In today’s digital age, businesses face an array of cyber threats that can disrupt operations, compromise sensitive data, and damage reputation. At Mindquest, we understand the importance of digital resilience in safeguarding businesses against these threats. Therefore, we discuss practical strategies that businesses can implement to fortify their digital resilience and ensure long-term success.
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What are Digital Resilience Strategies?
A digital resilience strategy refers to a proactive approach taken by businesses to mitigate the impact of cyber threats and disruptions on their operations, data, and reputation. It also involves implementing a combination of technical controls, employee training, incident response plans. And collaboration with cybersecurity partners to fortify defenses and ensure business continuity in the face of cyber attacks. A digital resilience strategy aims to build adaptive and agile business processes that can withstand and recover from cyber incidents effectively.
In this blog post, we’ve explored practical strategies for businesses to strengthen their digital resilience in the face of evolving cyber threats
1. Invest in Cybersecurity Training and Education
Firstly, one of the most effective ways to enhance digital resilience is by investing in cybersecurity training and education for employees. Provide regular training sessions to educate staff about common cyber threats, phishing scams, and best practices for data protection. By empowering employees with the knowledge and skills to identify and mitigate risks, businesses can also create a culture of cybersecurity awareness throughout the organization.
Then, a robust cybersecurity strategy should include multi-layered security measures to protect against various types of cyber threats. Implement firewalls, antivirus software, intrusion detection systems, and encryption technologies to safeguard network infrastructure and sensitive data. Additionally, consider implementing multi-factor authentication to add an extra layer of security to user accounts and prevent unauthorized access.
3. Keep Software and Systems Up to Date
Moreover, outdated software and systems are often vulnerable to cyber attacks, as they may contain known security vulnerabilities. Ensure that all software applications, operating systems, and firmware are regularly updated with the latest security patches and fixes. Also, establish a patch management process to monitor for updates and apply them promptly to minimize the risk of exploitation by cybercriminals.
4. Conduct Regular Security Audits and Risk Assessments
In addition, regular security audits and risk assessments are essential for identifying vulnerabilities and weaknesses in business systems and processes. Also, conduct comprehensive assessments to identify potential security gaps, evaluate existing controls, and prioritize remediation efforts. By proactively addressing security risks, businesses can strengthen their digital resilience and minimize the likelihood of cyber attacks.
5. Establish Incident Response Plans
Then, despite best efforts to prevent cyber attacks, businesses should be prepared to respond effectively in the event of a security incident. Establish incident response plans outlining roles, responsibilities, and procedures for detecting, containing, and mitigating cyber threats. Also, conduct regular tabletop exercises and simulations to test the effectiveness of incident response plans. And ensure that employees are prepared to respond to real-world scenarios.
6. Foster Collaboration with Cybersecurity Partners
In conclusion, collaboration with cybersecurity partners, such as managed security service providers (MSSPs) or cybersecurity consultants, can provide businesses with additional expertise and resources to enhance digital resilience. Partner with reputable cybersecurity firms to conduct security assessments, develop customized security solutions, and provide ongoing support and monitoring. By leveraging external expertise, businesses can strengthen their cybersecurity posture and stay ahead of evolving threats.
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As we live in a digitalized world, businesses find themselves intricately intertwined with technology, making cybersecurity indispensable for their survival and success. As European businesses embark on their digital journey, safeguarding their operations and assets from a myriad of cyber threats becomes paramount. This comprehensive exploration delves into European cybersecurity policy tailored to fortify businesses’ digital resilience, ensuring they navigate the digital frontier securely and confidently.
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Navigating the Digital Frontier
For businesses, the digital frontier presents both opportunities and challenges. The COVID-19 pandemic accelerated digital transformation, emphasizing the critical need for robust cybersecurity measures to protect business operations and assets. As businesses increasingly rely on digital infrastructure for operations and customer interactions, the importance of comprehensive cybersecurity strategies cannot be overstated.
A cybersecurity policy for business is a comprehensive set of guidelines, procedures, and protocols that outline how an organization will protect its digital assets, information, and systems from cyber threats.
This policy typically covers various aspects of cybersecurity, including data protection, network security, employee training, incident response, and compliance with relevant regulations and standards. It serves as a roadmap for ensuring the confidentiality, integrity, and availability of the organization’s data and systems while minimizing the risks posed by cyber attacks and breaches.
Additionally, the policy may include provisions for risk assessment, access control, encryption, and regular security audits to continually assess and enhance the organization’s cybersecurity posture.
Ultimately, a well-defined cybersecurity policy is essential for businesses to effectively manage cyber risks and safeguard their operations, reputation, and customer trust in today’s digital landscape.
The European Cybersecurity Landscape: A Strategic Imperative
At the heart of the EU’s cybersecurity efforts lies a framework designed to foster resilience, promote innovation, and ensure collaboration in the face of emerging cyber threats. The EU Cybersecurity Strategy provides a roadmap for businesses to enhance their cybersecurity posture and navigate the digital landscape securely.
