Categories
IT Decision-makers Tips & errors to avoid

Strengthening the IT support team: the top back-to-school challenge for CIOs?

Many companies have been hit hard by the Covid-19 epidemic. Disruption was inescapable, from decline and suspension of activity to forced restructuring of teams and processes. IT teams were among the most impacted by these upheavals, as IT decision-makers had to take on a new role to help their organizations navigate the crisis. Therefore their new mantra: adapt, anticipate, and reassure internally. Is then strengthening the IT support team the top back-to-school challenge for CIOs?

As we approach the start of the new school year, the challenges for CIOs and other IT managers are increasing. Like who awaits impending doom, they are faced with the threat of a new lockdown at any minute. Adapting to a new way of working and conducting business won’t be easy either.

It is now more strategic than ever to strengthen their IT support team, guaranteeing operational continuity and completing the digital and organizational transformation of the company. Yet budget and organisational constraint make this a challenging endeavour.

Strengthening the IT support – A front-line service

IT support has always been a vital service within the company. Operating as an internal customer service, it helps solve end-user problems, responds to all their requests related to the work environment, and improves productivity.

In just months, the pandemic has strengthened the role of IT within organizations and propelled the IT service to the front line. While some companies had to completely shut down activity during lockdown, many were able to remain active thanks to telework.

But managing such a sudden and massive transition has required significant technical and organizational adaptation. Setting up collaboration tools, remote troubleshooting and technical assistance, rapid resolution of incidents, training of employees regarding cybersecurity risks… IT support teams had to put in long hours to ensure the proper functioning of remote work.

Moreover, to complicate things, cybercrime has skyrocketed since the start of the pandemic and continues to rise.  Hackers are taking advantage of the human and organizational weaknesses of companies, targeting remote access points and employee email. Finding the right security experts has become a big challenge for businesses in recent months.

In short, IT support teams have made themselves more essential than ever.

Facing new challenges

The challenges related to the Covid-19 crisis add to a multitude of already existing challenges within IT support teams. Issues such as cost reduction, process optimization and quality of service have only acquired more importance.

The notion of the internal customer is leading many companies to redefine their structure and put the user at the heart of the process to improve employee experience. This perspective, which brings benefits like satisfaction and fluidity, often requires support teams to unify points of contact, collect feedback and proactively participate in improving the image of the overall IT department.

Another challenge: reducing tasks with low added value and exploiting technologies such as AI to automate as many operations as possible. The idea here is to allow support teams to focus on more strategic tasks like provide guidance to users.

IT support managers have also one more major new challenge: communication. They need to be transparent and reassuring with their team and play an important role in raising employee awareness about increased security threats.

Set up an adapted Talent Strategy for strengthening the IT support team

To have a good IT support, you need to start by having a suitable team. Having the right people in place is an essential condition for success, as it is often the skills and motivation that make the difference between an efficient support service and an insufficient one.

But how do you make sure you have a strong team? You can start by following these few tips:

  • Perform an audit of current skills within your support teams: look at what skills are missing, see if key skills are concentrated in too few employees, etc.
  • Adapt your team’s organization to be able to call on the right people at the right time: in an emergency, you need to be ready to activate a reorganization plan to mobilize key skills
  • Identify the most efficient resources and secure your existing talent
  • Set up training mechanisms to re-skill certain employees whose area of ​​expertise is no longer suited to the current situation
  • Establish a recruitment plan to cover the missing skills and be able to quickly find the right candidates when needed
  • Focus on communication and transparency

Strengthening the IT support : Is calling on external resources an effective strategy for your IT support?

On top of operational challenges, the current economic crisis is having a heavy impact on corporate budgets. Many organizations have had to drastically cut down their expenses, especially their IT costs.

So how, as an IT decision-maker, can you strengthen your support teams without taking significant budgetary risks? Outsourcing or calling on IT freelancers can be a winning strategy in this time of crisis.

In addition to fewer administrative constraints and the positive effects that freelancers can have on your internal teams, the recruitment of an independent consultant can allow you to mobilize very specific skills to accelerate projects or resolve incidents in key business areas.

The flexibility of working with contractors allows you to limit risks during this unstable period, as well as access highly coveted expertise such as cloud and certain collaborative tools.

Regardless, the start of the school year promises to be pretty intense. Whether you choose to strengthen your support teams through hiring or by occasionally calling on external staff, do not neglect the importance of having a strong support team to face the coming months with confidence.


