Hays SE Technology

Why the education sector must prioritise hiring tech professionals

2022-02-25T12:41:58Z

The pandemic has changed education forever, with students being pulled from classrooms, learning from home becoming a necessity, and teaching staff having to quickly adapt to teaching online. Technology played a pivotal role, and its importance has not diminished as we’ve become accustomed to the flexibility of online study. Now, the education sector must continue to invest in the right tools, training, and staff, to stay on track in delivering a hybrid or remote learning environment that is both effective and up to date.

A hybrid education environment is the future

There are far-reaching benefits to be gained from having a hybrid education environment in place. It provides greater flexibility compared to traditional ways of teaching, it gives learners what they want and opens the door for all learners to participate equally, no matter their circumstances. It gives students more choice and it can work particularly well for:

People who may not be able to relocate for college or university
Students with learning disabilities
Students with other disabilities
Neurodiverse students
Students with children or dependents

The pandemic has taught the education sector that the increase of technology used in schools, colleges, and universities, allows them more flexibility to do more things, more quickly, delivering rapid value to their students.

Digital inclusivity

The education sector needs to make access to technology a strategic priority, recognising pupils’ at-home technology and broadband, which are resources that not all families can afford. Digital inclusivity has become a major consideration, addressed, in some cases, by tablets and laptops being sent to those families deemed most at-need to prevent children from falling behind.

So, this has added a whole new layer of responsibility for schools to ensure they are hiring the right IT professionals to enable all pupils to have access to technology at home.

An education system fit for the workplace of tomorrow

Education today has almost become a mini version of the workplace. Technology and practices from organisations have been adapted into hybrid and remote education with students learning technology at a faster rate than ever before.

The advantage of education now being commonly hybrid or remote means it’s mirroring a world that is more tech-enabled with more technology being used by students. Therefore, students are going to enter the workforce with increased digital agility and employability skills. This is also a reminder of how important it is to hire highly skilled IT professionals who can introduce the latest technology and tools, and also stay on top of tech advances to ensure students are getting the best experience.

Cyber security must remain a top priority

As educators and students embrace remote learning, the pressure on IT departments in schools, colleges and universities is surging. Staff members need individual laptops, installed with multiple programmes and, most importantly, encrypted for cyber security and data protection. Constantly reviewing your security measures and having the right training in place for staff to monitor new threats and understand advancements in tech is pivotal.

Russell Poole, Director of Information Systems and Support, at University of Westminster says, “Cyber security has been and remains a top priority as the digital campus of Westminster has become more dispersed. We have had to adapt our curriculum to ensure we could deliver modules and courses to a student population who may fluctuate between being on campus, being in student accommodation, or being at home in the UK and abroad. This brings the need for a different approach to IT security given that our user base is far more distributed than it has been previously.”

Putting a good HR strategy in place

As staffing and skillsets requirements have changed due to the increased level of technology now used in education, it’s imperative to have a good HR strategy in place to meet this demand. Finding and retaining the right staff can be optimised by training existing IT departments and conducting online interviews.

Russell says, “We’ve continued to expand our IT team during the pandemic and have recruited 18 new colleagues. We have also embarked on a significant colleague development programme to ensure that we reduce our single points of knowledge and train our existing teams in the new skills required as our operating model and the University’s requirements change.

“Pretty much all of our recruitment and onboarding has been done online. Although face-to-face interviews are valuable, we have managed to move quickly, attract different types of candidates and secure them faster than ever before,” he explains. The advantage of recruiting remotely – from initial application to final interview – is that it massively widens the talent pool, giving you better access to more tech professionals.

It seems that hybrid education environments are here to stay, even as we move out of this pandemic, so hiring tech professionals and constantly evaluating your HR strategy is going to remain a crucial job for the education sector to thrive.

If you have any questions or require support with hiring tech professionals for the education sector, please contact your local Hays consultant.

Why a tech career in local government could broaden your horizons?

2022-02-25T12:34:45Z

There has long been a need for tech professionals in local government, but the Covid-19 pandemic exponentially increased this demand. Digital and tech experts became critical to not only enable the workforce to work remotely but also to deliver vital services online to communities across the UK. Local governments had to rapidly pivot and move essential services online ensuring their communities were supported during Covid-19 restrictions. The pandemic has been a catalyst for organisations to rethink how they support communities, and we are now seeing a rapid increase and introduction of new services to enable long term efficiencies around Cloud Services, AI technology and redesigning services.

Pivotal technology skills needed in local government right now

With many services now operating online, the next challenge is improving the user experience and redesigning services to enable citizens to access the services they need seamlessly whilst getting the support they need in the fast-changing world we live in. Local Government is also a key driver behind creating smart cities and communities with a focus on ensuring the digital divide is combatted and everyone has access to the tools and technology they need for everyday life.

Data has become a driving force for all organisations and this is no different in local government where we have seen a huge uplift in data scientist roles to enable organisations to understand their data better and predict the changing requirements of technology and services required by communities across the UK.

As we move into the new world of cloud-based services, it has become a priority to ensure technology and data are protected and robust enough to deal with any potential cyber threats creating more demand for cyber security and cloud skills within the sector. Over the last ten years, technology has dated with some of the systems naturally coming to their end of life; and need replacing which is why local governments are undertaking big transformation projects to move to cloud based services. However, there is also a focus on creating user-centric services to better serve citizens. Cyber, data, and cloud have been key areas of recruitment over the last couple of months and the opportunities available for tech professionals to work in local government include:

UX/UI Designers, Service Designers, User Researchers
Cloud Specialists, Data Specialists, Cyber Security Specialists
Project Managers, BA’s

Tech in the public sector

The pandemic and the disruption it caused has led to many professionals revaluating what is important to them and to look for roles that enable them to give back to their community. Choosing to work in local government can give you meaningful and challenging work, where you can make a difference, building and improving communities.

When you opt for a tech role in local government, you’ll play a major part in improving the lives of local citizens. You’ll have a real impact on people’s day-to-day lives whether that is creating digital services that will help them access mental health services or things they need to do to run their everyday life; everything from benefits to social housing.

Opportunities and benefits to be seized

While some perceptions of local government being very traditional remain, the truth is the sector has dramatically transformed in recent years creating plenty of opportunities, challenges, and rewards for your tech career to flourish:

The size and scale of tech within the sector are vast - especially within each council (for example some London councils serve communities of 300,000+) which means you’ll have the opportunity to work on a large user base, enabling you to work on a broad range of technology and tech stats.
Complex, large environment – you could be working with authorities who have at a minimum of 7,500 employees working for them and an even larger number of people accessing their services daily, creating complex challenges from a tech and environment perspective.
Testbed for newer technology – local government often works with vendors like Microsoft, Oracle to trial new technology giving you exposure to vendor management and new technology before it hits the market.
Exciting projects – local government offers the opportunity to work on a myriad of interesting projects that you might not expect you could be exposed to. For example, you could be working on creating a smart city; analysing the technology all around us to determine what innovation is needed to create smarter streets to enable a smarter city to improve citizen’s lives.
Diversity of services – with the number of services being so broad and over 300 services underpinned by technology across various operations - from bin collections, council tax, housing, benefits, mental health to social care, you’ll be working across a breadth of landscape that is extremely varied which is ideal for developing your overall experience in tech.
Work benefits – you’ll receive a generous pension scheme and holiday allowance, along with flexible working options with some roles offering remote work for even greater flexibility.

Andy Snape Head of Technology at London Borough of Camden shares his views on the experience and background needed to work in tech in local government

Andy Snape made a conscious transition into the public sector securing a role as Head of Technology at London Borough of Camden after previously working for the private sector. Andy says “Camden’s approach to societal change resonated for me, and I was particularly inspired by their approach of using technology to transform lives for the better. I was looking for a new role that offered a real challenge, working with the latest technology and with significant scope to contribute to digital transformation.”

While specific tech skills are important for particular roles, it’s also about the cultural fit and that desire to want to drive something different and drive change that will help people’s lives. Many candidates that make the transition into local government, come from private sector backgrounds, and have that social purpose built into them.

Wanting to give back and make a difference in the community is a key attribute to hold, increasing your chances of securing a role in local government. As it’s a diverse and challenging environment, stakeholder management is also important as you’ll be forming partnerships with various people across the sector because there is a significant amount of shared working involved.

Andy is enjoying the scale of the environment and the desire to constantly challenge the status quo to identify ways to do things better, embrace innovation, and make a difference. “No two days here are the same. I’ve particularly enjoyed the collaborative nature of local government in London. The culture of sharing ideas between boroughs and collaborating to find solutions to common problems at scale adds an entirely different dimension to the role and something that you will only find in the public sector.”

For anyone contemplating a tech role in local government, Andy explains “Local government is going places and offers opportunities for IT professionals at a scale and scope that is hard to beat, helping to solve problems and deliver services that make a difference to our daily lives.”

Author

Amanda Whicher
Director of Hays Marketing and Technology

Amanda has worked primarily across public services within the local government over the last 5 years. Her role involves working with CDIOs and CIOs of organisations to support a range of transformation programmes and restructures to help reposition organisations, and reshape candidate experience to enable clients to get better access to the best talent.

Who's hiring in tech? Check out the hottest jobs for 2021

2022-02-25T12:31:12Z

Although there has been immense upheaval across the world of work this year, tech is one of the sectors that fortunately has remained resilient. As a result of COVID-19, organisations have had to reprioritise their technology objectives and strategies, leading to a surge in demand for certain roles in the tech space.

Effects of the pandemic

Digital transformation was sweeping across the world of work well before the pandemic. But COVID-19 has accelerated this, with huge numbers of professionals switched to remote working practically overnight. The new software and technology required to make this happen upped demand for professionals.

To give you an idea of areas in demand and activity in the market, here are five of the hottest tech jobs which employers will be looking for as we move into the new year.

Hottest tech jobs for 2021

Cyber security

The top priority of CEOs and business leaders right now is cyber security. For all its pros, the rise in remote and hybrid working creates a lot of security issues – from user issues around behaviour, to technical issues with people using their own devices and using company hardware but battling against a huge volume of users.

Employers will be on the lookout for security engineers and security architects in particular in the new year and beyond.
Cloud solutions

Practically every organisation is migrating to cloud solutions. At the onset of the pandemic when professionals switched to remote and hybrid working, this migration was very quick in order to ensure employees could get online and continue working. However, now organisations are taking the opportunity to ensure these systems are robust.

Could engineers are going to be high in demand – with Amazon Web Services (AWS) and Microsoft Azure the primary skills employers need. Demand in this area will be acute and supply will be limited.
Change Management

Every customer I’ve spoken to recently is on a journey of moving from analogue to digital. Whether that’s building their own solutions, buying them in or a blend of the both – change facilitators and change managers are high in demand.

As well as general change roles, developers are a key element of creating new products involved in an organisation’s change journey. Back-end developers who are building the heavier tech and front-end developers (including UX) that ensure any product is easy to use and navigate will be in demand to facilitate change and everything that goes with it.
Data science

Most of us have observed or been part of the rise in demand for smart devices in health-tech, ed-tech and med-tech over recent months. A core element of these devices and similar platforms is the data insights it can provide.

As a result of this, there is now even greater focus on those people who are skilled to develop in that space, and also greater focus on data insights in this area. Data analysts and data scientists are two particular roles which are going to be pitted in high demand.
DevOps

The importance of DevOps continues. Investment in tech brought on by the pandemic means that most organisations will now have a DevOps team – which wasn’t the case a few years ago. The demand for these skills has risen throughout 2020, but they look to be even more sought out in the new year.

How does this affect your career?

Do any of the above roles resonate with your skillset and career ambitions? If so, now could be the time to make a career move. Employers are actively on the hunt for talent in these areas so are likely to offer competitive salary and benefit packages to draw in the candidates they need.

Regardless of these specific areas, the reality is that tech is a robust and buoyant sector. We can expect to see continued and accelerated demand for good candidates as we move into the new year.

For further resources and insights visit our Inspire Me in the New Era of Work hub or get in contact with one of our expert recruitment consultants today.