Resilience, Sovereignty, and Leadership: Pillars of Cybersecurity Strategy
Resilience, technological sovereignty, and collaborative leadership emerge as the guiding principles of the EU’s cybersecurity strategy. By fortifying essential services, nurturing technological autonomy, and fostering collaborative leadership, the EU endeavors to navigate the digital landscape securely. Initiatives such as the Joint Cyber Unit exemplify the EU’s commitment to collective action and rapid response in the event of cyber incidents. Underscoring the importance of solidarity and cooperation in safeguarding the digital realm.
Operational Capacity and Response: Mobilizing Cyber Defenses
Operational capacity and rapid response mechanisms are fundamental for businesses to mitigate cyber threats effectively. The Cyber Resilience Act, enacted in 2024, strengthens cybersecurity rules to promote the security of hardware and software products, enhancing overall cyber resilience within the EU. Investments in cyber capacities further empower businesses to detect, deter, and respond to cyber threats proactively.
Global Cooperation and Open Cyberspace: Fostering Collaborative Security
In an interconnected world, global cooperation is paramount to safeguarding cyberspace. The EU also advocates for an open and secure internet, fostering collaboration with international partners to advance cybersecurity norms and standards. Therefore, initiatives such as the EU-US Cyber Dialogue exemplify the EU’s commitment to global cyber resilience. Thus underscoring the importance of multilateral cooperation in addressing shared cyber challenges.
Navigating the Legislative Framework: European Cybersecurity Policy
European cybersecurity policy provide a robust framework aimed at ensuring a high common level of cybersecurity across businesses. Directives such as the NIS2 Directive mandate measures for enhancing cybersecurity resilience, while regulations like the Cybersecurity Act establish EU-wide certification frameworks to instill trust in IT products and services. Also, the proposed Cyber Solidarity Act underscores the EU’s commitment to collective defense and solidarity in the face of emerging cyber risks, providing a legal framework for businesses to collaborate and respond to cyber threats collectively.
Investing in Cybersecurity: Empowering Innovation and Resilience
Investment in cybersecurity also emerges as a strategic imperative for the EU. Thus reflecting its commitment to fostering innovation and resilience in the digital domain. This is why initiatives such as Horizon Europe and the Digital Europe Programme allocate significant resources to cybersecurity. And this in terms of research, innovation, and capacity building. Ensuring that the EU remains at the forefront of cyber resilience and technological innovation. By investing in cyber capacities and deployment, the EU seeks to strengthen its cyber defenses. In addition they adapt proactively to emerging cyber threats, underscoring the importance of strategic investment in safeguarding the digital realm.
Building Cyber Skills and Awareness: Empowering the Digital Workforce
A skilled workforce and heightened public awareness are indispensable to effective cybersecurity. The EU invests in cybersecurity education and training initiatives to address the skills gap and empower individuals to navigate the digital landscape securely.
Initiatives such as the EU Cyber Skills Academy and the European Cyber Security Month underscore the EU’s commitment to building cyber skills and awareness, fostering a culture of cybersecurity across society.
Engaging in Cyber Dialogues: Nurturing Collaborative Partnerships
Cyber dialogues serve as platforms for nurturing collaborative partnerships and advancing shared interests in cybersecurity policy. Through initiatives such as the EU-US Cyber Dialogue and partnerships with countries like India and Japan, the EU fosters cooperation. Moreover it builds capacity, and addresses emerging cyber threats collectively. By engaging in cyber dialogues, the EU reaffirms its commitment to multilateralism and collaborative security in cyberspace. Thus underscoring the importance of dialogue and cooperation in addressing shared cyber challenges.
Demystifying European Cybersecurity: Answering Key Questions
In the dynamic landscape of the digital age, European cybersecurity laws play a pivotal role in ensuring a high common level of cybersecurity across member states.
🧑⚖️ What is the cyber law in Europe?
European cybersecurity laws are governed by directives and policy aimed at ensuring a high common level of cybersecurity across businesses operating within the EU.
At the forefront of European cybersecurity legislation stands the NIS2 Directive. A cornerstone directive aimed at enhancing the security of network and information systems across critical sectors. Enacted to address the cross-border nature of cyber threats, the NIS2 Directive mandates measures for identifying, managing, and mitigating cybersecurity risks. Thus ensuring a coordinated approach to cyber resilience across member states.
🛡️What is the EU Cyber Resilience Act 2024?
Complementing the NIS2 Directive is the Cyber Resilience Act, enacted in 2024 to bolster cybersecurity rules. Moreover it promotes the security of hardware and software products. By establishing robust cybersecurity requirements for digital elements, the Cyber Resilience Act enhances overall cyber resilience within the EU. Thus mitigating vulnerabilities and fortifying the digital ecosystem against evolving threats.
🔒What is the EU policy on cyber Defence?
The EU’s policy on cyber defense focuses on enhances coordination, cooperation, and investments in cyber defense capabilities. Central to this policy is the imperative to protect citizens and business from cyber threats through collaborative partnerships.
Initiatives such as the Cybersecurity Act and Cyber Solidarity Act underscore the EU’s commitment to fostering a secure cyber environment. The Cybersecurity Act, with its EU-wide certification framework, instills public trust in IT products and services. Thus ensuring stringent cybersecurity standards across the digital landscape. Meanwhile, the Cyber Solidarity Act, proposed to improve the EU’s response to cyber threats. It emphasizes collective defense and solidarity in the face of emerging cyber risks, fostering resilience and collaboration across member states.
