Article 1 – Jobseekers – How Mobile Are You?

2013 saw a staggering 48% year-on-year increase in jobseekers searching available roles from their mobile devices. Totaljobs.com suggest that 34% (up from 23% y-o-y) of their incoming traffic comes from smartphones or tablets.

The same company also report that people completing and submitting applications via mobile device has risen by 68% thanks in part to Google Drive, the search behemoth’s online storage facility. There has been growing demand for greater mobile functionality when it comes to job searching and Google have said that by the second half of 2014, around half of all recruitment-related searches will be done on mobile devices. There is also an increasing trend for jobseekers to react to searches they find on their devices by sending them to themselves to complete at home on desktop computers.

A fully mobile optimised Asset Resourcing website will be launched by the end of the month and as always we’d love to know your thoughts so please keep an eye out.

How are you searching for jobs? What would make your searching experience easier? Let us know!
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Article 2 – December Jobs Report

December was a month of growth across all the metrics relevant to the UK Labour Report prepared every month by auditors KPMG and the Recruitment and Employment Confederation (REC).

Asset Resourcing’s own Ben Sweeting is a regular contributor to the report and the headline facts are as follows –

• Permanent and temp appointments rose at strong rates
• Vacancies have increased at their fastest rate since July 1998
• Perm salaries are at a six-year high while candidate availability declines
• Internet-based recruitment spending rose by 4.6% in Q2 2013

Staff Appointments

Following November’s theme, recruiters are reporting a continued increase in the numbers of perm staff placed although as is the norm, the numbers eased in the run-up to Christmas. The increases were as a result of the number of available vacancies. As for temp placements, billings were up and the rate of growth is still strong but has moderated to a five-month low, again, due in part to the general slowdown in the run up to the Christmas holidays.

Vacancies

Demand for high-quality, talented staff remains high with the rate of growth accelerating to a 15-year high. Demand for perm staff is higher than for temp staff but nevertheless, both have risen. Where perm roles are concerned, the private sector showed the strongest growth and while public sector roles showed growth, the levels were slight.

Sector-Specific Staff

The Engineering and Nursing/Medical/Care sectors showed the strongest rate of expansion, closely followed by IT & Computing, Executive roles and Accounting/Financial. A return to buoyancy in the property markets has also seen increases in the Construction industry but overall, Q1 2014 looks to continue the upward trend.

Staff Availability

Temp and perm staff availability continued to fall in November (the fall in availability of temp staff was the sharpest for nine years). Part of the issue resulting in the lack of available (and appropriately qualified) candidates is the school of thought which says ‘I have a job, let’s not rock the boat right now’ and starting salaries are rising at the fastest rate for six years because of higher demand as well as the shortage of skilled candidates.
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Article 3 – The Asset Resourcing Christmas Party

On wet and windy Wednesday 18^th, we had the Asset Resourcing Christmas Party. It was a great end to another successful year.

We went to Party at the Pyramids at AldenhamCountryPark. They had a giant Sphinx, pyramids, acrobats, dodgems and a casino (we don’t remember seeing bumper cars in Elizabeth Taylor’s Cleopatra but hey-ho).

We were spoilt for entertainment and enjoyed a little friendly inter-company competition on the bucking camel. The evening began with a four-course dinner, during which we were entertained with fire dancing and aero-acrobatics performed by a harem of dancing girls – they chaps couldn’t take their eyes off them!

This years’ chosen charity was Peace Hospice Care, a fantastic organisation providing invaluable services to patients and families across South West Hertfordshire.

Article 4 – Say ‘hello’ to Samantha Tipton!

Asset Resourcing is growing! Samantha Tipton joined the team in December as European HR Consultant. Here she is in her own words (mostly…) –

AR: What does an average day look like for you?
ST: In a word – busy. In some more words, I am involved in the full 360° recruitment service and that includes business development. Building my own desk involves lots of emails, phone calls and working my way through LinkedIn. I’m monitoring who’s recruiting and I’m also building ethical, lasting relationships with candidates and clients.

AR: What do you like about working for AR?
ST: The close-knit family atmosphere and the support I got from the directors was immediately obvious. I have a certain freedom and flexibility to create, generate and build my own business with the ability to structure my day in a way that will be most beneficial to the business and my clients.

