Experis Blog

Every quarter, we survey a representative sample of 2,102 UK employers, asking them how they anticipate employment changes in their location over the next three months. This infographic highlights the key takeaways from the Q2 2018 report, including a regional heat map of jobs outlook. Click here to download the pdf. What do the percentages mean? The % of employers anticipating an increase in headcount – the % of employers expecting to decrease in headcount = Outlook Percentage Seasonally adjusted – Seasonal adjustments are applied to research data to remove employment fluctuations that normally occur at the same time each year, such as the end of a school term or a change in season. For all the data, download the full ManpowerGroup Employment Outlook Survey report.

Thursday, 8th March is International Women’s Day, a global day celebrating the social, economic, cultural and political achievements of women. The call for gender parity in the workplace is stronger now than ever before. The aim is clear – having women of all backgrounds participate to their full potential at all levels, leading to better business, better decision making and better business results. To mark this day, we spoke to one of our candidates, Sarina Lal*, an Information Security Engineer, about her experience and career in IT, and her words of advice for women entering the sector. Who or what inspired you to get into the industry? For the first 5 years of my working life I worked in retail. However, I felt there wasn’t much progression for me at the time and I really wanted a change in my career. I searched relentlessly for new opportunities, but I wasn’t qualified for most roles. This was when I came across Netcom Training Solutions, where I studied the Microsoft Certified Solutions Associate (MCSA) course, which could open up opportunities in the IT industry for me. It was a risk I was willing to take and can confidently say that it paid off. A few months after passing the course I landed my first IT role as a Support Technician. How and why did you choose this career? Not long after my first role I was working as an IT Support Analyst. After a while I felt that I wanted to progress my career and decided to research more IT courses which were suitable for me and which would open further doors in IT. I came across the syllabus for the Certified Ethical Hacker (CEH) course and I was sold straight away, as it sounded really interesting! This was when IT Security landed on my lap and since I’ve started, I’ve loved every minute of it. What is a typical ‘day in your work life’ like? I’m responsible for monitoring and reducing any cyber vulnerabilities. In fact, I’ve just recently implemented a new anti-virus upgrade. I also deal with 3rd party vendors regarding pen-testing, security output and reporting. Other than that, I also manage most BAU activities and work with other teams in IT and give them Security related advice when needed. In a nutshell, I try to keep my company safe. What are the most rewarding aspects of your job? Knowing that you’re good at your job. It’s when I reflect on my work that I actually realise that my role isn’t as simple as I may have thought. Most importantly, knowing the fact that my employers value me as a member of the team, can rely on me and trust me to manage my own work – that’s a feel good factor. What education requirements, college degrees or licences are needed for your career? The CEH qualification is a great way to get your foot in the door for IT Security roles. I was initially a little reluctant to apply for Security roles even after I passed my course. Most companies require a degree which I don’t have, but ultimately it didn’t hinder my chances. When I applied for my first role as a Junior Security Analyst, my employer required 5 GCSEs from C and above, which I did have. I ended up getting positive feedback from my CV and interview and was then offered the role. A few months later I was promoted to IT Security Engineer. I think honesty is the best policy. If you are able to showcase your skills and experience a degree isn’t always needed. What are the most important skills and abilities required in IT Security? I would say having the ability to work under pressure and meet deadlines. The IT Security industry is rapidly growing. You’ll therefore need to be able to keep up with the latest threats and learn how to protect your company from them. Good communication skills and being a team player are also key, as you’ll be required to liaise with other teams in IT for configuring and rolling out new software. What do you wish you knew (but didn’t) when you first started this career? I wish I actually sat down with a few other engineers to understand systems more and learned how to apply all principles to a working environment, rather than just revise to pass an exam. Sometimes I struggle with certain technical conversations as I haven’t been exposed too much, other than reading textbooks. The real world isn’t an exam and sometimes the theories and examples that you study also aren’t always relevant to real world scenarios. Any ‘words of advice’ for women entering this sector? As a female in a typical ‘male role’ I would say don’t let anything hold you back, as it’s not as hard as you may think. I’ve been the only female in the IT team in my last two roles and found that it can actually be an advantage. I’ve always been respected and got on well with all my team members. Also, don’t be afraid to apply for a role even if you feel you don’t have the necessary qualifications – your personality counts too. Are you considering a new role in IT? Click here to find our latest job opportunities in the IT sector, or alternatively, you can register to receive the latest job alerts. *All information is based on Sarina’s personal experiences and may not be factually correct or applicable to current qualifications and requirements.