🤖What is the Regulation of cyber security?
European cybersecurity policy encompass directives and regulations aimed at establishing a high common level of cybersecurity across businesses operating within the EU. These regulations span a spectrum of measures. From enhancing resilience and operational capacity to promoting global cooperation and investment in cybersecurity initiatives.
The regulatory landscape is characterized by a commitment to fostering innovation, resilience, and collaboration in the face of evolving cyber threats. By establishing clear guidelines and standards, European cybersecurity policy empower stakeholders to navigate the digital landscape securely. Thus fostering trust and confidence in the digital ecosystem.
Conclusion: Navigating the Digital Frontier
In conclusion, in an era defined by rapid technological advancement and interconnectedness, European cybersecurity legislation serves as a beacon of resilience, innovation, and collaboration for businesses. By fortifying critical infrastructure, enhancing cyber defense capabilities, and fostering global partnerships, the EU also endeavors to safeguard its citizens and businesses in an increasingly digitized world.
Legend of terms and acronyms
Last but not least, here is a list of terms and acronyms used in this guide for an easier and pleasant reading.
NIS2 Directive: Directive on Security of Network and Information Systems 2
Cyber Resilience Act: Legislation aimed at enhancing cyber resilience
Horizon Europe: EU Research and Innovation Framework Programme
EU Cyber Skills Academy: Educational initiative for cybersecurity skills training
EU-US Cyber Dialogue: Dialogue between the EU and the United States on cybersecurity
EU Cybersecurity Strategy: Strategic framework for EU cybersecurity
Joint Cyber Unit: EU initiative for collaborative cyber incident response
Digital Europe Programme: EU programme for digital transformation
Cyber Solidarity Act: Proposed legislation to improve EU’s response to cyber threats
NIS2 Directive: Directive on Security of Network and Information Systems 2
Cybersecurity Act: EU legislation establishing cybersecurity certification frameworks
EU-US Cyber Dialogue: Dialogue between the EU and the United States on cybersecurity
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As the technological landscape undergoes a significant transformation with the widespread adoption of DevSecOps, the recruitment process within IT must adapt to this paradigm shift. The traditional approach no longer suffices; instead, recruiters and hiring managers must align their strategies with the evolving demands of DevSecOps. Here’s a closer look at the key considerations in recruiting during the DevSecOps era.
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Holistic Understanding of DevSecOps
Firstly, in the DevSecOps era, recruiters are on the lookout for candidates who possess a holistic understanding of the methodology. It’s not merely about having experience with isolated tools or processes; rather, recruiters seek professionals who comprehend how DevSecOps integrates into the entire software development lifecycle.
Then, beyond theoretical knowledge, recruiters are placing a premium on candidates who can practically apply security practices. They showcase a hands-on understanding of DevSecOps principles by seamlessly weaving security into their workflows. Moreover, real-world application trumps theoretical knowledge in the recruitment process.
Collaborative and Cross-Functional Skills
DevSecOps thrives on collaboration, breaking down silos between development, security, and operations teams. Therefore, recruiters now prioritize candidates who exhibit strong cross-functional collaboration skills. The ability to work seamlessly across departments fosters an environment where security is everyone’s responsibility.
Given the dynamic nature of technology, adaptability is a key trait recruiters are seeking. Therefore, candidates who show a commitment to continuous learning and staying abreast of evolving security threats and DevSecOps best practices are highly valued. This ensures that the recruited talent can keep pace with the ever-changing landscape.
Problem-Solving and Incident Response Aptitude
DevSecOps professionals are not just tasked with prevention; they must also excel in problem-solving and incident response. Recruiters assess candidates based on their ability to troubleshoot security issues, respond promptly to incidents, and implement effective remediation strategies.
Beyond technical skills, recruiters are attuned to cultural fit and mindset alignment. DevSecOps is not just a methodology; it’s a cultural shift towards proactive security. Candidates who embody this mindset, emphasizing security at every stage, align well with the ethos of organizations adopting DevSecOps practices.
Communication Skills
Effective communication is vital in a DevSecOps environment. Recruiters look for candidates who can articulate complex security concepts to non-technical stakeholders. The ability to bridge the communication gap between security professionals, developers, and business leaders is a valuable skill set.
In essence, recruiting in the DevSecOps era is about identifying candidates who not only possess technical expertise but also embody the collaborative, security-first mindset inherent to the methodology. Recruiters play a pivotal role in ensuring that the talent they bring on board can contribute effectively to the successful implementation of DevSecOps practices within the organization.
Dive into our latest infographic for an illuminating visual journey through the key statistics and benefits of adopting DevSecOps practices.
Here are 5 key benefits of hiring an SAP FICO consultant for your company to streamline financial processes and gain an understanding of your financial data.
In today’s complex business world, effective management of financial resources is critical to the success of any company. However, implementing and maintaining an SAP FICO system requires specialized knowledge and expertise that most companies do not possess. This is where an SAP FICO consultant can be an invaluable asset.
Moreover, to help companies achieve a successful SAP implementation, this whitepaper explains SAP implementation best practices. It also presents a case study from the global leader sportwear company ADIDAS as an example of successful SAP implementation.