Join our community and find your next job or expert in IT


Categories
IT Decision-makers Tips & errors to avoid

The Top 3 Mistakes to Avoid When Hiring an IT Contractor

What are the top 3 mistakes that you should avoid when hiring an IT contractor? Working with IT contractors keeps getting more and more popular in the world of work. And for good reason: including freelancers in your projects can bring great benefits to your whole team.  

IT contractors are a workforce that is often very qualified and cost-effective. Especially in the context of a one-off increase in company activity or under special circumstances such as the Covid-19 pandemic. However, hiring the wrong freelancers can quickly derail your project and leave you with a bad taste in your mouth.  


Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.


Recruitment: 3 major mistakes to avoid when hiring an IT contractor or freelancer:

1st of top mistakes to avoid when hiring: Not vetting the consultant’s qualifications thoroughly

You need to make sure that a consultant recruited for a particular skill possesses it and in a way that is well-suited to the reality of your project. 

To protect yourself against this difficulty; which can cause harm, both financially and in terms of reputation; it is necessary that you thoroughly vet the veracity of the freelancer’s claims and assess the true depth of their technical skills. Start with these questions: 

  • Has the freelancer provided a list of previous relevant projects? Have you verified their references? 
  • Has the freelancer justified their skills with a document or portfolio of any kind? 

During the interview process, you must ask pointed questions about the candidate’s area of expertise. It will quickly reveal the reality of the situation.  


Also read How to manage the onboarding of IT contractors in 5 steps


2nd mistake : Hiring a Consultant who does not align with your company’s values and culture 

In order to avoid divergences in operating methods, which can lead to confusion and frictions within the teams; it is preferable to choose a freelancer who aligns with the company’s values. Here, you should pay special attention to the candidate’s softer skills. As these are the ones that will determine how well the contractor fits into your existing team. 

The same goes for ensuring that the consultant aligns and complies with legal and confidentiality requirements. Make sure they fully understand your confidentiality policies and non-disclosure agreement (NDA) so that they unknowingly break the contract. 


Also read How to Manage the Offboarding of IT Contractors in 7 Steps


3rd mistake: Setting an inappropriate remuneration rate 

DevSecOps Job Description

The third most common mistake made by companies looking to hire a freelancer is to offer a pay rate that is not in line with market standards. Whether it is higher or lower than what is normally charged in that particular field of expertise and for that level of seniority. 

If you set a daily remuneration that is too high; you will end up paying more than what you need to. Plus, your collaboration with the contractor may not be sustainable in the long term. 

On the contrary, if you set a remuneration that is too low; you will have difficulty attracting good candidates with a suitable level of experience. 

Companies not used to working with freelancers are precisely the ones that usually make these mistakes. Keep in mind that collaboration should be seen from a balanced angle and in a “win-win” relationship. Only then will the collaboration be efficient in the long term. 

Embracing AI Trends in IT Recruitment

Lat but not least, the implementation of AI in recruitment practices has the potential to revolutionize how companies identify, engage, and hire IT contractors.

Here’s a closer look at how embracing AI trends can enhance your IT recruitment processes:

  • Streamline candidate vetting processes.
  • Analyze resumes for relevant skills and experience.
  • Predict candidate success based on data analytics.
  • Enhance decision-making during the hiring process.

By embracing these AI trends in IT recruitment, companies can not only stay competitive but also gain a significant edge in identifying and securing the best-fit IT contractors for their projects.


Don’t miss our Top 5 Strategies to Overcome the AI Talent Gap.


Mindquest, with its commitment to staying at the forefront of industry advancements, ensures that your recruitment strategies align with the latest AI innovations, facilitating a smoother and more effective hiring process.


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 Mindquest platform!


Categories
Hiring an IT consultant IT Decision-makers

4 Keys to Hiring Top Tech and IT Freelancers

Freelance work has become largely democratised and, more and more, companies now rely on independent IT and technology consultants. Hiring top IT freelancers brings many benefits to your team, especially in times of crisis.

But the talent war rages and on in several areas of expertise, with professionals receiving up to dozens of mission proposals a day. 
Here is a series of concrete measures that you should put in place if you want to attract the best IT freelancers out there.  

Propose conditions in line with the reality of the IT freelance market 

Are you looking for a rare profile, with a high level of expertise and many years of experience? Be aware that this type of expert is often in high demand and can, therefore, afford to set higher rates. 

Learn more about the situation of your target talent market: what types of profiles are available? What are the average daily rates? Once conducted this research, you will be able to write a clear job description and propose suitable conditions. 