.form-fields { min-width:200px; border-radius:3px !important; padding:0 7px 7px 0; margin:0 2px 2px 0; vertical-align:top; } .form_labels { width:200px; padding:7px 7px 0 0; margin:2px 2px 0 0; } .submit-box-style { border:#e77c22 1px solid; border-radius:7px !important; padding:7px 7px 7px 0; background-color:#e77c22; background-image:none; font-size:14px; font-family:Arial; color:#FFFFFF; width:150px; height:auto; } This week, the UK will be celebrating the 11th National Apprenticeship week. Employers and apprentices from across the country will come together to celebrate apprenticeship successes, as well as encouraging people of all ages to increase their skills through an apprenticeship. Whether you’re about to join the world of work or are already well-established in your job, joining an apprenticeship programme is a great way of boosting your career for the long-term. Here are a few reasons why you might want to consider an apprenticeship: No age limit Where apprenticeships were previously only available for young adults aged 16-18, changes introduced by the Apprenticeship Levy reform in April 2017 mean that apprenticeships are now available for people of all ages. This also includes existing staff who are looking to train and upskill for a role with their current employer, regardless of what industry they’re in. Learn valuable skills for the long-term You’ll not only get real-world work experience with on-the-job learning and training within your chosen industry, but you’ll also get the opportunity to work alongside experienced staff. An apprenticeship can also help you to further develop important soft skills – also known as ‘interpersonal’ or ‘social skills’ – such as communication and collaboration. Most importantly, you can gain important life skills and grow as an individual. All of these working and personal skills and capabilities will be highly valued in the workplace as you’ll be able to put them into practice in your future career. Get a salary whilst learning Working as an apprentice will mean you’ll be treated like an employee of an organisation – and as a result you’ll get paid a salary. Your standard rate may start at the National Minimum Wage however, once you’ve become more established and progress with your skills and role, you may get a pay rise. In addition, you will also get paid holidays and potentially company benefits like other employees. Jump-start careers and strengthen your CV If you’re a school leaver and about to join the world of work, an apprenticeship is a great way to help you get started and progress in your career quickly, gaining the valuable experience which is often missing from a University education. And if you’re already in employment, an apprenticeship could still help you to enhance your skills for your current role and ensure you keep pace with the latest changes in the industry you’re working in. It could help you to change direction in your career, or simply get you closer to taking the next step in your career. Either way, with this experience listed on your CV, you’ll have a lot to offer future employers, with the necessary skills and experience that organisations within that industry will be looking and willing to pay for. Earn a qualification It’s key to remember that apprenticeships aren’t only about getting relevant work experience and learning on-the-job skills. Once you complete the programme, you’ll also gain a nationally recognised qualification which, in many cases, hiring organisations have identified as a requirement. Regardless of what apprenticeship programme you’re joining, whether you stay in your chosen profession or end up moving to an unrelated role or industry, your qualification will always be a valuable addition to your CV. These are just some of the reasons why you could consider taking up an Apprenticeship. It’s not only a valuable way to gain vital experience and certified qualifications, but it can also help kick-start your career and employability opportunities in the longer-term. Sign up to the Experis newsletter to keep track of the latest news and information for professionals in the IT sector. First Name * Last Name * Work Email * (*) = required fields Clicking sign up you agree to be contacted by Experis using the information you have provided – you can unsubscribe any time. Submitting your details indicates that you have read our Cookies & Privacy policy. Please read these to access your data rights.