AR: How has your career progressed in the recruitment industry?
ST: I started my recruitment career inAustralia as an internal recruiter for a multinational infrastructure company inSydney. When I graduated I joined a city-based recruitment company heading up the German HR desk. I worked there for six months before I was approached with the suggestion of relocation toGermany. I then applied for the role at Asset Resourcing….

AR: What areas of recruitment are you looking after and what do the prospects like for candidates coming into your space over the next 12-18 months?
ST: I look after the HR recruitment for Central Europe and theUK. With a large and growing market at my disposal I hope to generate lots of roles, both permanent and interim across Germany, Switzerland, Denmark, Austria, Belgium, the Netherlands and of course the UK.

AR: Where do you see the future of recruitment going in the next 3-5 years?
ST: With the advent of social media, recruitment is now global with interviews being conducted via video conferencing and Skype as opposed to just the traditional ways. Candidates will become more mobile which will in turn open up markets where recruitment is not necessarily as big as it is here in theUK.

AR: What traits do you consider useful when working in recruitment?
ST: Organisation – you must have the ability to prioritise. Motivation – it’s not about the money, rather having the desire to build and grow a business. Communication – in order to build relationships with candidates and clients.  Confidence – to be able to speak to people you have never met and be able to sell them a person or a position.

AR: What are your favourite sports team, band, book and film?
ST: In order – Everton (football) and Worcester Warriors (rugby), Bloc Party and Florence and the Machine, Birdsong by Sebastian Faulks and anything directed by Guy Ritchie!

AR: Lastly, can we have three ‘out of the office’ facts about yourself?
ST: I watch rugby in winter and sailing in the summer, I love being pampered, going shopping and eating out and I’m a proper gym junkie!

Thanks Samantha!

Article 1 – Say ‘hello’ to Samantha Tipton!

Asset Resourcing is growing! At the start of December, Samantha Tipton joined the team as European HR Consultant. Here she is in her own words (mostly…) –

AR: What does an average day look like for you?
ST: In a word – busy. In some more words, I am involved in the full 360° recruitment service and that includes business development. Building my own desk involves lots of emails, phone calls and working my way through LinkedIn. I’m monitoring who’s recruiting and I’m also building ethical, lasting relationships with candidates and clients.

AR: What do you like about working for AR?
ST: The close-knit family atmosphere and the support I got from the directors was immediately obvious and I have a certain freedom and flexibility to create, generate and build my own business with the ability to structure my day in a way that will be most beneficial to the business and my clients.

AR: How has your career progressed in the recruitment industry?
ST: I started my recruitment career inAustralia as an internal recruiter for a multinational infrastructure company inSydney. When I graduated I joined a city-based recruitment company heading up the German HR desk. I worked there for six months before I was approached with the suggestion of relocation toGermany. I then applied for the role at Asset Resourcing….

AR: What areas of recruitment are you looking after and what do the prospects like for candidates coming into your space over the next 12-18 months?
ST: I look after the HR recruitment for Central Europe and theUK. With a large and growing market at my disposal I hope to generate lots of roles, both permanent and interim across Germany, Switzerland, Denmark, Austria, Belgium, the Netherlands and of course the UK.

AR: Where do you see the future of recruitment going in the next 3-5 years?
ST: With the advent of social media, recruitment is now global with interviews being conducted via video conferencing and Skype as opposed to just the traditional ways. Candidates will become more mobile which will in turn open up markets where recruitment is not necessarily as big as it is here in theUK.

AR: What traits do you consider useful when working in recruitment?
ST: Organisation – you must have the ability to prioritise. Motivation – it’s not about the money, rather having the desire to build and grow a business. Communication – in order to build relationships with candidates and clients.  Confidence – to be able to speak to people you have never met and be able to sell them a person or a position.

AR: What are your favourite sports team, band, book and film?
ST: In order – Everton (football) and Worcester Warriors (rugby), Bloc Party and Florence and the Machine, Birdsong by Sebastian Faulks and anything directed by Guy Ritchie!

AR: Lastly, can we have three ‘out of the office’ facts about yourself?
ST: I watch rugby in winter and sailing in the summer, I love being pampered, going shopping and eating out and I’m a proper gym junkie!

Thanks Samantha!

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Article 2 – December Jobs Report

November was a month of growth across all the metrics relevant to the UK Labour Report prepared every month by auditors KPMG and the Recruitment and Employment Confederation (REC).

