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..
-
Employment market predictions in cyber security – and how to stay relevant as a jobseeker
In our related blog, we looked at the recent trends we’ve been seeing in cyber- security, which is struggling to cope with unprecedented need. Post-Covid, cyber is more important than ever – and it was already underinvested. Now, however, threats are on the rise, and they are getting more creative, leaving customers, businesses and companies increasingly vulnerable.Not only are salary and day-rates hitting new heights, but newer, richer roles are emerging in cyber, with a shift toward people who are not only technical but who can also liaise directly with clients and report directly to management.The consultative and forward-thinking approach is becoming more important as cyber becomes more ‘centre-stage’ – companies are moving away from experts who are hidden away, as they have a lot of value to offer, which is being recognised at last.In terms of more technical skills, we’ve seen a growing focus on supply chain cyber security risks with our current clients – and we expect this to continue to grow.In terms of future skills forecasting, we’re anticipating even more demand in:Risk Identification and ManagementTechnical FundamentalsData Management and AnalysisDevSecOps (introducing security earlier in the life cycle of application development)CloudAutomationThreat-huntingInterpersonal skills, business acumen, and agilityInterestingly, we’re also seeing the emergence of a new discipline: Security Ops – the hybrid of DevOps and Cloud with security, as organisations want their cyber infrastructure teams to be able to communicate with the business and supply a “customer ready” solution.How to stay relevant in the market“In cybersecurity, if you’re standing still, you’re moving backwards.”Employers need people who have a real world, user-focused approach – not a textbook approach. They want a team of cyber experts who really understand the potential impact of cybersecurity threats on their business and users – not only now, but in the future, and in many potential scenarios.The employment landscape is increasingly favouring those who can explain the value of their work to clients and senior managers directly. Success is favouring engaged experts who continually examine and challenge their environment, constantly learning and evolving:Showcase your ‘soft skills’ – these are increasingly important as cyber professionals are respected for their role in business continuity and commercial success.Share and shout about your successes: what problems did you encounter and how did you approach them? Get involved in blogs, LinkedIn groups, professional groups, post your code on GitHub…make yourself known to professionals in your discipline.Self-development is key, so continue training and learning on the job, and make sure to recertify in the major technologies.The landscape has changed: it’s not enough now to just be good at your core discipline. Make sure you are showing the range of competencies you can offer beyond your technical skills. It’s time to be proud of what you can do, as it’s now more valuable than ever.Read our related blog for a view on what we’ve witnessed in the cyber market over the last 12-18 months.If you’re looking for your next career change, we’re here to help. Experis is the global leader in professional IT resourcing and solutions, operating in more than 50 countries worldwide. Thanks to our expert industry knowledge, history of success and strong relationships with organisations large and small, we’re well-equipped to share market insights like these and match specialist IT professionals into permanent and contract assignments. Browse all our current job opportunities here.
-
Workers and The Rise of Individual Choice
The sudden shift in the world of work caused by the COVID-19 pandemic has meant that for many workers there has never been a time for greater flexibility and autonomy in their work lives. As many workers express the desire to see some changes become permanent, here’s how organisations can view and support the empowerment of their workforce, to benefit all.The ability to chooseThere has been no one-size-fits-all for workers when it comes to working from home full time, a hybrid model or remaining in a physical workplace. Organisations should work with HR and with individuals to determine the best balance of work and home responsibilities for team members and organisations alike. Employers will increasingly redesign and revalue the workplace for the best blend of ‘heads down’ remote work along with ‘heads up’ collaboration and creativity. Meanwhile, the continued growth in the gig and freelance economy will continue to redefine what it means to be an employee or worker as well as increase worker choice.The importance of physical and emotional healthWhen the COVID crisis began, all focus shifted to keeping people physically safe. But as the months continued on, it became clear that the workforce also needed mental and emotional support, especially with growing isolation. This requires a greater role for HR, with more duty of care and leadership that can empathise and understand the needs of their workforce.An always-on digital lifeThe increased adoption of social networking sites and virtual communities means that workers’ digital footprint and daily interactions have expanded – from Slack to Twitter to email and back again. This has enabled an always-on digital presence, often blurring the lines between personal and professional development activities. For organisations, this means there is work to do to help their workforce to adapt, understand their roles and responsibilities, and share ways to help employees switch off and disconnect in order to avoid burnout.Transparency and equityToday, workers want more from their employers, including security, sustainability of skills, work-life blend and wellness. They also expect more from the values of their organisation such as acting as global citizens and environmental stewards along with other social goals and metrics. Employers that show they are committed to both their workforce along with their customers and shareholders will be able to attract, retain and support the best talent.Employers and employees are evolving and moving into the future together, and it takes both groups to communicate, understand and adapt to each other’s needs. Moving forward, organisations need to be prepared for and understand the fundamental shake-up of the old work order – and be ready to take bold, innovative and effective action.Download our Top 21 Trends for 2021 Infographic for more information on the major forces of demographic shifts, rise of individual choice, growing client sophistication, technological revolution as well as emerging trends shaping the workplace and workforce of the future. Learn more here.
