CXO INSIGHT we ' re amassing a huge amount of knowledge about our end customers , but what do you do with it ? There ' s a huge demand for data analytics and those experts are a premium around the world .
Recently , Harvey Nash Group contributed to a digital skills review to aid the UK government with its digital strategy . Like the government , what can businesses do to improve their digital strategy ?
Finally , technical architects . Building out your services in a very new way requires a big demand for people who can do that .
How can employers tackle this skill shortage in the office and when hiring / recruiting more staff ?
Firstly , make sure the people you ' ve got know they ’ re wanted . Cherish the people you ' ve got and make sure they understand they ’ re valued . Otherwise , as fast as you ’ re hiring people , you ' ve got people leaving .
Secondly , reskilling . Looking at the people you ' ve got ; understanding your business is reshaping and changing itself ; knowing which skills will no longer be as relevant and which are in big demand . Can you train people so they become even more valuable ?
Employ entry-level people with the right attitude . It ' s amazing how many people think a role in tech means they have to code . There are so many tech roles now that you don ' t need to know coding . We need to make sure people understand tech is a fantastic place to grow a career .
The second thing is focusing on gender equality in tech . From our survey , women leaders in tech have barely moved – up from 11 % to only 12 % in the last five years . However , what we are seeing is as women are able to work in a more hybrid way , they ’ re able to find their voice , whereas they might not have before in a traditional office setting .
More than 150,000 jobs have been created for women in technology over the last two years . Building on this , how has the pandemic created more opportunities for women ?
Also , look at apprenticeships . Bring in fresh new talent and be prepared to take people through learning programmes , so they grow and learn with you .
Finally , make sure you ' re paying attention to the health and wellbeing of everyone . You must listen to what people aren ' t saying as much as what they are saying . We want people to be fully rounded humans . We don ' t leave who we are at the door when we come to our desk – whether that ' s the kitchen table or physically into an office . Therefore , you need to be respectful , understand people have requirements in their life , outside of the job .
You don ' t have to have employees on your doorstep . They don ' t have to be in the office five days a week . Combined with the pandemic , people ' s eyes were opened to possibilities and started to be much more open on their hiring practices , which made it much more attractive to women applying for roles . The key is to get them to stick in the business , so that means being gender-friendly and work / life-friendly . Keep that going and don ' t revert back as we return to ‘ normal ’ life . Remote-first roles became much more attractive .
When in the office , it used to be that the loudest person got heard . But if you ' re somebody quieter
RETHINK S
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