Software Solutions to Drive Business Success
Experis solves business needs with innovative software solutions. With decades of experience, deep industry knowledge and unmatched expertise, we can quickly deliver top applications for your organisation.
Enterprise Application Services
SAP Consultancy Services cover every phase of the application life cycle from current operations to business requirements, technology outsourcing or technical evolution.
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 in areas such as: SAP, Oracle, Microsoft and other application technologies.
We implement integrations between various systems and custom developments using technologies such as SAP Fiori, SCP, .Net and Java. We help organisations establish a new way of working, focused on analysis and real-time decision making.
We implement market leading products such as oracle Cloud, Microsoft Dynamics and Open Text. Our capabilities to implement and maintain these services include:
Various ERPs
Reporting Solutions
Customer Experience Products
Human Capital Management Tools
Travel Expenses Management Systems
Digitalisation
Experis is also a Microsoft Gold Partner, part of a network of Microsoft's most highly accredited independent technical support providers.
Technologies continue to evolve as do the methods and knowledge needed to test them. We partner with you to build an approach to continuous improvement to insure long-term effectiveness.
Our Services
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Professional Resourcing
Finding the right talent with in-demand skills and expertise to fill your most critical roles.
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IT Consulting
Leading digital transformation practices through our network of consultants, experts and partners.
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Project Services
Providing business-critical IT project expertise and implementation of new solutions.
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Managed Services
Managing IT resourcing, application maintenance and operations so you can focus on your core business.
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Talent Solutions Total Workforce Report 2021 Released
The 2021 Total Workforce Index Report Differentiating and diversifying workforce strategies to create the right combination of skills, workforce mix, and labour markets will help organizations face rapidly evolving markets. The annual analysis of the Total Workforce Index™ scores 75 global workforce markets based on over 200 unique factors. From the TWI data, ManpowerGroup Talent Solutions develops country and regional profiles based on how markets score in each of the four categories (Workforce Supply, Cost Efficiency, Regulation and Productivity).The Total Workforce Index™ measures the relative ease of sourcing, hiring and retaining a workforce in competing labour markets around the world. The Total Workforce Index™ compiles more than 200 key factors that relate to the Workforce Supply, Cost Efficiency, Regulation and Productivity of the workforce of each market. Total Workforce Index™ rankings provide important perspectives and insights that can influence both short- and long-term strategies involving workforce procurement, including:Remote Work AllocationOrganizational RestructuringLocation StrategyDirect Sourcing StrategyCrowdsourced Sourcing StrategyCapacity PlanningDiversity and InclusionWorkforce MixCost SavingsComplianceWhy is the Total Workforce Index Important?Organisation's are aggressively pursuing growth opportunities in the midst of the tightest labour market in 80 years. ManpowerGroup’s Q4 2021 Employment Outlook Survey confirms hiring intentions are at their highest since prior to the pandemic, yet a record number of companies report struggling to find the skills they need. The survey data suggest it has never been more difficult to attract, activate and retain growth talent. Meanwhile, 69% of employers globally say they are having difficulty filling roles due to a lack of skilled talent--running at a 15-year high.Differentiating and diversifying workforce strategies to create the right combination of skills, workforce mix, and labour markets will help organizations face rapidly evolving markets and workforce challenges. The Total Workforce Index (TWI) provides a vital edge in the race for talent focusing short, medium, and long-term investments in labour markets with the most potential in sectors or skill sets that will shape the post-pandemic world.This year’s TWI provides clarity amidst these complex challenges (e.g., record talent shortages, the continued pandemic impact, and adapting to the New Normal) by focusing on 3 key emerging themes that are impacting labour markets around the world: 1) learning is a core requirement to secure talent for growth;2) wage inflation in mature markets can be hedged by accessing new markets; and3) contingent labour is becoming an essential