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

Three Covid challenges HR tech can help us overcome right now

2022-02-25T12:26:58Z

The pandemic is continuing to put tremendous pressure on HR functions around the world as they work to prioritise the wellbeing, productivity and engagement of their people, all whilst operating in a very different world.
Both how and where we work is changing at lightning speed, potentially for good, so it’s even more important that HR professionals choose the right HR tech solutions to help them help their organisations thrive in the new era of work.
Multiple HR tech solutions are likely to be needed to build and nurture an engaged, personalised, interconnected and happy workplace both now, and in the future.

Back in January 2019, I wrote about the rising popularity of human resource technology (HR tech). A lot has happened in the last 12 months. Fast forward to now, and COVID-19 has made the collaboration between HR and technology even more significant, helping us tackle a range of issues associated with remote and hybrid working, mental health emergencies, and changing employee expectations and requirements.

Whether they’re in the office or working from home, employees now expect a high-speed, personalised and interconnected workplace. This has put additional pressure on HR teams, who are responsible for keeping people well, located and productive – even in the new world of remote work. This is where HR tech can help businesses meet employee expectations – and overcome a range of pandemic-induced challenges.

What is HR tech?

HR tech is an umbrella term. It covers innovations such as the cloud, automation and self-service systems, all of which can help you improve performance, provide cost savings and boost the overall competitiveness of your HR functions. These solutions – covering both software and hardware – are called HR tech.

A huge range of HR tech is now available. Chatbots, for example, can answer employee questions on a 24/7 basis. Automation can massively streamline your onboarding processes, automatically sending new staff the relevant paperwork and next steps to settle into their new role. Online learning initiatives can help your staff reskill and hone their existing skills. Data analytics and visualisation can provide you with easy-to-understand insights into staff performance and retention. The list is endless.

HR tech developments you should know about

HR tech is diverse, and the recent pandemic has unleashed a new wave of innovations into this space. As more staff want to work from home, HR professionals are under pressure to monitor their performance and wellbeing. The recruitment process has also been turned on its head, as we increasingly rely on video calls for interviews and other remote recruitment solutions.

With that in mind, here are some of the main developments in HR tech that you should be aware of:

Cloud and self-service: HR leaders report strong business benefits of using an HR system that’s based in the cloud, as opposed to those deployed on on-premise servers, according to the PwC HR Technology Survey 2020. These benefits include gains in productivity, improved employee experience and better workforce insights. Newer cloud-based systems can also provide employee self-service tools, decreasing the burden on HR staff from processing simple requests like a change of address, for example. Of course, this technology has also been instrumental in allowing entire workforces all over the world to switch to working from home due to the pandemic, pretty much overnight. The benefits of cloud and self-service technology are many, however, they don’t come without their risks, particularly when it comes to security. For example, our increasingly hybrid, blended working world, opens up many more opportunities for cybercrime breaches, so resilient security measures are a must if we are to really reap the benefits of this HR tech.

Talent acquisition: the same PwC survey also reveals an emphasis on talent acquisition tools to help attract and retain top workers. Pre-hire evaluation tools, for example, interview debriefing technology and automated reference checking systems are all helping streamline the hiring process.

Data-driven HR: as an HR professional, data can guide many of the choices you make. Instead of basing decisions on your gut instincts, you can use tools to receive clear and comprehensive reports on each staff member’s employment or each candidate’s performance in the recruitment process. Such tools can optimise your talent attraction, hiring and retention strategies. For example, with the right set of data, you can optimise your best hiring channels to match those used by your best candidates. You can also anticipate and address your employee needs by mining data from employee and candidate surveys. Workforce analytics also enable HR professionals to gauge employee experience, engagement, and satisfaction. Dynamics 365 Human Resources, for example, is Microsoft’s move into the HR tech space and promises to enable workforce insights by centralising your HR data.

Employee monitoring and analytics systems: these systems can help your people understand their working patterns and habits to boost their productivity. This data can then be used to revise your performance metrics and KPIs, and workforce scheduling tools/digital rotas, helping you proactively react to your workforce’s requirements and changing work patterns.

Automation and AI: there’s a great deal of caution these days around the use of AI in the sourcing and shortlisting process, particularly in relation to bias. However, by combining your data with automation, you can use AI and automation to boost the efficiency of your HR department by freeing employees from tedious, manual tasks and allowing them to focus on complex value-added tasks. If you decide to integrate machine learning capabilities with your invoicing system, for example, you can auto-generate invoices from timesheets.

Upskilling and reskilling: this is the area we are really seeing take off. HR tools can help employees identify their skills, weaknesses and future learning direction. Such tools, including remote education initiatives, can help build and enable a culture of lifelong learning. However, it’s important to make sure you make the right tools available to your staff to encourage adoption and engagement with online learning initiatives. Micro-learning initiatives – which deliver short bursts of content for learners to study at their convenience – are particularly useful to help workers with little time (or short attention spans) access educational resources in a quick and easy manner, for example. VR is another growing tool to deliver corporate training and development.

Messaging, communication and collaboration: virtual assistants andchatbots are two key communication tools, which are helping organisations engage with their internal and external audiences across an increasingly diverse digital landscape.

These technologies are continuing to impact the HR landscape – but adoption rates are not as strong as they could be. The PwC report reveals only 27 per cent of respondents rated HR tech as very effective for changing behaviours at work. Eight out of ten (82 per cent) struggle with adoption challenges, where remote working makes it difficult to engage workers with such initiatives. The recent pandemic has exacerbated issues, as staff motivation and productivity levels plummet. But there are a number of measures you can put in place to buck this trend.

How the right HR tech can help you overcome common COVID challenges

The right HR tech can help you keep your staff well, engaged and productive, which is a difficult undertaking in the current COVID climate.

#1 Zoom (insert your VC tool of choice here!) fatigue is real, and can be addressed with a range of tech tools

Tech has risen to the challenge of enabling entire workforces to work from home, pretty much overnight, thanks to tools such as Slack, Trello, Teams and Zoom. But screen-based meetings can be extremely hard on the brain, increasing fatigue and decreasing your productivity – a phenomenon many refer to as ‘Zoom fatigue’.

With remote and hybrid working here to stay, it’s important to ensure you keep your people engaged in the long-term by exploring a broader range of communication tools. This means moving away from your reliance on video calls. There’s no one-size-fits-all solution here – different people work in different ways.

You may want to investigate tools like Facebook Workplace, FocusMate and PukkaTeam, for example, which are essentially virtual coworking spaces helping increase collaboration and enable brainstorming sessions. VR conferencing is another possibility – which replaces video conferencing, helping to substitute in-person meetings and provide another online learning and development environment.

#2 Tech can help address the growing emphasis on mental health and staff wellbeing

Over the course of this pandemic, employee wellbeing has developed a whole new meaning – from both a physical and mental health perspective. The health implications of the virus on workforces is multifaceted.

Employees are experiencing unprecedented levels of sustained stress with three-quarters of the workforce experiencing burnout, and 40 per cent claiming this was a direct result of COVID-19.

HR tech can help reduce the strain. With 83 per cent of employees wanting employers to provide mental health supporting tech – there are plenty of options available.

AI therapists are one possibility – 34 per cent of employees believe access to an AI-therapist provides a judgement free zone, 30 per cent believe this would provide an unbiased outlet to share problems and 29 per cent think it would provide quick answers to health-related problems. Chatbots are another option, which can help guide employees to mental health resources and advice.

When it comes to physical health, there are also plenty of HR tech options out there. Virtual GPs are a growing trend, which could save UK businesses up to £1.5 billion. Such tools provide staff with access to medical advice and clinics to not just monitor, but also help employees proactively manage their health.

In addition to implementing social distancing measures, installing sensor-based technologies throughout the workplace can help minimise physical contact and reduce the risk of spreading the virus.

Fitness trackers are another option to boost wellness and staff engagement. Construction firm Fluor Canada, for example, recently provided staff with trackers, which allow them to take part in fitness challenges and monitor their health during the pandemic.

However, these programmes and devices can raise privacy concerns, which HR professionals must address. Wellness programmes offered by independent vendors, as opposed to health insurance companies and self-administered health plans, aren’t subject to privacy rules under the Health Insurance Portability and Accountability Act, or HIPAA, for example, according to Consumer  Reports.

#3 Remote learning must include a social aspect

The 70-20-10 model of learning at work is widely recognised, whereby 70 per cent of workers learn from experience gained on the job, 20 per cent learn from work relationships (such as coaching and mentoring), and 10 per cent learn from formal courses and learning interventions.

The Future of Jobs 2020 report from the World Economic Forum also states that 94 per cent of business leaders now expect employees to learn on the job, as opposed to formal training. In other words, it’s not enough to provide a few online courses – you must encourage social learning, which encompasses the first two points above.

However, social distancing and remote working have effectively cut out a major chunk of social learning, where staff may struggle to ‘learn by osmosis’ – represented by the informal, social learning covered in the first two areas.

To address this challenge, there are plenty of quick-win HR tech options. You could set up online discussion boards, team areas, wikis, image sharing systems and other collaboration tools on your intranet, for example. Tools like Google Classroom, Facebook Workplace, FocusMate and PukkaTeam are also providing virtual coworking spaces to facilitate effective collaboration and brainstorming sessions.

VR is another growing tool to deliver corporate training and development programmes, helping people feel like they are in a classroom environment and, therefore, can learn from their interactions with their classmates. At Hays, we are also developing our My Learning platform, which builds on the principles of social learning and offers all jobseekers access to insights around the skills in demand and how they can acquire them.

Adaptability and resiliency are required in the years ahead

Companies have experienced a year unlike any other. The pandemic has massively accelerated digital adoption rates and the HR tech market has grown explosively, as a result.

As we move forward, there isn’t a one-size-fits-all solution. HR professionals must continue to adapt and adopt the latest tools to further enable online learning and career development, hiring and onboarding, staff engagement and feedback and many other key HR functions. Asking the customer – the employee – is a great place to start, to keep track of how people are feeling, how they are working, and what the potential problems are that a collaboration with technology could potentially help solve. I can’t predict where we’ll be in another 12 months – but I guarantee HR tech will play a key role in maintaining the world of work now, and in the years ahead.

Author

Jacky Carter
Group Digital Engagement Director, Hays

With more than 30 years of experience in the staffing industry, Jacky’s expertise spans many aspects of Hays’ business including operations, marketing, RPO and technology. Her unique and invaluable remit is to make sense of emerging trends and technology in the HR and broader world, identifying, evaluating and implementing the tools that enable Hays to power the future world of work.

These could be the 5 hottest engineering roles this year

2022-02-25T12:25:02Z

Throughout 2020, the technology sector once again proved itself to be robust and adaptable, contributing significantly to the Irish economy. It remains an amazing industry for any professional looking to take their career forward and, arguably, engineering is at the centre of it all.

Here are our predictions for the top five hottest tech engineering roles of 2021.

1. Software engineers

A career in software engineering can offer a professional a great deal of range in terms of the technology they work with, products they build and people they impact.

We continue to see high demand for software developers that outweighs the supply of talent available in this space. Software engineering has been at the heart of the growth of the technology industry in Ireland and remains key for the future. While we do have an abundance of hugely talented developers in Ireland, we could always do with more as the demand is, to put it simply, relentless.

There are still massive opportunities for developers with fluency in core languages like Java and .net, but we have also seen a continuation in demand for front-end/UI and UX, as well as in areas like Python, API, Scala, Kotlin, Go, Ruby, TypeScript and more.

2. DevOps and site reliability engineers

The broad DevOps and site reliability engineering field continues to see increased demand, maintaining a trend we have seen over the last few years.

However, as the wall continues to erode between development and operations, organisations are reaping the benefits of better efficiency, higher quality and faster, continuous releases. There is also the knock-on effect of improved engagement and innovation as teams become more connected.

Traditional systems and infrastructure opportunities are blended with a variety of automation, scripting and core software development to offer an interesting and varied career to people in this space.

3. Data and data science engineers

The demand for data engineers, including those with a development, science, analytics or visualisation remit, continues to grow. As the amount of data in the world continues to expand at exponential levels, smart businesses are working to unlock its power.

We’ve seen a corresponding rise in demand for data professionals wanted to sit within business units and departments and focus on understanding the business processes and providing real, actionable insights from the data to enhance performance in a meaningful way.

This field offers the chance for professionals to specialise in either deep technical expertise or blended roles that utilise the right tools and technology, coupled with deep business domain expertise.

