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The World is in our Hands

IT News

This week marked the 50th anniversary of Earth Day. Created by environmentalist Denis Hayes in 1970 (go math ?) the celebration reaches its half a century of life amidst the greatest global crisis our world has seen in a while.

Hayes sat down with Thomson Reuters to reflect on the event’s trajectory and discuss how much we’ve done vs. how much is left to do. 

Among his main criticisms — the system’s failure to leverage technological innovations to produce cheaper, more efficient and cleaner energy.

He is hopeful that being stuck at home makes us more aware of what’s at stake should we not tackle climate change head-on and collectively.

It is precisely this message of unity that the European Space Agency wanted to emphasize, reminding us of the late Stephen Hawkins’ last message to humankind. 

“How will we feed an ever-growing population, provide clean water, generate renewable energy, prevent and cure disease and slow down global climate change?

I hope that science and technology will provide the answers to these questions, but it will take people, human beings with knowledge and understanding to implement the solution.”

The message was broadcasted to all planet Earth, with accompanying music by Greek composer Vangelis.

It’s a mixed bag for IR35

The UK’s controversial IR35 regulation, which was set to enter into force earlier this month, was delayed to April 2021 due to the advance of COVID-19. The decision was welcomed with relief by workers and the enterprise world alike. 

The legislation could have endangered independent work by asking companies to pay higher taxes for contractors who were not deemed independent enough.

But both industry and legislators at the House of Lords Finance Bill Committee believe the law needs to be further postponed, as an extra year might not be enough time. Some go beyond that, arguing for a bill revision rather than a delay.

However, the Treasury announced yesterday it had no intention at this moment of changing its plans.

News from the frontlines

One more week, we look at the various tech initiatives being launched around the world to help fight the novel coronavirus.

Cisco has created two new programs to help healthcare organisations get the networking equipment they need. The platforms match companies looking to donate unused wireless equipment with healthcare facilities that need it. 

Google has opened its Healthcare API in a move to facilitate the sharing of medical data and promote a coordinated response to the virus. 

Facebook is launching a nation-wide symptom survey in the UK. The survey, which had already been rolled out in the U.S., will provide data to predict hospital admissions in specific areas. 

Finally, the innovation arm of the UK’s National Health Service has announced a £500,000 funding competition for innovators and startups to come up with digital tools to help against the virus outbreak. 

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IT Decision-makers Talent strategy

5 Keys to Adapt Your IT Talent Strategy to the Current Reality

5 Keys to Adapt Your IT Talent Strategy to the Current Reality
Discover our 5 keys to adapt your IT Talent Strategy to the current reality. Here are 5 things you should keep in mind.

Discover our 5 keys to adapt your IT Talent Strategy to the current reality. Here are 5 things you should keep in mind.

It seems it was ages ago that we were wrapping up 2019 and getting ready for a new year. It was the perfect time to look at emerging trends and future business needs, to make resolutions and establish goals for the year ahead. However, the global pandemic is forcing us to scrap many of those plans. We must adjust to the current economic and social reality, and so does our talent strategy.

As an IT decision-maker, your success depends very much on the performance of your teams. Now more than ever, you need to mobilize the right skills, at the right time, and at the right cost.

To do this, you must re-evaluate your existing talent strategy. You must anticipate your skills needs and set up concrete measures to attract, recruit, retain and develop that talent — both to weather the crisis and for when the storm is over. 

Identify your main challenges

Alright, so it’s your team that determines your success. But how do you find and recruit top performers when the tech & IT talent market is suffering from a heavy talent shortage and everyone is competing for the same candidates? Who should you prioritise hiring given the uncertainty of the situation?

All key departments in a company should have a talent strategy in place, but it is all the more necessary for IT since the talent war is raging much more than in other areas. For instance, an expert in an area of expertise such as cybersecurity often receives several offers for permanent jobs or freelance assignments every week — or even every day.

Be aware of these issues to anticipate your needs and define the best possible plan of action (difficulty levels to recruit a particular profile, salary levels, etc.).