sourcing strategy.As organizations focus on returning to growth, ManpowerGroup Talent Solutions can help organizations attract, assess, develop, and retain talent. Organizations should access the TWI microsite to explore the data while also downloading the summary report to access the insights that--when used together -- will give organizations an edge over the competition.Audiences will also be guided to request a comprehensive custom analysis based on the factors most important to their organization as well as messaging and CTAs that connect the data and insights to Talent Solutions’ workforce consulting offerings—remote work optimization, workforce mix, compensation analysis and location strategy.How Did Ireland Perform in the 2021 Analysis?Ireland ranked 8th overall in the analysis of 75 countries.Ireland ranked 4th in Europe for workforce quality.Ireland ranked 29th overall for Remote Work Suitability which is lower than might be expected given Irelands position as a global employer.40% of the Irish workforce is Highly Skilled (e.g. white collar).Ireland ranked 9th of the countries measured in terms of Gender Gap (a very positive result).9% of the workforce is classed as Informal Workers (or gig economy as sometimes referred to).Average Monthly Wages was found to be €3,965.Ireland also ranks well in areas of Productivity and Ease of Doing Business. Some other key wage findings for Ireland include:Ireland has the 2nd highest Tech & IT wage levels in the EMEA region behind only DenmarkIreland has the 7th highest average wages in the EMEA region overallIreland's Manufacturing wages are also high ranking 7th in the EMEAIrelands Employment Taxes are deemed favourable in the report for employees with Ireland ranking 7th in the study behind the UK in 6thDOWNLOAD THE FULL IRELAND MARKET PROFILE HEREKey Findings from the TWI Report for your Business?The Total Workforce Index enables organizations to optimize workforce investments and access needed skills, giving them a vital edge in the race for talent---the ability to see around corners, and focus short, medium and long-term investments will shape the post-pandemic world.An emerging threat to competitiveness—both for individual organizations and economies—is the lack of “growth talent.” Growth talent offers competencies that expand digital transformation, accelerate speed to market and deepen product or service personalization. 69% of employers globally say they are having difficulty filling roles due to a lack of skilled talent--a 15-year high. (ManpowerGroup 2021 Talent Shortage Survey).The business challenges impacted the most by lack of growth talent, include:Digitization of business models or processes: Digital transformation and automation of routine tasks are escalating demand for higher skilled workers.Speed-to-market and operating agility: The ability to compress time-to-market depends on access to a wider range of skills.Personalization of products and services: Meeting consumers’ evolving expectations for more personalized experiences require high-level, hard-to-find information and analytics capabilities.1. Elevate learning as a core benefit in all labour market types: the ability to secure talent needed for growth, especially in Emerging markets, is likely to depend increasingly on compensation strategies and skills development offerings.20% of workers in Emerging markets are highly-skilled (40% in Mature markets) with only 19% of workers aged 25+ in Emerging markets having a tertiary education compared to 39% in Mature markets.2. Segment Incubator markets to hedge wage inflation in Mature markets: Incubator markets hold the potential to supply highly skilled growth talent to specific fast-growing industries at cost-competitive rates while contributing to longer-term talent sustainability.The average monthly wage for Advanced Manufacturing Incubator markets, for example, is US$2,314 with 34% of the workforce highly skilled; whereas; the average monthly wage in Mature markets is US$4,374 with approximately 40% of the workforce highly skilled—only slightly higher than in Emerging markets.3. Integrate contingent labour as an essential sourcing strategy: contingent labour augments permanent work and offers access to highly skilled workers choosing to work in more flexible ways.Demand for contingent work has increased by 9% in the past year, and within that, high-skilled contingent work in Mature markets is 40% on average.The average TWI Remote Readiness ranking for countries with a highly skilled contingent workforce is 21, compared with 47 for all other countries.The Optimal Workforce Investments(e.g., skills, workforce mix) for an organization are being influenced by the realities of 3 labour market types(Mature, Emerging or Incubator). For example:The 20 Mature markets have an average of 40% skilled workersThe 31 Emerging markets comprise at least 50% of the total labour pool.Digital Services Incubator markets have an average of 34% skilled workers with 41% being Gen Z and MillennialsDOWNLOAD THE FULL TWI GLOBAL INDEX REPORT HERE VISIT OUR WEBSITE TO SEE MORE INSIGHTS AND TRENDS