.form-fields { min-width:200px; border-radius:3px !important; padding:0 7px 7px 0; margin:0 2px 2px 0; vertical-align:top; } .form_labels { width:200px; padding:7px 7px 0 0; margin:2px 2px 0 0; } .submit-box-style { border:#e77c22 1px solid; border-radius:7px !important; padding:7px 7px 7px 0; background-color:#e77c22; background-image:none; font-size:14px; font-family:Arial; color:#FFFFFF; width:150px; height:auto; } Britain is currently facing a chronic tech skills deficit. With technologies such as the Internet of Things (IoT), Big Data, AI and robotics disrupting the way businesses work, demand for digitally skilled professionals continues to grow faster than the talent pool is developing. In fact, technology is evolving at such a pace, that the skills needed to manage them are becoming outdated more quickly than ever before. And this lack of skilled workers is costing UK companies around £2.2 billion per year in higher salaries and temporary resourcing, according to research from the Open University. As we are now well into 2018 – which is proving to be another testing year for businesses – here are four areas that employers need to make sure they address, alongside tackling digital transformation: 1. Ensure GDPR compliance It’s clear that the General Data Protection Regulation (GDPR) is currently a top priority for UK businesses. With just under 100 days to go before the deadline, organisations now not only need to ensure they get their data practices in order, but must also have the right talent in place to implement the necessary changes, in order to comply and avoid any hefty fines. However, GDPR shouldn’t be perceived as just another regulatory quick-fix but more of a long-term investment as it can be used as a competitive advantage. If done right, the way that a company’s data is handled and the insights that can be derived from it can add value to the way organisations operate and could also significantly increase customer trust. But to get to this position quickly, with the deadline fast approaching, businesses must identify any gaps within their organisation and engage the wider workforce to ensure that the business has a long-term solution. 2. Plugging the digital skills gap According to research by Cybersecurity Ventures, by 2021 there will be 3.5 million unfilled cyber security jobs worldwide. In addition to this, our latest Tech Cities report also reveals how the cyber security landscape is becoming ever more complex, with the industry facing an increased imbalance in the supply and remuneration of IT Security talent. Businesses are therefore challenged to both keep pace with the wave of new technologies that are emerging continuously and preparing for ever more sophisticated cyber threats. To tackle this, businesses will need to take a two-pronged approach for the time being: Training the current workforce to deal with the issues now. This could be further supported by bringing in contractors with those much-needed skills where there are gaps within the businesses Championing tech education to lay the foundations for the future. However, the Government has estimated that in 20 years’ time, 90% of jobs will require digital skills. Yet, as the multitude of different talents required continues to grow, the technical skills that young people are learning at school or university may no longer be relevant by the time they enter the world of work. That’s why there should be an increased focus on STEM subjects in primary and secondary schools – particularly technology – to close the digital skills gap. By also partnering with schools and offering relevant work-experience, organisations can begin to strengthen the talent pipeline, developing the skills they need for the future. 3. Embracing new ways of working Due to an increasingly global economy and the permeation of technology, flexible working arrangements are no longer an option but an essential practice that should be offered to attract and retain skilled talent. According to ManpowerGroup Solutions’ recent research: Work, for Me: Understanding Candidate Preferences for Flexibility, over half of the millennial respondents said they’d be open to non-traditional forms of employment in the future. This could include freelancing, gig working or portfolio careers where individuals balance several jobs. While not all workplaces are able to accommodate all kinds of flexible arrangements, the first step is to take the time to understand the alternative working styles and career expectations of this increasingly transient workforce. By then providing a range of practices, such as flexible hours or more short-term contractor opportunities, leaders are more likely to keep their staff energised and engaged. Additionally, they’ll also be able to reach a wider talent pool and attract more talent. 4. Responding to the needs of a multi-generational workforce Employers are increasingly grappling with the conflicting requirements of a multi-generational workforce. While millennials and Generation Xers currently make up the majority of the workforce, we’re also seeing Generation Z beginning to enter the workplace, as well as millions of Baby Boomers over the retirement age continuing or returning to employment. A healthy mix of people of all ages and experiences in the organisation is key to ensure they can transfer valuable knowledge to one another. For example, the younger generation will bring in more digital know-how, whilst their older colleagues can mentor them. However, different generations also have different working styles as well as career requirements. Employers therefore will need to find a way to navigate between the generational requirements and find the right balance by reducing any outdated management models and ensuring that there are ongoing feedback mechanisms in place to keep an open dialogue between everyone. They should also capitalise on the inter-generational similarities – offering flexible working is seen as a benefit across the generations. It’s clear that businesses need to ensure they equip their employees with the necessary training and tools to make sure they are being upskilled, to keep pace with technological and regulatory changes. However, in this process, they shouldn’t forget that that their employees also need the flexibility to experiment with new and emerging technologies and ways of working. By taking the right steps, businesses can future-proof their organisation for the year ahead and beyond. Martin Ewings Keep up-to-date with the latest insights and issues impacting organisations in the IT industry by signing up to our monthly IT newsletter. The newsletter includes updates on our latest research and industry insights, as well as invitations to our market update events. First Name * Last Name * Work Email * (*) = required fields Clicking sign up you agree to be contacted by Experis using the information you have provided – you can unsubscribe any time. Submitting your details indicates that you have read our Cookies & Privacy policy. Please read these to access your data rights.

