Category: Talent strategy

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Hiring an IT consultant IT Decision-makers Talent strategy

Why Your Company Needs an SAP FICO Consultant: 5 Key Benefits

Post author By Mindquest
Post date 19th July 2023
No Comments on Why Your Company Needs an SAP FICO Consultant: 5 Key Benefits

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.

SAP Implementation Best Practices: ADIDAS case study

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.

Also read our SAP FICO Consultant Job Description

Why your company needs an SAP FICO Consultant

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.

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.

Tags SAP best practices, sap consultant, SAP FICO, SAP FICO Consultant

Hiring an IT consultant IT Decision-makers Talent strategy

Top 5 Strategies to Overcome the AI Talent Gap

Post author By Mindquest
Post date 30th May 2023
No Comments on Top 5 Strategies to Overcome the AI Talent Gap

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.

1 Invest in Training and Upskilling Programs

Overcome the Ai talent gap: 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.

Also read the Top 3 Mistakes to Avoid When Hiring an IT Contractor.

2 Foster Collaborations with Academic Institutions and Research Organizations

Overcome the Ai talent gap: 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.

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

4 Implement Competitive Compensation and Benefits Packages

Overcome the Ai talent gap: 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.

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

5 Foster a Diverse and Inclusive Workforce

Overcome the AI talent Gap: Foster a Diverse and Inclusive Workforce

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 Mindquest platform!

Tags #ITtalent, AI expert

IT Decision-makers Talent strategy

Why Company Culture Is Key in Times of Crisis

Post author By Mindquest
Post date 8th October 2021
No Comments on Why Company Culture Is Key in Times of Crisis

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.

by Melchior du Boullay, General Manager, Mindquest

Company culture eats strategy for breakfast

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.

Also discover our articles:

Tags business resilience, company culture, company values, corporate values, Melchior du Boullay, pandemic

IT Decision-makers Talent strategy

Summer: The Time To Work on Your IT Recruitment Strategy

Post author By Mindquest
Post date 13th August 2021
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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.

You can also read : How to Assess the Technical Skills of IT Candidates

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.

Short or Long Assignments: Which Ones Are Best When You Are an IT Freelancer?

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.

Discover ours articles :

Remote Hiring is Here to Stay: a Fresh Take on IT Recruitment and Interview Tips: 5 key questions to ask to an IT freelancer during an interview

You can also download The definitive CTO career guide

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

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Tags IT freelancers, it recruitment, it recruitment strategy, summer downtime

IT Decision-makers Talent strategy

IT Careers: Towards a Freelancisation of Permanent Tech Roles?

Post author By Thomas Delfort
Post date 16th April 2021
No Comments on IT Careers: Towards a Freelancisation of Permanent Tech Roles?

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.

Originally published on JDN.

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.

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Featured IT Decision-makers Talent strategy

20 Amazing Women Leading Europe’s Tech Revolution

Post author By Mindquest
Post date 8th March 2021
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One more year, International Women’s Day prompts the public eye to focus on a problem for which a single day of reflection is never enough. The gender gap in IT remains broad reaching across industries and roles. Despite improvements, the women-to-men ratio is still lower than in other sectors. Furthermore, 44% of female IT professionals acknowledge that men climb up the career ladder at a faster pace than they do. That’s why we wanted to give a nod to some of the amazing women leading Europe’s tech revolution.

Suffice to say a list of 20 is merely a starting point regarding women in Tech. So, stay tuned throughout this month for additional articles highlighting the many adventures of female technologists across Europe.

Discover 20 Amazing Women Leading Europe’s Tech Revolution

Maggie Philbin – United Kingdom

CEO TeenTech CIC

Firstly, Maggie Philbin, a long-time science and technology reporter for the BB. Philbin is indeed a passionate technology advocate who founded and directs TeenTech CIC, a series of events aimed at helping young people and their support network understand the breadth of STEM careers and the skills needed to pursue them.

Maja Pantic – United Kingdom

AI Scientific Research Lead at Facebook & Professor at Imperial College London

Secondly, an authority in artificial intelligence specialising in the machine analysis of human non-verbal behaviour and its application to human-computer, human-robot, and computer-mediated human-human interaction. Pantic also combines teaching at the Imperial College with research for Facebook London.

Zoe Adamovicz – Germany

Co-Founder & CEO at Neufund

Then, a serial entrepreneur, Adamovicz has founded many successful technology companies including Neufund, a blockchain-based investment platform connecting innovators and investors to fund and launch innovative ventures. She’s also a mentor at Gaza Sky Geeks, supporting tech entrepreneurship in the area.