Keep in mind that compensation is not everything: all the benefits come into play here and can help you gain attractiveness top tech or IT freelancers — especially for long-term assignments (travel expenses, access to the company’s gym, etc…). 

Highlight your project’s strengths

Don’t forget that top-performing freelancers need to be passionate about their job. An IT consultant is not only looking for remuneration. Like permanent employees, they often look for a company that shares their values, with opportunities to learn and grow; a dream project, a friendly and talented team, etc. 

Don’t forget to indicate what you can bring to the table on your end. If a candidate must possess certain qualities and skills to be considered for a mission, you must also specify what you can offer.

It is not a matter of overselling the assignment, but simply of highlighting its strengths to attract the attention of the best candidates: peculiarities of the technical stack, visibility on the projects and possibilities for renewal, location, etc. 


Also, amidst the rise of DevSecOps, IT recruitment needs to adjust. Traditional methods fall short; recruiters must adapt to DevSecOps demands. Here‘s what to consider in recruiting for this era.


Work on your brand 

Your company brand is a critical deciding factor for potential candidates.

Don’t hesitate to collaborate with your company’s HR and Marketing departments to discuss how to best benefit from these communication efforts. 

Keep in mind at the time of the interview that the candidate is not the only one who has to convince. You need to make them want to join your team rather than choose another company. Try as much as possible to be transparent about the context and concrete objectives of the mission. Candidates highly appreciate this openness. 

Focus on retaining talent to hiring top IT freelancers

Hiring the best IT freelancers is not easy. But neither it is to make them want to stay. Take steps to ensure the satisfaction of the IT freelancers you work with and keep track of your missions. 

Implement specific measures to ensure that they are “freelance-friendly”: work on onboarding, regular feedback processes, etc…


Are you looking the best tech talent or tech freelancer and you don’t know how to go about it? Club Freelance is here to help you find the best candidate and support you throughout the recruitment process. 

Click here to submit your request. 

Categories
Hiring an IT consultant IT Decision-makers

Interview Tips: 5 key questions to ask to an IT freelancer during an interview

What are the 5 questions to ask to an IT freelancer during an interview? The way companies approach the selection process for IT consultants might well have changed forever due to COVID-19. CIOs and HR experts have moved IT hiring online, and things seem likely to stay that way from now on. Among the benefits: greater schedule flexibility, agility no need for travel and other expenses, agility. But remote interviewing also has its downsides.

It can be tricky to properly assess things like soft skills and cultural fit when you are not face-to-face with a candidate. Asking the right questions is key to ensure you are making the best staffing decision. Whereas hiring the right IT freelancer will bring great benefits to your projects and team, enlisting the wrong person will only multiply your problems.

These are the 5 questions to ask to an IT freelancer during an interview and that you should always cover.

1# Have you ever worked on a similar project, and if so, for what type of client?

You have a project for which you are looking for a freelance professional. Whether you are looking for a web developer or a SAP expert, the technical nature of the mission requires in-depth know-how from the consultant. Thus, it is first necessary to verify that the candidate has the necessary expertise and experience.

You can first ask them if they have ever been confronted with a similar project, in order to find out more about their experience on this type of mission. Moreover, suggest that they detail their previous gigs, giving details on the technical and organizational context of those projects.

Then, ask them who their previous clients were, whether they were large accounts or smaller companies. If the candidate tells you that they already have one or more similar experience (s), in a company in your sector and with a similar context, this is a real advantage, as they should be operational very quickly.

2# Faced with this or that technical problem, what actions would you put in place?

Freelance experience is important, but to test your candidate’s technical skills, do not hesitate to ask them one or more very concrete questions directly related to your project. How would you resolve this incident? What type of functionality or solution would you develop? Which computer language seems to you the most suited to this situation?

First, asking a hypothetical problem allows you to test the candidate’s ability to solve a problem, as well as to evaluate their technical understanding of your project. This will also give you a good overview of their analytical skills, as well as the interest they have in the area and project.

3# Could you tell me about a difficulty you encountered during a previous project, and how you coped with it?

Don’t forget to check for the essential soft skills in IT. Since your freelance consultant will effectively be a member of your team, evaluating traits like their interpersonal skills will be fundamental.

To assess them, you can ask questions that highlight the candidate’s team spirit and communication skills, as well as their ability to manage conflict and crisis situations. Favour open-ended questions to let the candidate express themselves, revealing their personality.