Asset Resourcing’s own Ben Sweeting is a regular contributor to the report and the headline facts are as follows –

• Permanent and temp appointments rose at strong rates
• Vacancies have increased at their fastest rate since July 1998
• Permsalaries are at a six-year high while candidate availability declines
• Internet-based recruitment spending rose by 4.6% in Q2 2013

Staff Appointments

Following October’s theme, recruiters are reporting a continued increase in the numbers of perm staff placed although as is the norm, the numbers ease in the run-up to Christmas. The increases were as a result of the number of available vacancies. As for temp placements, billings were up and the rate of growth is still strong but has moderated to a five-month low, again, due in part to the general slowdown in the run up to the Christmas holidays.

Vacancies

Demand for high-quality, talented staff remains high with the rate of growth accelerating to a 15-year high. Demand for perm staff is higher than for temp staff but nevertheless, both have risen. Where perm roles are concerned, the private sector showed the strongest growth and while public sector roles showed growth, the levels were slight.

Sector-Specific Staff

The Engineering and Nursing/Medical/Care sectors showed the strongest rate of expansion, closely followed by IT & Computing, Executive roles and Accounting/Financial. A return to buoyancy in the property markets has also seen increases in the Construction industry but overall, Q1 2014 looks to continue the upward trend.

Staff Availability

Temp and perm staff availability continued to fall in November (the fall in availability of temp staff was the sharpest for nine years). Part of the issue resulting in the lack of available (and appropriately qualified) candidates is the school of thought which says ‘I have a job, let’s not rock the boat right now’ and starting salaries are rising at the fastest rate for six years because of higher demand as well as the shortage of skilled candidates.
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Article 3 – Jobseekers – How Mobile Are You?

2013 has seen a staggering 48% year-on-year increase in jobseekers searching available roles from their mobile devices. Totaljobs.com suggest that 34% (up from 23% y-o-y) of their incoming traffic comes from smartphones or tablets.

The same company also report that people completing and submitting applications via mobile device has risen by 68% thanks in part to Google Drive, the search behemoth’s online storage facility. There has been growing demand for greater mobile functionality when it comes to job searching and Google have said that by the second half of 2014, around half of all recruitment-related searches will be done on mobile devices. There is also an increasing trend for jobseekers to react to searches they find on their devices by sending them to themselves to complete at home on desktop computers.

How are you searching for jobs? What would make your searching experience easier? Let us know!
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Article 4 – The Asset Resourcing Christmas Party

On wet and windy Wednesday 18^th, we had the Asset Resourcing Christmas Party. It was a great end to another successful year.

We went to Party at the Pyramids at AldenhamCountryPark. They had a giant Sphinx, pyramids, acrobats, dodgems and a casino (we don’t remember seeing bumper cars in Elizabeth Taylor’s Cleopatra but hey-ho).

We were spoilt for entertainment and enjoyed a little friendly inter-company competition on the bucking camel. The evening began with a four-course dinner, during which we were entertained with fire dancing and aero-acrobatics performed by a harem of dancing girls – they chaps couldn’t take their eyes off them!

This years’ chosen charity was Peace Hospice Care, a fantastic organisation providing invaluable services to patients and families across South West Hertfordshire.

They raised even more money through a silent auction where Ben’s Jägerbomb-fuelled generosity was rewarded with a new piece of ‘regal’ art for our office wall – amongst other “wins”. The night got better as the drinks flowed, the DJ played cheesy classics and, ignoring ‘the no drink-driving rule’ we bashed around on the dodgems. What did we learn? Drinking on a school night is always a bad idea and Ed’s a surprisingly good body popper!

Happy New Year everyone!

Asset Resourcing – November Newsletter
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Article 1 – November Jobs Report

Every month, Asset Resourcing’s MD Ben Sweeting contributes to a report detailing the current state of the UKs recruitment, jobs and staffing market. It’s put together by the REC (Recruitment & Employment Confederation) and auditors KPMG and this month the numbers are as positive as they have been for a while…

Overview

• Highest increase in permanent salaries and overall vacancies in six years
• Candidate availability is slowing
• Growth in permanent and temporary appointments

Staff Appointments

43% of respondents noted that the number of candidates placed in permanent positions rose in October. While 23% saw a decline, it’s suggested that client confidence is returning in Q4 and that confidence is expected to be maintained into Q1 2014.

Where temp contracts are concerned, agency billings increased for a sixth successive month.