4. Cloud infrastructure engineers

Cloud infrastructure, cloud database (AWS, Azure, Google Cloud and similar) and specialist cloud software (such as Dynamics 365, SharePoint and Salesforce) are all technologies and skills that have seen increased demand as companies push digital agendas forward.

These agendas are a mix of reactionary activities, as businesses moved to the cloud to reduce the impact of the pandemic, or more proactive, fundamental digital transformation projects as organisations take this opportunity to reset and realign for a post-pandemic world.

Cloud engineers are building the platforms for businesses to thrive in the ever-expanding digital world and so are one of the hottest engineering roles right now.

5. AI and machine learning engineers

What list of hottest engineering roles would be complete without the tech that Hollywood loves most? AI and machine learning technologies are having meaningful impacts on our everyday lives.

The applications are endless. AI and machine learning have the potential to distil and action repetitive, administrative tasks currently completed by humans. These include image processing, business process management and data analysis.

AI and machine learning engineers use machine learning algorithms to build models that allow deep learning neural networks to draw business insights. Generally, these engineers have a foundation in programming, software engineering and data science, blended with natural curiosity and problem solving to process data as well as develop and maintain AI systems.

This is an area that really shows growing demand and professionals here will see exciting new career opportunities for years to come.

Engineering salaries

With the wide variety of engineering careers available, professionals can be assured of job satisfaction and professional purpose. Balanced with that is a significant opportunity to secure a salary that will continue to grow and improve as you move through your career.

For example, Data Engineers can earn between £50,000-£80,000 in London and the South East, rising to up £110,000 as a Lead Data Engineer. Software Architects can earn up to £100,000, whilst Site Reliability Engineers can earn between £60,000-£90,000 and DevOps Engineers between £60,000-£100,000. Other Cloud Engineering roles also offer great salary prospects: in London and the South East, Platform Engineers can earn between £55,000-£85,000, Project Managers in Cloud Infrastructure between £70,000-£90,000, VMware Engineers up to £70,000, VMware Architects between £70,000-£80,000, AWS/Azure Engineers up to £85,000 and AWS/Azure Architects between £100,000-£125,000.

Of course, salaries are location, industry and skills-dependent, and so the above is a rough guide to the earning potential. For a more detailed picture about salaries for specific roles, check out the Hays salary guide or salary checker tool.

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

The top skills employers are looking for in tech professionals right now

2022-02-25T12:18:23Z

It’s no understatement to say that the Covid-19 crisis has caused huge shifts to our working practices and transformed industry landscapes beyond recognition. What this has made clear, however, is how integral tech professionals are to this new working order, particularly with the increased spotlight on systems and technology in the wake of the mass transition to remote working.

With some form of remote working practice looking set to continue for the foreseeable future as we enter a new working era, professionals in possession of the following technical skillsets will be best placed to secure a permanent or contractor role in the coming months:

Cloud and infrastructure

Unsurprisingly, with the mass transition to home working within the last couple of months, cloud and infrastructure skills have been hugely in demand – particularly within cloud based services such as AWS, Azure and Google Cloud, as companies sought to move their workforce to a remote working model at pace.

The use of cloud systems will still remain prevalent as the lockdown eases and we begin to move towards more of a ‘hybrid’ way of working. Experienced professionals will be needed in order to ensure that organisations are able to scale up or down according to business requirement, and deploy cloud services where needed. It will also be vital for connectivity to these services to remain consistent and reliable, as being able to access cloud systems quickly and easily will be key to employee productivity and operational efficiency.

Cyber security

In tandem with the increased demand for cloud and infrastructure skills, the tech profession has also seen increased emphasis on cyber security, with organisations recognising the need for tighter security controls to be put in place to protect remote operating models.

The increased use of personal devices for work purposes, along with new accounts and increased access to remote systems, has put company infrastructure at increased risk of hackers and breaches, and action will need to be taken in order to ensure that the VPNs and network devices being used remotely are updated with the latest security configurations. Top cyber security talent therefore – already in high-demand – will remain indispensable as agile working practices continue for the foreseeable future.

Data science

As organisations race to adapt to different ways of working and practices continue to evolve, data scientists are taking increased precedence – particularly within the public sector – as companies look to data insights for modelling the impact of the Covid-19 crisis on their business, and what a phased return to their workplace might look like.

For data analysis to be used effectively it has to be both reliable and available to the right people at the right time to aid strategic decision-making and reduce pressure on day-to-day operations. With companies having to adopt an agile approach to working practices on an ongoing basis, professionals who are able to quickly and effectively interpret data will be in-demand as we head into the new era of work.

Change management

The unprecedented speed with which organisations have had to react to the pandemic and its ensuing challenges has triggered an acceleration of digital transformation projects. Companies that were already moving away from legacy systems have had to do so now as a matter of urgency.

This has created increased demand for change management professionals to help facilitate this transformative change – candidates who possess a combination of technical acumen and the soft skills required to lead a team through digital change will continue to be sought after by employers as we move forward.

If you’re considering your next step, get in contact with one of our expert recruitment consultants for a confidential chat about the career options available to you, or to access a host of resources for helping you adapt to the new way of working, visit our Inspire Me in the New Era of Work Hub. As your lifelong career partner, we are with you every step of the way and will be updating this site regularly with new guides, blogs and information to support you.

Author

James Milligan
Global Head of Technology

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

The tech professionals your organisation needs to thrive in the new era of work

2022-02-25T12:15:14Z

It’s no understatement to say that the Covid-19 crisis has caused huge shifts to our working practices and transformed industry landscapes beyond recognition. One thing this has made clear, however, is how integral tech professionals with the right skills are to organisational success.

Which are the industries to see most demand?

Certain industries in particular have seen increased demand for the right talent – with VoIP and Telecommunications, Medical Technology and Software as a Service just a few of the tech sectors to have seen an uptick due to the way that they are enabling remote working. Other, more traditional sectors to have seen increased demand for tech professionals include healthcare, as companies look to react swiftly to the coronavirus crisis, and supply chain and logistics, with the need to move goods both safely and economically remaining crucial to withstanding the pandemic.

Regardless of whether your organisation operates within one of these industries, with remote working practices set to continue in some form for the foreseeable future as we enter a new working era, securing tech professionals with the skills required will remain key.

Here are some of the skills employers will need to thrive in the new era of work:

Cloud and infrastructure

Unsurprisingly, with the mass transition to home working within the last couple of months, cloud and infrastructure skills have, and continue to be, imperative – particularly within cloud based services such as AWS, Azure and Google Cloud.

The use of cloud systems looks set to remain prevalent as the lockdown eases and we begin to move towards a more ‘hybrid’ way of working, and experienced professionals will be required to ensure that organisations are able to scale up or down according to business requirement, and deploy cloud services where needed. What will also be vital is that connectivity to these services remains consistent and reliable, with the ability to access cloud systems quickly and easily key to employee productivity and operational efficiency.

Cyber security

In tandem with the increased demand for cloud and infrastructure skills, the tech profession has also seen increased emphasis on the importance of cyber security, with a vital need for tight security controls to be put in place to protect remote operating models.

The increased use of personal devices for work purposes, along with new accounts and increased access to remote systems, has put company infrastructure at increased risk of hackers. Action will therefore need to be taken in order to ensure that the VPNs and network devices being used remotely are updated with the latest security configurations. As a result, top cyber security talent – already in high demand – will remain indispensable for employers as agile working practices continue for the forseeable.

Data science

As organisations race to adapt to different ways of working and practices continue to evolve, data scientists continue to take increased precedence – particularly for the public sector – as looking to data insights for modelling the impact of the Covid-19 crisis becomes key, alongside mapping out what a phased return to the workplace might look like.

For data analysis to be used effectively it has to be both reliable and available to the right people at the right time, in order to be used as part of a strategic decision-making process and reduce pressure on day-to-day operations. Professionals who are able to quickly and accurately interpret data will be crucial for employers as they continue to adopt an agile approach to working practices on an ongoing basis.

Change management

This acceleration will create ongoing demand for change and project management professionals to help facilitate transformative change. Engaging professionals who possess a combination of technical acumen and the soft skills required to lead a team through digital change will be key for employers as organisations move forward into the new era of work.

If you have any further questions or concerns about hiring tech talent in the current climate, please contact your Hays consultant, or visit our Inspire Me in the New Era of Work Hub to access a collection of resources that will help you to manage your team, undertake interviews and successfully onboard new candidates as we move forward.

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

Super Connect For Good: recognising the positive impact of innovation in technology

2022-02-25T12:09:15Z

What is Tech for Good?

Technology is arguably the most powerful tool at our disposal when it comes to effecting change in business, welfare and indeed society at large. There can be no doubt that Tech for Good is now a movement, and one that’s rapidly gathering pace.

This momentum can in part be attributed to an increase in social solidarity in response to the Covid pandemic, which has led to a surge in innovation from many entrepreneurs in a bid to help solve some of the UK’s most pressing challenges. An increasingly remote delivery of services, processes and interactions as a result of the series of nationwide lockdowns has also led to the acceleration of technology adoption as a way of meeting arising complications.

Why Super Connect For Good was launched

We have seen examples of technology being put to incredible use in a bid to create positive social outcomes in a number of areas including health, education, environmental sustainability, equal opportunities and living standards.

In response to the increase of Tech for Good initiatives, recruiting experts Hays Technology and global super connectors Empact Ventures last year launched a nationwide ‘Super Connect For Good competition, in a bid to uncover the best emerging tech start-ups and scale-ups that make a positive impact on people’s lives through technology.

The competition was opened up to tech start-ups and scale-ups that were shown to create positive social change in any part of society, including education, healthcare, local communities, public services and more. Hundreds of entries came in from all over the UK and Ireland to compete in both regional and industry categories, with the winner in our Virtual Final in November 2020 announced in front of attendants from 38 countries worldwide as Beam, a London-based social enterprise that helps fund and support homeless people into training; enabling them to acquire skills, forge a career and make their future prospects brighter.

Entries are now open for this year

As a result of the competition’s success in its pilot year, Hays Technology has again partnered with Empact Ventures to relaunch Super Connect For Good, and this time we have widened entries to capture applications from ten regions across the UK, Ireland and Europe.

Overall, there will be ten regional winners, ten industry vertical winners (for AI for Good, FinTech for Good, CleanTech, EdTech, MedTech, HealthTech, Smart Cities, AgriTech, GovTech and General Tech for Good), and an overall national winner, giving tech start-ups and scale-ups multiple opportunities for recognition.

Applications will be judged by an expert panel of regional experts, entrepreneurs, funders, and professionals. Alongside Hays Technology and Empact Ventures, the competition is backed by partners including Microsoft for Startups, the National Institute for Health Research, (NIHR) Surgical MedTech Co-operative, the OVHcloud Startup Programme and others.

Before the announcement of the ten overall industry winners in our Virtual Final, we will be showcasing the top ten in each industry category in our Top 100 Innovation Showcase. You do not have to have enter the competition to attend this, and attendees will have the opportunity to see start-ups/scale-ups in each innovation area compete in front of judges and our live virtual audience, super connect with Tech for Good start-ups and scale-ups, and be virtually super connected to three companies/start-ups based on their interests within eight weeks of the event.

The future of Tech for Good

One thing we have observed, and part of the reason we have created Super Connect For Good, is not only the potential for growth that the Tech for Good movement has, but the importance of collaboration when it comes to growing and supporting the overall ecosystem. Sharing networks and resources provides infinite opportunities for Tech for Good start-ups to continue to innovate in a range of areas, including, but not limited to sustainability, housing, equality healthcare and education, thereby improving the welfare of societal groups everywhere.

If you are a tech start-up or a scale-up founder and would like to apply to the competition, make sure you submit your application by 6pm on 16th July 2021.
If you would like to attend the Top 100 Innovation Showcase Event on 30th September, register your place today.

Author

James Hallahan
Director, Hays Technology, UK & Ireland

James Hallahan, Director of Hays Technology and James Harvard, our professional services business, has over 20 years’ experience in technology and digital recruitment, and solutions that deliver outcomes for customer success. James is responsible for delivering strategic growth across both the private and public sectors, through scaling existing products and services and innovating with new solutions to both existing and new markets within which we operate.

Seven things we learnt from McAfee’s President EMEA

2022-02-24T16:51:37Z

Adam Philpott, President EMEA of cybersecurity firm McAfee, discusses how the firm creates balance between its technology and talent strategies, to keep moving into the future.

