The future of work: the rise of a portfolio career

Globalisation, technological innovation and a rising tide of entrepreneurship have all contributed to the emergence of a globally connected workforce. In fact, if there’s one thing they have in common, it’s that employees are expected to be actively engaged with a wide range of activities to stay relevant in their jobs.

The fastest-growing age group in the UK, millennials have more career options open to them than previous generations. An unpredictable and ever-changing economic climate, combined with younger people’s need to juggle a range of responsibilities at home and at work, has also driven many millennials to explore different career options.

For employers, digital technologies have become one of the main components of the job application process. These technologies are driving productivity and are creating new opportunities for businesses across a wide range of industries, sectors and roles.

Against this backdrop, it’s an exciting time to be in the business of staffing and recruitment. It’s your job to understand the requirements and potential demands of your target and alternative audiences, which makes it important to have a clear strategy in place. However, it’s not just about how you manage the change; you also need to consider how your organisation develops and optimises its people to meet the demands of this rapidly-evolving market.

Understanding what drives your audience, and then developing a strategy for how you plan to keep them engaged with your organisation over a long period of time, is the best way to make sure you can achieve business goals and a strong client-partner relationship.


What’s your team made up of?

A recent study conducted by iCIMS, entitled ‘The Life Cycle of Your People’, found that about 70pc of employers consider how their teams function together as the biggest driver of employee engagement.

Understanding the concept of an organisation’s portfolio of people, you can begin to understand the dynamics of your team. Here are some common components of an organisation’s portfolio that you might want to consider, including the five key people types, their job descriptions and potential differences:


  1. HR: The first point of contact with each candidate and potential employee. HR also determines what people skills are required at each stage of the journey, and focuses on recruitment, management, development and retention.


  1. Talent: A talented, motivated, forward-thinking and entrepreneurial employee. Talent is also often defined by the skills they have or are looking for, such as the ability to learn new technologies quickly, understand new cultures and navigate new environments.


  1. Sales & Marketing: For companies in the innovation and technology sectors, they are usually the tech-savvy and marketing-oriented employees. You need to make sure these individuals have a variety of experience across the wide spectrum of sales, marketing and technology, as these are critical to the success of your organisation.


  1. Finance: These employees are responsible for the budgeting, reporting, capital investment and general financials of an organisation. Most organisations’ finance department employees are role-focused and have a degree in accounting, while the sales and marketing teams often rely on a mix of finance and technology.


  1. IT: The IT department is typically made up of a mix of business analysts and specialists, often working closely with development or operations teams. Many IT professionals, particularly those working in the technology-focused jobs, are developers and software engineers, and also possess the business skills to be successful in their jobs.


Tackling the challenge head-on

The industry is changing and fast. To stand out from the competition, an employer must offer a modern, innovative and future-proof candidate experience.

Organisations need to address the changing nature of the world, and ensuring they retain and recruit the best talent and develop existing staff. They also need to use technology to their advantage, so they can be proactive and increase engagement with candidates.

Providing a great employee experience is an employer’s responsibility, and their workforce are the agents for change within their organisation.

Getting it right, according to iCIMS, means that the best talent is not only attracted, but retained, as well as energised, educated, engaged and inspired. A strong candidate experience, and a positive work culture, help to attract and retain candidates for longer periods of time.

Even better, these employees help your organisation stay relevant.

And remember, when things change, our candidates do too. And in today’s world, it’s not the degree that matters most, but the experience that counts.


If you’re looking to hire, feel free to drop me a line for a chat to see how we can help.

Alternatively if you’re looking for a new position please take a look at our vacancies page.

Don't just take our word for it

  • Tom Salvat, CEO, CONCURED
    "As a fast-growing start up, we need great people with a tough set of skills to find. They need to be hungry, experienced and fit the culture of a business that is always adapting and growing. Finding these people using Linkedin and other job boards is tough, time-consuming and rarely bears fruit. Ross has always been able to uncover gems for us, and we are benefiting greatly from his skills at CONCURED. Ross has a rare ability to really understand the business, the culture and the people that will nail the role. I couldn't recommend him highly enough, and he is the only recruiter we deal with"      
    - Tom Salvat, CEO, CONCURED
    Tom Salvat, CEO, CONCURED
  • Tariq Mahmood, Enterprise Sales, Concured AI Content Marketing
    I am writing to express my gratitude to Ross Clifford & Associates who helped me successfully secure the role of Enterprise Sales Executive at Concured. Ross was extremely professional and understood the specifics of the job I required. I especially appreciated his fast response, transparent communication, and coordination in a timely and efficient manner.
    - Tariq Mahmood, Enterprise Sales, Concured AI Content Marketing
    Tariq Mahmood, Enterprise Sales, Concured AI Content Marketing
  • Jessica Cole, Editor – Redwood London.
    Ross is one of the friendliest recruiters I've dealt with. He was always attentive, quick to respond and ready to help with any questions I had. He's very professional, and not at all superficial like so many other recruiters out there. I would highly recommend him.
    - Jessica Cole, Editor – Redwood London.
    Jessica Cole, Editor – Redwood London.
  • Gareth Lofthouse, Founding Partner, Longitude.
    “We look for commercial people with a rare blend of talents. They need to be able to advise our blue-chip clients on thought leadership strategy. They need to be highly strategic and purposeful in uncovering opportunity. And they need the hunger it takes to thrive in a rapidly evolving business. RC&A were quick to understand our needs, they only delivered high-quality people for interview, and succeeded in getting us a winning candidate incredibly fast.”  
    - Gareth Lofthouse, Founding Partner, Longitude.
    Gareth Lofthouse, Founding Partner, Longitude.
  • Johnny Meredith, Senior New Business Manager, The Bio Agency.
    I can't rate or recommend Ross highly enough. He brings a thoughtful, personal approach to the process, carefully matching opportunities with candidates, through a good understanding of their priorities and skills. Throughout, he keeps candidates up to date in an open, honest way. A genuine pleasure to work with.
    - Johnny Meredith, Senior New Business Manager, The Bio Agency.
    Johnny Meredith, Senior New Business Manager, The Bio Agency.
  • Karen Troman, Office Manager & HR Co-ordinator, part of RetailMeNot
    Ross is the best recruitment agent I have worked with, he stayed in contact, kept me informed and was with me every step of the process. He also checked in with me during my first couple of weeks in my new role to make sure I was settling in. I wouldn't hesitate to recommend him.
    - Karen Troman, Office Manager & HR Co-ordinator, part of RetailMeNot
    Karen Troman, Office Manager & HR Co-ordinator, part of RetailMeNot
  • Neil Kettleborough, CRO & Co Founder, Chalk Social
    I have worked with Ross over 4 years now and he has always delivered a really high standard of candidate both at senior and junior level. His online knowledge is second to none and all the candidates he has put forward over the years have only good things to say about Ross and his work ethic.
    - Neil Kettleborough, CRO & Co Founder, Chalk Social
    Neil Kettleborough, CRO & Co Founder, Chalk Social
  • Helen Rosemier, Commercial Director, Professional & Financial Services Practice, Longitude
    Ross is a fantastic recruitment consultant -  extremely professional, meticulous, patient and supportive. Throughout the process, I felt he represented me really well and genuinely cared about my career and finding the right role. Thanks to Ross I am now in a role I love, working with a brilliant team. Very highly recommended!
    - Helen Rosemier, Commercial Director, Professional & Financial Services Practice, Longitude
    Helen Rosemier, Commercial Director, Professional & Financial Services Practice, Longitude

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