Feb 19, 2016 | IT
You’re recruiting for a new employee and you want to really get the most out of the process and hire the best candidate in the most effective and efficient way. You have your hiring goals and business objectives in mind and obviously want to do what’s best for your organisation. However, it’s important to remember that your candidates are interviewing you too. They’re testing out whether your company is a good fit for them and whether the role you’re offering matches their expectations. To help you attract the best and keep the attention of the best candidates, we’ve suggested a few pointers.
Good Communication
One of the frustrations of candidates during the hiring process is the lack of communication from employers. Spending time perfecting a CV, completing an application form and particularly preparing for an interview takes time and effort, so if they’re not successful or there is a hold-up of any kind, keep them updated and offer a proper explanation. Once you have selected your interview hopefuls, providing them with adequate information to allow them to prepare is only fair. Do you have any further resources that would allow your candidates to swot up about your organisation? Or could you provide details on what to expect during the interview?
Make Them Feel Comfortable
Your interview candidates are your guests, so making them feel comfortable in a situation where they’re likely to be nervous should allow them to open up and enjoy the experience as much as possible. A friendly tone and attention to the small things can make all the difference; for example offering candidates a drink or explaining what’s going to happen next should help to put them at ease. Initial icebreaker conversations and chit-chat are another way to help your candidates settle in, offer introductions to everyone they will be meeting that day, don’t rush and try to minimise distractions.
Show Them You’re Interested
Treat each candidate like they’re you’re best candidate. If a candidate has a bad experience at an interview or is not made to feel welcome or valued they’re less likely to want the job, but also less likely to speak positively about the company to others. So do your research, read their CV or application form and don’t duplicate this information when asking questions; if you ask what university they went to, they’ll know you haven’t done your research.
Provide a Realistic Job Preview
The interview is a great time to show candidates around, allow them to meet the team and get a real feel for your business culture. So as well as going into detail about the role and its requirements so candidates know what they can expect if successful, it’s a time to really sell your organisation.
Ask Open Questions
The kind of interview questions you ask will depend entirely on the role you’re recruiting for, however open questions that encourage candidates to tell a bit of a story are often well received. Questions such as “what is something you’d be happy doing every single day for the rest of your career?” or “what’s the biggest decision you’ve had to make in the past year and why was it so big?” give candidates an opportunity to talk about something they’re passionate about. Their answers may also give you a good feel for their personality and charisma.
For support and advice during your organisation’s interview process contact Langley James’s recruiting experts who are available to help you every step of the way.
Feb 15, 2016 | IT
It was reported last week that a recent study showed that women are better at coding than men. It comes from a study into the service GitHub – an online software building service of which over 12-million people use to “discover, fork, and contribute to over 31 million projects.” (GitHub, 2016). The study suggested that pull requests – or suggested code changes – made by women were more likely to be accepted, with a 78.6% rate, than those made by men, with a mere 74.6% rate. Gender information is not requested, and often unidentifiable, however was identified for the study through profile information or email addresses cross matched with Google+. The study suggested that there may be a bias when it comes to gender. Women’s acceptance rates were higher than men’s, however only when using gender neutral profiles within the developer community of GitHub. The figures dropped drastically to 62.5% when their gender is identifiable.
This mirrors the current employment climate. Huffington Post Tech UK, 2015 reported that only 17% of the IT industry is made up by women. This is an unsurprising figure, given than women reportedly earn around 25% less than men in the IT industry. Pair these stats to the fact that the current skills gap is due to increase to 745,000 by 2017, and 1-million by 2020, it becomes appallingly evident that this is not just a diversity issue, but an economic one too.
There is no easy solution for the issue. Gender imbalance is one that has been ongoing for centuries, and unfortunately the commendable efforts and initiatives aimed at tackling bias seems to be failing to reduce these gaps. In a bid to close inequalities, encouraging women into technology from an early age is crucial. Egnyte CSO Isabelle Guis commented on education, “I believe a major reason that we are seeing more men than women working in the technology industry is education. There are fewer women in technology graduate programmes and in the marketplace because STEM subjects are still perceived by some to be ‘male’ subjects.”