Uncertainty about the future is something many businesses have felt in recent months. While this can make many uneasy, Adam Philpott, President EMEA of cybersecurity firm McAfee, believes that a path can often unfold for us if we’re able to step back, look at the information available to us and act upon it.

His career journey is an example of how different experiences and interests can make sense later on, even when we’re unsure of what they are leading to at the time. Here are seven things we learnt during our conversation with him.

1. He allowed his career path to evolve organically, as he learnt more about himself

“Like a typical young man, I had no idea what I wanted to do,” he laughs. “I wasn’t even going to go to university. I was on holiday with my pals in Ibiza and just decided to do it and went to study marketing. That was the first time I really started to take an interest in studies and academics.”

He says it was at this time he started creating different business plans, even though he still wasn’t sure what direction he hoped to go in after he graduated.

One such plan led to him launching his own streetwear company with a friend. Although the business folded, it also showed Philpott that selling was something he enjoyed and was good at, leading him to spend the next few years in distribution until he felt ready for a new challenge in 2000. “I felt that I could offer more in a consulting-led value proposition role,” he explains. “I quit my job and moved to Australia without anything lined up and then ended up working for Cisco.”

While he had a clearer idea of what he wanted to do, he still had to prove himself within the multinational technology company. “I started there at the very bottom of the ladder,” he says. “In fact, I started below the bottom of the ladder, working as a bag packer on a two-month contract.”

He soon secured a permanent sales role and the company sponsored his residency in Australia before he gained citizenship. “I then moved to Singapore and then relocated back to my native UK – all with Cisco,” he says.

With the experience of leading sales in various countries under his belt, alongside 15 years of service in one company, Philpott was again ready for a new challenge and it was at this point that he found himself joining McAfee.

“I didn’t want to just be seen as the guy who can do things in one company. I wanted to demonstrate that my skills are effective regardless of company and I knew the CEO of McAfee pretty well, so I came to help him drive the transformation here.”

2. His own career change aligned with a strategy change at McAfee

Philpott’s change in direction coincided with McAfee’s own, as the company moved from a software-focused strategy, to a cloud-first offering. With his sales background, Philpott understands better than most the risks of failing to meet customer needs, and it was exactly this that drove the change at McAfee.

“Our customers were using more and more cloud services, whether applications, storage or anything else to more dynamically run their business,” he explains. “If we want to be relevant to our customers, to help them face the risks they’re exposed to and assist them in accelerating their strategy securely, we have to be more cloud-centric. The money was going in that direction and our customers needed us to go in that direction to support them.”

3. He likes to identify replicable models to solve talent challenges

Of course, this change in direction required a change in the company’s talent strategy too, and Philpott says that McAfee focused on three areas: “I like replicable models – little things I can use to remember a structure when dealing with external challenges – and the one I use in this area is the three Cs: capacity, capability and commitment.

“When you look at your talent, have you got enough capacity? Are there enough people with the knowledge necessary to go and do this thing? One particularly important area for us is to continually enhance our consulting-led skillset, both at an operational and executive engagement level, and across technical and go-to-market resources.

“In terms of capability, you might have enough people, but are they used to building or selling legacy technology rather than cloud products? If so, how do you build that capability?”

The commitment, he says, has to come from colleagues, but also from the organisation. This means rewarding people for adapting to new ways of working. “It’s great if you’ve got enough people and they’re skilled, but if you’re not rewarding them for supporting change, they aren’t going to do it,” he says. “From a sales side for example, if they are going to make their quota selling old products, they aren’t going to sell new ones. It’s harder, so they’ll find the easiest path to revenue that they can. But if you blend these things together, it gives a nice framework for how one takes talent through that process.”

He says that once this framework is established it is vital to communicate it effectively and frequently. “The saying ‘repetition is the mother of learning’ is completely true. It takes time to sink in, but if you put all those things together and make people competent, you can then remove some of the safety nets until the risk of not doing it is greater than the risk of doing it.”

He adds that not being afraid to fail is also key in moving quickly as an organisation. “We pride ourselves that we will call out quickly where we’re failing, because we’ll recognise it quicker than other people and that is actually a competitive advantage.”

4. He has built trust among McAfee’s people to get honest feedback

In order to give colleagues confidence to flag up things that are not working, Philpott says that McAfee has created feedback channels that allow concerns or ideas to be shared across the organisation.

“At a leadership level, on a weekly basis we have an extended leadership meeting of 90 minutes where marketing, HR and all manner of different leaders participate and have the opportunity to share updates on their domain.”

He also hosts quarterly meetings called ‘Post-It Sessions’ to allow frontline staff to feedback to him directly. “I’ll talk for five minutes and then I’ll shut up and let people ask any question they want to. I have built some trust with them by being candid and transparent and non-judgemental, and they feel they can ask questions and get an honest answer.”

Customer voices are also added to the mix of feedback, with all leaders going out to see clients, listen to them and alter their plans as a company accordingly. “We talk about diversity a lot and I think this is a good dimension of diversity,” says Philpott. “There’s no point in listening to one type of individual otherwise you’ll get a narrow breadth of input.”

5. McAfee have a clear plan for improving diversity in the tech industry

Of course, being open to hearing diverse voices is only half the battle. Like any technology business, the talent McAfee requires is scarce as it is, even before trying to ensure the organisation has a diverse workforce. A 2020 report from S&P Global examined IT departments in 550 companies worldwide and found that just under half of them said women accounted for less than 25 per cent of staff, while 9.5 per cent reported no women in their company’s IT department. It’s a challenge that Philpott says they are only too aware of within McAfee, but one they are working to address.

“I’m a big fan of facta, non verba – deeds not words – which is an appropriate phrase for diversity,” he says. “I think it’s important to contribute to the debate, but I’m really interested in the actions that we take as well. So, our primary focus when I joined was to put in place a gender diversity programme. That’s where we felt there was the biggest gap at McAfee.”

McAfee took steps to retain their existing female tech talent, such as implementing pay parity for all employees working in the same roles at the same level and location. “We felt so strongly about this cause at McAfee that we achieved full pay parity in just one year,” he explains. “This marks McAfee as the first cybersecurity company to reach pay parity for women globally and for under-represented professionals.”

However, they also worked to improve the numbers of women interviewing to join the organisation. From altering the language used in job descriptions, to ensuring there was always a minimum of one female candidate that made it to the interview stage of roles and putting women on each interview panel, McAfee has taken several steps, and Philpott says the numbers are going in the right direction.

“We massively increased our incoming female talent pipeline. It was around 23 per cent when I joined in 2017, and last year 39 per cent of our hires were female. That doesn’t mean that we’re at 39 per cent female talent overall, but it shows actions can drive results.”

He says that, more recently, he has begun focusing on ethnic diversity within the organisation, following the killing of George Floyd in 2020. “I’m from Bristol, a diverse UK city, I care about humanity and I wanted us to do something on ethnic diversity and inclusion as well. We’ve started working with a society college in London that has a very diverse population. We’re about to launch some of the things that we’re doing with them.”

Prioritising tasks is a big part of technology development, and Philpott says that this approach can also be helpful for organisations not sure where to start on improving diversity. “It’s not always about doing something global and massive, it’s about doing small things as well,” he adds. “Big things are made up of small differences, and that’s what we seek to do.”

6. McAfee’s previous strategy shift positioned them perfectly to take on the challenges of a pandemic

While McAfee has made its transformation to a cloud-first organisation over the past few years, the COVID-19 pandemic means that many other businesses have had to adopt similar approaches, some for the first time.

Philpott says that McAfee’s products were well placed to support their customers in this transition, but that they have still altered their approach slightly. “The strategy we have in place is robust because it was seeking to drive this change, and the pandemic has simply accelerated it,” he says. “That said, some things have changed, like how we prioritise different technologies working together. There’s definitely some change there that we’ve had to react to.

“Again, it comes back to early warning systems and being quick to recognise something has changed, understanding it and addressing it when we go to market. I think of it as a factory floor; the toolsets that we use to create a quality product are no different to that. We have telemetry in place that understands the quality of what we’re doing and the impact in the marketplace as well. That means we recognise where we need to improve as rapidly as possible.”

There was also a sharp spike in cyber attacks during the pandemic. Philpott says this is something McAfee was very aware of as customers faced these new threats. “In order to allow organisations to thrive, our role is to ensure we help them manage the dynamic risks to which they’re exposed,” he says. “These grow in both volume and sophistication, whilst the manpower required to address them is insufficient on its own. Ensuring efficiency, visibility and control, augmenting human capacity with intelligence and AI has been a key dimension of how our security architecture and its components have evolved.”

More widely, Philpott is considering which of the changes brought on by the pandemic will affect McAfee’s own operations in the longer term. “For me, one of the interesting things is what it will mean for how we consume real estate services in the future,” he says. “Life is about balance. We’re not all going to be working completely virtually, but equally we’re not all going to completely go back to the office because of pollution, the lost productivity in commuting and mental health challenges that come with that. Those things don’t make sense and nor does paying for real estate which sits there idle most of the time.

“Flexible consumption models – driven by data – can understand what we are using, what we can use more of and how we can tweak our real estate investment profile to reflect what we really need. I’m really keen to see what happens in that area.”

7. Philpott is continuing to let his career path unfold organically

Aside from organisational goals, Philpott also has his own ambitions. But, as with taking a late decision to pursue higher education, or taking a chance on a new career in Australia, they are broad and are likely to leave him with many different options to pursue in the future.

“While most of my roles have been about go-to-market leadership, I have never, ever conducted them as that. I have always taken a general management approach to them,” he says. “Having a good comprehension of trends and insights and toolsets that one can use across functions is of huge interest to me.”

To gain this insight, he has joined one board and is in the process of joining two others. By doing so he hopes to expand both his knowledge of cyber and of other functions, and allow his path to reveal itself to him. “No one can be an expert in everything, but broad leadership really interests me as an area to grow in,” he concludes. “Sometimes our skills lead us in the right direction, whether we know it or not.”

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

Purpose at work: it matters for employees, it should matter to you

2022-02-25T11:20:10Z

After a year that’s had people re-evaluating life priorities, employees are more likely to ask themselves how to find meaning in a job than ever before. Company values that align with an employee’s sense of individual purpose are crucial for businesses and organisations who want to stay relevant and attract talent, especially tech talent.

For talent in a competitive tech market, purpose is a matter of fact

Purpose is a crucial factor for candidates when choosing a company and, once in a job, whether to stay. According to McKinsey, 70% of employees stated that their sense of purpose is defined by their work. Given the severe skills shortages in some areas of tech, such as cloud computing, cyber security, data analytics, UX/UI, machine learning, web and software development, Agile methodologies and project and change management, defining a clear purpose for the company must remain top of the list. Tech talent are looking for employers who value them and match their expectations – purpose included.

A diverse and purpose-driven workforce expects more than just words

This isn’t new, but Covid-19 has pushed it higher up the agenda than ever before. Six years ago, 92% of the 250 largest companies in the world reported on their corporate social responsibility (CSR) activities. The pandemic has driven people to question their purpose in life, what they want and how they can achieve it.

Workforces are increasingly diverse, made up predominantly of Millennials, with Gen Z representation on the rise – a demographic for whom individual purpose consists of achieving something meaningful in all areas of life. They search for acceptance and a sense of self-worth, feeling fulfilled at work when they understand their value and how they can contribute to a goal. Practically speaking, managers contribute to an employee’s sense of purpose at work by helping them understand the ‘what’ and the ‘how’. Organisations contribute with the ‘why’: the company’s purpose. When employees’ values and identity align with the company’s purpose they are more productive, more engaged, and more likely to stay and recommend the company as an employer and business.

The start-up work culture and what you can learn from it

For tech professionals, it is also about work culture. Transparency and collaboration are embedded in the way tech professionals work. They often come from start-up and innovation environments where flat hierarchies and an open-source mindset are common. It is also where most of the best tech talent start and build their careers.

If the start-up world can serve as another clue, most European employers surveyed by Atomico, a venture capital firm, have seen their employees place more emphasis on company missions in the last 12 months. However, many employees in the not-for-profit, healthcare and education industries continue to feel more inspired than those in tech – these are industries where the ‘why’ is the organisation itself.