Whether you are a business leader, IT professional, or project manager, this whitepaper will help you understand how to plan, execute, and manage a successful SAP implementation that delivers tangible benefits and ROI.
What does an SAP FICO Consultant
Firstly, an SAP FICO consultant is a professional who specializes in the implementation and maintenance of SAP FICO systems. They are responsible for analyzing a company’s financial requirements and designing and configuring an SAP FICO system that meets those needs. Additionally, SAP FICO consultants provide ongoing support and maintenance to ensure that the system operates efficiently and effectively.
There are several reasons why it is important for a company to have an SAP FICO consultant. One of the primary reasons is that they can help a company optimize their financial processes. By understanding a company’s financial requirements, an SAP FICO consultant can design and configure an SAP FICO system that automates and streamlines financial processes, such as accounts payable and accounts receivable. This can save a company time and money, and free up resources to focus on other critical business activities.
Another reason why an SAP FICO consultant is important is that they can help a company gain a better understanding of their financial data. By analyzing and interpreting financial data, a SAP FICO consultant can provide insights and recommendations that can help a company make more informed business decisions. This can help a company improve their financial performance and achieve their business objectives.
In addition, an SAP FICO consultant can help a company ensure compliance with regulatory requirements. They can also ensure that financial transactions are recorded accurately and in compliance with local and international accounting standards. This can help a company avoid penalties and legal issues that can arise from non-compliance.
But let’s take a closer look at 5 key benefits of having SAP FICO on board for your company.
5 Key Benefits of SAP FICO
As businesses grow and expand, their financial management requirements become more complex. This is where SAP FICO consultants come in. Here are 5 key benefits of hiring an SAP FICO consultant for your company.
1 Improved Financial Management
An SAP FICO consultant can help your organization improve its financial management processes. They can implement SAP FICO modules that automate financial transactions, which saves time and reduces errors. Additionally, SAP FICO consultants can help you generate financial reports that provide insights into your company’s financial performance, helping you make informed decisions.
2 Cost Savings
Implementing SAP FICO modules can help your organization save money in several ways. Firstly, it can automate financial processes, reducing the need for manual labor. Secondly, it can reduce errors in financial reporting, which can result in costly penalties or fines. Lastly, it can help you identify areas where you can reduce costs and optimize your financial operations.
3 Compliance
Compliance with financial regulations is critical for any organization. Failure to comply with regulations can result in severe penalties and reputational damage. SAP FICO consultants can help ensure that your organization complies with financial regulations, such as GAAP (Generally Accepted Accounting Principles) and IFRS (International Financial Reporting Standards).
4 Scalability
As your organization grows, your financial management requirements will become more complex. SAP FICO modules are designed to be scalable, which means they can grow with your organization. An SAP FICO consultant can help you implement SAP FICO modules that can scale as your organization expands, helping you manage your financial operations more efficiently.
5 Expertise
Implementing and maintaining SAP FICO modules requires specialized expertise. SAP FICO consultants are trained and certified in implementing and maintaining SAP FICO modules. They have the expertise to help you get the most out of your SAP FICO modules, which can help your organization achieve its financial management goals.
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Artificial Intelligence (AI) has become a key driver of innovation and digital transformation in today’s business landscape. However, the demand for qualified AI talent far exceeds the available supply. This creates a talent gap that poses challenges for companies that want to harness the power of AI. As companies across industries seek to leverage AI to gain a competitive edge. It is crucial to implement effective strategies to overcome the AI talent gap.
In this article, we will explore the top 5 strategies that you can adopt to address this challenge and build a robust AI team.
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1 Invest in Training and Upskilling Programs
One effective strategy to overcome the AI talent gap is to invest in training and upskilling programs for existing employees. Identify employees who show potential and interest in AI. Then, provide them with relevant training programs, workshops, or certifications to enhance their AI skills. This not only helps in filling the talent gap internally but also fosters a culture of continuous learning and development within the organization.
For example, a you can partner with AI training institutes or online learning platforms. This is to provide comprehensive training programs on machine learning, natural language processing, computer vision, and other AI-related skills. Additionally, you can offer incentives or rewards for employees who complete the training programs and demonstrate proficiency in AI.
2 Foster Collaborations with Academic Institutions and Research Organizations
Collaborating with academic institutions and research organizations can be an effective strategy to bridge the AI talent gap. Many universities and research organizations conduct cutting-edge research in AI. Therefore, they have access to a pool of talented researchers and students who can contribute to solving real-world AI challenges.
You can establish partnerships, joint research projects, or internships with academic institutions to tap into their expertise and talent pool. This can provide you with access to fresh perspectives, novel ideas, and potential candidates for future hiring. Additionally, you can also sponsor AI-related events, conferences, or competitions organized by academic institutions to create awareness and attract talent.
We have just the resource to help you do that. An email template that provides you with a compelling, concise, and persuasive framework to initiate these crucial collaborations and overcome the AI talent gap. Don’t miss out on the opportunity to tap into the wealth of fresh, innovative talent emerging from academia.
3 Create an Attractive Employer Brand for AI Talent
Building a strong employer brand is crucial to attract and retain top AI talent. You should showcase your commitment to AI innovation. State-of-the-art technology infrastructure, challenging projects, and career growth opportunities to position your company as an attractive employer for AI professionals.