Although the figures may appear disheartening, the discussion of women in technology has been far more prevalent in recent months, and the skills gap has truly brought to life the urgency of encouraging people of all ages and genders into the tech industry. These figures certainly give women wanting to pursue a career in tech the push they may need, and the technology industry reason to open doors for women, whilst contributing to narrowing the ever growing skills gap. Could 2016 see a boom in women in technology?
Feb 9, 2016 | IT
The core challenge of business intelligence has always revolved around a debate of holding onto centralised IT systems that deliver complete control and governance, and the solutions of tomorrow that can deliver better intelligence, although requiring a release of the typical governance control that older systems provide. This choice is then a stark one, yet these four reasons make the case all the stronger for moving away from legacy systems.
- Businesses will outgrow their systems
The pace of change within the modern business is only becoming ever faster; manufacturing departments can require the processing of thousands of parts, components and materials, dealing with an innumerable amount of suppliers; this department is supported by logistics planning that depends upon supplies where commodities fluctuate hour by hour, and HR departments need to account for millennials and the younger generations who are entering the jobs marketing and contributing to higher rates of employee churn. The strain of all this upon IT systems of old is unbearable, with these old school solutions failing to deliver the complex analytics that such business operations command.
- The analytic capacities of desktop tools that work alongside legacy systems are not only lacking, but leading to potential business disasters
The analytics solutions that have been tacked onto legacy systems have been designed to meet the needs of varying departments, however such systems have placed the importance of speed over and above accuracy, as well as aesthetics and ease of use over capability. Quite simply put this will lead to intelligence that is incorrect, resulting in business decisions where the incorrect choices are made.
- Legacy systems are simply throwing good money after bad
Legacy systems are inherently difficult to maintain and manage, and whilst transferring to a modern business intelligent solution comes along with what can be an intimidating price tag (as well as extensive soft costs, most significance of which is training) the eventual costs, both in terms of implementation, as well as the implication upon business decisions, come in far below the option of continuing with an outdated alternative.
- CIOS have the chance to opt for a data-driven culture, rather than data that lacks integrity
CIOs have a chance to truly drive for change, they can drive down cost whilst investing in BI solutions that deliver value; this compares to continuing with legacy systems that will only continue to provide ever less accurate data, leading to their companies falling behind within the commercial world. What’s more within this newly established data-driven culture, and with the right platform, the previous pressure placed upon systems by reports and analytics can achieve saved resources that may be better spent upon other projects.
James Langley are the go-to recruitment specialists for IT talent that delivers the business intelligence solutions tomorrow, today; through the right people, placed within the right positions, they are helping their clients ensure that dated IT systems are a thing of the past.
Jan 29, 2016 | IT
Glassdoor recently ranked ‘HR Manager’ forth in a list of the UK’s 25 best jobs. Based on the number of job openings, career opportunities and earning potential, HR Manager may not seem the glamorous or high-flying role you’d expect to see near the top of this list but there’s more to working in human resources than is often given credit for. Generally a stable profession with an average base salary of £50,000 for HR Managers the human resources department is often overlooked by other members of the workforce. A CIPD survey reported that a quarter of employees ‘don’t know’ what the department really does – a surprising figure considering the function is so central to so many business decisions. However, it’s time HR stands firmly in the limelight – it’s not only an essential piece of the organisational jigsaw, but some would argue it’s the most rewarding.
Creating Positivity and Changing Lives
A large part of your role as HR manager is to improve employee welfare, whether that’s sensitively managing a workplace dispute or ensuring everyone has the most appropriate equipment to do their job safely and comfortably. Constantly striving for a better, more positive environment for the organisation as a whole will help employees to enjoy their time at work as much as possible. HR teams may also be required to assist with more personal issues where the right help and advice could really play a part in changings someone’s life.