4# What is your availability? And your rates?

Make sure that the candidate’s expectations correspond with the conditions you propose for the assignment. This is obviously valid for the economic compensation, but also for all others terms of the contract. Is the candidate willing to come work on your premises if the mission requires it? Or will they be able to work remotely, and under what conditions? Will they have to plan trips to other sites? Will their professional expenses be covered? As you can see, there are many finer, concrete points on which you must make sure you agree with your candidate.

Then, in terms of availability, you must ensure that the candidate’s situation is compatible with the calendar aspects of your mission. Ask the candidate for their exact date of availability, and if they have any foreseeable impediments (vacation, for example). Thus, meeting deadlines is a crucial element in any professional relationship. In the case of a long-term assignment, you must ensure that the freelancer will be able to engage for the duration of the project.

5# What kind of projects really fascinate you?

The last of the 5 questions to ask to an IT freelancer during an interview is about what is the difference between a good and an excellent candidate? Passion. A tech freelancer or IT consultant who is genuinely interested in the project they are working on will undoubtedly be more involved and more efficient than a candidate with a “mercenary” profile.

Finally, the question of motivation is a key question which is all too often forgotten by recruiters and hiring companies. And yet it often makes all the difference.


Are you looking for an IT consultant or tech freelancer and you don’t know how to go about it? Club Freelance is here to help you find the best candidate and support you throughout the recruitment process.

Click here to submit your request.

Categories
DSI challenges IT Decision-makers

IT Careers: These Business Skills Become Priority Amidst Pandemic

Making it through uncertain and changing times requires companies to be nimble, act fast and keep a big-picture mentality. At the organisational level, that means implementing smarter resource management and allocation; cutting down fat and focusing on the most future-proof lines of business. Discover these business skills that become priority amidst pandemic.

Although it might seem counterintuitive to a business world that has grown accustomed to laying off personnel whenever there is a crisis. Doubling down on human capital is key to the success of this strategy.  

Companies need the best talent when venturing into uncharted territory and, as we have discussed before, having a strong IT department is vital for the post-COVID enterprise. But what makes a strong IT department? 

Business Skills: The importance of business acumen  

Soft skills like communication and creativity have become a must-have for IT professionals. Now, InformationWeek’s analysis of a recent study by training firm Degreed suggests that IT pros should look to acquire business-related abilities as well.  

According to Degreed, in the December-March period, the number of clients who searched for business-related trainings to upskill their workforce increased. On the other hand, queries for IT-specific trainings took a considerable dive.  

The change of focus makes sense. As higher-level business and management skills can help a great deal in navigating change and identifying new opportunities. For IT professionals and technical profiles, making a lateral career move to become more business-savvy can prove very beneficial.  

The most coveted business skills 

Based on Degreed’s data, these are the business-related skills for which demand has increased the most since the start of the pandemic, from least to most:  

Leadership 

This one is a no-brainer. Now more than ever, senior IT experts must know how to effectively take the lead to ensure the proper innovations are implemented across the board. Team management, setting goals and tracking progress, spearheading interdepartmental cooperation. These skills often make the difference between an IT expert and an IT leader.   

Compliance 

What used to be something for lawyers to worry about is becoming part of everyone’s work life. Especially in areas like IT or marketing, where data privacy regulations keep getting stricter; there is a clear advantage to having specialists who know how to avoid legal minefields in their day-to-day.  

In data science and analytics, for example, countless hours of legal review can be saved if those building the models know exactly what they can and cannot do.  

Data analytics 

Speak of the devil… as we have discussed above, not everything in data analysis is about data acumen. In fact, successful data analysts and scientists possess a combination of complementary skills. For technical profiles, being fluent in the business domain where they operate is key to delivering better and more actionable data insights.  

Microsoft Power BI 

One of the most prevalent and accessible data visualisation tools out there. Microsoft Power BI is a business intelligence platform that caters to business users. As an IT professional, knowing your way around MS Power BI will make you a great asset in today’s enterprise. There is always going to be someone in need of an expert to help them set up the environment, train end-users and troubleshoot.  

Coaching 

Helping others succeed should be every coach’s main goal. This is achieved through motivational support, understanding and the potentiation of individual and collective strengths. Being able to help in that regard makes for a great addition to the team.  

In IT, the emergence of new standards of working and team organisation; like Agile or Scrum; is making the figure of the coach an even more important one.   