Jasmine Anteunis – France

Chief Product Officer – SAP Conversational AI and co-founder at Recast.AI (exit SAP)

Further, Anteunis founded AI chatbot company Recast AI in 2015, bought by ERP giant SAP in 2018. Also known as the SAP Conversational AI, the tool lets businesses deploy powerful conversational interfaces with comprehensive, end-to-end bot building.

Chantelle Bell – United Kingdom

Co-founder at Syrona Health

Moreover, having founded Syrona Health in 2018, Bell is a British entrepreneur who has built the digital female health platform to democratise women’s health and help women monitor their chronic gynaecological and uterine conditions.

Sue Black – United Kingdom

Professor of Computer Science and Technology Evangelist, Durham University

Dr Black is a digital skills expert, social entrepreneur and also international keynote speaker well known for her activism around social inclusion and advancing women’s role in IT. Moreover, she led the successful campaign to save Bletchley Park, the World War II code-breaking site.

Francesca Bria – Italy

Chairwoman/President CDP Venture Capital SGR- Fondo Nazionale Innovazione at CDP Cassa Depositi e Prestiti

In addition, Bria is a digital rights champion leading Europe’s DECODE data sovereignty project. Moreover, she is an expert in digital cities and rights, serving as a senior adviser on these issues for the United Nations. She is also the former chief digital technology and innovation lead for the city of Barcelona.

Margrethe Vestager – Belgium

European Commissioner for Competition and Executive Vice-President of the European Commission

Then, Vestager is a Danish politician serving as the European Commissioner for Competition and Executive Vice President of the commission for A Europe Fit for the Digital Age. She also leads Europe’s anti-trust efforts, holding the world’s biggest tech companies to account.

Corinne Vigreux – Netherlands

Founder, Codam College and co-founder and CMO at TomTom

Then, we continue this list with a co-founder and chief marketing officer of GPS pioneer TomTom, Vigreux is an active campaigner for women in the workforce and better social mobility through education. Also, in 2018, she founded Codam College, an Amsterdam-based coding school with a revolutionary peer-to-peer value proposition.

Kinga Stanislawska – United Kingdom

Co-founder and Managing Partner at Experior Venture Fund

Last but not least, Stanislawska is the co-founder of the Polish venture capital fund Experior Venture Fund, Europe’s first VC founded exclusively by women. She is also the founder of the European Women in VC community, which comprises nearly 250 senior VC professionals from over 20 European countries.

Betül Susamis Unaran – Switzerland

Chief Strategy and Digital Officer, Executive Board Member at Zur Rose Group

Unaran leads the digital efforts of the Zur Rose Group, Europe’s biggest eCommerce player in the healthcare space. She is driven by her mission to make a difference in people’s lives through data and digital initiatives that transform the lives of patients.

Raffaela Rein – Germany

Founder of WildWildVentures and CareerFoundry

Raffaela Rein is a German start-up entrepreneur who founded venture lab WildWildVentures and CareerFoundry, a leading school focusing on careers in the digital economy. She also sits at the board of the German Start-Ups Association.

Luz Rello – Spain

Founder of Change Dyslexia and Accessibility Consultant at Apple

The first Spanish person to receive the European Young Researchers’ award, Luz Rello is founder and CEO of Change Dyslexia, an organisation helping screen and treat dyslexia through a research-based platform. She is also an accessibility consultant for Apple.

Colette Ballou – United Kingdom

Investor at Ballou Capital and Chairman at Ballou

Named one of Europe’s Most Influential Women in the Start-up & VC Space by EU Start-ups, Colette Ballou is a serial investor and frequent speaker on the topic of angel investing. Her successful communications and strategy agency, Ballou, allowed her to invest in an impressive range of start-ups.

Karen Boers – Belgium

Co-founder at BeCode, BeCentral and Boers & Peusens

Boers is a passionate social entrepreneur who has founded and established a series of projects focusing on empowering others and help them achieve their dreams and goals. These include BeCode, a coding school centred on re-skilling talents into web development and other in-demand IT careers.

Moojan Asghari – France

Founder & CEO at Thousand Eyes On Me and co-founder of Women in AI

Asghari founded the personal branding and development platform Thousand Eyes On Me to help women and minorities unleash their full potential and move up the career ladder. She is also the co-founder of Women in AI, a global network of female artificial intelligence experts.

