stakeholders Agree a Full Job Spec


By, Mark Burgess – Head of Resourcing at Talent Locker

The recruitment market is candidate driven, with a 2018 survey showing that 62% of companies and 86% of recruiters agree. This puts the responsibility on hiring managers, who must work to put everything in place to ensure that they are attracting the right candidates and evaluating their applications in the most efficient way.

One part of the recruitment process that often causes hiring managers problems is when they fail to secure full agreement for their next hire. The usual outcome of such a situation is that a key decision maker changes the scope of the position just as they go to hire an amazing candidate.  

In a candidate driven market, it is crucial that hiring companies take the time to put together a full brief; one that identifies the key information, formalizes the most likely points of disagreement and allows your recruiter or HR team to pursue candidates with everything they need to hand.

Following Best Practice

Best practice is to compile a basic job specification yourself and then take this to the stakeholders you’ve identified internally before you start the recruitment process. Experience tells us that there are four key areas of disagreement that come up time and again, so you should at least attempt to resolve these for your stakeholders before taking it to them.

Putting in the time in advance will allow you to prepare for the potential complications and conflicts, and provide a structured plan that the decision makers can all agree on.

What Do You Need to Compile a Full Brief?

There is a core set of requirements that forms any job advert, and this can act as a good guide to the kind of things you need to have outlined.

Job Title – what it is and which team this person will work within

Package – the basic salary, bonuses, commission (if relevant), car allowance and other benefits that will be offered. If there is a range that will depend upon the available candidate, this needs to be agreed in principle. 

Budget – where is it coming from and is the cost being divided between teams

Why – is the role needed, what activities will they be expected to perform?

Qualifications – are there minimum qualifications that the candidate is likely to need to perform the role? It is also important that you agree on minimum qualifications and experience across the key stakeholders in this hiring decision.

If you have a job spec that doesn’t cover these core specifications, then it is likely that you will encounter a costly problem further down the line.

The Importance of Resolving the Key Disagreement Points

The most frequent issue that hiring teams have as a result of getting this process wrong is that highly desirable candidates are either put off or take another offer. This can be a significant problem, as it can lead to key personnel joining your competitors, potentially providing them with an immediate competitive advantage.

In the long run, this could also be damaging to your reputation and employer brand. Many highly qualified candidates may share their experiences of your hiring process with their network. If you have left them frustrated or with a bad impression of your company, then this could make future hires more difficult.

If you want to avoid this, you need to work on the four key disagreement points and during the hiring process:

Chain of Command

In many positions this is straight forward: the candidate would be reporting to the hiring manager, who would then report to their manager. However, whilst this is the standard, modern structures are wildly variant. This variance brings the potential for conflicting opinions that may hold up your process.

Character and Cultural Fit

Does your company hire a certain kind of personality, wherever they will sit within the organisation?

If so, then setting out the kind of character that you hope to hire and agreeing this within the team should be relatively straightforward. Whilst it is important to get a strong cultural fit, it is equally important to be open to the possibility that a different kind of personality may add a different perspective to your business that is much needed. With this in mind, it is important to ensure that everyone agrees on any personality traits that would make a candidate more or less appealing.

Roles and Responsibilities

This is fundamental to the process as it outlines what is going to be expected from the person you eventually hire. This will largely form the basis of how your recruitment/HR professional will structure the process, who they will look for and how they will determine whether or not the candidates are likely to be successful in the role.

Equally importantly, this will set out what the employee will be expecting from you, since every interview process is a two-way street. If you are working on the basis that this is a candidate driven market, it is imperative that you have the role formalised prior to hiring them (and do not change the roles and responsibilities before they start).

How this Compares to the Market

This may not sound important, but it frequently causes disagreement between decision makers who see the job market differently to one another. If you know the market, then do your homework and have comparable roles and briefs to hand from competing companies to make life easier for them in reaching an agreement.  

You can then use this information to determine how competitive your role is and ensure that if disagreements do occur, you have the information to hand that will allow you to make an informed decision about the best way to go. If you leave this until a disagreement has occurred, you may find that it’s no longer so easy to get hold of the information and this will lead to delays and frustrations within the decision-making team.

Conclusion: Avoiding Conflict During the Hiring Process

Whenever you are looking for candidates for a position that works across teams, it is vital that you secure agreement on the responsibilities, time and budget split in advance. This is important, as your recruiter or HR team will use the information you have provided to promote and discuss the role with candidates.

Getting this kind of information wrong will lead to poorly matched candidates who will potentially waste your time during the interview phase, or worse still, you will only discover that you have hired the wrong candidate once they’ve started.

It is crucial that you identify the key decision makers and everyone that will influence the hiring decision, before securing an agreement that ensures they are aligned in the kind of candidate they want to find. Having a solid agreement between the hiring team means that you have a clear structure for recruitment and HR professionals to ensure that they find you the right hire to take your company forward.


Barbados Bans Single-Use Plastic


From Monday, April 1, the importation, retail, sale and use of petro-based single-use plastic (plastic made from petroleum) will no longer be allowed in Barbados.

The popular tourist destination attracted 623,293 visitors in 2018 and is committed to the fight against pollution and joins the growing list of countries attempting to halt the use of plastic.

Cheryl Carter, UK Director, Barbados Tourism Marketing Inc, commented:

“Plastic contributes to the contamination of our marine species, and the water surrounding our beautiful island. Banning single-use plastics goes some way to ensuring the protection of our pristine beaches and crystal clear waters that we are famous for. Continuing to attract guests is our priority as we seek to enhance our sustainable credentials and continue to be an environmentally friendly destination.”

In a recent press conference in Barbados, the Minister of Maritime Affairs and the Blue Economy, Kirk Humphrey, and Minister of the Environment and National Beautification, Trevor Prescod, announced the ban, and its parameters.

Mr. Humphrey explained that with effect from January 1, 2020, there will be a ban on all petro-based plastic bags, with the exemption of those used for the packaging of pharmaceuticals/medicines, hygiene and the preservation of food.

“Barbados has to be a value-driven country. We have large expectations for ourselves. We have said that we want to be fossil fuel free by 2030; we want to have a renewable platform; we want to be a country that when we speak to the world we speak as an environmentally friendly country and destination.

“[Therefore] these are the things that we must do if our words and our actions are to be aligned.  And so, we have made ourselves clear as to where we stand on single-use plastic,” Mr. Humphrey said.

Wildlife conservation is another priority for the island; The Barbados Sea Turtle Project has been involved in the conservation of the endangered marine turtle species for more than 25 years. Their long term vision is to restore the local marine turtle population through research, education and public outreach. Barbados is currently home to the second-largest hawksbill turtle nesting population in the Caribbean, with up to 500 nesting females per year.

Carlisle Bay in the south west of Barbados has recently become a designated marine-protected area, popular with divers, swimmers and snorkelers. Preserving Barbados’ coastline, the marine environment, the health of its reefs and habitats of the marine plants and animals is a continuous focus. It will ensure sustainable use and development of the fisheries, marine assets, resources, minerals and species for sustainable recreation and the livelihoods of those that make a living from the sea.

For further information related to the sustainability in the Caribbean, please visit: www.sustainable-caribbean.com

For further information regarding Barbados please visit www.visitbarbados.org/

Barbados Tourism & Marketing Inc. Press & media: Essence Communications [email protected]  44 (0) 20 7299 1151