You don’t have to look very far to see how much of an impact the Internet of Things is having on the world around us. It’s driving immense change, giving organisations more options than ever before in how they meet the demands of customers. Understandably, it’s also increasing organisations’ awareness of the importance of IT Security. As devices and infrastructure become ever more closely connected, it’s clear that improvements need to be made to ensure organisations aren’t left exposed to hacks and breaches. From a workforce perspective, it would be easy to assume that the increase in security awareness would lead employers to increase their investment in permanent IT Security talent. But in reality, that’s not what’s happening. Take a look at our latest Tech Cities Job Watch report, and you’ll see that demand for permanent security talent has actually fallen in recent months – with 10% fewer roles being advertised across the UK’s ten biggest tech cities in the final few months of last year. It may seem concerning – and perhaps a little counterintuitive – that an increase in IT Security awareness would lead to a fall in demand for specialist security talent. After all, these are the very people that can help to protect organisations against potential threats. But in fact, this can actually be seen as a positive progression in how business leaders view IT Security matters. They’re recognising that security risks come in a wide range of shapes and forms. While some threats are highly technical and require the expertise that only a specialist can provide, many threats are much more straightforward and can be resolved by improving the security awareness of the workforce at large. Educating employees in IT Security needs to be a continual process Instead of solely relying on their IT Department to keep their business compliant and safe, many organisations are ensuring it’s a core competency of their entire workforce. Working closely with their training and development team, they’re upskilling their workers on the best way to work from a security perspective. Often communicating through annual webinars or classes, they’re making sure their employees avoid opening email attachments from unfamiliar sources; choose strong passwords and keep them private and secure; lock their devices when they step away from them, and much more. However, as new threats emerge, so too must new defences. While it’s positive that employers are speaking with their employees about IT Security, it often needs to be done on a much more regular basis. The pace of change is so quick that a one-off class or webinar won’t cut the mustard anymore. Educating workers on IT Security needs to be a continual process – one that’s embedded in the very foundation of your organisational culture. Failure to do so may leave businesses at risk. To create this kind of culture, organisations need to build a team of employees that are hungry to learn and grow. They need workers who will embrace learning opportunities with open arms, and view them as a positive opportunity to become more employable. If the prospect of undergoing IT Security training is met with disengagement and rolled eyes, your training simply won’t be effective. Here are a few ideas on how your organisation can create a culture of learning to ensure your employees stay on top of their IT Security obligations: Look beyond the CV When hiring, many organisations continue to pay too much attention to academic qualifications and hard skills. Of course, these are hugely important – but from an IT Security perspective, it’s also critical that they’re enthusiastic and demonstrate a willingness to learn new skills and develop their abilities, in order to protect your organisation. Be an example As with any cultural change, it has to come from the top. If you want your employees to embrace learning as a habit, you need to set an example. Curiosity is a muscle that will waste away, unless we all take the time to find unfamiliar topics and dig beneath the surface. Recognise learners Put your money where your mouth is when promoting learning. We all know how effective competitions and gamification can be in motivating employees to change their habits. So make sure you reward employees who organise internal activities that promote learning – such as bringing in external speakers, hosting roundtable discussions or simply writing a blog and sharing challenging pieces on social media. ​Building a culture of learning will enable organisations to be better equipped to arm themselves against potential IT Security breaches. Nonetheless, as new threats emerge and get ever more sophisticated, businesses shouldn’t rest of their laurels and neglect recruiting the specialists they need to keep pace. One cannot replace the other, and a combination of both upskilled employees and specialist talent will required in the years ahead. Download our latest Tech Cities Job Watch Q4 2017 report to find out more. Looking for IT Security jobs? Find out more here.