You can leverage your website and social media to highlight your projects, successes, and testimonials from existing AI team members. You can also showcase your company culture, values, and commitment to diversity and inclusion. These are important factors that AI professionals consider when evaluating job opportunities.
4 Implement Competitive Compensation and Benefits Packages
Offering competitive compensation and benefits packages is essential to attract and retain AI talent. Due to the high demand for AI professionals, they are often in a position to negotiate higher salaries and better benefits.
Your company should conduct market research to understand the prevailing compensation trends and benchmarks for AI professionals in your region and industry. You should then align your compensation and benefits packages accordingly to ensure that your are competitive and attractive to AI talent. This may include offering performance-based bonuses, stock options, flexible work arrangements, and other perks that are highly valued by AI professionals.
Building a diverse and inclusive workforce is not only a moral imperative but also a strategic move to address the AI talent gap effectively. Diversity brings different perspectives, ideas, and approaches to problem-solving, which can result in more innovative and creative AI solutions.
You should implement diversity and inclusion initiatives, such as unbiased recruitment processes, diversity training programs, employee resource groups, and inclusive policies and practices. Creating a supportive and inclusive work environment where all employees, regardless of their background or identity, feel valued and included, can attract a broader and more diverse pool of AI talent.
Conclusion
By adopting these strategies, your company can position as attractive employers for AI talent. Moreover, you can develop a skilled AI team, and drive innovation through AI-driven projects.
It is crucial for companies to proactively address the talent gap in order to stay competitive in the rapidly evolving landscape of AI and harness its full potential for business success.
Would you like to find out more about our recruitment service for IT consultants? Post your requirements now, or find out more about our job offers directly on our Mindquestplatform!
The use of Small Data allows companies to make a good interpretation of Big Data, enabling a more human-centric approach to data processing.
In this article, we discuss this new trend by introducing data consumption prediction and the evolution of data processing.
Data consumption
The amount of data consumed worldwide in 2022 was 947 ZB. And it is expected to reach 180 ZB in 2025 according to Statista data.
This increase in the use and consumption of data led companies to invest in new technologies. This is to manage and analyze this data in order to gain in-depth knowledge of their customers.
Thus, in 2021, investment in Big Data and data analytics solutions by companies increased by more than 10%. And it is expected that between 2021 and 2025 the annual growth rate will be 12.8%. This investment by companies foresees the business’s need to obtain qualitative information from the data collected.
Despite this, the human aspect of data processing often falls by the wayside in the face of companies’ imperative need to know their customers in depth to achieve business growth.
As a result, companies are beginning to change their metrics to better account for their customers. Thus, as many as 78% of corporate marketing departments have changed their metrics due to the pandemic.
In this sense, Mindquest analyzes how to move from ‘data centric’ to ‘human centric’ in data processing. And this transition involves the introduction of Small Data.
Small Data implementation
Small Data implementation has become critical for companies that want to make profitable use of Big Data. In fact, interpreting Small Data helps companies ensure a service or product that meets real customer needs.
It is no longer just a matter of collecting a large amount of data, but of deriving truly useful information from it.
Following are 3 ways to move from data-centric to human-centric in the data processing
1. Evolution towards Big Data Marketing
The application of data in marketing strategies is a common practice for marketing teams in all companies. Because of this, they have improved their digital strategies.
Thus, companies use Big Data for analytics, but despite its importance in the current context, its collection and analysis is increasingly complicated. This is due to the increased regulation and knowledge of users on the treatment of the same.
For all these reasons, companies must evolve in the treatment of their data and not only take them into account for the benefit of their business, but also to offer real and tangible benefits to their customers and users, taking them into account.
2. Small Data Implementation
Although companies have invested in Big Data in recent years, according to Gartner, by 2025 70 percent of companies will have shifted the focus of their data strategy from Big Data to Small and Wide Data.
“Small data is an approach that involves less data but still provides valuable insights. This approach includes some time-series analysis techniques or few-shot learning, synthetic data or self-supervised learning.” (Gartner, PR May 19, 2021)
The use of small data enables companies to interpret Big Data well, deepening their understanding of customers and their motivations for doing so. They do this by extracting useful information from each customer and opting for data quality rather than quantity.
Its use will be essential in the coming years as companies begin to base their business strategy on the customer. Consequently, they need to know the reasons that motivate their customers’ behavior in order to adapt to them.
The use of small data will enable companies to understand and draw conclusions from the large amount of data they already have on their customers.
3. Be aware of Wide Data
There are more and more data sources or points of contact between a company and its customers. So much so that marketers use data from an average of 15 sources
In this context, Wide Data is essential for companies. This is because it links together data from a wide range of sources to reach a meaningful analysis.
Thus, “Wide data allows analysis and synergy of a variety of small and large, unstructured and structured data sources. It applies X-analytics, where X is looking for links between data sources, as well as for a variety of data formats. These formats include tables, text, images, video, audio, voice, temperature, or even smells and vibrations:” (Gartner, PR May 19, 2021)
Its use allows them to understand customers’ use of each platform and gain a more comprehensive view of them. In this way, companies are able to adjust their strategies accordingly to better engage with their customers.