While companies must find a real purpose, act on CSR, employee wellbeing, and diversity and inclusion if they are to remain relevant and attract and retain talent, there are also other ways to commit to causes that matter for today’s professionals. We recently launched the Super Connect for Good 2021 competition to recognise emerging start-ups and scale-ups in the UK, Ireland and Europe and help them create a positive social impact through technology. We have selected eight meaningful innovation streams: AI for Good, EdTech, HealthTech, MedTech, FinTech for Good and CleanTech; and two challenges: a pre-seed challenge and an industry challenge in mobility and transport infrastructure. If your company is not a start-up, you could consider attending one of our Super Connect events or getting involved in other initiatives aligned with your purpose.

As an organisation, purpose begins with your values and how they translate into actions for a better world that meet your employees' need for a sense of fulfilment. If your company is looking for ways to attract and retain talent and skills in 2021 and beyond, take purpose seriously.

The Super Connect for Good competition recognises the tech start-ups and scale-ups that are enhancing people’s lives through technology. Applications close at 6pm on 16th July, 2021. Find out how Super Connect for Good works and how you can enter.
For more insights and advice, or to find out how we can support your career or your organisation in the new era of work, speak to one of our expert consultants today.

Author

James Hallahan
Director, Hays Technology, UK & Ireland

Light at the end of the tunnel: Could automation be the answer to the public sector’s problems?

2022-02-25T11:18:04Z

The public sector faces challenges far beyond those experienced by the private sector. It operates within risk-averse frameworks that constantly drive down budgets and demand improved efficiencies, and many organisations work with legacy systems and inherent technical debt, both of which can require significant manual intervention to function.

The pandemic has caused unprecedented pressures on public services, and the funding deficit is expected to grow in parallel with the increased demand for social and health services. In short, public sector organisations find themselves in an unenviable catch-22 situation.

However, there may be a glimmer of light at the end of the tunnel. Robotic Process Automation (RPA) has the capability to deliver transformational automation at a very low cost, typically paying for itself within one year, making it a viable funding proposition.

What is RPA?

The ‘Robotic’ element of RPA is a bit of a misnomer; it refers to actions undertaken by the software that mimic those of an employee. There is no physical entity, purely an electronic one that resides in your computer (or in the Cloud). The software can click a mouse, read a web page, extract data, write to a database, use Excel and even read documents and emails. By using these skillsets, the ‘bots’ can learn processes and repeat them time and time again, very quickly. When you consider that bots don’t need holidays or to pause to eat lunch, and that they can work through the night - it’s clear to see how productivity can increase very rapidly when utilising this technology.

RPA does not need deep-level integration. It uses the same interface as humans (the user interface), meaning it can click, type, open files and more. Plus, it can interact with almost any application, even the ancient ones. Because it’s so compatible with existing software, and the infrastructure is minimal, it’s very quick to set up and therefore relatively cheap to deploy. In fact, most programmes see overall payback within 12 months, with some quick-win bots reaching that even within just one month.

While there’s no doubt that RPA drives value for money, it also brings other key benefits. Bots can dramatically reduce queues and waiting times, slashing how long it can take for benefit or housing applications to be processed, for example. They always follow the process to the letter, unlike humans – who can make accidental mistakes, so compliance and auditability is assured.

Bots, also known as the digital workforce, can be quickly cloned, and scaled to meet peaks in demand. Any cyclical process can therefore be smoothed over, and backlogs can be removed – think about how this could help with the education sector in regards to school admissions, school meals and bus passes, for example.

Are robots coming for my job?

Robots follow sets of instructions, but they aren’t so good at making decisions based on experience. Where activities are highly repetitive and follow a logical process, there may be an opportunity to automate them, but – in many cases – a process will involve some decision-making that will require a human. Often, an employee will work on multiple tasks and processes at the same time, rather than just one, and using a bot to take over some of the more repetitive jobs can aid productivity. It is best to think of the robot as removing the mundane and monotonous tasks from the humans to ‘liberate human intellect’. This adds value where they are most productive and gives hours back to the business. Automation should be undertaken consciously to ensure the net outcome is positive in its broadest sense – across society, this is most relevant in the public sector.

Where can RPA be applied?

RPA employs a highly adaptable set of skills and applications that can be widely applied across a range of generic tasks undertaken by all organisations. This could include processing joiners and leavers, procure to pay and password resets, for example, to processes that are more bespoke, which include but are not limited to the below examples.

Healthcare

Rescheduling cancelled appointments
COVID-19 response
Referral management
Transferring patient records
Allocation of beds
Digitisation of documents and handling
Discharge instructions

Housing

Collection of Direct Debits
Registration of landlords
Rent arrears
Repair management
Tenant onboarding

Local government

Housing-benefit applications
Free-school-meal applications
School applications
Rent-increase processing
Change-of-address management
Temporary event notices and licencing

Policing

Processing fixed-penalty notices
Crime reporting
Case-file assembly
Firearms licence processing

RPA can be used as a cheaper proxy for integration. Wherever there are multiple legacy systems that require users to interact with them to complete a process, there will be the re-entering of information and the swivelling of chairs. RPA can manage all these back-end activities quickly and without error. It can manage and cleanse data and populate databases and CRM systems.

By using complementary technologies such as Optical Character Recognition and Natural Language Processing, the capabilities of RPA are expanded further, allowing automation to ‘shift left’ by structuring data and digitising it at the outset of the interaction. Forms and emails can be read automatically and classified, and documents can be managed and assigned to appropriate processes.

How can I start automating?

The first step is to gain buy-in for automation and secure funding. For this, it is likely you will need to present evidence of the scale of the opportunity and build a business case to present to the key stakeholders. It will be necessary to survey departments within your organisation (as widely as possible) to identify, qualify and quantify the automation opportunity in the teams and processes you investigate. Each process must be analysed against a set of criteria including volume, average handling time, stability, steps, and screens to name just a few, the output of which is a matrix ranking by complexity and benefit. A business case can be created for the viable portfolio and extrapolated.

Assuming the investment is forthcoming, a platform/vendor must be selected, and skilled resources onboarded – then the first bots can be built, tested, and deployed.

The first bot is always the hardest to deploy, but it’s worth remembering that without the right structure and governance, scaling can also become increasingly difficult. It’s key to anticipate the need to scale the programme early and set expectations, being mindful to build the foundations then, at the implementation stage, rather than discovering it later when you may not have access to adequate funding. Automation demands commitment if it’s to be done successfully but, when executed well, you’ll soon reap the rewards that come with economies of scale.

Partnering with an experienced implementation team will pay dividends in the long run and could help you to secure a return on investment.

RPA won’t solve all the challenges the public sector is beset with, but it might just provide a low-cost alternative to other traditional transformation programmes. A quick payback makes it an easy option to secure funding for, and its successful deployments in the private sector so far have proven its value and eliminated most of the risk and any cynicism regarding effectiveness.

Now might just be the time to find that light at the end of the tunnel, and to switch it on.

Author

Tim Olsen
Intelligent Automation Director, Hays Technology

Tim worked in Project Management for 20 years developing solutions to improve user journeys and experience for blue chip clients. More recently he built the UK’s largest RPA CoE from scratch and went on to help organisations overcome their barriers to scaling automation. He is a thought leader and evangelist for Intelligent Automation.

Introducing Hays Technology

2022-02-24T17:13:00Z

There are few times within your career that you know you are at a pivotal moment; you’re on the cusp of something big, something that not only has the potential to make a material impact on the way you can support your customers, but also to play a part in the evolution of a sector. That’s where I am at the moment. We’re launching Hays Technology today as a standalone brand and it’s an extremely proud moment for me personally and professionally.

We have the potential to make a huge difference to customers across the world by ensuring our clients have access to skills that are constantly evolving, when they need them - regardless of sector or size. We will be better positioned to support professionals within this space, ensuring they have everything they need to continue to be at the forefront of technological change. And working in tandem with our partners, we will be able to provide best in class products and services.

The world is becoming increasingly digitised, at an unprecedented pace. Most sectors and roles are being impacted by the tech evolution, from marketing, to engineering, to finance – almost no sector or industry is unaffected. What is clear, is that most organisations have either recently undertaken a digital transformation journey, or they are currently doing so. And the reality is that digitisation, modernisation, and continuous advancement is very much a modern-day business “norm”. Many businesses today have adopted a ‘software mindset’ – a consumer behaviour in which we accept and, most interestingly, want change, as it means a better service with more options, personalisation, and an improved experience overall. This means that as new systems, tools or channels are introduced, the understanding and expectation is that these will continue to evolve and improve, resulting in a continued technological change within an organisation. So, it’s only natural that the demand for technology talent will continue to evolve rapidly alongside it.

This has been obvious to many of us for some time. I have spent a large part of my career finding the tech talent that companies need to succeed, and supporting extremely talented individuals to reach their career goals. It’s my passion and what gets me out of bed in the morning. I have always wanted to ensure that we’re fuelling the tech transformation and are constantly evolving. After all, if tech professionals have the latest skills, and businesses have access to them as and when they need them, then everybody is operating to their full potential. As a society, we all benefit from that. Technological disruption has the potential to help create a better world by improving efficiency, reducing costs, and driving economic growth. This would go some way to addressing some of the UN’s Global Goals to end poverty, fight inequality and address climate change.

The pace of growth in the tech space will not slow down. Technological transformation has accelerated, new technologies are continuously being created and the world of work is rapidly evolving. Over the past year alone, our reliance on technology has increased significantly – it’s become more and more integral to our day-to-day lives. Staying connected has been powered by technology, and processes in the world of work are becoming increasingly digitised, as artificial intelligence and machine learning continue to become more widely used.

But we mustn’t forget that this constant acceleration of technology is against a backdrop of an already skills short market. Demand is far surpassing supply and that is not sustainable. The requirement for new skills is ever-evolving and new jobs are being created all the time to keep pace with new technology, each needing a set of new skills – skills that aren’t readily available now. The need to learn and adapt is constant. As technology continues to advance, people will have to learn to upskill and reskill to maintain and enhance their employability. None of us know what the jobs and skills of the future will be, but we have the insights and expertise to support our customers as they all look to the future.

At Hays, we have nearly 30 years of experience and expertise in the technology sector, which accounts for a good portion of my career as well. We’ve supplied the tech talent that has been integral to the evolution of many companies throughout the past three decades. We’ve predicted trends and the growing importance of many of the roles that are commonplace today but unheard of just a few years ago. We understand technology and the many nuances of the industry. Hays Technology is full of people like me; passionate about technology, and passionate about making a difference to people’s lives.

In a world where companies are struggling to find the skills they need, and where professionals need a partner to make sure their skills remain relevant to market demand, Hays has a big role to play. In a fast-moving market like tech, it is even more important to provide quick and easy access to top skills and the top jobs.

Innovate like a start-up and deliver like an enterprise

Establishing Hays Technology as such a strong brand in the market means we have a business that is able to better represent our customers within the tech industry. We will achieve this by ensuring that everything is tailored towards them and operating on a global level powered by local teams - built based on what our customers need. We can innovate like a start-up and deliver like an enterprise.

Whether start-up, scale-up, enterprise, medtech, edtech, fintech, proptech or public services, whatever their size, scale or sector. Whether cyber, cloud, software, development or another specialist area, we understand the tech sector; we understand the latest technologies and the nuances of roles. Because not only do we have three decades of experience in tech, but now we’re making sure that our deep expertise is aligned to sectors and technologies, enabling us to work together with organisations to drive growth. It’s important to remember that Hays itself is a data and tech company, we are constantly evolving and developing digital products. We’re not on the outside looking in, we are very much part of that world. It’s near impossible for someone who doesn’t understand technology to recruit tech talent and that’s what sets us apart from everybody else – because we live it.

Our partners and networks allow us to build and share our sought-after expertise. We’re connected to the most important players within the tech industry, working with communities to forge relationships that matter and to provide extra value to our customers. This means that we have an unrivalled network of high quality, engaged professionals, with the skills to meet the challenges of today’s and tomorrow’s digital evolution. If a business is on the hunt for tech talent, we know the people who can make a difference to their organisation. We want to make sure that we are having a positive and lasting impact on the tech world and the talent pipelines of the future; improving the sustainability of skills by reskilling and building talent pools for the future.