Lauren Kisser – United Kingdom

Director, Alexa AI – Knowledge International at Amazon

Formerly the director of engineering at Amazon Web Services, AWS S3, Lauren Kisser is now the Director of the company’s Alexa AI – Knowledge International. She is a self-described STEMinista and diversity champion who sees gender diversity as the key to power tech innovation.

Nell Watson – United Kingdom

AI Ethics expert at IEEE Standards Association, Singularity University

Watson is an interdisciplinary researcher in emerging technologies including machine vision and AI. She focuses on AI ethics, working with the IEEE Standards Association and the Atlantic Council, among others. She is also AI Faculty at Singularity University and chairs various prosocial organisations.

Mary-Jo de Leeuw – Netherlands

Director Cybersecurity Advocacy EMEA at (ISC)²

Mrs De Leeuw is a career cybersecurity consultant and serial entrepreneur whose work and affiliations include serving as the director of cybersecurity advocacy for EMEA at training and certifications organisation (ISC)².

Sonja Betschart – Switzerland

Co-Founder and Chief Entrepreneurship Officer at WeRobotics

Betschart is a “tech for good” entrepreneur focused on using emerging technologies to empower and people, businesses and communities. She co-founded and leads WeRobotics, a non-profit organisation committed to solving local problems through robotics.

Want to read more about women in Tech ? Discover our article: Women in Tech: Women Must Claim Their Spot in the IT World

Tags Europe, female leaders, international women day, it gender gap, wit, women in tech, women who code

IT Decision-makers Talent strategy

Download the definitive CTO career guide

Post author By Mindquest
Post date 2nd December 2020
No Comments on Download the definitive CTO career guide

Discover our CTO career guide.

With digital transformation at full throttle thanks to Covid-19, one particular trend is accelerating: every company out there is gradually becoming a technology company. In a short time span, technology has gone from a product or nice add-on to becoming a strategic asset integral to an organisation’s business model.

Consequently, companies are more than ever in need of proficient CTOs who can lead the push towards new technological solutions that provide the company with a competitive edge. The potential reward for those who decide to go down the CTO path is huge, and if you manage to cultivate the hybrid set of skills this position requires, you will be set for professional success as an IT leader.

But how exactly can you become a Chief Technology Officer?

DOWNLOAD YOUR FREE CTO CAREER GUIDE

Interested in technology leadership? Discover what makes a good CTO.

Tags Career Guide, Chief technology officer, CIO, CTO, cto career guide, IT careers, IT managers

IT Decision-makers Talent strategy

Why CIOs Should Focus on Employee Experience in the Coming Months

Post author By Club Freelance
Post date 21st August 2020
No Comments on Why CIOs Should Focus on Employee Experience in the Coming Months

The return from the holidays is a busy one this year for IT leaders. In addition to the traditional hurdles associated with reactivating latent projects and the sudden spike in activity, CIOs are having to deal with the disruption caused by Covid-19.

The business climate remains uncertain months into the pandemic. Organisations are still figuring out how to adapt to new customer demands and operational needs. IT departments face many challenges including budgetary cuts, improving infrastructure and strengthening their IT support team. Yet perhaps their biggest challenge is adjusting to new workplace dynamics.

So far, technology teams have had to adjust company workflows and processes to a remote workforce—a logistics and infrastructure problem in the first instance. But, with this first stage checked off their to-do list, CIOs should now direct their attention to a more nuanced yet vital aspect of workforce management: improving employee experience.

Why employee experience

Far from being a new concept, employee experience had been quickly gaining traction over the past years as an area of focus for businesses. To the point that 84% of respondents to a 2019 survey by Deloitte saw it as an important issue. Over a quarter of organisations identified employee experience as one of the three most urgent issues they were facing for the year.

The reasoning behind this much concern is quite simple: happy employees are more productive employees.

MIT research shows that companies leading the charge in employee experience reap incredible business benefits as a result of it. Organisations with the best employee experiences innovate twice as much, achieve double the customer satisfaction, and have 25% higher profits than their less employee-friendly counterparts.

Yet despite being a key factor for business success, only 9% of Deloitte’s survey respondents considered that their company was fully ready to tackle the issue. It is, therefore, a major priority for today’s organisations – one that CIOs should make their own.

It’s about technology

Whereas, in the past, improvements to employee experience had mainly come from HR departments—in the form of perks or company activities—technology’s role in the process keeps on growing in importance. Years ago, it was digitalisation that improved employees’ lives, speeding up paperwork and other tasks. Then came cloud-based collaboration tools.

