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.
We provide a range of advisory services to define, design and validate our clients’ business and digital transformation initiatives and underlying capability, including:
Projects, Programmes and Project Management Office (PMO): We help our clients to realise their business and technology objectives through a range of services. Our transformation experts identify opportunities for our clients to generate new value by leveraging technology, creating new customer experiences and adopting agile working practices. We also ensure existing change functions are operating efficiently and effectively. Our project consultants design right-sized PMOs and governance frameworks, review and optimise processes and portfolios, and undertake independent audits and maturity assessments. In addition, we provide coaching and training to project teams and sponsors, as well as rescue failing projects.
Quality Assurance (QA): We advise our clients on best practice and recommended approaches for software and games testing. Our services in this area include QA Assessment and QA Governance.
Global Sourcing Advisory: Through our presence in 80+ countries globally, we advise clients on the most cost-effective ways to build technology delivery capabilities by leveraging global expertise.
We help our clients to deliver their business transformation objectives and outcomes through our range of project services, including:
Agile Delivery: We deliver client projects using scrum teams of experienced consultants to implement short, iterative sprints of agile delivery, driving quicker realisation of business benefits.
Projects, Programmes and PMO: We reduce time-to-benefit by quickly deploying management and delivery capabilities on a light or full outcome basis. We use industry best practice to deliver on time and on budget across large transformations, standard IT projects, digital product teams and PMOs.
Testing: We deliver testing capabilities in both functional and non-functional areas for our clients, ensuring improved quality of project delivery and increased automation.
Global (Borderless Talent) Sourcing: Our global reach enables us to strategically maximise value from our client’s workforce. Through our global governance, we engage consultants across multiple countries on a single project, whilst reducing admin by invoicing to one client cost centre. We use our global talent ecosystem and technology to quickly scale these projects.
Through our managed services, we take full responsibility for the smooth operation and continuous development of customer IT services.
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.
Our Services
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Professional Resourcing
Finding the right talent with in-demand skills and expertise to fill your most critical roles.
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IT Consulting
Leading digital transformation practices through our network of consultants, experts and partners.
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Project Services
Providing business-critical IT project expertise and implementation of new solutions.
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Managed Services
Managing IT resourcing, application maintenance and operations so you can focus on your core business.
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Five leadership behaviours you should know
How to recognise leadership potential in your IT teamIf you’re looking for a leader for your IT team, you can of course advertise the position, start receiving applications and conduct a big assessment where you put candidates through their paces.This has clear benefits: leaders from the outside bring other methods with them, while the fresh wind from competitors is excellent for your company.Alternatively, however, you can focus on the resources you already have, namely your existing employees. Among them, you’ll often find a better option with fewer risks and less time required.But what makes a good leader? How can you recognise the leadership potential of an IT specialist? These are the questions we would like to address in this blog post.IT leadership: What does good leadership look like?Before you can recognise a good leader, you must first be clear about what good leadership is(from your perspective).It goes without saying that this is a debated matter. There are a variety of leadership styles for which different skills are needed. However, there’s one thing of which most experts are convinced: leadership isn’t about telling your employees what to do and simply enforcing it. Nor does it mean being the best in a field, the loudest or the most extroverted. Leadership is something completely different.Leadership is servingCompetent leadership means:Creating a space in which people can develop their skills, deploying them according to their respective strengths and weaknesses, and creating efficiency through the right use of personnel.Inspiring people to fully invest themselves in their role and go above and beyond every single day. Leading is all about filling people with enthusiasm.Listening to team members, supporting them and mediating when necessary.In a nutshell, leadership is about service, not a privileged title or position. If you want to lead, you must be willing to serve. That is not always pleasant. In fact, quite the opposite: leading means exposing yourself to discomfort, being vulnerable and constantly reaching out to others. As a leader, you serve as a role model; soft skills are therefore just as important as hard skills.However, true leadership skills are thin on the ground, which is what makes them so valuable.Five essential behaviours of a leaderSo, what