The benefit of being in the technology space ourselves, is that tech employers know we have an unrivalled understanding of their business, and as a result they come to us. This further allows us to act as a partner, and it also provides professionals with a solid reason to trust us to find them a role that suits them. We understand what employers are looking for and we can provide professionals with insights into relevant opportunities. We can tell them who the best employers are, what a particular opportunity would entail, and we can offer them valuable information into the organisations that are hiring. That is something that you will only get by choosing Hays Technology.

If you’re a tech professional and you’re ready to line up your next role, Hays Technology is here to work with you and provide the support you need. We can offer professionals the very best possible career opportunities, and partner with you to build a skills framework to support your career in the ever-evolving tech world, proving ourselves as lifelong career partners. We offer timely advice and expert insights into the skills currently in demand, potential career prospects and the latest employment trends, enriching their careers. We work with individuals to make sure they’re prepared for whatever the new era of work brings next, and make sure that the right opportunity is available to them, whether they want a permanent role or a contractor position.

Continually evolving to meet the market

We know that Hays Technology needs to continue to evolve in the rapidly changing market, so we can meet the needs of customers both now and in the future. Continued investment is key to the success of Hays Technology. We are constantly evolving our own tools and technologies, we continue to learn, be agile to change and innovative in our approach. We know this is necessary to shape the future of technology recruitment. As we evolve with the market, we’ll keep coming up with new ideas and solutions, so our customers can get the very best service.

Since we began operating in this space in the early 1990’s, it’s been of great importance to us. So much so, that we’ve been heavily investing in this area for some time - whether that be through our own people and the training and tools that they receive, or the insights that we provide to organisations and jobseekers. Our resources and investment continue to be vital today; they set us apart, meaning we’re a lifetime career partner like no other. We have access to the best resources, tools and platforms to drive top performance in everything we do.

We know the world’s dependency on technology and tech skills will only increase, so we will ensure that we are always at the forefront of what skills are needed, when. We want to make sure that we’re doing our part in finding the skills for the workforce of the future. The opportunities and possibilities within the technology sector are endless, and we’re ready to provide a recruitment company that reflects that. That is my ambition and the ambition of Hays Technology; to build the leading global technology recruiting company by using our global expertise, industry insight and local knowledge, to provide an unrivalled service to all customers. The tech world is an exciting world to be in, the potential is monumental and the gains on offer are huge, which is exactly how I feel about Hays Technology. We are ready to shape the future of tech recruitment.

Author

James Milligan
Global Head of Hays Technology

James Milligan is the Global Head of Hays Technology, having joined in 2000. In his role, he is responsible for the strategic development of Hays' technology businesses globally.

How your tech skills can help change lives in the medical science sector

2022-02-24T16:05:34Z

The life sciences industry has, unsurprisingly, grown exponentially during 2020 because of the impact that COVID-19 has had on the sector. The demand for IT skills has also increased within life sciences to support the industry to keep innovating, tracking and pursuing a vaccine to COVID-19, as well as other diseases and conditions. These IT skills have been crucial in the development of the potentially promising vaccines developed so far but have a much bigger part still to play in the testing, monitoring and roll-out of these going forward into 2021.

The pandemic has only strengthened the role that technology plays in the life sciences sector, with the need to develop med-tech products and support structures capable of handling the growth in the area, now of paramount importance. But, how specifically can tech professionals be part of this journey?

The growing influence of tech in pharmaceutical hubs

Innovation and progression are just two of the ties that bind the tech and life sciences industries, with both constantly trying to pursue new ways of improving efficiency in processes and the quality of life for end-users. It makes sense that there is increasing co-operation between these two specialist areas.

For example, we are seeing more tech-focused innovation hubs developing across Europe, with cities like Barcelona, Amsterdam and Warsaw playing home to the next generation of extremely talented tech professionals. Within the life sciences industry, innovators are aware of these hubs and are tapping into these markets for tech professionals with the requisite skills to join a med-tech product’s journey from its start.

Now, multinational pharmaceutical companies are also looking to give opportunities to professionals within these tech communities, [like Boehringer in Barcelona. These global companies can offer tech professionals roles that are crucial to often life-saving products and systems, opportunities for progression and development, and packages that other industries would struggle to compete with due to the sector’s exponential growth. In 2018, the med-tech sector in Europe alone was worth €120billion, a value that has only increased further due to the investment in the sector since COVID-19 impacted us all and is set to continue its growth in 2021 and beyond.

How are tech positions influencing the life sciences industry?

The influence of tech in the medical sector isn’t just limited to the development of med-tech innovations like VR’s use in surgery or in the 3D printing of artificial limbs, it impacts many other areas as well.

For example, with the explosion of data now available on patients, from more accessible cross-hospital records influenced by global migration patterns, to greater data being made more freely available on genomic profiles and in ancestry records, the industry has hit a tipping point when it comes to the adoption of blockchain. In 2018, 60% of pharmaceutical and life science professionals were found to be either using or experimenting with blockchain – compared with 22% asked in 2017. This increasing adoption of blockchain will create more opportunities for tech professionals to influence the medical supply chain, management of clinical trials and work with patient data. The latter of these areas will necessitate the need for additional security specialists as well, to protect this data in an ever-more data-conscious world.

More traditional tech roles like software developers, software architects and software engineers have long been in demand for global businesses that need to create networks for their teams to operate within. When COVID-19 first impacted these teams, there was immediate demand for professionals with Cloud experience, so to ensure that all research and processes could carry on across these multinational businesses, even when lockdown became a reality for most of them. As part of this transition, we have seen high demand for Scrum Masters to assist with this change and growth, as well as professionals experienced with Big Data to not only work with COVID-related information, but other trials and programmes as well.

Working with a purpose

Aside from the opportunity for a challenge and to get rewarded with great benefits packages and progression opportunities, perhaps the most valuable reward for candidates applying their skills in the life sciences industry is the role that they will play in benefitting general health and in mitigating the impact of some medical conditions. In the short-term, this may be in the fight against COVID-19 but going forward it could be in playing a part in improving the quality of life for everyone.

If you’d like to find out more about the opportunities available in your area, find your local Hays office now.

Author

James Milligan
Global Head of Technology

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

How technology is helping the agricultural industry to evolve

2022-02-24T17:10:17Z

Dr David Bozward, Head of Entrepreneurship at the Royal Agricultural University, talks to us about how technology is helping the agricultural industry to evolve

Established 176 years ago, The Royal Agricultural University is one of the first agricultural colleges in the English-speaking world, and offers areas of study including agriculture, real estate, land management, international business, agri-food business, environment studies, culture heritage and equine science.

Although agriculture is often perceived as an industry that is slower at picking up new technology, Dr David Bozward acknowledges that ‘the technology wave is hitting the agricultural industry very quickly now, and we’re seeing a lot more developments in robotics and in the way we grow crops.’ In the last few years, the University itself has undergone significant transformation to improve their education offering through technology – which has led to Dr Bozward’s appointment as one of the judges for the EdTech category of the Super Connect For Good event, which is a competition created by Empact Ventures and Hays Technology to discover the best emerging start-ups positively impacting people’s lives through technology.

Adapting to changing educational needs

The University realised that certain short courses required farming professionals to travel long distances, which was not only not particularly convenient or productive, but also having a negative effect on the carbon footprint, so transitioning to online learning became a strategic priority. With an international student presence, improving the University’s online learning facilities also made perfect sense.

Dr Bozward explains: ‘About three to four years ago, we started to realise that we needed to get better at running our CPD (Continued Professional Development) courses and teaching online. After applying and securing funding from the Higher Education Funding Council for England, we started a project across the whole University to introduce change in a bid to try and get everyone to be better at education technology and embed it everywhere. These changes across our undergraduate and postgraduate courses have changed our culture for the good and it has proved to be very successful.’

Getting up to speed with best practice

Even though technology advances are visible here in the UK within the agriculture industry, Dr Bozward explains that ‘after doing research, India and Africa are in some respect ahead of us with their technology used for agriculture. For instance, in India and Africa, direct electronic payment from everyone’s phone is just the default and instant way of doing business, whereas in the UK, this is not the case, many farmers are still using traditional payment methods. It’s absolutely phenomenal how a different payment system has changed the lives of people because they get the money instantly.’ Having this type of payment technology streamlined across agriculture would enable better productivity and flexibility.

Dr Bozward is a great believer in education, and after reviewing some of the apps at Super Connect For Good, he was impressed with the quality and innovation of the technology presented. He sees the potential of the role this technology can play in helping evolve the agricultural industry and developing processes that will make agriculture more efficient.

Using agricultural technology to tackle societal and environment issues

As the agricultural industry is often identified as having a considerable impact on climate change, using innovative technology in agriculture can help curtail this ever-increasing global issue.

‘Farmers need to have more innovative tools to enable them to manage the changes they’re dealing with as a result of climate change. Access to this type of technology will help them understand when to plant and identify weather patterns to the types of seeds to use,’ Dr Bozward explains. ‘In many parts of the world, a farmer tends to think about the present, but what we need to do is to encourage long-term thinking into the everyday work of a farmer. This shift in behaviour will encourage a better approach to putting carbon back into the soil, a commitment to looking after the environment and hopefully creating an ecosystem that works.’

Attracting the next agricultural generation

‘With the average farmer in the UK looking to retire in a few years, a trend that we’re seeing across the globe – we need to educate a new group of people, the next generation who are going to take over these farms. EdTech is going to be crucial to instilling these farmers with an environmentally friendly mindset and giving them the tools to successfully do international trade whilst making it a favourable thing to do’, Dr Bozward explains.

‘One of the apps that did appeal to us at the competition was one that was built around behavioural science – looking at those in their teenage years to understand how we can get them engaged and motivated to work through some of the challenges associated with the agricultural education process,’ he says. ‘Even though retired farmers will be passing on their farms to their kids who are more tech savvy, it’s still pivotal that we attract young people from different walks of life into agriculture to nurture its future’, he concludes. ‘Understanding how we can make agriculture appealing as a long-term career through technology will be crucial in driving the industry forward.’

If you would like to see our finalists compete to be crowned the overall winner of the Super Connect For Good competition, you can register to attend the Virtual Final on 18th November.

Author

James Hallahan
Director, Hays Technology, UK & Ireland

How has the online retail landscape been reshaped by COVID-19 and what tech skills are seeing the highest demand?

2022-02-24T17:09:18Z

Whilst consumer preferences for online channels were unquestionably present prior to the COVID-19 pandemic, the unexpected global events of 2020 accelerated this trend on an unprecedented scale.

Many businesses reacted to the crisis by fast-tracking their digital transformation initiatives, and there was a sharp increase in the number of businesses switching their primary focus to online channels.

In addition, and somewhat inevitably, the lockdowns introduced around the world resulted in online traffic statistics doubling or even tripling in some countries. What was already a rapidly growing industry has been supercharged by the extraordinary circumstances of the pandemic.

Why should talented tech professionals choose to work in e-commerce?

E-commerce operates at the cutting edge of how technology can anticipate and meet consumer demands, and the broad spectrum of industries that organisations potentially function across means that regardless of personal interests, there will be a company out there whose unique purpose will resonate with most talented tech professionals.

Furthermore, the sustained, exponential growth of the sector over the years is also undeniable, making e-commerce a more secure option for those worried about how the macroeconomic uncertainty will affect the jobs market.

Of course, conventional retailers have increasingly been looking to increase their multichannel and omnichannel capabilities, with a view to bridging their brick and mortar businesses with online sales and service. In fact, online retail shops in the UK achieved growth of more than 50 per cent between 2013 and 2018 based on expenditure, which is an international trend that accelerated throughout 2020 in light of the sustained closure of shops and retailers. According to Wolfgang Digital, traffic for online retailers in Ireland increased on pre-pandemic levels by 60 per cent in May 2020, and online revenues went up by 162 per cent.

What are the most in-demand skills within e-commerce?

A broad range of tech skills are currently in high demand within e-commerce, such as software development, UX design, front end development and full stack development. On a functional level, many organisations are also seeking project and product managers, and business and product analysts amidst an increased need for a combination of technical understanding and softer skills, such as problem-solving and critical thinking.

