Preparing Business to Succeed in the Digital Age
Innovation is critical to business success. Experis helps organisations access and create expertise to support the implementation of new technologies and processes that can scale quickly.
Business Transformation Services
Our expertise in business transformation enables organisations to cultivate individuals and teams prepared for the digital age.
Through professional resourcing and our Experis Academy, we get your workforce ready for digital transformation. We attract and match talent with in-demand skills as well as provide critical training for roles such as: Business Analysts, Data Architects, Data Engineers, Data Scientists, Scrum Masters and Agile Project Managers.
We help organisations establish, evolve or mature Agile project management practices by analysing systems and processes to identify gaps. We deliver continuous Agile optimisation in development, integration, test and quality engineering, project management, and delivery. We support Agile tool selection, PMO integration, project audits and SAFe or DevOps integration, as well as training and coaching in best-practices.
We help turn your data into meaningful insights. Using a wealth of information on the marketplace, products, customers and competitors, we help organisations make faster, forward-looking decisions to succeed in changing market conditions.
Using data science, automation, machine learning and advanced analytics, we help organisations reduce operating costs and increase productivity while accelerating their digital transformation and innovation.
Our Services
-
Professional Resourcing
Finding the right talent with in-demand skills and expertise to fill your most critical roles.
-
IT Consulting
Leading digital transformation practices through our network of consultants, experts and partners.
-
Project Services
Providing business-critical IT project expertise and implementation of new solutions.
-
Managed Services
Managing IT resourcing, application maintenance and operations so you can focus on your core business.
Add the tag: "business-transformation" to the blogs you want to display here..
-
Our Commitments to Achieving Net Zero Emissions
Over the last decade, the responsibility on corporations to take environmental sustainability seriously has become paramount. As we experience the impact of global warming and climate change, what was once an intangible threat has become an increasingly stark reality. Last week saw COP26 bring together world leaders, business leaders and subject matter experts to build an environmentally responsible future. It is in that spirit that we launched our Environmental, Social, and Governance strategy “Working to Save the World” in August. And, last week, we proudly added ambitious science-based targets to cut greenhouse gas emissions across ManpowerGroup.I am pleased to say these new targets have been validated by the Science Based Targets initiative (SBTi), the leading authority driving corporate climate action. We know that what is measured gets done; that is why having a validated science-based plan is not only important, but an essential step in taking environmental responsibility seriously. Of the more than 4,200 companies in the G20 that have set climate targets, only 20% are science-based – we’re proud to have made this commitment to our people, candidate and clients.ManpowerGroup has committed to reducing operational emissions by 60% and supply chain emissions by 30% by the end of this decade. These targets are a key part of our ambition to reach net zero by 2045 or sooner, and show how we are working towards becoming a carbon-neutral company in a renewed commitment to People and Planet. SBTi has provided independent, scientifically validated confirmation that our emissions targets are consistent with reductions required to limit warming to 1.5°C. ManpowerGroup joins over 1,000 of the world’s leading organisations in hitting this target, making a critical contribution to combat the effects of climate change.I’m proud of ManpowerGroup’s history on climate action. We have been committed to transparency on climate, joining UN Global Impact in 2006 and publishing our first Social Responsibility Report in 2007. We’ve disclosed to the Carbon Disclosure Project for over a decade, and have recently moved towards aligning with the Task Force of Climate-Related Financial Disclosures guidelines. Moreover, we are actively engaged in the World Economic Forum Alliance of CEO Climate Leaders. In anticipation of COP26, we co-signed an open letter pushing world leaders to pursue ambitious public-private collaboration on climate action.However, we know it isn’t possible for one business to make the difference on its own. It is vital that organisations across our sector – indeed across all sectors – make a collaborative effort towards decarbonisation. A sustainable climate plan is essential for accelerating job creation and demand for new skills. Setting and meeting science-based targets is how we act faster to prevent ongoing climate change. This is a future we can build together, working collaboratively to scale to positively impact the world.Read more and follow our journey via our Working to Change the World report.