personality traits should you look for when recruiting a leader from your IT team? It’s tempting to promote the person with the greatest expertise or the person that speaks the most in meetings.Although such people are usually capable employees, they may be completely unsuited to lead others. Instead of just IQ, leaders primarily need EQ. In other words, soft skills are what are needed most. Here are the five most important characteristics of a good IT leader:1. Successful self-leadershipThe golden role of leadership? Lead yourself first, then lead others. A good leader must demonstrate excellence in leadership in relation to themselves and their work, for example by:Practicing effective self-care, g. maintaining a healthy work-life balanceEstablishing routines for themselves that lead to successAlways keeping an overview of their tasksKnowing their limits and saying no when necessaryKnowing their values and living by them.2. IntegrityFor a good leader, their word is their bond. They stand up for what they believe in, even when the going gets tough. In doing so, they inspire those around them and foster loyalty and trust.3. Constructive handling of errorsMake mistakes, admit mistakes and learn from mistakes. This is the creative cycle in every business, especially in IT.Good leaders must therefore be able to handle mistakes and thereby establish a positive culture of making mistakes within their sphere of influence. This also includes the courage to deal with imperfections in an open, appreciative manner and give encouraging feedback.4. Willingness to take risks and the ability to trustTaking work off other people? Keeping a tight rein on anything and everything? These are not signs of a competent manager.Instead, a good leader aims to empower team members to compensate for possible deficits so that they themselves can perform the tasks assigned to them effectively. Good leadership also means providing support and training so that individual employees can develop within the team. This requires trust in employees and a willingness to accept the risks associated with delegation.5. Empathy and strong communication skillsLeaders are social workers. In other words, they are responsible for ensuring that the people within their team are satisfied, feel comfortable (with each other) and work together in a way that generates value.Leaders manage tasks; but above all, they manage people. That’s why they need qualities that will help them deal with people:Empathy to understand others and communication skills to get their message across appropriately.Agile leadership, i.e. applying methodologies that provide the team with clear, secure processes. The manager always maintains an overview and communicates this to their employees: where do we stand as a team and what are the goals we are working towards together?Situational leadership to manage employees in the team individually, promote their strengths, and respond to different needs. Although not every team member has the same skills, the team is still able to achieve the goal thanks to the help of the manager.Step-by-step guide to evaluating leadership skillsYou now know what makes an excellent leader. But how do you go about discovering this “treasure” in your IT team and shaping them to become a leader? Follow our step-by-step guide for HR professionals:Observe: Stay present in your team. And not just at the next team building event. In the office, in the kitchen and in the meeting room, employees are constantly showing you what they are made of. You simply need to pay attention to their behaviour. Talk to other managers about their team members as well.Narrow down the group of people: Over a few weeks, depending on the size of the team, two or more people will emerge whom you suspect have leadership potential.Challenge: Focus on these employees once again. You may want to give them a little more responsibility in consultation with their manager and see what happens.Develop: Once you’ve discovered a leadership talent, don’t throw them in at the deep end. Training and mentoring programmes help them to acquire the skills they lack and gradually grow into their new role.Excellent IT leaders are waiting for you at ExperisNot found what you were looking for? You may not always discover leadership skills within your own team. In this case, you can use Experis to draw on our pool of excellent IT leaders. Experis is your direct route to a new leader for your IT team – whether permanently or on an individual project basis. Just get in touch!
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Newcomers wanted: The highest-paying IT jobs for graduates
Which IT roles offer a particularly attractive salary?It will come as no surprise that computer science is a career field with a bright future. However, IT experts have rarely been in such high demand as they are today – primarily due to the shortage of skilled workers. As a result, prospective IT professionals are spoilt for choice with a huge number of vacancies at their disposal.Yet not all jobs are the same. There are huge differences in pay – depending on the role, industry, degree obtained and location. In the following blog post, we’ll explain the jobs in which IT graduates can earn the most.First of all, however, we’d like to point out that job titles in the IT sector are not very standardised. For this reason, interested parties should read the job advertisements very carefully to gain a clear understanding of what the role actually entails.Five IT graduate jobs with promising salaries1. More sought-after than ever: IT security expertCyber security is a crucial success factor when it comes to digital transformation. After all, new business models and digital processes are useless