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..
-
Data Scientists are in high demand – here’s how to attract them into your organisation
Virtual and augmented reality, advanced robotics and self-driving cars are technologies that exemplify the digital transformation of our world. However, none of these advancements would be possible without data and, more importantly, how we build, interpret and understand data.To stay ahead of the competition, organisations need to continually invest in these progressive technologies. Data analysis methodology is becoming more sophisticated and the volume of data being collected is rapidly increasing. In turn, this means that the number and variety of roles in data science are also growing significantly, creating high demand for Data Scientists and Engineers. In this post, we’re sharing insights on why these specialist candidates are in such high demand, UK-wide hiring data for this talent pool, and how to attract these professionals into your organisation.The steady growth in data science rolesOver the last few years there has been a measurable increase in data science investment within organisations, and Refinitiv has reported that the COVID-19 pandemic will accelerate this investment even further, with 40% of firms expecting to increase machine learning.Through organisations recognising the value of data analytics and increased investment in this area, the number of jobs available has also spiked. Since 2012, there has been a 650% increase in data science jobs and while demand for Data Scientists remains high, supply is low and, according to IBM, this trend is set to continue. Data collected between 2019 and 2021 shows that there are now fewer candidates available per job than in prior years, indicating the difficulty employers may face in attracting the talent they need.Looking specifically at the UK market, the majority of employers recruiting this specialist talent pool are in England (91%), while 8% are in Scotland and 2% in Wales. Unsurprisingly, London accounts for 55% of the job openings, followed by other cities which are home to large-scale IT, healthcare or manufacturing companies, such as Cambridge, Edinburgh and Manchester. Reviewing the share of job opportunities on a regional level, 5% are in the North West and South West, respectively, 6% are in the South East, 8% in Scotland and 12% in Eastern England.The context behind the surge in demand for talentOne reason for the shortage of Data Scientists is because more companies are realising the value of big data in making informed business decisions. To that end, Refinitiv reported that between 2018 and 2020, there was a 260% growth in the number of data science teams per firm. We’ve also seen a trend whereby smaller businesses across the country build specific data functions to stay ahead of their competitors, while a number of our clients have changed their strategic approach to be data-led, so that they can engage with their customer base in a much more targeted way.The value of adding Data Scientists to your teamUsing algorithms and machine learning, Data Scientists can extract valuable insights from data, enabling them to make informed decisions and predictions that have a significant impact for organisations, touching everything from business strategy to customer engagement.A recent survey from TechRepublic supports the importance of data science, reasoning why more organisations are increasing their investment in this area; they reported that using data analytics can create significant competitive advantages, allowing organisations to maximise opportunities and mitigate potential risks. In fact, the report participants attributed data science and analytics as a major contributor to their business success, with 79% confirming that their company used analytics.Candidates’ job preferencesGenerally speaking, most candidates are attracted to work for a company where they can collaborate with a wider data team. Plus, they want to understand how their position fits into that wider team and the overall organisation, and clearly see the impact of their work. Recent data indicates that a large number of job seekers would be willing to relocate for the right role, demonstrating that company fit is a key consideration for candidates in this market.How companies can attract Data Scientists to their workforceOrganisations need to have a clear roadmap for their data science capability, along with clearly defined roles within a data science team, otherwise candidates may not understand the purpose of their role or the scope of their remit. Encouraging inventive approaches to work, recognising achievement and offering flexibility will go a long way. Reward plays a big part too. The Dice Tech Salary 2021 Report shows that in the US, between 2019 and 2020, Data Scientists experienced a 12.8% salary increase– one of the biggest within the tech market, while Data Engineers’ salaries increased by 4.7%. We expect to see a similar trend in the UK, given that there is high demand and low supply for this talent pool, so both pay and the wider benefits package need to be carefully considered.If you need support recruiting Data Scientists, 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 perfectly placed to match specialist IT professionals into permanent and contract assignments. To learn how we can help you attract the right talent in this competitive market, contact our team today.