-
2021 Business Transformation Trends – What Companies Need to Know
After a whirlwind 12 months, lockdowns are now easing, companies are beginning their return to offices, business confidence is on the rise and we’re resuming a sense of normality. These factors are prompting many employers to kick-start plans for the future. To support your planning, we’re sharing the key trends directing candidate preferences and what companies should keep in mind when creating business transformation plans for 2021.Trend #1: IR35 has come into effect and its impact is already showingIn the early part of 2021, an increased number of candidates were available in the job market, which positively impacted companies who have been able to secure focused skills within competitive salary ranges. This also enabled employers to be more selective in who they interviewed and onboarded, by concentrating on the specific skills that will set their business up for success in the year ahead.We are, however, now seeing a tightening in the number of available candidates, due to the steady increase in hires throughout Q1. As a result, companies hiring within the new tax year will see a different resource landscape when they hire, compared to earlier in the year.More recently, on 6 April 2021, the off-payroll working rules officially came into effect and have already had an impact on the market, for both companies and candidates alike.An increased number of interim contractors have considered a move to operate inside IR35, where the day rate allows, while almost the same number are sticking to outside IR35 engagements, where they own the deliverable.Trend #2: Candidates are valuing stability more than they have in the pastAfter a year of layoffs, furlough announcements and many other curveballs, including IR35, it’s not surprising that a number of candidates are now valuing permanent and long-term contracts more highly, and are reluctant to take 3-month initial contract terms or 6-month fixed-term contracts.While workers may have prioritised career progression and salary in the past, we’re seeing a shift towards alignment with core company values, team environment fit and flexible working as key motivators for top salaried talent.Companies need to keep all this in mind as they put plans in place. If they’ve budgeted for short-term salaried FTCs, they may need to re-evaluate as the economy opens and the skills shortage re-emerges.Day rate or interim contractors will again be an option for immediate hires, but with increased competition for talent, rates will likely re-balance to 2019 levels.Trend #3: While 2020 was about survival for many, 2021’s focus is on strategy2020’s shift to mass remote working, the upheaval of normal business practices and procedures, along with general uncertainty saw businesses having to think quickly on their feet and make rapid business decisions.As lockdowns ease and offices reopen, now is the time for businesses to think strategically about their growth plans. We are seeing that those businesses emerging strongly from the events of 2020 are investing in improved technologies and systems. Companies are increasingly moving to cloud-first strategies; focusing on connecting quickly to various third parties and onboarding new products to react to internal and external demand.And transformation programmes are already increasing, which we don’t foresee slowing down any time soon.Our Business Transformation practice is supporting resource planning and delivery across multiple programmes, covering finance system transformations and process automation, through to connected CRM systems, allowing for advanced marketing campaigns and sophisticated digital customer journeys.Trend #4: Candidates and employees must be prioritisedThe last year understandably required a lot of quick and reactive transformations. Businesses deployed programmes such as Microsoft Teams to all their workers in a matter of weeks, with little training in many cases, as adoption was fast and resistance to change was low.But now that we’re moving out of the pandemic, companies are utilising an employee-focused change approach when deploying new processes and technologies to maximise adoption and benefit, whilst reducing the impact of changes.After a tumultuous 12 months, now is a great time to evaluate the learnings from 2020 and embrace the opportunities 2021 has to offer. Deciding on longer-term business transformation projects now will set your company up for success, both in the year ahead and beyond.At Experis, we have the specialist expertise and market knowledge to support your strategic planning and operations. Our Digital Transformation vertical specialists have a deep understanding of the delivery and change lifecycle, with excellent knowledge of all IT areas. Alongside contingent and staffing solutions, the Experis Academy “Train to Fit” solution delivers comprehensive training, which helps organisations build the talent they need to bridge the skills gap of the future. And our Project Services solution provides business-critical IT project expertise and the implementation of new solutions, delivering a wide range of technology-enabled change to organisations.Learn how our Business Transformation service can help your business to get future ready, through streamlined IT processes and managing change to your culture, people and technology: https://www.experis.co.uk/disciplines/business-transformationAnd if you’d like to discuss any of these trends in more detail, connect with Tom Iveson on LinkedIn: https://www.linkedin.com/in/tomiveson/
Business Transformation jobs
-
Permanent
Delivery Recruitment Consultant (No Sales)
Solihull
Posted May 10, 2021
Read more -
Permanent
Delivery Recruitment Consultant (No Sales)
Bristol
Posted May 10, 2021
Read more -
Permanent
Business Analyst - Back Office Applications (Work from Home)
London
Posted May 10, 2021
Read more -
Permanent
E - Learning Analyst (working from home)
Coventry
Posted May 10, 2021
Read more -
Permanent
Senior Project Analyst / Project Co-Ordinator (Work from Home)
Manchester
Posted May 10, 2021
Read more -
Contract
Product Owner - Store operations focused
England
Posted May 10, 2021
Read more -
Permanent
Technical Business Analyst - Applications (Working from Home)
Birmingham
Posted May 10, 2021
Read more -
Permanent
Customer Service Specialist (German Speaking)
Amersham
Posted May 7, 2021
Read more -
Permanent
Customer Service Specialist (Danish Speaking)
Amersham
Posted May 7, 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.