if a ransomware attack paralyses the entire organisation. The intensity and complexity of cyber threats continue to increase, which makes new approaches to defence necessary – alongside the need for additional specialised staff.That’s why the typical salary for career starters is impressive. The starting salary is usually around £35,000 – £40,000, making it one of the highest entry-level IT salaries.2. Tech meets business: IT consultantIT consultants are also in high demand. This is because they ensure that the advanced technologies are used efficiently and make a tangible contribution. They advise companies on selecting, developing and implementing IT solutions – an exciting role at the interface of business and tech.IT consultants typically work for external clients, such as IT system providers, smaller specialised consulting firms or large consulting firms. Many companies also have internal IT consultants. On average, a starting salary of over £40,000 can be expected.3. Master of code: Software developerCode is the core element of all IT. Even though coding skills are relevant in all areas of IT, developers must of course have particularly in-depth knowledge and expertise. They usually have a command of a whole range of programming languages and can also learn new ones if required. Application development is a broad field that needs to be defined more precisely when looking for a job.For example, software developers, mobile app developers as well as specialists and testers for SAP development are in high demand. Typical languages that are currently important or have been for a long time include Java, SQL, JavaScript, Python, C#, C/C++, Kotlin and Rust.Although the boundaries are not always clear when it comes to content; they often are when it comes to training: a software developer oftentimes does specialist further training after their degree, whereas an IT specialist in application development usually is an occupation that requires a specific degree. The average starting salary for software developers is around £35,000.4. Keeping the big picture in mind: IT project managerMany companies are currently undergoing major digital transformation, which means projects can become rather extensive and complex. As such, having effective project management that steers the individual processes, analyses progress and keeps an eye on targets is all the more crucial for success.IT project managers not only use classic methods; they are increasingly adopting agile approaches as well. Knowledge of Scrum, Kanban, DevOps, etc. is therefore sometimes required. The typical starting salary is around £39,000. IT project managers with disciplinary responsibility who have leadership skills in addition to technical competence will earn considerably more.5. On the pulse of innovation: Data scientistEveryone is talking about the capabilities of artificial intelligence and machine learning today. Underpinning these forward-looking technologies is the huge amount of data that is accumulating at an increasing rate in this era of digital transformation. In order to evaluate and use big data, however, companies need data scientists who can recognise patterns in both the structured and unstructured data and perform the necessary analyses.Typical areas of application for data scientists are business intelligence or advanced analytics. There are also interfaces to the business, although the distinction between roles such as data analyst and data engineer is not always clear-cut. The average starting salary is around £30,000.Other factors influencing a starting salary in ITWhen it comes to starting salaries, there are other decisive factors in addition to the role. For example, the qualifications of the applicant, i.e. their degree, is really important here. Some IT employers start their graduates higher up th epay scale if they have a master’s degree or doctorate. Although the degree also has an impact on long-term earnings and career opportunities, graduates with vocational training also enjoy good opportunities in IT. The same would apply to laterals with IT expertise.The industry in which a graduate wants to start is also crucial – also depending on the products the respective company offers. For example, the average IT graduate in the automotive sector would typically expect to earn more than in the retail sector. Location also plays a key role, with job roles in London for example commanding much higher salaries than elsewhere in the UK. And of course, the size of the company has an influence: in a start-up, IT graduates would usually earn a modest salary, whereas in a large company they could expect to earn much more.Careers in IT: Tips for finding a jobBeing spoilt for choice is an attractive position for jobseekers to be in. However, it can also be exhausting given the wide range of jobs on offer. Applicants should realise that they can earn a good salary, but also remember that room for negotiation is rather small at the beginning of their career. Alternatives such as trainee programmes, which are offered by many companies and include internal training, should also be of interest. The starting salary is lower, although the long-term career prospects improve as time goes on.To make the search more efficient, IT graduates can also use the services of IT professionals such as Experis. Experis offers jobs on a temporary and permanent basis – roles that are exciting, varied, come with good pay and provide excellent job security. It’s also worthwhile for freelancers to have a look at what Experis has to offer: the IT staffing specialist takes the acquisition burden off freelancers, comes up with a broad client portfolio and ensures a seamless order situation.Browse all our available opportunities now.