Vacancies

Naturally, private sector vacancies rose at a quicker rate than the public sector, the fastest rate of growth for six years. In the private sector, permanent staff saw stronger demand growth that temps but interestingly, in the private sector, the reverse was true.

Staff Availability

Permanent candidate availability has declined, but it’s the rate of decline that’s most alarming. It’s the sharpest decline since 2007 and the reason, as strange as it may seem, isn’t money.

Average starting salaries are increasing at the fastest rate since December 2007 (a matter of basic economics – there are fewer available candidates yet an increased demand for staff) but Bernard Brown, Partner and Head of Business Services at KPMG says ‘a question that must be addressed revolves around whether increasing salaries are enough to entice job hunters to move between organisations. All the evidence suggests not, with permanent and temp staff availability falling in recent months. It means employers cannot rely on wages alone as a hook to attract top talent. The time has come for them to develop a raft of offers as part of the overall remuneration package. If they fail to do so, they will struggle to recruit’.

As well as the Jobs Report for November, the Office of National Statistics has published their annual Graduates in the Labour Market report for 2013. The full report is available here but the key points make for some interesting (and in some cases blindingly obvious) reading –

• In 2013, there were 12m graduates in the UK and the numbers have steadily increased over the last 10 years
• In April to June 2013 graduates were more likely to be employed than those who left education with qualifications of a lower standard
• Non-graduates aged 21 to 30 have consistently higher unemployment rates than all other groups
• Non-graduates aged 21 to 30 have much higher inactivity rates than recent graduates
• Over 40% of graduates worked in the public administration, education and health industry
• Graduates were more likely to work in high skilled posts than non-graduates
• Annual earnings for graduates reach a higher peak at a later age than the annual earnings for non-graduates
• In 2013 those graduates that had an undergraduate degree in medicine or dentistry were the most likely to be employed and had the highest gross annual pay
• Graduates from the top UK universities earned more than graduates from other UK universities
• Male graduates were more likely to have a high skill job than female graduates
• Six in every ten people living in Inner London were graduates

As we said, some are interesting and informative and some are as obvious as night following day but the full report is worth reading. It’s not all text, there are some really nice, colourful graphs too.
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Christmas at Asset Resourcing

It’s that time of year again. Some people love it, some don’t but here at AR Towers, we love it, if only to find out what our guys love about Christmas, their fantasy five-person Christmas dinner guests and their choice of any gift to receive this year.

Ben Sweeting

What’s your favourite thing about Christmas? M&S Turkey, Stuffing and Cranberry sandwiches.
Who’s sitting around the table at your fantasy five-guest Christmas lunch? Me, and any four of The Saturdays.
If you could choose any gift to receive this year, what would it be? I’m not a complicated man – a year’s supply of the aforementioned sandwiches served by any four of The Saturdays.

Michelle Scott

What’s your favourite thing about Christmas? Sparkly lights and excited children!
Who’s sitting around the table at your fantasy five-guest Christmas lunch? Obviously me, plus Michael McIntyre, Will Ferrell, Graham Norton and Eddie Redmayne.
If you could choose any gift to receive this year, what would it be? I’d like a huge plot of land to build my dream house on.

Sam Davison

What’s your favourite thing about Christmas? There are lots of things I love, including the build-up to the day, putting up the decorations, writing cards, the tree and even buying the food!
Who’s sitting around the table at your fantasy five-guest Christmas lunch? David Beckham, Muhammad Ali, Scarlett Johansson, Micky Flanagan and Jennifer Aniston!
If you could choose any gift to receive this year, what would it be? I’d like the new Audi S3 please Santa…!

Ryan Hearne

What’s your favourite thing about Christmas? The whole build-up, the John Lewis advert, the cheesy music in the shops and decorations everywhere!
Who’s sitting around the table at your fantasy five-guest Christmas lunch? My five guests would be Sir Alex Ferguson, James Corden, Will Ferrell, Nicole Scherzinger and Holly Willoughby.
If you could choose any gift to receive this year, what would it be? A new BMW 1 Series in black.

So cars, sandwiches and land – isn’t Christmas all about the giving? Of course it is, but who among us doesn’t dream about the perfect gift?

This is the last newsletter of the year, so from all of us at Asset Resourcing, we wish you a very happy Christmas and a healthy New Year and we’ll look forward to working with you all in 2014 and beyond.

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***BREAKING NEWS*** SAMANTHA TIPTON JOINS ASSET RESOURCING!