Another of the Keys to Adapt Your IT Talent Strategy: Be flexible with your recruiting approach

You know how fast everything goes in the world of IT, especially given the massive shift to remote work. In this perspective, you must ensure that you are able to quickly adapt by working both with stable resources, who know the long-term challenges of your business, and with resources that can be mobilised quickly and on more specific issues.

The solution is often to use both internal and external talent, including freelance IT consultants. They make it possible to bring in skills that are often specific on certain technical subjects, without too restrictive a commitment over time. They also have the benefit of bringing a “new” and external look which can be beneficial to the team already in place and stimulate rapid change.

Leverage soft skills to accelerate your projects

More and more, soft skills are making a difference among IT professionals. The IT department is at the heart of digital transformation and must be an engine of change in the company. Especially in today’s climate, IT teams must be composed of people capable of adapting, communicating, and sometimes even evangelizing to encourage the adoption of new tools or uses.

Hard skills are obviously fundamental, but the lifespan of acquired skills is getting shorter and shorter, and times of crisis call for something more than technique. As an IT decision-maker, you must make sure that your recruitment and talent development strategy focuses on people as the primary performance lever.

A good CIO or a good IT leader shows leadership, creativity and a daring vision — even an entrepreneurial spirit. You must look for these qualities in your IT team leaders and members to ensure the success of your projects.

Are you recruiting developers? Choose candidates who demonstrate emotional intelligence and who will be able to put themselves in the shoes of the user. Beyond the technical mastery of the targeted computer languages, make sure that the curiosity, the method, the initiative and the critical thinking of your candidates are evaluated in the recruitment process.

For more information on the topic, check out this article outlining the 5 most sought-after soft skills in IT.

Beyond recruitment: talent retention and development

It is no longer enough to know how to identify and attract the best profiles to have an effective talent strategy: you have to make sure you know how to keep and develop the right IT professionals who constitute your teams. Especially in a crisis like the one that is unfolding.

You might be tempted to cut staff loose and settle for short-than-best experts to reduce costs. That can be a big mistake. Your employees are your greatest asset and you should protect them and nurture them as much as possible. Focus on retaining your best talent, on future-proofing your existing team. You will be thankful for it once the crisis ends and you have all the competitive advantages of a robust IT team.

Some specific steps that you can take:

  • Create a sense of belonging — especially important with everyone working from home
  • Make your current and future projects attractive and take advantage of online development opportunities
  • Reassure your employees. Make sure they know they are appreciated and that you have their back.
  • Facilitate the management of work-life balance now more than ever
  • Put special attention on internal communication. Transparency here is also crucial

Remember that these initiatives must concern internal talent, but also external employees. The increasingly frequent hybridization of teams, made up of both freelancers and “classic” employees, means measures must be implemented across the board.  

Another key area of focus you should put particular emphasis on the onboarding of new recruits. The successful integration of an employee is always the foundation for successful collaboration, but, with less and less human interaction, it is necessary to make an extra effort in this area.

You must ensure that appropriate onboarding processes and tools are in place. Again, treat outsiders like you treat employees and make sure that freelancers are well integrated into the team.

The last of the Keys to Adapt Your IT Talent Strategy: Seek the support of the right partners

Defining talent strategy is key to your department’s success. But it is not an easy feat in these strange times, especially if you are not a recruitment specialist. Here, a trusted recruitment partner can be decisive. It may be wise to seek the guidance of a third-party actor who knows the market well and understands your specific problems and needs — someone capable of supporting you today and in the long term.

It is also necessary to work in collaboration with other departments within your company: HR for the entire employer brand part, Purchasing for relations with external service providers, etc.

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About us Captains’s Log

Need Extra IT Support? Avoid Mistakes When Hiring Tech Freelancers

IT Contractors: How to Manage Your Activity in This Unprecedented Period
The dual health and economic crisis we are going through creates a particularly high level of uncertainty and instability. How to manage your activity?