The fact that many websites are still unable to order or process payments presents a significant expansion opportunity for a large number of retailers, many of whom are looking to capitalise on this chance to grow their revenue. This, in turn, provides opportunities for those with more niche skills, as businesses look to make the move online by utilising traditional off-the-shelf e-commerce solutions such as Magento, or Software as a Service (SAAS) offerings like BigCommerce or Shopify. All of these initiatives will require the right professionals to help with integration and architecture support on the customer side.

Which elements of a role are most important for online retailers to capitalise on if they are to secure the tech talent they need?

The story and culture of an organisation is crucially important to tech talent, particularly for those most in-demand who might have job offers from a number of different employers. Candidates want to know that the organisation they are considering is somewhere that will allow them to thrive and develop.

With the pace of growth in e-commerce showing no sign of abating soon, and the scope of possibilities and roles available making it a sector that’s extremely attractive to tech talent, it’s vital for employers in this space to articulate their unique opportunity and market their company culture in an effective way in order to attract the best candidates.

The role technology professionals play within organisations is evolving to a greater extent than ever before, and almost all jobs to be found within the sector today involve large amounts of interaction with cross-functional groups, both internally within the organisation and externally with the customer base.

So much of the tech world today requires people who can marry technical skillsets with creativity and innovation, and as an area where growth continues to gather momentum, online retail presents a wealth of opportunities for top tech talent to engage with. For their part, employers need to ensure they capitalise on this momentum to secure those professionals who can really add value.

For more insights and advice, or to find out how we can support your career or your organisation in the new era of work, speak to one of our expert consultants today.

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

How Artificial Intelligence is transforming the start-up world – for the better

2022-02-24T17:08:13Z

Philip Marais, Northern European Lead for the OVHcloud Startup Program, talks to us about how artificial intelligence is helping us to view societal problems from a different perspective.

Since it first emerged in science fiction, artificial intelligence (AI) has assumed an uneasy position in the public consciousness, with people in turn both excited by and apprehensive at its possibilities. Whatever your opinion of it, the reality of the transformative capabilities of AI-based innovations cannot be denied. It’s a tool that’s empowering governments and organisations worldwide with the ability to address some of the most critical and enduring challenges we are facing as a society, and as the Northern European Lead for the OVHcloud Startup Program, it’s something that Philip Marais is very interested in.

Since 2015, the Startup Program has helped to deploy over 2,000 start-ups and scale-ups on to their cloud, providing free cloud credits, personalised support from a Solutions Architect, visibility on social media and access to an active network of partners. Globally, 1.6 million customers across 140 countries are reliant on OVHcloud’s infrastructure.

Gaining strength through partnerships

Philip acknowledges that the Startup Program’s extensive reach would not be possible without an ever-strengthening ecosystem of reliable partners, and it’s the support from this community that enables them to go further than ever before. A partnership with global super connectors Empact Ventures, for example, has opened up an entire network of start-ups and scale-ups who are now benefitting from the support the OVHcloud Startup Program can provide.

This active participation in the start-up community has led to Philip’s appointment as the judge for the Artificial Intelligence For Good stream of Super Connect For Good, a competition created by Empact Ventures and recruiting experts Hays Technology to uncover the best emerging tech start-ups and scale-ups positively impacting people’s lives through technology.

The growth potential of artificial intelligence

To Philip’s mind, AI is not only one of the fastest-growing industries in the world but has the potential to do good in a multitude of areas and is a key focus for the OVHcloud Startup Program. ‘We’re looking for start-ups and scale-ups which offer some kind of Software as a Service or need a cloud platform in order to deploy their web app or their mobile app, and AI is a very big use case at the moment,’ he explains. ‘They’re usually trying to utilise it in some way, whether it’s an off the shelf solution or training their own models.’

Furthermore, OVHcloud has its own AI offering, which is covered by the credits offered through the Startup Program. ‘This gives them the ability to clean up their data, which in turn makes it digestible and ready for training models,’ Philip says. ‘They’re also able to access GPUs as a service, which are high-performance platforms for training AI models that can then be deployed on our cloud as well.’

How AI is helping humanity

Though interested in AI from a business perspective, OVHcloud is also keen to see the good that it can do, particularly in areas such as healthcare. The key to harnessing this, Philip believes, is data. ‘There is a morass of data,’ he explains, ‘but often it’s not easy to understand or utilise. AI can help to make sense of it whilst extracting value and insights.’

‘We want to be in a position where we’re able to predict things before they happen. It’s about being proactive, rather than reactive. Being able to detect diseases earlier, getting people treatment quicker, saving lives and in turn reducing NHS costs. I’m amazed at the amount of innovation in the healthcare sector.’ Philip believes that HealthTech and MedTech start-ups face a harder challenge than most when it comes to taking an idea to market, with hurdles coming in the form of certifications and data privacy requirements. But he’s impressed with the number of public sector organisations actively funding start-ups and scale-ups as a means of improving the public health system.

Start-up and scale-up challenges endure

Despite the very often great rewards of launching a tech for good start-up and successfully enacting positive social change, challenges for founders remain. Philip cites a lack of visibility, competition for funding and access to market as just some of the major obstacles start-ups face, which is why the right partnerships are crucial.

‘Collaborating with organisations like Empact Ventures and OVHcloud can help overcome these challenges,’ he explains. ‘The events that we host bring together potential investors and potential customers, which can help make you heard above the noise. Furthermore, choosing the right channels for leveraging your visibility very much depends on whether your business model is B2B or B2C. It just goes to show that the right support from ecosystem players is crucial.’

Is ‘conscious business’ the future?

Having spent the past 20 years working with start-ups, Philip believes he has seen a fundamental shift in the mindsets of entrepreneurs. ‘It’s not just about profits anymore,’ he says. ‘People want to make a difference, and it’s easier these days to do so because technology allows you to get up and running so much faster. Our increased awareness of problems on a global scale paired with easier access to technology is going to drive people to try and solve those problems, and artificial intelligence is going to be a critical part of that.’

‘As a business leader, you need to be thinking about how green and sustainable your product is, and what impact you’re going to be having on the environment,’ he concludes. ‘A social focus is key if you’re going to gain that crucial support from customers - and thrive going forward.’

If you would like to see our finalists compete to be crowned the overall winner of the Super Connect For Good competition, you can register to attend the Virtual Final on 18th November.

Author

James Hallahan
Director, Hays Technology, UK & Ireland

Five things to remember when recruiting technology talent

2022-02-24T17:05:33Z

COVID-19 has driven demand for digital and technology talent globally in 2020. Here’s how businesses can stand out in a competitive market.

Demand for technology talent has evolved rapidly since the start of the pandemic.

At first, there was a hugely increased demand for candidates that could enable remote working – people with cloud-based skills that could deploy systems like AWS and Azure. Within the first four to eight weeks of lockdown happening, demand for these candidates rose by 400 per cent.

That quickly changed to interest in cybersecurity candidates. While technical skills were sought in these candidates, businesses also needed people who could drive behavioural change in users. When employees are working from home, there are different vulnerabilities compared to working in an office environment. Organisations needed candidates who could ensure employees were operating in a secure environment with the quick deployment of new systems.

Next, we saw an uplift in demand for data analysts and data scientists, particularly in the UK. There was demand from central governments and health services for people who could crunch the numbers around COVID–19 and take a predictive view of what would come next.

There was also some private demand for these candidates, with businesses trying to understand how their risk profile might have changed.

Those trends were seen between March and May, but we’re now seeing companies think longer-term about their digital and technology talent strategy. Here are five of the key areas organisations will need to consider when recruiting technology talent:

1. Planning further into the future is key

After the first months, where companies were playing catch-up, businesses were starting to look ahead. They understand that COVID-19 is going to be here for some time and, rather than just reacting to the immediate crisis, organisations have started planning for the future. From May to June, there was a drop off in demand as they considered what their next steps were going to be.

Lots of companies, from large enterprises to public sector organisations, had digital transformation programmes in place, but they needed to identify new priorities based on the new needs of employees and customers, whether they were individual consumers or businesses. Many found they had room for improvement when it came to the tools they used to engage people. There was also a need to improve virtual shop windows, websites, and anything else businesses had to facilitate their direct relationship with the customer, which will have replaced or augmented traditional human interaction.

We found these forward-looking businesses were coming to us with a planned approach. They had identified their programme of work and the types of people they would need to enable change and transformation. Most organisations now work in an agile or a semi-agile way, so they are looking for skills that can enable the change, but also software developers that can build and develop the applications that they require.

2. Recruitment processes need to keep evolving

To be successful in their hiring in this highly competitive market, businesses have had to evolve their processes quickly. Most companies had some sort of video platform, but adoption was poor, generally speaking. COVID-19 made it a necessity because everyone was working remotely, so you had that accelerated transformation, which increased adoption very quickly.

The next challenge was around onboarding. Many companies don’t have a cohesive remote onboarding process where they can bring somebody into a business in a non-physical way. Luckily, technology companies, or technology departments, move in quite an agile way, they are almost always the early adopters of these changes. They’re familiar with the technology and they’re advocates of it. On the whole, though, COVID-19 has accelerated cultural change in non-native digital organisations.

3. It’s worth searching outside of your usual talent pools

Organisations have become much more flexible in the geographies they will hire from. We have helped a company in Belfast recently that was willing to look for candidates within three time zones. They are tapping into a much broader pool of talent. We’re starting to see this trend more frequently.

What remains to be seen is what will happen over the next six to 18 months, and whether this has become the norm or if these placements are outliers within the market. My instincts tell me that, in tech, we’re going to see an awful lot more talent placed that is not linked to the geography of the office that they’re ‘based in’.

4. There has been a cultural shift around technology adoption

A lot of the time, when technology workers try to launch new systems in organisations, the process change is difficult and people won’t take it on quickly. People have been forced to adopt new technology rapidly and that’s changed a lot of people’s view of it forever. The pandemic has been the biggest change that’s happened in the business world in our lifetimes, and collectively we’ve demonstrated that in a matter of weeks, most organisations have been able to pivot from working in an office to a fully remote working environment. Behaviourally, users have demonstrated they are able to make this rapid change, so psychologically they will be more open to new systems in the future.

5. Organisations will need to take time to reflect

Organisations have moved quickly and will want to go back and revisit what they did earlier in 2020 to make sure it’s robust. They are looking at a new hybrid world where employees work both from home and in the office. Strategically, they must make sure that they are in a position where they can continue to operate and thrive.

This move to hybrid working is likely to mean an acceleration in digital transformation and that means that technology professionals with legacy skillsets will need to retrain to make sure that they have the skills required in this new world.

Finally, all organisations need to consider what this means for new entrants to the workforce. A large part of learning how to be effective in the world of work comes from observation, being mentored and getting real-time feedback. Organisations that have shifted to a remote model will need to consider how to manage this.

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

Cybersecurity in the new era of work: everything you need to know

2022-02-24T17:02:23Z

Cybersecurity breaches have recently made global headlines, many of which have been attributed to a rapidly expanded online world because of the COVID-19 pandemic. Consequently, there is a heightened push not only to prevent such attacks from happening, but to develop IT and security infrastructure that can deal with these differing and increased online demands.

Therefore, there has never been a better time to be a cybersecurity professional, or to think about the cybersecurity needs within your business. But how is the function evolving, what are the key skills that these professionals need to have in the new era of work, and what are the most exciting roles available today?

Why are cybersecurity professionals so in-demand right now?

Pre-pandemic, data security was the primary focus of the IT industry, with the introduction of the General Data Protection Regulation (GDPR), from its inception in 2016 through to its mandatory implementation in 2018 and beyond, becoming the primary concern for those within the EU especially. This was the first large-scale platform for cybersecurity professionals to demonstrate their importance to businesses and enabled the function to receive increased investment in the digital era. In fact, 91 per cent of European, Middle-East, African and Russian (EMEAR) companies who suffered a breach in 2017 made significant improvements to security in preparation for GDPR’s roll-out in 2018.

After GDPR laws were imposed, cybercriminals quickly found new ways to target data, resulting in yet more investment in IT security, even before the COVID-19 crisis impacted us all.

Since the advent of the pandemic, security has taken on even greater importance, as entire business processes and models shifted online. Where businesses have implemented remote working models for their employees, for example, security breaches have occurred in several ways:

Valuable data has been left exposed, with many remote networks via VPNs hastily set-up prior to local lockdowns
Employees logged into company programs using their own Wi-Fi or devices, and then downloaded new video conferencing tools and apps that could breach security systems
Employees have become prone to lapses in adhering to security guidelines in general

Threats, enhanced by the impact of COVID-19, will continue – with online and offline worlds set to collide more and more in the future. Ever-more widely available ‘smart’ IoT products, like smart kettles and doorbells or driverless cars, will ensure that cyber security professionals will continue to be in great demand to create secure infrastructures around these technologies.