Six Sigma 

Devised by Motorola engineer Bill Smith in 1986, Six Sigma is a set of tools for process improvement. Its focus: to streamline business processes while minimising the probability of errors. Six Sigma is now standard for many companies, so it can be worth picking it up.   

Change Management 

As this whole crisis is demonstrating, managing change is no easy task. One of today’s most repeated business terms, change management refers to the series of processes involved in helping an organisation or industry transition to a new reality. Change management takes into account all stakeholders involved in and necessary for this transition; employing a mix of communication; training and restructuring to effect change.   

Design Thinking 

Based on how designers are taught to approach problems, design thinking is a way of looking at the world as much as it is a method for developing better and more efficient solutions. The strategy parts from putting oneself in the shoes of the end-user, designing the product for what it needs to be in addition to what we want to be. Clearly, a useful methodology when designing apps and platforms.   


Looking for your next star hire or the next step in your career? Club Freelance is here to help you.

Don’t be shy, get in touch.

Categories
IT Decision-makers Tips & errors to avoid

History of Cloud Computing: The Past, Present and Future

Discover the history of cloud computing. Cloud’s current momentum can often make younger generations believe this technology is a thing of the 21st century. In fact, sharing computing resources is an idea that dates back to the 1950s, when the same mainframe computers were accessed by all company employees via locally connected dumb terminals.

But it was not until 1969 that computer scientists lead by J.C.R. Licklider premiered ARPANET, the world’s first network connecting computers across vast distances. The system enabled communication and time-sharing of computing resources between different educational and military institutions. It later evolved into a network of networks — The Internet.

Licklider had a vision: an ‘intergalactic computer network’ that, beyond keeping everyone connected, would allow us to access data and applications regardless of location. More than half a century later, his vision is closer than ever to becoming a reality. About 59% of the global population has now access to the Internet, while cloud computing has gone from buzzword to the lifeblood of today’s enterprise.

The technology has indeed proved itself indispensable to digital transformation – cloud has been a decisive factor in the business world’s ability to withstand the COVID-19 crisis, supporting the sudden shift to remote work and helping companies quickly deploy and scale up IT infrastructure.   

But what is the history of cloud computing ? Where exactly is the cloud right now, and where is it headed?

History of cloud computing: The various pathways to cloud

Current cloud offerings vary depending on how they approach data storage and application management. Also, there are three types of deployments: public, private and hybrid.

Public cloud offerings lease cloud infrastructure and solutions to multiple customers who all share the same network, with every customer’s data siloed from the rest. On the other hand, private cloud is used by a single organisation, whether the user owns it or leases it from a provider.

Then, private clouds tend to be tailor-made to the meet needs of the specific company.

Finally, the hybrid cloud combines both approaches. Companies pursue the hybrid approach for its versatility, which allows them to mix and match resources and IT skills to obtain the best of both worlds.

A new global study by data virtualisation company Denodo identifies hybrid cloud as the most widespread deployment path.

Hybrid configurations account for 42% of all deployments. Public cloud takes second place with an 18% share – head-to-head with private cloud, which accounts for 17% of enterprise configurations.

Two-thirds of respondents (66%) use the cloud for analytics and business intelligence, while 42% of companies leverage the technology for logical data warehousing. Data science is the focus of 41% of respondents. 

Everything as a Service

Public cloud offerings have evolved well beyond data management and storage. They now focus on providing different services and can be further classified depending on the nature of these services. The most widespread are:

  • Software as a service (SaaS) solutions, which involve providers offering customers online access to applications they host
  • Platform as a service (PaaS) offerings, in which a third-party vendor provides hardware and software tools for companies to build applications, etc.
  • Infrastructure as a service (IaaS) solutions, which comprise all those services involving the lease of virtualized computing resources like storage

The multi-cloud

Similarly with hybrid cloud, combining a variety of cloud services from different providers can help companies achieve the cloud ecosystem that best fits their needs. This strategy is known as multi-cloud.

 The multi-cloud approach is rapidly gaining popularity among businesses, especially the bigger ones, and it is projected to soon become the industry standard. However, the use of different architectures and software among cloud providers can lead to cybersecurity, compatibility and operational issues. So that, cloud users are currently pushing for industry-wide standardisation to tackle this problem.

What’s next for the history and future of cloud computing

With at least 50% of the world’s business already circulating through the cloud, the technology’s role in the enterprise will only keep on growing. Furthermore, it’s convergence with emerging technologies like IoT and AI is opening a whole new realm of possibilities.