Countless organisations have fallen victim to hacks and security breaches in recent years, leaving a trail of financial and reputational damage in their wake. Added to this, 2018 has been dubbed the ‘year of regulation’, with a number of new pieces of legislation coming into place. As a result, not only are UK boardrooms faced with dealing with high priority regulatory demands, but they also need to get their security measures in order to ensure they fully comply. Therefore, it comes as no surprise that IT Security governance and the need for compliance are at the top of the agenda for this year and beyond. However, surprisingly, our latest Tech Cities Job Watch report reveals some interesting trends in terms of hiring demand and salaries for both the permanent and contractor markets. It found that: Demand for new permanent IT Security skills has dropped by 10%, but salaries increased by 4% year-on-year (Q4 2016-Q4 2017) Despite day rates dropping by 13%, demand for IT Security contractors increased by 24% in the same period. With IT Security becoming more important each day, the question is: what could be causing these contradictory results? There are many factors at play, but let’s take a look at two key regulations that may also be impacting these trends: General Data Protection Regulation (GDPR): new IT Security challenges ahead Without doubt, the GDPR has taken centre stage in many boardrooms. Throughout 2017, we saw many organisations take steps to prepare their processes for GDPR. This year, activity has ramped up even further, since the law is coming into force in just a few months’ time. The impact of GDPR will be felt across all areas of business. With this in mind, leaders now recognise that IT Security and compliance are a requirement in both technical and non-technical roles. Two years ago, demand for permanent IT Security talent surged by 53%. Today, employers are looking to hire fewer permanent IT Security staff than before and are instead looking to upskill their existing workforce in security matters, rather than just relying on the talents of specialists. While this is a necessary step and may help to explain the fall in demand for permanent IT Security talent, businesses shouldn’t neglect recruiting the specialists they need to keep pace with regulatory and security changes. For the few IT Security roles that are available today, salaries are offered at a premium, suggesting that these are being saved for more complex and challenging work. IR35: has the value of contractors changed? Last year, it was hard to miss the changes to the IR35 legislation that came into effect in the public sector. There is evidence that these developments caused significant uncertainty in the jobs market, creating an imbalance when it comes to both supply and remuneration of IT Security contractors. In spite of IR35, there’s still high demand for contractors. Due to the architecture and high-profile nature of public sector work, there will always be a volume in demand for IT Security contractor work. However, the introduction of IR35, as well as budget cuts, have forced down the market value of IT Security contractors. This has increased competition for higher paying roles, while many contractors are being encouraged to transition into permanent roles which can demand premium salaries. This imbalance in supply of IT Security talent is encouraging some contractors to join forces and form their own contractor businesses to work on a subscription-based model. If this trend continues, we may see these new players disrupt the traditional large enterprise outsourcers. Furthermore, this uncertainty in the contractor market may now also be considered as more risky for organisations to invest in talent. Looking further ahead, there is a possibility that the IR35 legislation will be extended into the private sector later this year. This may create further imbalance in the market. Evidently, these trends paint a complex picture of the cyber security landscape. While hacks are on the rise, the slowing demand in permanent workers indicates that businesses no longer require as many IT Security specialists. On the other hand, developments in the public sector are having an even bigger and long-lasting impact on the short-term workers. However, it’s clear that businesses should not be resting on their laurels when it comes to keeping pace with the IT Security challenges they will face. Download our latest Tech Cities Job Watch Q4 2017 report to find out more. Looking for IT Security jobs? Find out more here.

The Tech Cities Job Watch report is a quarterly tracker of hiring demand and salary trends in the technology sector and provides employers with a barometer of these changing workforce dynamics. The report focuses on five key disciplines, across ten UK Tech Cities, including: Big Data, Cloud, IT Security, Mobile and Web Development. Each issue also takes a closer look at a specific discipline, with IT Security being the main focus of this report. In the Q4 2017 report we explore the complex cyber security landscape. With hacks and security breaches on the rise, businesses could be more vulnerable to cyber attacks; whilst budget cuts and the introduction of IR35 may be creating an imbalance in the supply and remuneration across the industry. Key highlights from the report reveal that: Demand for new permanent IT Security skills dropped in Q4 2017 but salaries increased by 4% year-on-year The average salary for an IT Security role (£60,004) remains much lower than the likes of a Big Data specialist (£70,945) Despite day rates dropping by 13%, demand for IT Security contractors increased by 24% year-on-year Download the full report to find out more. DOWNLOAD Take a look at the Tech Cities Job Watch Infographic below to view a snapshot of the latest tech workforce trends. Alternatively, click here to download the PDF. Looking for IT Security jobs? Find out more here.