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Emerging Labour Market & Employment Insights for 2022 Webinar
Join ManpowerGroup Ireland for our Final HR Webinar of 2021! We will be discussing how the latest data from our recently released "Total Workforce Insights Global Report 2022"can inform both short and long term workforce planning, including an analysis of labour trends every employer needs to know such as remote work, migration of workers, and diversity, equity and inclusion considerations.We will also the discuss the findings from our latest"Q1 2022 Employment Outlook Survey for Ireland" and provide you with employment trends, insights, industry trends and hr statistics for Ireland and global.Register HereKey Webinar Takeaways Include:* The latest insights into labour force trends nationally and internationally* A detailed knowledge of the hiring trends in Ireland for Q1 2022;* The evolving principles of HR strategy;* How to position your business in a talent shortage market* How to prepare for business growth in 2022 by ensuring adequate human resources .This is a free webinar and suitable for HR Professionals, Senior Management and Business Executives. Registrations is required and places are limited to 4 attendees per company.Book your place today and you are welcome to invite a colleague who might like to attend.REGISTER YOUR PLACE HERE
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Significant Talent Shortage Challenges Evident in the Irish Labour Market
ManpowerGroup Ireland's Q4 Employment Outlook Survey shows that 72% of employers are having difficulty hiring workers with the right skills, and 80% of employers who plan to increase their headcount in the next quarter are struggling. In Ireland in order to Attract and Retain Skilled Workers, organisation's are now implementing a range of staff based incentives including:• Offering more flexible working schedules (41%) • Training incentives (40%) • Offering more flexible working locations (33%) • Increasing staff wages (28%) • Non-financial benefits (19%)Overall large organisation's and sectors like finance & business services are better positioned to offer the most incentives to attract and retain staff. Barriers to Upskilling for Irish organisations relating to staff development initiatives include:• Money (22%) • Time (18%) • Access to the right Training Partners (13%) • In organisation's decreasing their headcount, money is a much larger obstacle (28%) • In organisation's increasing their headcount, time is a bigger obstacle (19%) DOWNLOAD THE EXPERIS IRELAND TALENT SHORTAGES BROCHURE HERE
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Hiring Trends & Key Talent Shortages for Ireland Q4 2021 Webinar
Labour Market Trends Webinar - Wednesday October 20thWATCH ON-DEMAND HEREJoin us for this insight packed presentation into the current labour market trends in Ireland and what to expect in Q4 2021. ManpowerGroup Ireland in association with LinkedIn will showcase how the employment data from our recentQ4 Employment Outlook Report can inform both short and long term workforce planning and how the current talent shortage will impact on your business planning.We will be discussing the main findings from our latest outlook report and provide you with employment trends, insights, industry trends and hr statistics for Ireland and global.Key Webinar Takeaways Include:* A detailed knowledge of the hiring trends in Ireland for Q4 2021;* An analysis of labour force trends and the evolving principles your business needs;* How to be ready to grow from a HR & business perspective into Q4 and beyond as the country returns to a hybrid environment.* Know which sectors and job categories are experiencing talent shortages and how this affects your business as we end the business year;* Learn the key strategies you should be considering for staff retention and how to keep staff engaged.* Key insights from LinkedIn on how the jobs market in Ireland is changing and what to look out for.This is a free webinar and suitable for HR Professionals, Senior Management and Business Executives.Registrations is required and places are limited to 4 attendees per company.Book your place today and you are welcome to invite a colleague who might like to attend.WATCH ON-DEMAND HERE
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ManpowerGroup Report Record Hiring for Q4 2021