Chief amongst these is cloud edge. The approach combines edge computing – the processing and storage of IoT data closer to the device – and cloud to reduce latency, increase security and allow for greater flexibility. This is made possible by not having to send all data collected to a distant data centre for processing, but rather processing it on-site and only sharing the resulting insights.  

🔊 Subscribe to our podcast


Join our community and find your next job or expert in IT

Categories
DSI challenges IT Decision-makers

3 Reasons to Call on IT Freelancers in this Crisis Period

A few weeks ago, Syntec Numérique and Tech in France made a diagnosis of the impact of the crisis on the digital sector. It made 75 recommendations aimed at reviving IT activity after the health crisis caused by COVID-19. Among these proposals, there was supporting “the development of self-employment” by facilitating collaboration between companies and freelancers. Enter IT freelancers.

“It is necessary to reinvent professional practices thanks to digital technology, to encourage new working methods throughout the economy, support the development of self-employment, support new professional uses,” can be read on the Syntec Numérique website. 

This plebiscite for the use of independent consultants is not new. Even less in the IT sector. But it is currently being reinforced by the crisis. 

And for good reason. In addition to the many advantages of recruiting freelance in normal times, the use of IT consultants is particularly advantageous in the period of instability that we are currently experiencing. 

Focus on these three reasons to use the services of an IT freelancer during this period of health and economic crisis. 

Favour IT freelancers to better juggle uncertainty 

In these troubled times, you and your teams may need more agility than ever. 

The COVID-19 crisis has forced organizations to be flexible and pragmatic in order to maintain their operations. The world has become volatile, complex and extremely uncertain. And this trend should continue. 

In this context, companies that succeed have a strong capacity for adaptation. 

This adaptability is often based on the ability to work in project mode and to mobilise the best skills on key projects. 

With this in mind, if you are looking for IT talent to join your team, it may be better to turn to a freelancer rather than to a permanent employee. This type of contract is less engaging and less risky if the situation of the company were to deteriorate.

Another argument in favour of freelancers: they generally demonstrate greater autonomy and capacity for adaptation. They are used to evolve in changing and fast environments. In addition, most IT freelancers have already carried out telework assignments. Many of them have mastered and often appreciate this way of working. 

Mobilise the skills of an IT expert to manage current emergencies 

The confinement and all the consequences of the pandemic have put IT departments to the test: remote work, boom in security threats, over-demand on servers… The demands on IT support teams have increased tenfold, and most of the adjustments and projects are a matter of urgency. 

Faced with this situation, IT departments must be increasingly responsive. And the level of challenge is high: it is the continuity of business activities that is at stake. 

Here again, calling on one or more specialised, independent consultants in their area of expertise can be beneficial. They can intervene very quickly by bringing in cutting-edge skills and thus allow you to provide an effective solution to a given problem. 

The use of IT freelancers makes it possible to absorb a temporary work overload on tasks for which it is necessary to acquire strong skills very quickly. 

Signing a contract with a freelancer has the advantage of having few administrative constraints. Plus, you are able to do so within very short deadlines. 

IT freelancers to accelerate strategic projects 

The individuals and organisations that are most resilient to crises are those who are best prepared and best suited. 

In terms of IT, it is the same story. The transformation of organisations requires transformative technological projects and the implementation of new IT architectures. Always adapted to the needs of the company in this changing context. 

The teams working on these projects is therefore essential. Hence the need to make sure you are mobilising the right skills. 

Calling on an experienced specialist on a niche topic can help you avoid certain errors and really speed up your work. That is crucial in this period of crisis. The possibility of leveraging these experts over well-defined periods gives you much greater budgetary and project management flexibility than if you had to incorporate these skills into your existing teams. 

Because of the contractual relationship with their clients, IT freelancers often have pressure to perform well. This makes them commit to higher levels of quality compared to a regular employee. 

Of course, your decision to use this or that profile, internally or externally, must be part of a global talent strategy. But more than ever, this strategy for managing your talent must be done with a view to agility and pragmatism — a fundamental in times of crisis. 

Categories
DSI challenges IT Decision-makers

Evolving Role of the CIO After COVID-19

Discover the evolving role of the CIO after Covid-19. Chief Information Officers (CIOs) have always been aware of the key role they play in their organisation’s success. Others were not so convinced. No matter how commonplace concepts like digital transformation have become, a sizeable portion of today’s business world still regarded IT as a bare necessity, one of the many cogs and wheels that keep the enterprise moving forward. There was no need to know how everything works, the details, as long as it did work. That’s until COVID-19 showed up.