With 2018 dubbed ‘the year of regulation’, there are a number of upcoming changes that will affect organisations and how they are run. To help you keep track of the latest developments and your rights in the world of work, we’ve highlighted some of the key legal changes that came into effect last year. 1. National living / minimum wage increase The national living wage rate for workers aged 25 or over increased to £7.50/hour in April 2017. In addition to this, the increase in national minimum wage rate for all other age bands (including apprentices) took effect on the same date. The rates apply to employees and workers only, and do not apply to self-employed people or volunteers. In April 2018 the national living wage rate will rise further to £7.83/hour, an increase above the current inflation rate of 3%. Alongside this, increases to the national minimum wage rate for all other age bands will also be effective on the same date. The Government has previously pledged to raise the national living wage to £9/hour by 2020. More information 2. Termination payments Employers will be required to pay National Insurance contributions (NICs) on any termination payments that exceed £30,000. However, any payments under £30,000 will be exempt from tax and National Insurance. In addition, the taxation on contractual and non-contractual pay in lieu of notice (PILON) will be taxed as income and so will be subject to both income tax and National Insurance contributions. The Government confirmed these changes will take effect from April 2018. More information 3. Salary sacrifice benefits In April 2017 the tax-free eligibility was removed for the vast majority of ‘benefits in kind’ (BiK), and were no longer offered on a salary sacrifice basis, including: health schemes, car parking, mobile phones and gym memberships. The benefits that were not affected were limited to: pension contributions and advice, childcare arrangements and cycle-to-work schemes. However, these BiK changes don’t prohibit employers from offering the full range of salary sacrifice benefits, but instead these benefits are subject to income tax and employer National Insurance Contributions. More information 4. Tax-Free Childcare The Government introduced the Tax-Free Childcare scheme in April 2017 to help working parents with the cost of childcare. Those eligible have to be parents of children under 12, and earning at least £120 per week on average, but under £100,000 per year. The Government will provide up to £2,000 per child per year towards their childcare costs and up to £4,000 for disabled children. Earlier this month Tax-Free Childcare was also opened to parents whose youngest child is under 9. The scheme will also open to all remaining eligible families with children under 12 on 14th February 2018 and applications can be made before the end of this financial year. More information 5. IR35 In April 2017 the changes to the IR35 legislation came into place, aimed at shifting the responsibility of ensuring individuals are paying the right tax to the entity paying the personal service company (PSC) – often referred to as a limited company contractor. The legislation aims to ensure that such individuals pay tax in the same way as an employee, making it harder for individuals to falsely operate as a PSC in order to reduce their tax liabilities. The changes are applied in any instance where the end client is a public sector body. In November 2017, the Chancellor announced that the Government will consult on whether the reforms should be extended to the private sector. The consultation will draw on the experience of the public sector reforms through external research commissioned by the Government, due to be published this year. More information 6. Apprenticeship Levy Launched in April 2017, the Apprenticeship Levy was designed to boost the UK’s commitment to apprenticeship programmes. Every employer in the public or private sector, with a wage bill of over £3million, will pay a new 0.5% Levy on their annual pay bill to help fund this initiative, increasing training for millions of apprentices. This is supplemented with an additional 10% each month from the Government. More information 7. The Taylor Review into modern employment practices The Taylor review was set up to consider how employment practices need to change to keep up with modern business models, especially given the rise of the “gig economy”. In short, the main theme of the review was that ‘workers should be treated like human beings, not cogs in a machine’. It’s yet to be seen whether and how the Government may take on the changes, but some of the principles identified include: Workers should know their rights from ‘day one’ and businesses should be transparent when employing people There should be a clarification on the differences between employees, self-employed and individuals who work through platforms. It’s recommended that individuals working in this way should be classified as a ‘dependent contractor’ Flexible work is recognised as positive but the report stressed that it should benefit both the worker and the employer Benefits, such as sick pay, should be made available to those in the gig economy. More information 8. Employment Tribunal fees The Supreme Court ruled that tribunal fees were unlawful and has introduced a refund scheme to reimburse all those who paid fees between July 2013 and July 2017. Claimants whose claims were dismissed for failure to pay fees are being offered the opportunity to reinstate their claims by the Employment Appeal Tribunal. The Government still intends to charge fees to ‘cover costs and deter frivolous litigation’, but the level of fees will need to be carefully balanced. However, the changes are unlikely before the end of 2018. More information 9. General Data Protection Regulation (GDPR) Throughout 2017, we’ve seen organisations prepare for the much anticipated GDPR regulation that’s coming into force on May 2018. The regulation is set to significantly change data protection with increased responsibilities, compliance and penalties for organisations. The regulation will harmonise data protection law across all EU member states and will also apply to businesses located outside the EU who process EU citizen’s data. So far a considerable quantity of customer data has been collected by organisations without a proper opt-in consent process. As a result, one of the key obligations includes consent for processing data will have to meet very high standards and must be ‘lawful, fair and transparent’. The changes to the regulation introduced tougher penalties for non-compliance, with fines of up to 4% of an organisation’s annual global turnover or €20million (whichever is greater). More information Sign up to the Experis newsletter to keep track of the latest news and information for professionals in the IT sector. Name: * Surname: * Email: * Clicking sign up you agree to be contacted by Experis using the information you have provided – you can unsubscribe any time. Submitting your details indicates that you have read our Cookies & Privacy policy. Please read these to access your data rights. Disclaimer: This post has been prepared for informational purposes only and does not constitute legal or financial advice. This post should not be relied on or treated as a substitute for specific advice relevant to particular circumstances. No warranty is given with respect the accuracy of information contained in this post and neither Experis Limited, nor any of its affiliated companies shall have any liability for any loss which may arise from reliance on information contained in this post.