-
How to Become a More Diverse and Inclusive Business
Being a diverse and inclusive business requires deliberate steps beyond willingness and words.Over the past few decades, we’ve seen that hiring and maintain a diverse workforce has become a moral imperative for many businesses. As businesses face a record high talent shortage, it’s now become an economic necessity. In today’s war for talent, the strongest businesses will be those that are the most diverse and inclusive.Fostering a diverse workforce takes more than words and a general willingness to grow. It requires deliberate and consistent actions and a strategy from all business leaders. Below are steps that businesses can take to become more inclusive now and into the future.Use assessment for hiring and promotingWe’ve often heard leaders say that they build and promote employees based on ‘gut instincts’. This traditional approach can, however, be riddled with unconscious bias. A more appropriate and equitable way to level the playing field is to assess candidates with data.“Science-based assessments are the most accurate and reliable tool for placing the right person in the right job,” says Dr. Tomas Chamorro-Premuzic, Chief Talent Scientist at ManpowerGroup. “As well as testing technical skills, assessments measure human strengths that are critical predictors of success such as how rewarding someone is to deal with, their ability to do the job and their willingness to work hard.”Businesses have a long way to go on this front, with only 49% of workers globally having been assessed, according to ManpowerGroup research. Furthermore, 81% of those who have been assessed report higher job satisfaction versus 65% of those who have not.Offer schedule flexibilityWorkers want flexibility – and that means all things to all women. This can mean non-traditional work hours with flexible start and end times that counter rush hour peaks, options to Work from Home (WFH) or Work from Wherever (WFW), condensed four-day work weeks or five-hour workdays that heighten productivity and preserve the weekend, and parental leave that balances family and care and can be worth more than pay.Especially in this digital age, work can get done in so many ways, and in so many places. Productivity beats presenteeism. Businesses can attract top talent and demonstrate their commitment to being an inclusive employer by asking what type of scheduling works best for them.Provide training for growthThe next generation of leaders are already in the workforce. But are businesses training and preparing to create more diversity at the top of their organisation? By 2050, there will be no racial or ethnic majority in the United States – diversity will be the norm. If an organisation wants to be competitive in this landscape 30 years from now, they need to start thinking about creating a more inclusive culture through mentorship programmes, hiring beyond traditional talent pools and widening their pipelines, and preparing for the new future of jobs.To learn about the power of language to foster an inclusive workplace, download the LGBTQ+ Inclusive #WordsatWork Guide.
-
10 Ways to Promote a Culture of Respect and Belonging for LGBTQ+ Employees
Pride Month is widely recognised as a time to celebrate diversity and inclusion and show allyship to members of the lesbian, gay, bi, trans and queer (LGBTQ+) community. For organisations and businesses around the world, it’s also a reminder that we need to hit the accelerator on making workplaces welcoming for all.Across the hundreds of thousands of clients ManpowerGroup works with globally, we are helping our partners align their ambitions with clear, actionable plans to hire more inclusively and keep the diverse talent they hire.Here are ten ways to promote equality and respect within your workplace:1. Do your researchStart with the United Nations Human Rights Office’s Standards of Conduct. Based on the input of hundreds of companies across diverse sectors, it offers guidance on how to respect and support the rights of LGBTQ+ people in the workplace, marketplace and community.2. Develop an effective – and global – corporate diversity, equity, inclusion and belonging (DEIB) policyIt is critical that your organisation has a policy in place which articulates your commitments, and which clearly references sexual orientation, gender identity and expression, and sex characteristics/intersex status. It should also explain both company and employee responsibilities as well as outline what will happen if the policy is violated. Multinational companies should also have a cohesive global implementation strategy – mindful that concepts of equal rights and fair treatment of LGBTQ+ people may not be well-institutionalised in many markets or regions.3. Ensure continual buy-in from employees and management, including commitments to take the DEIB strategy