-
Increase business transformation success through talent attraction and retention
In 2021, attracting and retaining top talent is becoming the number one priority as businesses begin to transform at speed following a period of survival and suspended digital change. Employers will need to consider the needs of their employees, and the priorities of candidates, if they want to attract and retain top talent.As the UK settles into the ‘new normal’ and emerges from the COVID-19 pandemic, business needs are shifting. As companies want to digitise and modernise practices in order to keep pace with new ways of working and customer demands, demand for IT and Transformation skills is at an all-time high. At the same time, employee priorities are changing significantly, and employers would be wise to take note.Many candidates are looking for a change following the pandemicWith high levels of employee burnout being reported, and the hiring market being candidate led, many workers are signalling that they want a change from previous ways of work and types of employment. Increased flexibility to work remotely, shifting to using the office as a ‘destination’ for meaningful team collaboration and strengthening company culture are just three of the main priorities listed by employees in recent surveys. Recent research conducted by ManpowerGroup supports this, finding that a key concern for individuals in the UK was returning to their old ways of working and losing the flexibility they have gained over the last year and a half.A number of workers who were hired on blanket inside IR35 contracts or fixed-term salaried roles during the last eighteen months are now handing in their notice in order to pursue outside IR35 contract roles or full-time employee positions, which are offering attractive packages or increased stability to candidates.Having an open dialogue to ensure that the concerns and priorities of employees, who have worked hard for organisations throughout a challenging time, are heard is more important now than ever. If another business needs their skills, they will be offered what they need to move. Employees who feel undervalued or overworked will likely show an increased interest in considering new opportunities outside of your organisation.What can employers do to attract and retain top talent?New research shows that salaries for new starters in both permanent and temporary jobs are increasing at the fastest pace in at least 24 years. While it is important that employers remain conscious of any internal difficulties which could result from salary discrepancies, the salary expectations of many candidates have increased following the pandemic and previous packages may no longer attract the calibre of talent and organisation requires.To add balance to the salary and remote working discussions that dominate media, as business needs are changing an increasing number of workers are also expressing that career development, inclusion and social responsibility are top concerns for them. It is important that organisations offer employees the time, tools and support they need to gain the new digital skills required for the future of work. This will ensure that new business requirements are met, and that your workforce is futureproofed.When interviewing potential candidates, as well as speaking with employees, it is important to have an open dialogue about their priorities. Is remote working, or a hybrid set up, a top concern for them? If so, is your onboarding process able to make a remote new starter feel included and seen?The Experis Business Transformation team specialise in understanding company culture, structure and aspiration in order to match with outstanding talent, fuelling IT enabled digital change and business success. For any discussion around hiring trends and market analysis, alongside our recruitment services and additional capabilities, we are here for you.Connect with our team today to discover more.
-
How to position dyslexia as a strength during a job search
Dyslexia influences as many as one in five people across the world. From award-winning director Steven Spielberg to founder of Virgin Group Richard Branson to Olympic gold medallist Caitlyn Jenner and lawyer and advocate Erin Brockovich, some of the most successful people are dyslexic – and credit their career achievements to their learning difference. Hear from some of the world’s most successful dyslexics.Dyslexic individuals are well-positioned and well-skilled to succeed in today’s workplace as every industry is being disrupted by new technologies, automation and machine learning. The tasks dyslexic individuals typically find more challenging – spelling, reading and memorising facts – are increasingly being done by machines, while soft skills that dyslexic applicants possess – like seeing the big picture and problem-solving – are valued in today’s workplace.