What key skills does a cybersecurity professional need in this new era of work?

Cybersecurity roles have traditionally fallen into one of two categories: specific technical roles around the prevention of, and reaction to, cyber-attacks, such as Security Engineers or Security Architects, or more business-focused positions like Security Analysts and Compliance Business Analysts, which are concerned with the mitigation of risk in lieu of business objectives and projects.

However, the line between ‘tech’ and ‘business’ roles for those within security is blurring. More roles now require someone who is not only responsible for the technical implementation, maintenance and development of security systems, as well as the reaction to any breaches that occur, but someone who is capable of analysing incidents, processes and procedures as well. These professionals need to act as a bridge between IT security and the business; to be a consultant that looks at the risks associated with different business projects and the effect they may have on security infrastructure.

These roles, such as Information Security Officers, span more than just the IT departments, so certain key skills and traits are required:

Technical skills, including:

An understanding of current and emerging IT and security technologies, security standards, threats and trends
Knowledge of security, risk management and assessment methodologies and standards (e.g. ISO 27000 series, NIST, OWASP, PCI DSS), and the application of them, often in large enterprise environments
Professional certificates in IT and Security from CISA or CISM, for example

And professional skills and competencies, such as:

Communication skills – including the ability to work closely with those who are not from an IT background
Analytical capabilities
The ability to work in complex matrix organisations that may transcend borders
Industry experience isn’t necessary most of the time, but the attitude to learn quickly is

These skills and competencies should be on the checklist of any potential employer when looking to hire a full-service cybersecurity role – and cybersecurity professionals should be looking to upskill in these areas where necessary.

What projects are there for talented cybersecurity professionals?

Hays has been placing candidates in numerous functions related to cybersecurity, in technical positions across Network Security, GRC and Penetration testing roles, along with more analytical roles and Chief Information Security Officer positions, in both contract and permanent markets.

Roles that combine both technical and analytical capabilities have also proven popular, including for a project we’ve been working on with a global environmental solutions specialist in France. Cybersecurity candidates for this client, and other similar roles, have been interested in the opportunity to play a pivotal role in an organisation, where they are responsible for both the technical implementation and analysis, and planning of future cybersecurity projects.

Sectors that have traditionally required high-level security systems, such as financial institutions, remain popular employers for cybersecurity professionals, as do specific cybersecurity businesses.

In addition to this, the surge in popularity of e-commerce sites and online retail since the COVID-19 pandemic ensued, has opened up a greater number of opportunities in the FMCG sector too. For example, Hays has been working with a global FMCG client and their cybersecurity hub in Warsaw, creating over 20 new jobs for cybersecurity specialists with niche areas of specialisation like Cloud Security Solution Architects and roles specifically focused on the security of manufacturing processes. This hub has grown faster throughout the COVID-19 pandemic and it, like many other cybersecurity projects Hays has been working with recently, shows little sign of slowing down in its need for quality cybersecurity personnel.

So, whether you’re a cybersecurity professional interested in a new challenge or are looking for talented cybersecurity personnel to support your organisation, get in touch with us now.

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

COVID-19 and beyond: IT jobs and the growth sectors that need them most

2022-02-24T16:57:41Z

The COVID-19 crisis has had a profound impact on the vast majority of industries and, of course, the roles which function within them. This is particularly true of the tech space.

The pandemic has accelerated the digital transformation of most businesses. As such, IT roles have become even more integral to ensuring organisations are able to adapt in an agile and effective way throughout each stage of the crisis. Here’s my take on what’s happened so far, and the crucial part tech will continue to play.

The IT jobs that were needed most during lockdown

When lockdown first hit, businesses worked at breakneck speed to ensure entire workforces could work well from home, thus Cloud Architects and Engineers (across Amazon Web Services, Azure, Google Cloud and the Office 365 suite for Teams) were in the greatest demand across both contract and perm roles, as they were crucial in facilitating this change.

The need for Cloud Architects went far beyond mobilising workforces though, as the need for VOIP (Voice Over Internet Protocol) and video conferencing apps like Zoom rose exponentially for personal and business use.

Take the demand for EdTech for example, where schools and universities needed technological platforms to help them continue to educate their students during home-schooling phases. This resulted in the growth of apps like DuoLingo, Seesaw and Google Classroom, that doubled its users to 100 million in March alone.

Of course, as these communication technologies and other innovations impacted personal and professional lives, Cyber Security professionals and the cyber security industry as a whole, saw a surge in demand as businesses wanted to make sure their new models now in place were robust enough to deal with any new threats. Those technologies that had seen rapid expansion wanted to protect themselves from security breaches as well – where even Zoom, as one of the greatest business success stories during lockdown, had its challenges.

Pivoting business models using tech during COVID-19

After the initial business needs were appeased during the first stages of the pandemic, businesses and public bodies then started thinking about how they could operate successfully under COVID-19 conditions. They were in need of Data Analysts, Data Scientists and Machine Learning experts to model the impact of the pandemic in their respective fields.

The number of roles within MedTech saw huge growth because of this, as countries developed COVID-tracking apps and began to understand the impact the pandemic may have on local hospitals or health services, for example. Private businesses, like insurance companies, also saw the need to recruit these specialists, to understand the impact COVID would have on their customers’ risk profiles.

Entire business models saw changes that required tech specialists too, as they further digitised services for their customers. For example, with lockdowns forcing the closure of high streets and shops, businesses were forced to move their retail operations online, hiring Developers to build applications and UI/UX specialists to either upgrade or build new digital e-commerce structures to sell from. This would then mean a knock-on effect for Supply Chain & Logistics businesses, as supermarkets and companies like Amazon and Alibaba dealt with the influx of online orders that they were now seeing. The health and leisure space also saw a big adaptation, as Health Tech developments enabled gyms and other leisure activities to move online and into apps, adapting to the needs of their customers throughout lockdowns, and now into app-based classes and booking capabilities for the reopening of these facilities.

Demand for technology jobs in the new era of work

Organisations around the world quickly adapted to the challenges of country-wide lockdowns and made the necessary alterations to their operating models in the short-term to react to the changing environments. Now, they are starting to take a more proactive look at their futures, and need the help of Project Managers, Change Management specialists and those with experience in Agile Methodologies to assist them with this transition, as well as Developers to build the digital applications required by their employees and customers. Examples of these are coming from traditional organisations in both the public and private sectors, who are digitising their products and services for their employees and customers.

Employers are also taking the time now to proactively review the actions they took during the early stages of the pandemic, for example improving and enhancing their remote working systems. After all, it’s looking increasingly likely that a higher proportion of remote or hybrid working will be a key element of the new era of work.

For more insights and advice, or to find out how we can support your career or your organisation in the new era of work, speak to one of our expert consultants today.

Author

James Milligan
Global Head of Technology, Hays

James Milligan is the Global Head of Technology at Hays, having joined in 2000. In his role, he is responsible for the strategic development of Hays technology businesses globally.

A fresh recruitment solution for tech start-ups and scale-ups: Hays Rise

2022-02-24T16:56:29Z

The world of tech start-ups and scale-ups is a volatile one at the best of times. But in a world in which the ongoing pandemic is casting uncertainty over our economy, sustainably growing a business which is in its infancy can seem daunting.

That’s where Hays Rise can support. Our latest innovation is designed specifically for tech start-ups and scale-ups. It offers access to the most in-demand talent pools to get their product or service in the market, their current teams the skills development to support retention, and insight-driven content.

The talent challenge

We’ve known for the past few years that tech professionals are in demand across the country. With skills gaps rife, these professionals are hot property, and competition to find, attract and hire them is fierce. The war for good tech talent is very real.

The likes of good software developers, data scientists and cloud engineers have their pick when it comes to looking for new opportunities. They can be – and are – choosy about which roles they take.

Yet this poses an acute challenge for start-ups and scale-ups. You might have a winning idea, funds in the bank and a unique company culture which you’re sure will be a selling point for candidates.

But, with competition at an all-time high, can you be sure your offering will cut through the noise and secure the best tech talent? Can you compete with more established organisations looking to make the same hires as you? And if you don’t find the right talent, can you be sure your start-up will grow?

We’ve been interested in the start-up space for a little while now. To put it down to a year, in 2018 we partnered with Empact Ventures, the global superconnectors, with whom we worked closely to launch a series of networking events bringing together start-ups, scale-ups and larger tech organisations.

We also conducted a survey to uncover some of the challenges faced by leaders in start-ups and scale-ups. Our co-branded Tech Start-Up report was born in 2019 which shed some light on what these leaders struggle with – such as raising their company profile and attracting and retaining the right employees.

The evolution of Hays Rise

We realised that we needed to provide a tailored service to help start-ups and scale-ups navigate this challenge.

As the UK’s largest specialist recruiter, we have the scale to have all the necessary candidate attraction resources at our fingertips, but we also have the regional and local networks to tap into niche skillsets and talent – meaning we can find and engage more talent, at speed.

Furthermore, we wanted to ensure we are truly acting as lifelong career partners to our candidates. Almost two thirds of tech talent want to work in a start-up or scale-up at some point in their careers, so it’s vital that we are consistently providing these opportunities to professionals.

After establishing the basics of what we wanted to achieve, we knew it needed to look and feel different to anything we had done before. We wanted to put something out there that was innovative, disruptive and unique – that truly spoke to highly unique needs of the start-up and scale-up community. That meant creating an “as a service” model to:

Support your scaling journey
Raise your company profile through our tech and platforms
Increase your sales and customer base

The end result

We launched Hays Rise in Spring 2020. In a nutshell, Hays Rise is a service allowing us to work with you to build a 12-month hiring and employer brand strategy. The aim of this is to help your start-up or scale-up find and attract the right people with the right skillsets, and ensures you create an ongoing pipeline of talent to continuously engage with.

Here’s the detail of what it offers:

Permanent recruitment of an agreed number of technology hires per year
A dedicated expert recruitment consultant and account management team specific to the technology talent pools you require
Access to an online skills development training platform with useful training courses including funding, networking, legal, sales and marketing
Access to our extensive technology talent networks
An employer branded multi-channel campaign including your own fully branded recruitment microsite to further enhance your employee value proposition (EVP)
Priority access to our leading market insights and thought leadership content to help you scale your business

What’s more, being a subscription-based product, you can spread the cost over the year. Subscriptions are tailored, so you’ll only be paying for what – and who – your business really needs.

Is Hays Rise for me?

Every hire counts – we get that! As a founder or CEO, of a start-up, you will likely have exhausted your own networks and now looking for talent beyond that community. And if you are at a scale-up, you’ll be looking to supercharge your EVP. In short – we can help. But don’t just take our word for it, read what our other customers have to say:

“Innovation! Finally, a commercial model that focuses on lifelong partnerships”

“The Hays brand will help us to build ours and increase our customer base”

“Cost of hire significantly reduced, with quality guarantees and brilliant value add, including their training platform”

But that’s not all…

We’ve worked extensively on Hays Rise but that doesn’t mean that we don’t have other things on the go as well.

We work closely with Empact Ventures who link up leaders of start-ups and scale-ups with the people who can provide the funding and networks to help these organisations flourish. As our combined events have had to be put on hold for the time being, we’re running a competition in a bid to discover the best emerging and disruptive tech start-ups and scale-ups across the UK and Ireland.

Our goal is to uncover these start-ups and scale-ups and connect them with a wider audience, connections to potential clients, partners and funders, and support them with their talent management strategy.

If you’re a start-up or scale-up and can demonstrate how you’ve created social impact and enhanced people’s lives through tech, nominate your organisation to win a regional, industry or UK and Ireland-wide prize package of bespoke business support. Keep an eye on @HaysDigiTechUKI for more competition details and entry forms.

We’d love to tell you a bit more about what we’ve created, what we’re working on and how we can transform your start-up or scale-up, so feel free to reach out to james.hallahan@hays,com or read more at haysrise.com.

Author

James Hallahan
Director, Hays Technology, UK & Ireland