Long-term Opportunity
As well as an above average salary, a career in HR will usually be a stable one that will see you through to retirement. There are many avenues to explore in the field of HR such as payroll, employee training and development, workforce planning or employee relations and there’s often the option to switch industries fairly easily too. Similarly, if you did ever fancy a change of career you’ll have built up many transferable skills that may allow for a step sideways. Companies will always need an HR department, and although there are continual technological advances in software and HR management tools this people-focussed role is by no means at risk of being taken over by the machines any time soon!
Being Involved
Although in some cases unfortunately HR is still hiding its light under a bushel, or more accurately sitting quietly in the corner of the office, if the function is running successfully you should be a truly integrated member of the whole team, at the heart of the employee hub. You’re involved in hiring and have an influence on who joins the organisation, as well as helping these new team members integrate and develop. You’re in a position of trust to many and will have the opportunity to speak to and work with employees from across the whole organisation. You may also be involved in the organisation of social activities and team building.
Of course, there’s the tough side to working in HR too, making decisions about redundancies and cutbacks will never be easy, and the profession can come under fire when it’s often the one handing out the bad news. However as a field, HR is constantly evolving not only technologically, but legally, economically and in terms of diversity and cultural awareness. This means you’ll handle issues, meet people and deal with situations you may never have expected, always learning and growing with the role and its responsibilities.
If you’re an HR manager and you’re looking to grow your HR team, we can help. We’re in contact with many HR professionals across the UK looking for new roles.
Jan 29, 2016 | IT
CRM systems have been around, in one form or another, since business began. In the pre-computerised world there were record cards and good old fashioned one-to-one interactions where personal relationships where built. However in the global operating world things are a whole lot more complex. The management of what may be millions of customers and prospects is tasked with the challenge of making marketing and trade personal, and as an answer to this has been an uprising of literally thousands of CRM options, each with something different to offer the company with a sales team that must perform in order to drive growth.
Recent research into this area found that a staggering 25.5% of companies have implemented a sales enablement department, with a further 6.7% planning to do so in 2016 (CSO Insights 2015). These figures give more than enough reason for businesses to take a look at just what sales enablement is and how it may be valuable to them in this, the year of CRM investment.
Defining sales enablement
Let’s begin by first defining what sales enablement is; first, it isn’t sales operations, and it may best be summarised by Tamara Schenk, of CSO Insights:
“Sales Force Enablement: A strategic, cross-functional discipline designed to increase sales results and productivity by providing integrated content, training, and coaching services for salespeople and front-line sales managers along the entire customer journey, powered by technology”.
This definition highlights just how tall a task sales enablement is, and as Jim Dickie reports on Destination CRM, companies almost universally recognise the need for technology in order to achieve sales enablement. Dickie then goes further to highlight the five core areas that will sort the wheat from the chaff when it comes to the choice of CRM and how effective they are within the modern world:
– Collaboration: This will demand the streamlining of sales enablement cross department, from sales operations onto training and product management and everything in between.
– Tech-enabled training: Training across the board, from those on the front sales line to those within social media marketing, should be delivered through e-learning solutions.
– Content management: Content management spans every form of internal sales tool, from account plans through to selling scripts, as well as the tools that are customer facing, such as proposals – all managed within a single CRM.
– Virtual coaching: For the large corporation virtual coaching is the cost effective solution to the one-to-one coaching that sales teams need.
– Analytics: The CRM of 2016 should provide for robust analytics that is produced from a variety of systems, from ERP, customer support and onto external sources, this will guide business plans and secure the growth of tomorrow.
All in all these five investment areas each serve as significant costs to a business, even when taken on singularly. However the ROI from such an investment is simply staggering, as the SPO study found that such companies that had already forged ahead with these plans had achieved revenue performance attainment rates of 10.2% higher than those who hadn’t.
Langley James is the answer to sourcing the right people to harness the most innovative of technology; from creating the right digital content and training for the business challenges of today, to harnessing all that CRM analytics can deliver – we have the right people for the most demanding of positions.