But while cloud infrastructure remains key to enhancing employee experience, the circumstances brought about by the current crisis calls for a more expansive and diverse use of technology. It is not only team collaboration and process optimisation that IT leaders need to worry about this time around. The lack of direct human contact is alienating employees and rarefying company cultures. Strengthening social bonds and ensuring mental and physical health is now more important than ever.

There are already many technological tools aimed at addressing these issues. Microsoft 365, for example, has an analytics function that provides users with insights about the way they work—hours of activity, etc.–and advises them on how to maintain a healthy work-life balance: something that is particularly difficult for those working from home.

Other companies are coming up with solutions as they go. SAP, for instance, has created a series of solutions to foster socializing between remote workers who miss office interactions. These include a tinder-like app that pairs up remote co-workers for a virtual lunch.

CIOs should also consider implementing solutions that are more directly related to health. Mental health counselling is now available through many online portals, and some companies are starting to offer memberships to their employees. Others are implementing wellness programs that reward employees for exercising and staying active – all through fitness trackers and dedicated corporate apps.

Taking concrete steps and committing to it

IT leaders are perfectly positioned to spearhead the new age of employee experience. The CIO’s role has grown considerably as a result of the pandemic. Becoming that of one of the top decision-makers in the executive team. Now, the potential that technology has for delivering a better employee experience puts the IT department at the wheel once again.

But no significant improvements are going to be achieved if concrete steps are not taken and commitments are not made.

These kinds of initiatives can often be downgraded to secondary priorities during hectic and busy times, with the best IT talent being directed to other projects. For employee experience to really improve, CIOs need to make it an absolute priority and devote some of their best resources to the task. They should also work very closely with HR in the process, conducting a thorough audit of employee satisfaction and needs via a survey or even a (virtual) focus group.

Tags CIOs, digital transformation, Employee Experience, IT department, IT strategy, remote work

IT Decision-makers Talent strategy

5 Benefits of Including IT Freelancers in Your Team

Post author By Mindquest
Post date 21st May 2020
No Comments on 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.

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.

Tags it consultants, IT freelancers, IT talent strategy, skills transfer, upskilling

IT Decision-makers Talent strategy

Industry Snapshot: Microsoft’s Momentum

Post author By Mindquest
Post date 7th May 2020
No Comments on Industry Snapshot: Microsoft’s Momentum

Microsoft’s Momentum. It was not that long ago that Microsoft seemed on track to take a more secondary role in the future of enterprise technology. Software sales had been sluggish for some time, and the company seemed unable to keep up with the pace of innovation of its competitors. Well, things change quickly, especially in IT.

To the surprise of some, Microsoft has managed to bounce back in just a few years. It has delivered its finest OS to date, Windows 10, created a new line of successful hardware products like the Surface, and become one of the top contenders in the cloud wars.

We look at the most recent developments and headlines involving the U.S. company.

Microsoft’s Momentum

Global lockdown and cloud momentum

We have recently discussed how the surge in remote work caused by COVID-19 has helped the cloud industry. Microsoft is, of course, one of the biggest beneficiaries of the current situation. Finding itself incredibly well-positioned with cloud collaboration tools ranging from Azure to Microsoft Teams.

The Redmond, Virginia company just posted its Q3 2020 earnings, delivering 59% growth for Azure sales and taking its share of the global cloud market up to a 17%. The second place after Amazon. This steady expansion is forcing Microsoft to grow their overall cloud infrastructure.

The company announced this week it will be investing billions of dollars in new data centers in Poland and New Zealand. It also presented an upcoming — and significant – update to the integration of VMware cloud solutions into Azure.

Microsoft is betting big not only on cloud infrastructure and third-party support. But also on cloud security – a major concern for the modern digital enterprise. The company revealed this week a new hacking challenge for Azure Sphere. Promising a total of $200K in bounty for those who can break into the system.

Software consolidation

Although it’s been almost a year since Microsoft released its last big update for Windows 10. The company announced no major upgrades or changes for the upcoming May 2020 update. Furthermore, and in response to the global pandemic, as of May 1^st, the company will limit the scope of its updates to security fixes. For how long? We don’t know exactly. Altogether, this makes analysts and industry experts think that Windows 10 has reached a maturity state. And that it will not change much more.

Ironically, this consolidation comes at the same time that Microsoft is shifting its strategy for Windows 10X. What was going to be the dual-screen variant of the OS is now being redirected towards a more simplified, one-screen version. The move signals Microsoft’s intention to compete more head-on with Google’s Chromebook. Which holds a big share of the business and education market.

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Tags Azure, Cloud, IT industry, Microsoft, Microsoft’s Momentum, Windows 10X