Technology is transforming organisations, skills needs are changing rapidly, and companies cannot find the talent they need. Digitisation and automation is happening at different speeds, impacting regions, sectors and organisations at different times, and in different ways. In the past, transformation took decades, even centuries. Today, it is happening at an unprecedented pace – yet the outcome is not predetermined. In the midst of a Skills Revolution, human ingenuity will be the linchpin for how we leverage technology in our lives and businesses. With the right skills mix, people will augment – rather than compete – with technology. In this digital world, success will not always require a university degree. Instead, it will rely on an appetite for continuous skills development. Identifying future skill requirements, helping people to upskill, and providing access to employment will ensure that both workers and organisations have the skills they need to thrive. Human Solutions for a Skills Revolution To find out how employers expect technology to transform the future of work, and what they are doing to ready their organisation, we surveyed 20,000 employers in 42 countries about: The likely impact of automation on their headcount in the next two years Which functions within their organisation will be most affected The human skills they value most and which they struggle to find Our research found that developing a blend of technical skills and soft skills is the solution to the Skills Revolution for individuals and employers alike. And, as companies go digital, in the near-term most will need more people, not fewer. We invite you to download the full whitepaper for a real-time view of the impact of automation on the workforce in the digital age, and an overview of the functions that are set to grow or contract in the years ahead. DOWNLOAD Related whitepapers: The Human Age Newspaper – Seventh Edition Navigating the changing dynamics of today’s workforce can be unpredictable. Faced with growing economic and [...] Read More 0 A Skills Revolution: Consumers of Work to Builders of Talent Business models are being disrupted. From the rise of robots, globalisation and mass migration, to the shock Brexit [...] Read More 0 The Skills Revolution Rarely a day goes by without news of digitisation, artificial intelligence and virtual reality impacting the [...] Read More 0

From digitisation, data generation and automation; to artificial intelligence, private and public clouds and machine learning – technological disruption is happening at a pace and scale never seen before. In the Industrial Revolution, it took 50+ years to redefine processes and take full advantage of technology. Now, organisations have as little as six months to change. Transforming quickly and continuously can be the difference between business success and failure. To harness emerging opportunities and compete, leaders must be ready to lead in the digital age. Identifying and Nurturing Digital Leaders Transformation has to start at the top. Leaders need to create a culture of innovation. They need to be open to change, prepared to take calculated risks and willing to fail fast. In short, leaders need to lead differently. Yet, most organisations – including those that are ahead of the game – say that their leadership pipeline and existing leaders are not yet prepared to fully tackle the challenges of digital transformation. In fact, almost 9 out of 10 HR leaders do not believe they have the leadership talent required to drive success. To lead in the digital age, business leaders need to combine the best of human and machine intelligence to create an inclusive, tech-enabled and forward-thinking company. We invite you to download our latest whitepaper, to learn more about how to develop a digitally-enabled and transformation-ready leadership team. DOWNLOAD

With the first few weeks of 2018 now under our belts, many IT teams will already have put their business goals and strategies in place for the year. As a manager and leader, you will have asked yourself some key questions whilst evaluating the past year and planning ahead for the next: What will be our focus in 2018? What are we going to improve? How can we do things better and more efficiently? What does the business need of us? After all, setting the right direction of travel is the key to driving success. While focusing on fulfilling business requirements, an area that is often neglected which also deserves attention is your talent strategy. Even if you only manage a handful of people, your ability to meet your goals can be significantly hampered if you don’t have the optimum blend of legacy and emerging IT skills. And, if your team is going to move on from asking ‘have you tried turning it off and on again?’ to a role that has more strategic involvement, you need to be thinking about the skills that will be needed to support the business in five or ten years’ time, and start to align your team accordingly. With the skills gap increasing and Brexit due to take place in 2019, getting the right attraction and retention strategies in place now will help your business to remain competitive and drive long-term success for the future. Here are a few steps you can take to develop a successful talent strategy for the long-term: 1. Build a transparent and authentic employer brand Jobseekers today have access to more information about companies than ever before. Organisations that embrace this opportunity and openly share information about the company, corporate culture and vision in new ways, will transform the candidate experience. However, employers shouldn’t overreach and try to make the company seem perfect, particularly when replying to a negative comment that has been posted online. This can disingenuous to today’s candidates. Instead of squelching imperfections, use these occasions as an opportunity to engage and diffuse. Using practical, emotional and interactive ways to reach individuals with the right information will send a strong message about your brand – not only to potential candidates, but also partners and investors, encouraging dialogue and engagement. 