Conclusion
As important as data is to business strategy, it does not speak for itself.
The entire data analysis team needs to be able to draw conclusions from the data that truly impact the company’s relationship with customers.
In this sense, understanding the work behind data interpretation is essential for each company to enhance the value of its analytics team, which continue to play a determining role in the future of the company.
Also read our article about the differences between Business Intelligence and Big Data. Both work together on data, but they do not do it in the same way. Business Intelligence software helps companies make decisions based on data and metrics. But what does Big Data have to do with it?
Onboarding is the set of actions implemented by the company to integrate its new employees. It corresponds to welcoming and integrating new recruited professionals, as well as investing in their internal career development. We often talk about onboarding for employees, but still little for external resources, such as IT freelancers. And yet, they are often called upon for strategic, long and customer-based assignments. It is important to manage onboarding well, cause a good onboarding system is therefore crucial for the success of their mission! It is therefore important for managing a freelancer to pay particular attention to onboarding.
But how do you properly manage the onboarding of an IT freelancer to get the mission of your tech or IT freelancer off to the best possible start? How to manage onboarding at the beginning of a consultant’s mission?
Discover in our article what are the best practices for managing the onboarding of an IT freelancer.
Why caring about onboarding?
Why take care of the onboarding of IT freelancers? Onboarding management is crucial at the start of a freelancer’s mission. Indeed, setting up a clear internal process can be very beneficial to gain in efficiency and optimize the simultaneous reception of several profiles. As a company, it is essential to establish a clear process for the onboarding of IT freelancers who come to carry out assignments within your company. Because if you have a clear and effective onboarding process, the freelancer will have all the elements in hand to be operational as quickly as possible and start his freelance mission well.
The onboarding of a consultant makes it possible to create a link with the IT freelancer and to lay the foundations for good communication. In addition, the onboarding period makes it possible to ensure that objectives are set and follow-up with the IT freelancer. Finally, the onboarding process will have the effect of involving and retaining the freelancer from the start.
How to properly manage the onboarding of an IT freelancer?
1. Upstream of the mission
Have you just recruited an IT freelancer? First, to properly manage onboarding, remember to check that the freelancer you have chosen is registered with the Business Formalities Center (CFE) (remember to ask them for a K-bis extract). You must also carry out the control of the obligations of declaration and payment of the social security contributions of the freelancer. Ask for a certificate of vigilance for this. Once these two elements have been verified, you can draft and have the freelancer sign the service contract (or subcontracting if you go through an intermediary). If necessary, you can also provide specific additional contracts such as a confidentiality agreement. Remember at this time to check that the freelancer has the necessary insurance, such as professional liability insurance (RC Pro) which is often essential. Finally define the terms of payment and provide timesheets if necessary.
2. Just before the start of the mission
Just before the start of the mission, it is important to warn all the teams of the arrival of the freelancer. Make sure you explain the scope of the IT professional mission to them. Also make sure to prepare before the arrival of the freelancer the material that will be made available to the new professional in the event that he/she will use the company’s resources. Also ask that their computer access be created prior to their arrival.
It is also a good idea to plan a phone call with the freelancer before the start of their assignment or to send them a comprehensive email with all the useful information for the first day. In fact, if the freelancer comes to work on your premises, it is important to give him/her a certain amount of information such as working hours, what equipment is required or made available. But also what the access or security constraints are, in which department they will be installed and which teams they will have to interact with. Communicating all these elements to the freelancer before he/she arrives will allow a more serenely at start at your company.
3. Ensure the onboarding of the freelancer on the first day of the mission
On the first day of the mission, it is important to give the freelancer a program for his or her first week. You should also give him/her all the materials he/she will need (computer, access badge, etc.). Plan a briefing with the freelancer on company culture, rules, team organization… Also give the freelancer all the technical documentation he needs for his mission from day one. Finally, introduce the freelancer to the whole team. This is necessary to get the consultant’s mission off to a good start.
4. The days following the first day of freelancing
The days following the first day of the start of the freelance mission, organize an individual interview with him/her to set the objectives. Also remember to organize contacts with the key interlocutors for its mission. Throughout the onboarding period, encourage the freelancer to ask as many questions as possible. To improve contact you can also plan a lunch with the freelancer if possible.
5. And after the onboarding of the freelancer?
At the end of the freelance onboarding period, start taking stock. In some cases, especially if the project is still at the ideation stage, a few days of audit may be necessary to allow the consultant to better understand all the parameters and then participate in the scoping. Then set up at this time the framework for monitoring the mission (reporting, weekly, monthly meetings, etc.). Remember to ask the freelancer for his/her feedback about the onboarding to make sure he or she has all the keys in hand. But also to improve this process with a view to integrating future freelancers.
The expert opinion of Thomas Delfort, former DSI and co-founder of Mindquest:
“As for a recruitment of a CDI type profile, the onboarding process of an independent consultant within a tech or IT team is extremely important. A well-executed welcome will allow a quick and efficient handling of the subjects. The goal is for the freelancer to be operational as quickly as possible, and to be in optimal conditions to be efficient in his mission.”