Say hello to Samantha Tipton. She’s just joined as a Recruitment Consultant and you’ll hear more from and about her in coming editions of the Asset Resourcing newsletter but for now, here are some quirky answers to some quirky questions by way of an introduction!

AR: What is your favourite fictional animal, and why?
ST: After careful deliberation, I’ve settled on Abu, the monkey from Aladdin. He’s mischievous and funny but also really, really cute!

AR: What’s your favourite app?
ST: Gig Finder. It’s an Android app with over 600,000 music venues up and down the country. Awesome if you’re a music lover!

AR: If you were on Death Row, what would your final meal be?
ST: Again, after a long process of elimination, I’ve decided on a medium-rare steak, criss-cross fries and mushy peas. Not that I’m ever likely to be on Death Row, you understand…

AR: Tea or coffee?
ST: I know most of the guys in the office are ‘white with one’ types, but I’m going leftfield by choosing a pumpkin-spiced latte.

Thanks Sarah!
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CVs Are Important, Really…

It’s 2013. Is there really any need for a CV anymore? Most everything is done online these days, including interviews, but if it wasn’t for CVs, we’d not have brilliantly funny stuff like this to keep us amused (and to despair about some people’s ability to survive in the real world…)

These pearls have been taken from ‘actual’ CVs. It’s not clear how far into the process any of them got but honestly, who cares!

What are your vocational plans? We went to Florida this year. We’ll probably go back again at Christmas.

What are your key personal achievements? I successfully managed to play ‘Chopsticks’ on a children’s piano with my toes.

What were your reasons for leaving your last role? I left because they stopped paying me, changed the locks and let my stuff in boxes by the front entrance with a note saying ‘James, you don’t work here anymore’. Plus, the Vice-President’s girlfriend stole my job. And she was a bitch about it too.

I have never willingly left any job.

I am married with eight children (five mothers). If there is a role which includes frequent travel, I am your man.

I saw your job advertised on the information highway and I came to a screeching halt!

Please disregard the attached CV because it’s terribly out of date.
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Asset Resourcing – October Newsletter
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Article 1 – Tech Bites – This Month: Are you taking the P…?

We’ve lived through coal, gas and electric power. We’re currently focussing our attentions on wind power, solar power and hydro-electric power, but there’s a new power source that’s taking the world by storm – the power of wee.

Don’t expect to see wee-powered cars or homes anytime soon, but the videogames market is about to take a shot across the bows with a new type of game control.

Captive Media are a London start-up who has just secured over £440,000 in seed funding from a group of angel investors to launch wee-controlled videogames in public toilets in, at first, airports and hotels.

Put simply, the system comprises an HD screen placed directly above urinals at eye-level displaying adverts when the facility isn’t in use, but when a ‘user’ wants a wee, infrared beams pass over the urinal and identify the direction of the flow. This data gets fed into an algorithm so the ‘user’ can direct their stream to control a simple game (such as a ski run or a pub quiz-type game).

Marketers, always looking for ways to engage clients with their brands, have identified (on average) a 55-second gap where men blankly fix their stare at a wall when they urinate in a public place. The screens don’t require any structural adaptation of the urinal itself and there’s even an online score centre so users can compete against each other (presumably this could lead to excessive ‘holding in’). The company claims they are combining social and outdoor media for the first time (we’re not sure what this means either.)

The aim is to scale the company globally and they are looking at dominating the urinal gaming market – mainly through hotels and airports – while partnering with blue-chip advertisers such as Pepsi, Heineken, Tiger & Corona (unsurprisingly, brands that if you consume enough, will make you want to go to the toilet).

There is one drawback. This tech is squared at men since men have, by definition and as a result of evolution, better directional control than women and while there are companies in Japan who use bowl-based sensors that can measure pressure and volume, this remains a male-dominated market for the time wee-ing.
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Article 2 – Recruitment – October’s ‘What’s Occurring In The World of Jobs’

Every month, the Recruitment & Employment Confederation and KPMG, one of the ‘Big Four’ global audit firms compile a report on the state of the British recruitment, employment, staffing and earnings trends.

The MD of Asset Resourcing, Ben Sweeting, is a regular contributor to the report and we’re pleased to say that he’s taken some time to give us his own insight on what this month’s report says. Ben, the floor is yours.