Jan 28, 2016 | IT
Over 80% of IT professionals place high importance on companies investing in the latest releases of technologies. With the current jobs market far more stable than previous years, UK workers ultimately have a far greater choice over where they work, who they work for; and have a greater level of trust in their future in employment. Employer branding is a phenomenon becoming ever more prevalent as the job market continues to grow. When we talk about retention strategies, we usually place a high emphasis on the main components that contribute to retention such as reward, L&D, engagement and satisfaction. But we often fail to recognise the relevance of technology in relation to employee retention.
Having seen a significant rise in the number of IT professionals looking to move on from their current role, it became clear that the reasoning for this was more than just the annual January trend. It is no secret that out of date technology impacts heavily on workflow, productivity and results, but it seems that these issues are beginning to take its toll on workers, and they have had enough. It has become evident that a significantly large number of workers in the IT sector want to leave their current position because they are using old technology at their place of work. This may appear extreme, but with technology playing such an integral part in modern society, people are consequently relying more on efficient technologies demand the most effective processes, and this is swiftly beginning to filter into the workplace.
With technology growing and evolving at such a phenomenal rate, it is unsurprising that technology is now establishing its role in contributing to both retention and employer branding. Investing in the most current technologies will certainly give you a competitive edge, and will undoubtedly enhance your employer branding. A large majority of IT professionals have stated that they will “lose their value in the marketplace if they don’t keep up to date with the latest releases”. The benefits in utilising the latest technologies are endless, and if you fail to move with the times, you will fail revolutionise.
Do you agree that technology now has a far greater input into retention levels?
Do you value companies more if they invest in the latest technologies?
Let us know your thoughts on this issue.
Nurturing your businesses starts with developing the health of your organisation. Through solid processes and up-to-date technology, you can create an efficient and well-constructed working environment. If you need to recruit a BI expert to help in BI solutions, contact Mark or Dave at mark@langleyjames.com or dave@langleyjames.com; or call us on 0207 788 6600.
Jan 25, 2016 | IT
Uber: It is the digital taxi platform that has sparked London cabbie revolts and calls upon the Government to crack down on a business that has disrupted the market so much that their hundred-year-old industry is under threat.
Amazon: This is a company that has been built up from a humble online book store and is now a global company; today turning over almost $89 billion [Business Wire 2014]), having acquired a staggering array of businesses and investments and, as of 2015, became the US’s most valuable retailer (New York Times 2015).
These two global giants have well and truly shaken up a digital revolutionising within their markets. So it seems more than pertinent question to ask: just how did these two once fledgling start-ups do it?
Amazon and Uber: Two completely different powerhouses – one solid strategical approach
The staggering successes of Amazon and Uber have actually been built upon one pretty simple strategical notion – having a solid understanding of their customer, and harnessing the right digital tools for a truly customised experience. Sounds simple, right? Well perhaps not so much, as this process requires a solid CRM to feedback all-important customer information for the eventual optimisation of sales, marketing and service processes. What’s more even a comprehensive grasp upon this isn’t enough, and as Amazon an Uber so adeptly demonstrate, there must be customer experience management (CXM) that goes far beyond any CRM exercise.
CXM – The key to digital strategies such as Amazon’s and Uber’s
CXM must factor into any businesses digital strategy when it comes to replicating the Amazon/Uber model. It is the experience beyond, or before, consumers use your services – where they journey through the sales funnel, where they interact with your social media and wherever they externally come across your brand. The key to success here is being able to seamlessly integrate this in a way that provides for a coherent plan.
Goldenberg from Destination CRM puts forward a strong case for employing the hub and spoke model here in order to achieve this. He argues that the hub should be the customer profile, which feeds back relevant information in, ideally, real time. The CXM then serves as the spokes, which include social media, next-best offer deals, customer journey and mobile apps. Each of these spokes is fed with data from the CRM in order to enhance, streamline and ultimately make for the most effective customer engagement rates. The system is then completed with the spokes acting as data senders themselves, where information can be learned upon social media and fed back to the CRM’s consumer profile. This holistic approach is defined by its duel information sharing, and it is very much what Amazon and Uber have been empowered by.