Do you know that the offboarding of an IT consultant is just as important as their onboarding? Indeed, companies are generally concerned with taking care of the onboarding of their employees, but sometimes neglect the last step. The stage where the employee leaves the company for new professional opportunities. Find out why it is important to take care of the offboarding of your IT consultant. But also how to properly manage the offboarding of an IT consultant in 7 steps.
Company culture has been key to business resilience and adaptability during the pandemic and should keep being so in the emerging new reality.
Company culture is deeply rooted in its values. They unite employees and serve as a beacon in a world that is constantly changing. To a company, its values are its DNA, the source code from which to develop. For the individual employee, it is the compass that guides them through the storm. It is the force of conviction that prevents them from stalling in the acceleration phase. But what happens when, amidst a global health crisis, everything is shaken to the core? Will the company’s values be swept away? Or will the company manage to adapt those values to the new context? These questions are fascinating and, above all, crucial.
It probably hasn’t escaped your notice: the younger generations are increasingly sensitive to the values conveyed by their employer. As a result, corporate culture is now a real point of differentiation and a strong lever of attractiveness.
As Peter Drucker, the eminent business management theoretician and consultant, once wrote: culture eats strategy for breakfast. This does not mean that strategy plays a minor role in development and success, but rather that only a strong corporate culture, with strong values, will be able to mobilize and unite all employees to lead them on the road to success. Moreover, there is a difference between what we say and what we do, and we must therefore always ensure that our values and strategy are well aligned. Corporate culture can only exist if company leadership is in line with it and embodies it in their daily actions. One can no longer present oneself as a defender of ecology and form dubious partnerships with polluting companies. The situation has changed.
Companies need now to change their culture in accordance with our evolving society. It is okay to suddenly claim a company value that will be well perceived internally, but it is necessary to apply it in a concrete way. Otherwise, your collaborators will feel neither concerned nor involved.
Values need to be concrete
The values of a company are not abstract. They reflect the company’s activity, its size and its employees. They cover a way of being and acting, behaviours and rites, rules and processes. I firmly believe that a strategy that suddenly deviates from its axis without being based on values is doomed to fail.
In the event of accelerated development, crisis or a pivot, the company’s culture must adapt, but in no way deny itself. To do this, we must start by listening to what our employees have to say. Values, unlike strategy, do not come from the top but from the bottom. They are the foundations, a guarantee of solidity that makes the company’s culture a kind of superior authority. It is thus not uncommon to hear employees refer to it easily, or even with defensiveness, as if invoking culture as an answer to everything: “we do it this way because it is part of our culture”.
And it is not for nothing that the operational efficiency of a company relies heavily on internal communication. It is necessary to constantly remind people of the values we intend to share and to have those who put them into practice every day be vocal about them. This is all the more true in a crisis situation. A value is not just a word that gets thrown around. What matters first and foremost is the way in which each person makes it their own, embodies it and embeds it in their work.
Drawing on values to prepare for the future
A company that goes through a major crisis will always bounce back thanks to the involvement of its employees. Just look at what has happened since the beginning of the pandemic. Company culture has played a determining role in everyone’s ability to adapt. Confronted with an unprecedented situation, people have been able to readjust their values.
Let’s take the example of autonomy. Today, as in the past, the word remains the same, but the reality it covers has totally changed. Until two years ago, being autonomous meant being free to act within one’s own area of competence, without having to refer to one’s manager on a daily basis. With Covid and the rise of teleworking, the notion has broadened. Many people now manage everything themselves: their schedule and their work organization. And everyone will have to learn from this period.
This is the main challenge that awaits companies that want to be ready for the future. How can they evolve their values without disengaging their workforce and, above all, how can they capitalize on their achievements during the health crisis? They will have to go back to the drawing board: question their values, create new working groups, and pay attention to the feelings, experiences and desires of each individual employee.
It has become critical to know the differences between the world before and after the pandemic to identify the right processes and the most efficient action plans. A great and exciting adventure!
This article was originally published on Forbes France.
When was the last time you took a deep look at your IT recruitment strategy? Summer downtime is the perfect opportunity to build your talent pipeline.
When was the last time you had a chance to properly work on your IT recruitment strategy? Summer brings with it a slowdown in activity for most businesses. Employees, clients and external partners out on vacation; ongoing projects are momentarily put on hold. But good news: you will finally have some time to reflect on how things are going and update your route map.
One of the key steps in this process is conducting a thorough review of your department’s talent strategy. Here are some tips on how to best anticipate your personnel needs and build a solid IT talent pipeline for the months ahead.
Take inventory of your team and outline IT recruitment needs
Firstly, where are your projects in relation to the objectives set? What skills are missing from your team? What specialists can you foresee you will need for the coming months? Take the time to chat with your staff and other department managers, then define your ideal team and the profiles to target based on your available budget.
Talking with individual team members will also provide you with more insight into their personal and professional needs and goals. Another friendly reminder: ensuring that your existing employees are comfortable and have enough room for development is as important as incorporating new talent.
Evaluate potential IT recruitment strategy partners
Summer can also be a good time to prospect recruitment partners and review existing ones for your IT recruitment strategy. It is also important that you take the time to do a deep analysis and avoid making choices in a rush. Choosing the right IT recruiting partner is crucial in today’s ultra-competitive talent market.