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How organisational development is impacting HR directors
Globalisation, digital transformation and worldwide crises: the disruptive developments of recent years have greatly altered the demands placed on HR departments. As a result, human resources are becoming increasingly crucial for both the businessand corporate strategy of companies.In concrete terms, this means that you as a HR director must encourage your teams to be creative in the future, while you yourself must reflect on a larger scale how decisions influence the development of the overall organisation.Important topics for HR include sustainable talent planning, the question of how business units can cooperate in a manner that generates value add, and the search for tomorrow’s working models.A useful tool on this journey is modern organisational development. In this blog post, we provide you with a brief overview of how you can effectively use this tool in HR to prepare yourself for the challenges of the future.What is organisational development?Generally speaking, organisational development deals with the question of how changes can be best promoted in an organisation. In this context, organisational development is regarded as a holistic, people-centric approach.The overarching goal of organisational development is to create conditions in a company at the structural, cultural and strategic levels that enable employees not only to withstand the demands of a constantly evolving business world, but also become assets for the future of companies. This is the only way for businesses to become truly capable of change and remain open to change processes.Organisational development in HR and its goalsIf we break organisational development down to just focus on the HR function, it has the task of establishing a transformed working environment within a company to ensure the future viability of that organisation.Organisational development regards the decisive levers for achieving this goal as:The involvement of employees in this process by allowing them to proactively co-design the corporate strategy and culture in a flexible and participatory mannerThe development of sustainable talent planning by promoting core values in the company and participation in day-to-day work that is practiced at all levelsThe targeted change of in-house work processes, which can range from workplace design to the creation of new work models.The future task of organisational developmentThis brief description of organisational development in HR makes it clear that the HR function will have to take on more tasks in the coming years and, in turn, acquire new skills to do so. Companies are facing the challenge of upgrading “Human Resources” to a “People and Organisation” function.HR leaders should prepare for this development in good time. They benefit from the fact that they are there to accompany and support people during changes while simultaneously having the ability to keep an eye on the structural framework conditions of a company.Beyond that, however, they’ll need a deeper understanding of digital processes in the future and must learn to take more data-driven decisions with an eye on organisational design.Organisational development in HR: An ongoing processOrganisational development is not a one-time project that can be filed away after a certain period. Rather, you must implement organisational development in HR as a continuous process that – especially in growing companies – must be reflected and reconsidered again and again based on the respective status quo of the organisation.The six phases of organisational developmentOrganisational development tries to design its methods and means in as rational a manner as possible. This means it also works in a strongly data-driven manner to evaluate change processes and initiate measures based on these.We recommend you supplement general statistical data from the HR function with data from confidential employee surveys and feedback. Each process within organisational development can be divided into six different phases:Identify action area: Triggers for a process can come from management, be brought to HR in the form of conflicts or be derived from business development.Analyse action area: The second step is to analyse the action area to understand it better. This is another area where data-driven processes are worth their weight in gold.Search for the right solution: Before you get the ball rolling, you must first consider the way in which you want to become active in the respective action area. No single standard solution exists for all cases, although there are various standardised frameworks that are suitable for different action areas.Develop measures: You now devise concrete measures that you want to implement as a company. At the same time, you should define success criteria to enable you to assess the effectiveness of your measures later on.Implement measures: Simply implementing measures is not the only thing required; you should also pay attention to managing that implementation to ensure it is successful in the end.Evaluate measures: In the last step, you must form as objective a picture as possible of the measures implemented. To do this, use your success criteria and compare the action area before and after you introduce the measures.Bottom line: Why HR directors should engage with ODThe key benefit that organisational development has for the HR function is the central value that people occupy in this model. This model enables them to initiate and implement changes in their company that generate tangible added value for employees and the organisation alike.On the other hand, organisational development also makes change processes in companies more transparent for employees, thereby increasing the general acceptance of change. In other words, a win-win situation for all parties.Organisational development does involve certain intellectual and organisational challenges at the outset. In the long term, however, it represents a fruitful field of work for companies that want to remain fit for the future. Experis supports you as an HR decision-maker on every step of this journey towards holistic HR management. Get in touch today.
Business Transformation jobs
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Contract
CRM Sales and Marketing Automaton Consultant - D365 CRM
London
Posted December 1, 2023
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Contract
Digital Solution Architect - Mobile App, Dynamics, Azure
Birmingham
Posted November 30, 2023
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Permanent
Project Manager
Glasgow
Posted November 29, 2023
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Permanent
Global Legal Risk & Compliance Manager
Birmingham
Posted November 28, 2023
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Permanent
Global Head of Risk & Compliance
Birmingham
Posted November 27, 2023
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Permanent
Business Change Project Manager
Isleworth
Posted November 27, 2023
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Permanent
IT Asset Management
Hertfordshire
Posted November 27, 2023
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Contract
D365 Solution Architect - CE / F&O / Azure Integration
Birmingham
Posted November 24, 2023
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Permanent
Technical Lead (Integrations/Data Assessments and Migrations)
West Midlands
Posted November 23, 2023
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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.
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