Evolving Role of the CIO

The sudden shift in paradigm has left companies scrambling to come up with solutions to new logistical and business model issues. Adapting normal operations to a fully remote workforce. Devising alternative ways of conducting normal operations while cutting down costs. Identifying new revenue streams. In this climate of uncertainty, a realisation has hit uninterested board members: technology is not just one of the many parts of the behemoth that is the modern enterprise – it’s the engine propelling it into the future.

IT has never been more critical to a company’s prosperity than it is now. And, as the person in charge of designing and bringing to life corporate digital strategy, the figure of the CIO is finally receiving the spotlight it deserves. But CIOs are not only facing the greatest practical challenge of their careers – their role is fundamentally changing, and it will keep on doing so.

From saving the day to ruling it

The pandemic took many organisations by surprise, forcing IT leaders to adapt company infrastructure to support remote work and comply with safety regulations. That was the first of three stages that CIOs will have to navigate to see this crisis through. A mighty task as it is.

Some companies are still ultimating work on this initial step. Together with the C-suite and division managers, CIOs have had to take a deep look at all available resources — not only at the digital transformation strategies and tools already in place, but also at the existing talent within their team.

Covering the holes is not easy in times of dwindling budgets and company-wide cuts. CIOs have had to resort to a mix of ingenuity, agility and adaptability to find creative and efficient ways to save everyone’s day.

When it comes to talent, IT leaders have continued hiring for the most business-critical digital transformation projects: cloud, cybersecurity, digital payments, shipping logistics, etc. In addition to permanent hires, CIOs are enlisting external IT consultants as a great way of upskilling their teams.

Once the fire is out, the second step for CIOs to take is to consolidate the new measures, protocols and ways of working. CIOs are working together with HR to develop online training programs and tools that live on beyond the current crisis. They also have an important part to play in the return to the office, advising the larger organisation on how to best use digital resources to implement a process that is both safe and seamless.

A larger role moving forward

As the world slowly starts going back to normal, the lessons learned from this health emergency will have severe implications on how IT is approached in the future. Rather than supporting business decisions, CIOs will have a bigger say in how companies are run — from helping companies develop a more adaptable work culture, to being a decisive factor in defining new business strategies.

This is the third and last stage in the journey towards a more relevant and recognised CIO. The novel coronavirus has only sped up what was already bound to happen. IT leaders are now in the driver’s seat. Godspeed.

🔊 Subscribe to our podcast


Join our community and find your next job or expert in IT

Categories
IT Decision-makers Talent strategy

5 Benefits of Including IT Freelancers in Your Team

IT freelancers can bring invaluable help to your internal IT team. The direct benefits of involving external consultants are obvious: it’s an efficient way for companies to speed up certain initiatives and tackle ad hoc projects. Indeed, they bring in critical skills that your team was lacking while allowing for more contractual flexibility. Given the speedy and everchanging nature of today’s business world, it is no wonder that the hiring of tech freelancers is on the rise.

However, that’s not all. The regular presence of external consultants has a more indirect beneficial impact on the team in place.


Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

Create an account with Mindquest

Skills transfer

Often, freelancers are recruited to compensate for a lack of skills available internally — either because these cannot be mobilised in time, or because no one on the team has them.

In these cases, the intervention of an external expert can foster skills development of existing employees. By being in contact with an expert consultant, the teams in place can learn and benefit from the knowledge-sharing inherent to running a project. Although they will not themselves become experts on the subject in question, they will undoubtedly gain significant understanding in this area of expertise.

Sharing experience on similar project with IT freelancers

By definition, an IT freelancer moves from one project to another and very often, from one company to another. Then, this diversity and multiplicity of experiences allow freelancers to better understand the challenges of a project, giving your team the opportunity to refer to past experiences.

Also, by capitalising on this experience, technology consultants give companies access to best practices, allowing teams to save precious time by avoiding common mistakes.

For example, an SAP consultant who has already participated in a S/4HANA migration project in another company will have valuable insights on how to implement the project and the technical solutions required. 

IT freelancers : a fresh look and a critical mind

Moreover, an external point of view is something every company can take advantage of and IT consultants can approach a problem from a neutral perspective. Unburdened by internal politics and red tape, they can take a deeper look at the dysfunctions of a system, the opportunities to simplify a process, the good or bad organisational practices of an IT department or a project, etc.