When meeting with potential recruiters, make
sure you touch on all the technical specifications of your projects and provide
as much information on your business as possible. Although a good recruiter
will have a good base understanding of your industry and needs, the better you
communicate, the more productive your relationship will be.
Think also of the kind of professional that
you need. If you are looking for mainly freelance technical profiles, for
example, you are better off orienting yourself towards a specialized player who
knows well the talent market you are targeting.
Take advantage of a less competitive
talent market
Okay: many candidates are on vacation. But
recruiters too! This means fewer companies competing for top talent.
Moreover, it is a good idea to start your search in the months of July-August, especially if you are looking for rare or “short-term” profiles. These positions tend to be fewer in number and will require more time.
In the case of freelancers, many independent
consultants are looking for assignments to start with the school year (or even
before) and are likely to be in active search during the Summer months.
Plan your onboardings before for the
start of the school year
In addition, keep in mind that things quickly pick up the pace at the end of the Summer. The September rush will probably not give you much time to prepare the reception of future members of your team. Therefore, take advantage of this in-between period to review your onboarding process as a whole and outline a cohesive standard procedure.
Whether they are permanent or temporary employees, new recruits must be properly introduced to the company and integrated into the team. Do not neglect the transmission of information and the provision of all the necessary equipment, tools and resources.
The freelancisation of tech roles: how teleworking and the war for talent in IT are pushing for more flexible working conditions for employees.
The ‘freelancisation’ of tech roles. How the spectacular democratisation of teleworking and the war for talent that is raging in the technology sector are pushing companies to offer ever more flexible working conditions to their employees.
Freelancisation of Tech Roles: Teleworking and flexible working hours as the new standard
Long before the global pandemic, remote work and flexible working hours were already major trends in the creation of the world of work of tomorrow. But the Covid-19 pandemic has accelerated the adoption of these ways of working. For a large majority of employees on permanent contracts, in all sectors. No more traditional working days at the office from 9 a.m. to 6 p.m., with a break by the coffee machine, etc.
And this is obviously to accommodate their demands. According to a study conducted by Malakoff Humanis in June 2020, 84% of employees wanted to request telework after confinement.
On the business side, the flexibility of work also seems to convince. According to a recent study by Capgemini, employee productivity increased by 63% in the third quarter of 2020. Better still; 70% of companies seem convinced that the productivity gains generated by teleworking can be sustained once the pandemic over.
The employees of tomorrow will see their daily working lives marked by an increasingly flexible framework similar to that of freelancing.
The IT talent war and the “freelancisation” Tech Roles & of job vacancies
In the world of tech and IT, another phenomenon reinforces this tendency towards flexibility: the talent shortage.
Companies are struggling to recruit technical profiles and are engaged in a fierce battle to attract the best candidates. As a result, they are sometimes ready to bend over backwards to meet the requirements of the most popular professionals. And that includes offering more flexible conditions to candidates.
To recruit the best developers on a permanent contract; for example, some companies are ready to offer them full remote control and total flexibility in their working hours. This is attracting profiles who were already partial to freelancing.
“Freelancisation” or simple flexibilisation?
So yes, in the world of tech and IT, the trend is undoubtedly to make working conditions more flexible. But to speak of a “freelancisation” of tech roles would amount to reducing the status of freelance to remote work and flexible hours.
To work independently is to have an entrepreneurial mindset. It is to wear several hats including that of accountant and that of commercial, it is to alternate periods of mission and periods of inactivity… In short, a very different reality to that of a permanent position even with very flexible conditions.
It should be noted that the opposite phenomenon also occurs: freelance work sometimes takes some resemblance of a permanent gig. This is particularly the case of very long-term assignments under management. Working for example on large-scale SAP projects over several years.
Tech and IT: the classic permanent contract has not said its last word
But speaking of a widespread flexibilisation of jobs in the worlds of technology and IT would be wrong. The reality is in fact more nuanced.
Not all professions are suitable for teleworking, and flexibility generates many points of friction within organizations. The cohesion of the teams is weakened by the distance. Management methods are struggling to adapt.
Most IT departments are not ready to perpetuate the flexibility of working conditions across all workstations. And even less to abandon the traditional model of face-to-face work and fixed hours.
On the employee side, we find a bit of the same. Telework yes, but not too much. According to a survey conducted by Apec in mid-December, if the vast majority of private sector executives now want to telecommute. Nearly half want to use it only “two to three days a week”. In fact, not all employees enjoy teleworking, and some even dream of one thing: being able to return to the office.
Additionally, the freelancisation of tech roles is rather relative: salaried employment as we know it still has a bright future ahead, and the “traditional” permanent contract is not about to disappear. However, it is obvious that the worlds of classic salaried employment and the freelancing model are increasingly coming close to one another. Businesses and workers alike want the best of both worlds now more than ever.
In tech and IT more than in any other sector, we are now juggling the two statuses. The silos between freelance and permanent contract are gradually disappearing, offering ever greater flexibility and possibilities to both professionals and organisations.
“As for a recruitment of a CDI type profile, the onboarding process of an independent consultant within a tech or IT team is extremely important. A well-executed welcome will allow a quick and efficient handling of the subjects. The goal is for the freelancer to be operational as quickly as possible, and to be in optimal conditions to be efficient in his mission.”