‘I commit some time each month to respond to a fairly in-depth questionnaire about all aspects of the jobs market for the report and I’ve noticed that each month from around the start of the year that the headline numbers and statements are getting more and more positive. Certainly from an Asset Resourcing standpoint, our figures are reflective of the overall picture.

Staffing – Overall, permanent staff placements and temp billings are up. From talking to clients since the summer break, there does seem to be an increased confidence amongst employers that taking on permanent staff is no longer considered to be as much of a risk as it was in late 2012/early 2013. The August 2013 figure for temp staff was at a 15-year high and while it moderated somewhat, it still remains strong.

Vacancies – On the back of the staffing figures, there has been a steady rise in vacancies (both for temps and perm staff) across all sectors but for us, tech, new media and IT recruitment is where we have really noticed a sharp rise.

Demand – As I just mentioned the demand for tech, new media and IT roles goes up each month but we, as well as the market in general, are seeing steady increases across all the sectors we are involved with. In the report, it comes as no surprise that construction was the fastest growing industry sector (month-on-month) now that positivity is creeping back into the economy but it’s closely followed by Accounting & Financial and Secretarial & Clerical. Great news for the economy and great news for Asset Resourcing!

Availability – Since staffing levels across the board are up, by very definition the availability of suitable candidates to fill an increasing number of vacancies has dropped. This creates a talent vacuum whereby employers are offering more attractive recruitment and retention packages to stave off the advances of would-be predators. From our standpoint, we have an excellent pool of first-class candidates and we have been successful at matching candidate with client and we’re not seeing a slowdown in candidate availability.

Lastly, and another bit of good news, the number of those claiming jobseeker’s allowance dropped again in August, almost 170,000 down year-on-year.’

Thanks Ben!
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 Article 3 – A Change to the Asset Resourcing HR Policy

**WARNING – SOME OR ALL OF THE FOLLOWING ARTICLE MAY BE IN JEST…**

As Directors, Ben and Michelle like to have board meetings. They’re not sure why but during these get-togethers, things get done (sometimes) for the betterment of the business. One such decision (ironically while they were both suited and booted) was to implement ‘Wear What You Like’ Day.

Here’s what happened…

Week 1 – A memo went round to all the staff informing them that effective immediately, Fridays has become ‘Wear What You Like’ Day. It essentially said that if they weren’t going out to meet clients, they could, as the name of the day suggests, wear what they like.

Week 2 – People have their own styles and ideas as to what ‘fashion’ means so Ben and Michelle had to send a follow-up memo: Dear all, while we called it ‘Wear What You Like’ Day, that invitation doesn’t extend to anything made of rubber, leather ‘piano keys’ ties and shoes made of wood. We would also appreciate you not wearing clothes you can eat. Thanks, B&M.

Week 5 – The next memo: Hi everyone, while casual attire is allowed, ‘casual’ attitudes are not. Please stop coming in at 10am and playing Candy Crush till lunchtime. We have work to do. For the avoidance of doubt, it’s ‘Wear What You Like’ Day, not ‘Do What You Like’ Day. Thanks, B&M.

Week 8 – Another memo: Hi, it’s us again. Honestly, we thought that this would be relatively straightforward and a nice thing to do for you all. Can you all congregate in the breakout area at 5pm this afternoon (if you’re all back from lunch) for a seminar on what we deem to be acceptable. We will be showing slides from celebrity magazines to show you what sort of clothes are worn in a casual manner and there will be a short Q&A. Thanks, B&M.

Week 11 – Hello. This is getting ridiculous. There are only nine of us in this office, yet we have had our HR department prepare a 52-page document detailing what is and what isn’t appropriate. Pay particular attention to the section entitled ‘What To Wear If You Want To Stay Employed’. Thanks, B&M.

Week 12 – Right, we are giving you one more chance to get this right. No lederhosen. No fancy dress. No covering yourselves in bandages and calling yourself ‘mummy’. Jeez, we’re a professional recruitment firm. If you’re having trouble with any aspect of this concept, we have hired a Fashion Co-ordinator to talk you through your options. B&M.

Week 13 – OK, we’ve had enough. No more ‘Wear What You Like’ Day. We have decided to now implement ‘Wear What We Say’ Day. On Monday, we’d like everyone to dress up as their favourite character from Toy Story and we will decide from there. Thanks, B&M.
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Article 4 – A Little Joke

Why do developers wear glasses? So they can C#.
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