forwardExposing employees to other points of view and perspectives can help expand their soft skills in empathy. Regular trainings on DEIB will ensure employees at all levels are familiar with company policy and considering incentivizing leaders by hard coding their commitments into performance frameworks could lead to greater support and understanding.4. Technology can help to establish best practicesThe DEIB technology now exists to support companies with policies and practices, provide timely analytics, identify and reduce bias, introduce greater transparency and visibility, and support employee training. Download the World Economic Forum’s Diversity, Equity and Inclusion 4.0 toolkit to explore all the opportunities and accountabilities now afforded by tech.5. Create a culture of conscious inclusionA welcoming workplace is one where people with different demographic and psychological backgrounds feel seen, heard and valued – not by blending in, but by providing a different perspective to reduce the homogeneity of attitudes, values and beliefs. This also keeps groupthink and decision-making biases in check.If your organisation is serious about allyship and equal opportunity for LGBTQ+ employees, you must go beyond programmes. To truly change culture, take proactive steps to promote a diverse pool of candidates for senior leadership and board positions, and train and incentivise managers and employees on what it means to be inclusive.6. Appoint leaders with the right characteristicsA change in culture starts from the top. If your organsiation is serious about its DEIB policy, start by building a diverse leadership team within your organisation. Make sure people with higher levels of curiosity, humility and courage are not overlooked. Ideally, you want leaders who demonstrate a passion for learning, humility to admit when they make mistakes and courage to act boldly and speak out against injustices.7. Build an LGBTQ+ support networkFor pro-LGBTQ+ policies to be effective in attracting and retaining LGBTQ+ employees, your company’s efforts should have high visibility. For example, support efforts by LGBTQ+ employees to create their own staff groups and extend the same opportunities to them for extracurricular activities as you would to any other group.8. Take it to the communityPartnerships with local LGBTQ+ groups, such as youth centres, community centres, advocacy groups and charities exhibit long-term commitment to LGBTQ+ employees. This can also help your company better understand the challenges those employees face, informing your corporate policymaking and providing a way for your company to support positive social change.9. Listen, apologise and learn from your mistakesOdds are that mistakes will be made along the way. If someone is the company is called out for a microaggression or an act of exclusion toward an LGBTQ+ colleague or employee, it’s important to respond with compassion, concern and humility. Priority needs to be given to making the other person feel heard, apologising sincerely and not making it about the person at fault.10. Set targets and track progressYour company’s key decision-makers should receive regular progress reports on DEIB efforts, including updates on employee experience and engagement levels. Assign a senior-level officer to oversee and direct DEIB initiatives, educating and training. What gets measured gets done.At ManpowerGroup, we believe businesses have the responsibility to be a positive contributor to societal change. That means intentionally building diverse and inclusive workplaces and hiring the best employees based on talent without discrimination. Not only is this the right thing to do, but studies repeatedly show that inclusive practices have a positive impact on your bottom line.To learn about the power of language to foster an inclusive workplace, download the LGBTQ+ Inclusive #WordsatWork Guide.
Business Transformation jobs
-
Permanent
Senior Business Analyst - SC Cleared (REMOTE)
London
Posted June 18, 2021
Read more -
Permanent
SC Cleared Business Analyst (Agile, Process Modelling) - REMOTE
London
Posted June 18, 2021
Read more -
Permanent
Senior Business Analyst - SC Cleared (REMOTE)
England
Posted June 17, 2021
Read more -
Contract
Liquidity Test Analyst
London
Posted June 17, 2021
Read more -
Permanent
SC Cleared Business Analyst (Agile, Process Modelling) - REMOTE
England
Posted June 17, 2021
Read more -
Permanent
Business Administration (Resourcing & Onboarding Support)
Telford
Posted June 17, 2021
Read more -
Permanent
Business Process Analyst - Logistics / Distribution
Chester
Posted June 17, 2021
Read more -
Contract
Solution Enterprise Architect
Telford
Posted June 17, 2021
Read more -
Contract
Customer Services Process and System Integration Expert
Reading
Posted June 17, 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.