2. Be open to flexible working These days, people want to work with their employer in different ways. And the expectations they have of their employer changes over time, as their life priorities evolve. By offering a range of flexible workplace practices that appeal to candidates of all ages and at various stages of their careers, you’ll be able to engage with a wider talent pool, attract and retain top talent, as well as maximising productivity and meeting business demands. From permanent workers to contractors; Millennials to the ageing workforce: each of these talent groups brings different values to your organisation, including a range of life experiences and skills. This not only helps to create a more diverse and balanced workforce but will also help to close the skills gap. Understanding the factors driving the increasing demands for flexible working are key to making the first steps. 3. Invest in technology Some organisations have begun investigating the benefits of introducing Artificial Intelligence (AI) to their hiring processes to take away some of the time-consuming admin involved in recruitment. By taking away some of this burden, you’ll have more time to spend with prospective employees, getting under the skin of their goals and motivations, so you can be sure they’re the right person for your team. However, there’s a limit to how far you can automate recruitment at this stage. Finding the candidate with the right cultural fit for the company is just as important as having the right skills and experience. For the time being, this isn’t something that an algorithm can calculate. 4. Focus on soft skills training Professionals who develop effective soft skills are better able to understand and convey the business value of projects to relevant stakeholders. They can more easily earn buy-in and support, collaborate more effectively on cross-functional teams, and they can attain positive outcomes and deliver successful projects more efficiently. Instead of just focusing on honing technical capabilities, try to to take a more holistic approach and place greater emphasis on soft skills training within your team. Ultimately, your entire team benefits when all members are equipped with effective communication and collaboration skills. Understanding and developing the soft skills of professionals will lead to the success of the entire team – and, most importantly, the success of the organisation. 5. Foster a culture of learning and development: One of the key factors in maintaining a successful team and business is being responsive to emerging trends and having the ability to remain innovative. Foster a culture of learning and development within your team, for both new starters and those who have been around for a little longer. Empower them with the opportunity to upskill, work across other areas of the business, and learn both tech and non-tech skills from other people. In return, you’ll boost business growth, productivity and most importantly, morale. Whether you’re looking for new talent or to make the most out of your existing workforce, these are just a few ways you can drive success for the long-term. Need support finding the right talent for your organisation? Get in touch today.

Due to the pace of technological advances, the IT industry is faced with a widening skills shortage. As a result, the race to acquire and retain the right talent and skills has never been so intense. ‘Boomerang Workers’ are one talent pool that is often underutilised, although more businesses are changing their attitudes towards the older workforce. These are retirees who later return to the workplace – whether motivated by financial needs, a desire to be intellectually stimulated or other reasons. Today more retirees are returning to work than ever before and they play a major role in supporting organisations, helping the younger generation in their careers as well as closing the skills gap. Here are some ways you and your teams can benefit from working with a Boomerang worker. Transferring knowledge to the younger generation – Valuable knowledge that often gets lost as the older generation retires can be retained by taking the time to transfer it to the younger generation. For organisations to remain successful, they will need a mix of both old and new skills that can be continuously developed to keep pace with today’s changing skills landscape. A more diverse and balanced workforce – Diversity of all types is important in the workplace and many organisations today are starting to embrace generational diversity as part of it. Each person and generation brings different values to the organisation. Recruiting boomerang workers can not only help create a healthy mix of people of all ages at work, but also bring fresh knowledge, perspectives and ideas that can benefit the wider organisation. Offering life and professional skills – No amount of training can make up for the decades of wisdom and experience older workers have acquired. Over the years they’ve most likely worked in various roles, locations, as well as with people who work in different ways. As a well-seasoned professional they’ve gained a sound understanding of business politics as well as qualities like resilience that will be of great value to organisations and their colleagues. They can provide the best of both worlds by providing knowledge from real world and professional experiences. Learning and mentoring opportunities – The younger workforce tends to gravitate towards more experienced people for advice when they are starting out in their careers. There’s plenty they can learn from older workers, not just in terms of general knowledge and particular skills at work but also in terms of getting inspiration, learning about leadership, decision-making and implementing new ideas. These are just a few of the many reasons why Boomerang Workers are avaluable source for today’s talents and organisations. The most successful companies have realised this and are developing ways to cultivate this large and highly skilled talent pool. As always, balance is key, and a healthy mix of people of all ages and experiences is key to ensure they can learn from one another to avoid falling behind. Boomerang Workers can learn just as much from the younger generation to also develop new skills when returning to the world of work.