At Langley James we have an unshakable grasp upon how businesses can be empowered with the right IT staff, in the right positions. We know of the solid business growth that can be achieved through innovative digital tools and technology. And we’re the right partner for those who, like Amazon and Uber, seek to harness the world of IT to supercharge their business growth.
Jan 25, 2016 | IT
The recent floods that devastated much of the UK just after Christmas turned lives and businesses upside down, and goes to show that this kind of extreme weather can strike at any time. In order to try and prevent and minimise damage, having policies and procedures in place and ensuring all your employees are aware of them could make the world of difference when faced with emergencies like the weather-induced chaos of storm Desmond, Eva and Frank.
Bad Weather Policies
Having an official bad weather policy in place ensures everyone knows where they stand. It may seem like you’re stating the obvious by telling staff what they need to do if the weather takes a turn for the worst, but unusual circumstances may leave employees not knowing what to do for the best.
Your employee’s safety is your number one priority. If the weather means it’s too dangerous for them to travel to work they need to know who they need to contact and by what time. Travel disruptions might also cause employees to be late or stranded elsewhere. There is no obligation for an employer to pay an employee who does not turn in, so consider how you want to handle this.
One option in situations like this is to allow your staff to work from home where possible. Of course in industries like distribution and manufacturing this won’t work, but for IT and other office based professions cloud-based software makes it possible.
Common Sense Prevails
Sensible HR advice and a flexible approach will usually help you through difficult times. If it’s going to take an employee hours to get into work and they’ll have to leave early to travel home again, this is wasted time with the chance of them becoming stranded somewhere, so working from home seems sensible. If you’re allowing home working you’ll need to be clear about the practicalities. The likes of Dropbox and Google Drive make things considerably easier, but there is also equipment to think about. Do employees have work laptops or will they need to use their own? You just need to make sure all systems and equipment have the right security requirements for your business.
Being Prepared
Some severe weather events can be forecast hours before they arrive, allowing time to prepare and advise, but sometimes there is no warning. In either case being prepared, even if the worst happens, will help to keep everyone safe and hopefully minimise damage. Conduct a risk assessment, educate employees and update plans and procedures based on the lessons you’ve learned previously. Circulate the policies when you update them or perhaps at the start of winter if it looks like snow is on the way, ask for feedback and keep your employees involved.
Jan 25, 2016 | IT
It’s no doubt that awareness of cyber security is increasing. More people now know more about the risks, or at least the basic steps they need to take to cover themselves and their organisations. However, as the world becomes more connected than ever, hackers are becoming more inventive and more sophisticated in their attacks. It’s important that companies can move with these developments and changes to create a culture that adopts an up to date, risk-based, multi-layer defence framework.
Attacks on the Sonys and Experians of the world may seem far away from small start-up firms or even more established SMEs, but the potential for a disastrous attack or breach of security is only clicks away. Over 30,000 websites are being compromised by hackers every day according to figures from Sophos and can cost smaller firms a considerable amount of money, not to mention stress.
Support is Out There
Following our article last year ‘SMEs Urged to Take Cyber Attacks Seriously’ where we looked into the Government’s plea for SMEs to train, educate, review and prevent risks, it seems many organisations are stepping up to the challenge. With the help of the Government and their 10 steps programme that emphasises basic good practice, as well as many experts raising awareness of threats, those in the know are keeping ahead of the game.
However, Wikipedia founder Jimmy Wales recently warned Sky News that cyber security is ‘incredibly important’ and explained that governments sometimes don’t understand IT enough to fully interpret the risks. He explained that governments need to strike a balance when considering their desire to monitor information.
Predictions for 2016
Cyber security predictions for this year include attacks through aps. Aps can access your emails, contacts and more, so attackers are exploiting this as best they can. Also, as the internet of things continues to grow, so do the amount and type of threats to our mobile devices. Some also predict phishing attacks will worsen and get more personal. In the majority of cases the goal of the cyber hacker is to steal or exploit sensitive data such as personal information or credit card details, yet this year experts predict more destructive, cyber-terrorism type attacks, aiming mainly to threaten.
