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January 2018; ‘The importance of ‘dev culture’, by Kev
Developers are very much in demand, not only in tech businesses, but also in traditional offline organisations looking to rapidly digitalise their offering.
While the role itself is a big pull to this skilled group of workers, there’s also a huge desire for businesses with a real ‘dev culture’; inspired by the Silicon Valley pioneers, these are places which promote human interaction and collaboration against the backdrop of a flexible working attitude – it’s not just about sticking a slide in the middle of the office and trying to emulate Google!
Raconteur in this year’s ‘Future of Work’ supplement, coined it the ‘anywhere, anytime’ culture which showed that a new working atmosphere extended beyond California – 62% of the senior business people surveyed for the feature said that they believe “work is shifting more towards an experience than a place”.
The transition may be difficult for some businesses, especially those more traditional organisations, but the investment into aesthetics and an environment that sparks ‘dev culture’ – as well as ensuring the right people are within it is crucial to future-proofing.
August 2017; ‘Most in demand tech skills’ by Nick
Tech Republic recently published the top 6 in demand tech skills according to tech leaders. They included; UX design, data analysis, content creation marketing, growth engineering and hacking, social media marketing and management and web development – a list to be concerned about for forward thinking businesses.
As I read on, the research from Robert Half Technology, quoted that 77% of the tech business leaders who were surveyed told of their struggles to find job candidates with up-to-date digital skills that employers are looking for.
This lack of digital know-how has a snowball effect on the rest of the team, often meaning it’s severely understaffed with vast knowledge gaps – causing a detrimental effect on progression as a whole.
It’s time we turn this around by supporting both employers and employees by bridging and filling the skills gaps, and future proofing from both sides of the recruitment arena.
July 2017; ‘Bridging the gender gap in IT’, by Kev
The latest Raconteur supplement on the future CIO was really interesting to read (https://raconteur.uberflip.com/i/814821-the-future-cio-special-report).
One area that caught my eye was a piece about bridging the gender gap in IT; the report found that women account for just 9% of the global CIO community – although that’s up from 7% in 2012, it’s still quite a poor show.
Experts within the report suggest this is down to a number of factors mainly because there are fewer women in leadership overall, therefore a scarcity of mentoring and networking opportunities early in a woman’s career.
It’s time perceptions are challenged; tech and IT are facing a huge skills shortage and we simply cannot afford to dismiss any of the prospective future workforce based on outdated gender attitudes and patriarchal culture.
June 2017; ‘An #Insight into the Tech Nation Repor’, by Nick
The 2017 Tech Nation report is here, bringing with it some fascinating statistics and insight into the tech and IT sectors.
One of the most reassuring headlines from the report is that the turnover of digital tech businesses reached £170bn – an increase of £30bn from five years ago.
Another interesting statistic is that investment into the sector in 2016 reached £6.8bn – 50% higher than any other country (France and Germany were second and third investing around £2bn).
It also suggested that the tech community – crucially those people working within it – are keen to absorb the industry; 22,000 tech related meet-ups were hosted in London alone last year – three times as many as Berlin, Amsterdam or Paris.
Depending on your perspective, one of the concerning statistics however was that there are now 1.64m digital tech jobs in the UK – that’s great news for employment, but the subtext reveals that the sector is creating jobs at a rate twice the pace of the non digital sector. Whilst that’s good news for employment it’s also alarming for businesses who aren’t well prepared, nor have access to the digital talent that will future-proof their organisations.
I’m keen to see more collaboration all round to ensure that these jobs can be created as the demand for more skilled tech workers increases.
April 2017; ‘#Insight into IR35’ by Nick
On 6 April, the Government changed tax legislation for contractors working in the public sector; to help the many candidates we work with in IT roles in this sector, we’ve broken down the changes below:
So, just what is IR35?
‘IR35’ is a way of HMRC identifying contractors who are potentially avoiding paying tax, challenging those who supply their services through their own Limited Company, known as a Personnel Service Company (PSC).
The new system means that responsibility and liability for PAYE and NICs will pass from the Limited Company (PSC) to the public sector engager or agency through which PSC contractors are paid.
How do I know if I’m going to face deductions?
The agency (i.e. us) or client you’re working with will determine if your relationship is affected by IR35 using the HMRC assessment tool – if it’s the former, then PAYE and NI would have to be deducted prior to payment.
If you are affected we’ll work openly, honestly and transparent so you’re fully aware of the changes.
Remember this legislation only affects those working with public sector clients, such as the Ministry of Defence or NHS, not those working with private sector businesses.
I’m a public sector hirer, how does this affect me?
Primarily there’s the responsibility of determining whether the Limited Company (PSC) contractors you work with are inside or outside of IR35, something that can be done via the HMRC assessment tool, which will determine whether someone is legitimately self-employed or should be subject to PAYE and NICs like any other employee.
There’s also the assumption that costs will ultimately rise as contractors increase their prices to cover their losses.