“Dyslexic minds have exactly the skills we need for the workforce of tomorrow” – Richard Branson, Founder of Virgin GroupBut to climb the career ladder, one must first successfully navigate the job search. Unfortunately, many dyslexic job applicants believe that traditional recruitment processes put them at a disadvantage and don’t give them an opportunity to showcase their abilities, according to our new survey in partnership with Made by Dyslexia.Here are three ways that dyslexic applicants can improve their job search by positioning dyslexia as a strength.Rethink your CVOur recent survey found that more than 99% of dyslexic individuals agree that they have valuable 21st century skills such as creativity, communication skills and critical thinking. Your CV is the perfect place to highlight those skills.When writing or editing a CV, it’s important to consider the perspective of the recruiter who will review it. He or she quickly scans CVs to determine if a candidate could bring value to an organisation. Because many dyslexic individuals feel their employers have a poor understanding of the strengths associated with dyslexia, you should use your CV copy to concisely spotlight dyslexic thinking skills and highlight career achievements.It’s also crucial to have a friend or family member double-check your CV for spelling errors – particularly words that spell-check won’t catch, says Ellie Green, jobs expert at Totaljobs. She’d like to see more employers take dyslexia into account when assessing applicants.“It’s important to remember that there is a whole set of norms which shape how we ‘should’ write a CV, but these aren’t necessarily conducive to accessibility and equitable recruitment, particularly for candidates with dyslexia, for example,” Ellie says.Impress in the introductionThroughout a job search, you will have many opportunities to showcase your strengths – especially during an interview. The introduction portion of the interview is the ideal time to engage the recruiter or hiring manager. To stand out among other candidates from the get-go, tout four or five skills that directly apply to the position you’re interviewing for. After all, one of the first questions in an interview is ‘Can you tell me about yourself?’To improve the outcome of an interview, here are the top skills employers are looking for that correspond closely to the skills of dyslexic thinkers:Accountability, reliability and disciplineInitiative-takingResilience, stress tolerance and adaptabilityReasoning and problem-solvingLeadership and social influenceCritical thinking and analysisTeamwork and collaborationOriginality and creativityCuriosity and active learning.Strengthen your storytellingMany employers could be missing out on exceptional talent because they are not aware of the strengths people with dyslexia can bring to the position. Because people with dyslexia are not all the same and their strengths differ, it’s important for candidates to take assessments that can help them and prospective employees better understand their skill level. Once they determine this, candidates should prepare for interviews by having three to five stories that show the value they, as a dyslexic employee, will bring to the workplace.During interviews, use storytelling to highlight six distinct skills that dyslexic individuals are predisposed to excel in:Communicating – crafting and conveying clear and engaging messagesImagining – creating an original piece of work, or giving ideas a new spinVisualising – interacting with space, sense, physical ideas and new conceptsExploring – being curious and exploring ideas in a constant and energetic wayConnecting – understanding yourself and others and the ability to empathise and influenceReasoning – understanding patterns, evaluating possibilities and making decisions.Despite these skills, dyslexic individuals do face certain challenges during the interview process that other candidates don’t.John Walker, a job applicant with dyslexia often has problems with interpreting questions and writing too slowly. “I can read a question one way and it would mean something to me, but every other person on the planet could read it and then get a completely different question,” he said. Candidates can overcome these obstacles by not shying away from disclosing dyslexia to recruiters so they can help make necessary adjustments to the process, such as receiving extra time to answer questions and the ability to take notes during the interview.During today’s talent shortage, employers are scrambling to recruit talent with the skills they need for post-pandemic recovery. Seven in 10 employers globally report difficulty hiring, which is the highest at any point since ManpowerGroup first asked about talent shortage in 2006. Now is the time for dyslexic job seekers to shine by showcasing their strengths and the in-demand skills they will bring to a role.To learn more, download the Dyslexic Dynamic report.
Business Transformation jobs
-
Permanent
Scrum Master
Great Malvern
Posted November 30, 2021
Read more -
Contract
IT Project Manager
Reigate
Posted November 30, 2021
Read more -
Contract
Web Analyst - Product - Adobe Analytics, Tealium - London
London
Posted November 29, 2021
Read more -
Contract
Programme Planner - Outside ir35, hybrid WFH. D365 CRM
Birmingham
Posted November 29, 2021
Read more -
Contract
Resource Planning Manager
Milton Keynes
Posted November 29, 2021
Read more -
Contract
DevOps Engineer
Croydon
Posted November 29, 2021
Read more -
Permanent
Finance Operations Manager / Recruitment (work from home)
Uxbridge
Posted November 29, 2021
Read more -
Permanent
Junior Data Scientist
England
Posted November 29, 2021
Read more -
Contract
Software Developer - Front-end (Javascript)
London
Posted November 29, 2021
Read more
INSIGHTS & INTELLIGENCE
Experis leverages internal research and deep industry expertise to help organisations succeed in a rapidly evolving digital world.
In today's world of work, companies must plan for unpredictability and need to be built for change. With technological disruption and geopolitical uncertainty continuing at pace, we can be certain that further change lies ahead. Keep up-to-date with the latest in the IT world of work with insights from Experis.
Get in Touch
See how Experis can deliver the most powerful combination of digital solutions to drive business performance.