A Continued Threat
Although many firms are taking positive steps to secure themselves, the fact is smaller firms have less to spend on security, they’re also busy with the day to day of keeping customers happy and dealing with admin. The most recent government figures suggest SMEs with over 100 employees spend around £10,000 per year on IT security and that the smallest firms, with less than 20 employees, spend around £200.
The installation and regular upkeep of anti-virus software, firewalls, spam filters and keeping devices up to date should defeat the majority of the low level threats. It’s also important for organisations to have a good knowledge of where their data is going and who uses it – this can significantly help to limit any damage. Following the Government’s guidelines and keeping up to date about new threats and challenges will continue to keep you ahead of the game.
Jan 22, 2016 | IT
Gov.uk were recently left red-faced when an embarrassing spelling blunder- tweeted out to over 1 million followers- highlighted to everyone not only the importance of attention to detail, but that unfortunately this can happen to the largest of organisations. This got us talking about how attention to detail can create great success, or prompt dangerous pitfalls that will cause your business to suffer.
Attention to detail is a prime characteristic of high-performing organisations. Careful management in detail is sure to improve accuracy in performance, and will contribute to overall efficiency and success. Creating positive impressions and proving your corporate competence is key.
It doesn’t stop at spelling and grammar. Historically, the most successful people have an extraordinary ability to notice the most minute of details. Apple is the perfect example of how a fierce attention to detail can bring the greatest amount of success. They will spend days discussing pixel position- details that other companies may overlook as unimportant. They have a desire to create computers that look beautiful on the inside- even though they don’t get seen. This just shows that paying attention pays!
According to Michael Levine- author and media expert, ignoring the smallest of details causes the biggest problems in business. Gov.uk certainly are not the first company to have been subject to an embarrassing, or indeed detrimental blunder that could have been avoided. In 1999 a simple school-level math error caused a Mars orbiter, designed by Lockheed Martin for NASA, to be lost in space when Engineers at Lockheed used English measurements while the NASA team used metric ones. This costed NASA $125million. This could have been easily avoided and it was reported that there were numerous opportunities for this error to be caught before it was too late. Don’t let simple attention to detail cause you the most destructive results.
We can help you recruit someone- bringing a fresh pair of eyes to the business. If you are struggling with staff who lack an attention to detail, we will help you hire a IT or HR specialist, sure to maintain a high level of professionalism and diligence. Call us on 0207 788 6600 to speak with one of our expert consultants today.
Jan 20, 2016 | IT
Traditionally the art of trading online successfully very much rested upon the placement of talented developers, designers and online marketing specialists; however, with the explosion that has been seen within the world of social media, the ways in which consumers shop, review products and even interact with the companies they purchase from, has been irrevocably transformed. Here we take a look at just what this means for the modern business that seeks to secure a future of boosted e-commerce trade, empowered by social media.
The power of peer to peer advocacy
Word of mouth has arguably always been the most powerful form of marketing there is, and with the unstoppable growth of social media this medium has been digitally supercharged. In fact, so powerful is it that consumer-to-consumer word of mouth has been found to generate twice as much business as compared to paid advertising (BRANDERATI 2013); its little wonder then, that this social media age has often even referred to as the Age of Advocacy and Influence.
E-Commerce becomes one with social media
As of August 2015 Salesforce.com announced the ability for their users to embed a Buy Now button within their social media communities; this, coupled with SAP’s October expansion into e-commerce alongside Jam Communities for SAP hybrids Commerce, has truly realised the ability of sophisticated embedding of e-commerce capabilities upon social media platforms.