Strong national uptake of vaccinations helps boost the national Outlook to record high of +34% in Q4Manufacturing & Logistics sectors lead the way for the national resurgenceDemand is outstripping supply as 72% of employers report they are struggling to fill rolesDUBLIN, 14 SEPTEMBER 2021 DOWNLOAD THE Q4 IRELAND EMPLOYMENT REPORT HEREEmployers across Ireland anticipate the highest level of hiring in 17 years, for the fourth quarter according to the latest ManpowerGroup Employment Outlook Survey. The Net Employment Outlook stands at +34%, the third strongest in Europe, behind France +37% and the Netherlands on +40%. A wave of optimism has washed over the Irish labour market with the strong uptake of vaccinations and removal of lockdown restrictions. The powerhouse behind this positivity is the manufacturing sector - up 53 percentage points from the previous year to +39% for Q4 2021.The ManpowerGroup Employment Outlook Survey is based on 420 employers in Ireland. Employers were asked whether they expect to increase, reduce or keep the same number of employees in the workforce. This quarter a record breaking 47% of employers reported intentions to increase their headcount in the coming quarter. The ManpowerGroup Employment Outlook Survey is the most comprehensive forecast employment survey of its kind.“There is a continued sense of optimism among employers across Ireland as we head into the fourth quarter of the year,” said John Galvin, Managing Director, ManpowerGroup Ireland. “As the severe COVID-19 restrictions have eased and the majority of the adult population is now fully vaccinated; we’re getting back to business as usual, and in many cases, organisations are planning for growth. This is great for workers as business confidence returns and employers hiring plans are boosted.”Galvin continues: “Hiring intentions in the capital have shot up as we head into the end of the year, rising above the national Outlook at +39%. The green shoots we predicted in the spring time have bloomed as we see the retail, hospitality and other hard hit sectors, which faced the brunt of lockdown, come roaring back. This represents a promising sign for continued growth in hiring for Ireland as the regional economies tend to follow in Dublin’s footsteps.”Similar to Manufacturing, the Other Services sector which includes Transport & Logistics is also poised for headcount growth, with the Outlook rising to 39% for the coming quarter. The Retail sector also intends to hire significantly, bouncing back with the promise of continued government employment supports for the industry remaining in place until March 2022. Elsewhere, the Finance and Business Service sector remains strong, up ten percentage points on last quarter to +20%. However, the Construction industry is hit by limitations to supplies and hiring plans have contracted 19 percentage points from last quarters record high, yet the employers in the sector remain optimistic with a hiring Outlook of +20%.Galvin continues “Ireland’s Manufacturing industry is recovering extremely quickly, with the highest bounce in hiring demand year-on-year of any sector. As an industry, Manufacturing was hardest hit in 2020 as lockdown restrictions and delays in raw materials stalled hiring throughout the year. Now the industry is steaming ahead to fill a back-log of orders which have built up over the last 18 months. As a result, we are seeing this sector performing above pre-pandemic hiring levels and seeking to lay strong staff foundations for growth as businesses are keen to prepare for the end of 2021 and beyond.”Galvin adds: “With increased hiring intentions across all industries in Ireland, employers are continuously asking how will we fill these roles? As the labour market heats up we continue to face an acute talent shortage as we head into the final quarter of the year – currently 72% of employers are struggling to fill roles. Following 18 months of uncertainty which saw fewer migrant workers arriving in Ireland, coupled with changes in demands from what workers want– the growth of hybrid working, and more flexibility become big factors. This leaves us with a talent gap where employers need to be investing in upskilling and retraining programmes now as long-term solutions to filling roles – it’s encouraging to see 40% of employers in the survey offering skills development as part of their talent attraction and retention strategies.”Irish Hiring Plans by Industry Sectors, Regions and Organisation Size:Nationwide, employers in all industry sectors report positive hiring plans for Q4 2021. Across sectors the Outlooks are reported as: Other Services (Public & Social, Transport, Storage & Communication) (+39%), Manufacturing (+39%), Wholesale & Retail Trade (+31%), Finance and Business (+20%) and Construction (20%).From a regional perspective, the results show that employers in Dublin are reporting positive hiring intent for Q4 with an Outlook of +39%. Elsewhere, employers report Outlooks of +44% in Munster, +23% in Leinster and +11% in Connaught.Larger-sized organisations (250+ employees) are reporting the strongest hiring confidence for Q4 with an Outlook of +39%. Medium-sized organisations (50-249 employees) report a positive Outlook of +29% and small-sized organisations (10-49 employees) also report a positive Outlook of +21%.DOWNLOAD THE FULL IRELAND EMPLOYMENT OUTLOOK REPORT HEREDOWNLOAD THE FULL GLOBAL EMPLOYMENT OUTLOOK REPORT HERE