In fact, for freelancers involved in longer projects, it is often beneficial to by making a full inventory of existing processes and tools, with recommendations for improvement.

New ideas and to spur innovation

Bringing new blood to a team is always beneficial, regardless of the department concerned.

In addition, external consultants introduce new factors that can lead to the birth of new ideas and stimulate a real dynamic of innovation within your team. This has made some industry experts refer to freelancers as “pollinators,” who go around accumulating experiences and disseminating them.

The diversity of profiles within a team, and therefore the joint work between internal and external resources, is a key factor in the correct implementation of the collective intelligence model.

Efficient working methods

Also, freelance workers have more flexibility in managing their schedule, as their hours cannot be imposed by the employer. Consequently, there is no presenteeism among freelancers. Results are essential.

Accordingly, an IT consultant must organise their time as best as possible to finish their project on time, demonstrating maximum productivity, efficiency and a sense of prioritisation.

As with all the previous points, it can be useful for members of your team to learn from working methods that are often different from those they are used to applying. A freelancer who works on-site can have a very positive influence and boost the motivation and productivity of the team in place.

In some cases, IT freelancers can even develop existing managerial models by playing the role of evangelists of, for example, greater flexibility at work — Freelancers who work remotely knew the ins and outs of remote work way before COVID-19 hit the corporate world.


Are you looking for IT mission opportunities in the Tech and IT sectors on a freelance or permanent basis? Mindquest can help you find your next IT mission opportunity. Find your next mission by browsing our freelance and permanent vacancies available on our digital recruitment platform.


Categories
Hiring an IT consultant IT Decision-makers

Choosing the Right Recruiting Partner for Your IT Needs

In the rapidly evolving landscape of IT, hiring and retaining top talent continue to pose challenges for modern enterprises. Also, the ongoing skills deficit, exacerbated by the fast-changing technological terrain, necessitates a strategic edge for IT leaders and HR managers. Therefore, choosing the right recruiting partner remains crucial. Explore our updated tips for selecting the ideal partner to address your current IT talent needs.


Need advice on how to start or develop your consulting business in tech or IT? Join Mindquest and get support from our team of experts.



Choosing the Right Recruiting Partner: The impact of technology

Digital transformation permeates every aspect of modern business, including recruiting and human resources. When assessing a staffing firm, pay attention to how it leverages technology to enhance operations and deliver superior service. In today’s context, it’s essential for an IT staffing firm to embrace technology fully.

Consider advancements in AI tools, which now play a pivotal role in expediting the recruitment process. AI enables swift processing of extensive candidate data, including previous roles, areas of expertise, and preferences. In a field where time is critical, the ability to rapidly match candidate profiles with company requirements is a decisive advantage.

Dedicated Support and Expertise: A Dual Perspective

Most staffing firms traditionally combine client management and candidate identification into a single role. However, the best firms take a dual-perspective approach. One team manages client interactions, gathering position details and requirements, while another team focuses on identifying the right candidate. This separation enhances efficiency, speed, and the overall quality of work. It allows both client management and candidate sourcing to offer more personalized, dedicated support to hiring companies.

In the current landscape, with the increasing complexity of roles and the ongoing talent shortage, the need for dedicated expertise has never been more apparent. Specialized skills required for a position can vary significantly based on the field and seniority. To address this, leading staffing firms structure their teams by specialization, ensuring staff members are proficient in the specific areas of expertise required for a given vacancy.

Innovation through Data and Insights: Adapting to the Current Market

The third piece of the puzzle is data. As it happens in any other industry, quality insights are at the heart of a successful IT hiring strategy. Look for recruiters who know how to make the most of the data they come by with and mine.

Moreover, being in permanent contact with organisations and IT professionals allows the best staffing firms to develop a deep and well-rounded understanding of current industry trends. These firms have a good sense of the challenges and needs driving mid- and long-term goals for clients and candidates. In addition to this, data-savvy recruiters can provide you with a more qualitative level of market intelligence – like the skill requirements and salary for a typical position – from which to derive actionable insights. 

Navigating the Dynamic IT Landscape

In conclusion, the challenges of hiring in IT persist, but the strategies for overcoming them have evolved. Choosing a recruiting partner is more critical than ever, with technology, dedicated support, and data-driven insights at the forefront. As the IT landscape continues to shift, selecting a partner who adapts and innovates ensures your organization secures the top-tier talent needed to thrive in the dynamic IT market.


Explore how Mindquest can be your strategic IT recruiting partner.