As with many things within the social media realm, it seems to be the blue-chip giant of Facebook that is leading the way. For years Facebook has featured the business page ‘Shop Tab’ ability through the good old fashioned, yet pretty mobile unfriendly iframe. Today however, as with all things that this social media giant does, things are altogether rather different, as well as a whole lot more advanced, allowing for the actual upload of products directly onto the platform, and the integrating of payment systems to seamlessly manage the entire process.
Content, community building and solid sales funnels
Adding value to your offering, and to your target market, has always lay at the core of content marketing. Online social communicates can drive business growth, acting as an essential tool for the robust management of your sales funnel. However, whilst many advocates of merging e-commerce and social media have heralded the moves towards a singular online social/shopping destination, others disagree. These particular industry experts argue that such a move is clouding the essential information gathering that is so vital within a community (and where an image of relative impartiality is beneficial).
Beyond social eCommerce onto social customer service
As social media has become increasingly ingrained within the everyday lives of the consumer many have come to expect customer services to be naturally forthcoming upon the platforms they use day in, day out. And where complaints, and perhaps more importantly – the way such complaints are handled – can be placed upon the world’s stage the issue of solid social customer service becomes ever more important. When harnessed in the right way it can lead to companies that are considered to have outstanding service levels, as well as delivering vital savings upon traditional support mediums.
However, it seems that few are embracing social media in this way, with recent research showing that less than 30% of companies on Twitter responded to questions (Social Bakers 2015).
Social media is not only transforming the expertise required within the modern business’s IT departments, but is extending to effect customer services as well as marketing. For the company truly seeking a holistic approach to e-commerce it seems that these three once separate realms within the average business are looking set only to have more and more in common.
Jan 18, 2016 | IT
The IT industry is furiously fast paced – accounting for an ever more significant driving force behind many a business’s bottom line. For those companies that harness the right technology and employ the most talented of IT workers there exists a bright future propelled through innovation. Yet it seems that the UK is seriously suffering from the side effects of being dangerously understaffed when it comes to the IT industry. So here we take a look at just what this means for the jobs market for forward thinking businesses, as well as for the wider UK economy as a whole.
The all-together rather gloomy UK graduate jobs market
For graduates it seems that there is barely a day that goes by that doesn’t report ever more depressing figures. From the fact that more than 50% of graduates are working within non-graduate jobs (CIPD 2015) through to the fact that every graduate position has, on average, 39 applicants (High Fliers 2014).
Add to this the typical student debt bill, which has sky rocketed to £44,000 (The Independent 2014) and you’d be forgiven for thinking that UK Graduates have never had it so bad.
The IT Graduate: Seriously hot property for the trading landscape of tomorrow
For the IT graduate the outlook is positively glorious, and is far from reflective of the seriously saturated market that many other industries are suffering from.
Rather than there being 39 applicants for each IT position, there is instead 39% of UK companies struggling to fulfil their IT needs (BCS 2013) and with the current needs of UK businesses, as reported by E-Skills, requiring around 140,000 IT professionals each year, the current rate of 16,440 students enrolling upon computer science courses is woefully inadequate.
Of course this all contrasts against a backdrop of an ever more digitalised UK world, within which the IT industry is forecasted to expand five times over within the next ten years (CIO 2015). Companies today are then truly built upon solid social media strategies, ever evolving business apps and software that makes for the basis upon which businesses operate, market themselves and grow.
The outlook for the average UK business
As employers struggle to secure domestic IT workers, particularly within the software development realm, such businesses are turning to offshore positions within developing economies. Yet these companies are finding such an approach to be a seriously false economy where language, cultural and educational differences prove many a time to be insurmountable barriers.
A forecast for the UK economy
A little shining light for the UK IT jobs market comes in the form of recently announced plans by the Government to introduce core computing skills, such as coding, from Primary school age. However, for the time being, or rather the decade or so until these tiny, well trained coding digits enter the jobs market, it seems that UK employers may need to look to overseas graduates to fulfil their essential IT needs.
Langley James appreciate the challenges of today’s businesses in their quest to fulfil tomorrow’s IT positions today, going beyond the status quo to deliver superstar candidates for even the most demanding of IT job roles.
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