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Why We Need to Renew, Reskill and Redeploy Talent
Renew, Reskills And Redeploy TalentWe’re in the midst of a Skills Revolution. Technology is transforming organisations, in-demand skills are rapidly changing, and organisations can’t find the talent they need. At ManpowerGroup, we’re committed to being part of the skills solution. We do this by conducting market research, embedding workforce strategies and running training programmes that progress talent. Skills Revolution Reboot: The 3 Rs – Renew, Reskill, Redeploy is our latest report in the Skills Revolution series, for which we surveyed 26,000 employers in 43 countries to understand how organisations are recovering from the COVID-19 pandemic. We’re facing one of the worst talent shortages in Ireland out of any country in our survey, with three-quarters (or 77%) of employers finding they can’t find the right people to fill roles. This skills gap has accelerated as a result of the pandemic; sadly there has been a great deal of new entrants to the jobseekers’ market, and not all with the right skills to meet the needs of a post-pandemic workforce – many people are not equipped with the right skills to meet the challenges of today, while organisations aren’t attracting and developing the skills they need the most. There is an urgent need for employers to renew, reskill and redeploy their workers. Contrary to popular belief, digitisation is creating jobsPropelled by the pandemic, many organisations are focused on digitising and automating their operations at speed and scale, with many of those organisations feeling optimistic about recruitment too. In Ireland, more jobs are being created than eliminated, with 84% of those intent on automating also planning to increase or maintain their headcount – these are typically larger organisations of 250+ employees. However, 61% of Irish employers said that the pandemic has had no impact on their plans to digitise and automate. Most of these are smaller organisations who have also scaled back their hiring plans. Given that the World Economic Forum reported that by 2025, humans and machines will split work-related tasks 50:50, those smaller firms may start to lag behind and struggle to compete for customers and talent. In-demand skills are transformingAlongside the progression of organisations’ technical capabilities, the skills most needed are rapidly transforming too. The recent shift to remote working means soft skills like collaboration, communication and adaptability are in highest demand, yet only 22% of Irish organisations are investing in soft skills training. These employers report that identifying and developing soft skills is far more challenging than teaching technical skills. And although technical skills count for a lot, it’s these human skills that build employability and resilience over the long term. But companies are recognising the importance of continuous learning and the need to equip their workforce with learning opportunities, enabling them to embrace new tasks, remain resilient in times of change, and respond to the needs of today and tomorrow. Not only that, but training initiatives will support an employee’s appetite for learning and development – they want easily accessible and relevant content. Becoming part of the solutionWithin the last year, redundancy rates rose faster during the pandemic than they did in the 2008-09 economic downturn. Those people have talent, experience and skills to offer, but they may need some of their skills renewing or redeploying to re-enter the workforce. That need for skills development also holds true for employees unaffected by the events of the last 12 months: they too need to be continually learning to meet the challenges of an ever-changing landscape. Helping people to upskill and reskill for in-demand roles remains the defining challenge of this decade. It was important before the pandemic and even more critical now – to create a better and more equitable workplace where everyone is able to unleash their full human potential. Jonas Prising , Chairman and CEO, ManpowerGroupWhen skills needs are changing faster than ever and talent is at a premium, organisations need refreshed talent and workforce development strategies to attract, develop, engage and retain the best talent in this next phase of the Skills Revolution. As we emerge from the pandemic, we’re calling on more employers to Renew, Reskill and Redeploy workers. DOWNLOAD THE LATEST SKILLS REVOLUTION REPORT HERE
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Data Scientists are in high demand – here’s how to attract them into your organisation
Data Scientists Are In High DemandVirtual 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.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 Ireland, 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, please contact Amy Corbally today.
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Recent Trends in the Digital Tech Employment Market
Recent Trends In The Digital Tech MarketAlthough we are more than halfway through 2021, the pandemic continues to dominate the news, the economy and how we live and work – and the digital technology employment market is no exception. As their focus was understandably diverted to continuity, they shelved any non-essential projects and plans, which had a big impact on the demand for digital tech. Over a year later, this is continuing to impact the jobs market. Here are some trends we have seen in recent months:Businesses are adapting, and digital transformation is coming back online: both planned strategic development and new projects in response to the dramatic operational changes that have been brought about by the pandemic. To support this, there’s been huge growth in demand for digital technology expertise. This has really highlighted the skills gap, which pre-dated Covid. It’s now bigger than ever, so businesses are turning to interim / contractor resources to help them deliver their projects, and that means that jobseekers have enjoyed a boost to the available jobs – a huge change from this time last year. Clients are increasingly looking to open source technologies, due to the flexibility and variety of technology that is available to them: Kotlin, Python and PHP (and its surrounding frameworks) are in particular demand. Meanwhile, React is continuing as the leading JavaScript framework – and we are hearing more about low-code / no-code too, so watch this space. The biggest shift? More choice for both candidates and employersAlong with the increase in developer jobs available generally, candidates can now also consider roles that were previously out of reach due to geographic limits: despite lockdown restrictions lifting, many developers will continue to work from home day-to-day, coming in only for key project meetings and workshops, which opens up jobs to a much wider pool of candidates. The flip side of this is that employers are now able to draw upon a much wider pool of potential candidates, so they can demand and really drill down to find the exact set of skills for their needs, including more UX / end-user experience and soft skills – and this is most notable in the contractor market. As leading specialist recruiters in digital, Experis is uniquely placed to help our candidates to understand where the market is going and help them prepare themselves for the future. In our related blog, we looked at recent trends that we’ve seen in digital technology employment – here are our predictions for the coming months, based on what we’ve seen and heard from our clients and candidates: Projects are coming back online after being put on ice due to Covid, so there are a lot of roles to be filled, and candidates have more choice. To get the people they need, businesses will need to put candidates through the recruitment process much more quickly, or face losing valuable talent. For instance, technical tests will increasingly become a thing of the past, while the candidate’s interaction with the business will grow in importance. Specialisation is becoming increasingly important in digital. While there will continue to be more scope for a broader range of skills in the perm market, contractors need to add specific and great value for projects with particular technologies, so generalists are becoming less marketable. React has been continuing as the dominant JavaScript framework, so it’s a good area for developers to explore, as well as open source technologies Coinbase has gone public, showing that blockchain technology is here to stay. We anticipate these skills becoming increasingly desirable – already we’ve seen more candidates doing personal projects to prepare themselves. Low-code / no-code makes developers’ lives easier, so we believe that companies will increasingly adopt this more efficient approach to development. How to stand out in the market as a candidateThe job market is very different now compared with the pre-Covid landscape: homeworking will last long after lockdown (if not forever), judging from the number of our clients who are moving to a more ‘hot desk’ approach to their office layout. As a result, digital candidates can now go for jobs much further afield, which opens up great new opportunities. However, since employers can now also benefit from a much wider pool of potential candidates, they are demanding more from successful candidates and can drill down to find the exact set of skills for their needs. Because you’re now competing with many more jobseekers, it’s now critical for employers and recruiters alike to find you among the sea of applicants. Specialist experience and expertise is king for candidates!We can’t overestimate the importance of specialisation: be it .NET, front-end vs back-end vs full-stack… it’s important to know your niche and demonstrate it: Your LinkedIn profile, CV and job applications / need to be very targeted from the start: use specific keywords that are in line with what recruiters and employers are likely to search for. To ensure your key skills stand out, don’t bloat your LinkedIn profile with a lot of ‘generalist’ skills, experience and attributes – and avoid broad statements like ‘Experienced Developer’ in your title and professional summary as you will likely be passed over. Lengthy, non-specific summaries and profiles make it harder for you to emerge prominently when employers are searching and sifting for specific technologies and experience. Employers are now looking for evidence of more of the CX/UX soft skills and experience as well, so make sure to highlight these if you can. Finally, in this evolving and challenging market, don’t go it alone. The best thing you can do to get the edge on the competition is to partner with a recruiter who will work to get you the best result. Take time to find the right consultant for your career development, make an effort to communicate your value to them. If they are confident in putting you in front of clients and enjoy working with you, they will go the extra mile for your success.
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