How to avoid mistakes when hiring IT freelancers? With most of the workforce operating remotely, it is highly likely that your company needs to expand its IT team. Whether it’s due to a lack of preparedness in terms of digital transformation or increased cybersecurity concerns. A good way to go about it is to seek the help of independent experts. Working with freelancers grants you quick access to the specific skills that you need while reducing the risk of hiring new employees in uncertain times.    

But beyond budget restrictions, to recruit is to take a risk. The risk of selecting a candidate who does not have the right skills or who will not be able to adapt to your team or your company. This risk is all the more obvious in the case of the recruitment of tech freelancer; since they are expected to be operational and produce results right away. So how do you limit this risk as much as possible? And find the right profile, within the limits of your budget and in an often-tight schedule? 

First things to avoid mistakes when hiring: define your ideal candidate 

Be careful, as hiring mistakes can be made from the start of the recruitment process. To find the right person, you must first define the profile you are seeking. The first common mistake is to ignore this first key step. Start by listing your needs, write a clear job description and validate your budget. 

Next comes the step of selecting candidates. Are you looking for an SAP expert or a Business Intelligence consultant for a mission of several months? You will need to assess the level of expertise of your candidates. Beyond the CV and the list of skills, you should ask freelancers for examples of their previous work. You can also ask for their portfolio or their GitHub profile, which can provide a lot of information. 

Finally, the interview stage is essential for evaluating the skills of a freelancer. And the candidate is not the only one who has to prepare. Think beforehand about the points you want to assess and do not hesitate to alternate concrete questions and open questions to test the ability of freelance to solve complex problems. If you do not have the level of technical knowledge necessary to assess a profile; it may be wise to be accompanied by someone who does and to set up specific filters such as technical tests. 

Have you found the freelancer with the most suitable skills? Very well. Do not stop there. If you do, you might be on the verge of committing the most common hiring mistake. Limiting yourself to the technical aspects and neglecting social skills. 

Know-how or the distinguishing element  

In any recruitment, the human factor is essential. You may find the candidate with the highest level of expertise and with the most suitable experiences. But these will never be sufficient factors to ensure a successful recruitment. The so-called soft skills have become a must-have for IT professionals. This is particularly true in the case of freelancers. An independent consultant will have limited time to integrate into your team and will have to adapt very quickly to get to the heart of the project. 

But how do you assess the soft skills of a tech freelancer? It is not easy to measure elements as subjective and intangible as the human and relational qualities of a candidate. The interview is again decisive: you have to know how to ask the right questions and be emotionally intelligent to properly identify a profile. Here again, being accompanied by a specialized actor. An actor who knows the tech & IT talent market well, can prove to be saving to avoid hiring mistakes. 

Avoid mistakes when hiring: The secret weapon to assess a freelance profile 

Last tip: seek professional references to limit the subjective aspect of assessing a candidate’s skills. Who better than a former client or employer to tell you about their reliability and expertise? Keep in mind that a “good” freelancer will never be reluctant to give you the contact details of these contacts, as they will be confident in having fulfilled the objectives set during previous projects. This check often takes time if you decide to do it yourself, but it will allow you to dispel your last doubts and confirm that the freelancer you have chosen is really the expert you are looking for. 

HR Managers: How to Assess the Technical Skills of IT Candidates

Hiring or onboarding error? 

Have you followed all of these steps and recruited the perfect profile, and yet are disappointed with the freelancer’s performance? First, give them some time. Of course, a freelancer must be operational very quickly, but they must nevertheless be allowed enough time to assimilate the context and all the data necessary for the success of their mission. Be realistic and don’t expect your freelancer to work miracles from day one. 

But above all, ask yourself the following question: have I taken the necessary steps to integrate this freelancer into the business and team? Sharing information, providing the necessary equipment, and introducing them to key team members are all important parts of the onboarding process. The performance of your freelancer also depends on you. You have made the choice to take an external expert to accelerate the work on a project: go all-in with your investment and make sure that they have all the weapons required to succeed.  

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IT Decision-makers Talent strategy

Industry Snapshot – IT Staffing

Industry Snapshot – IT Staffing
The staffing as a whole is undergoing a profound and rapid transformation. But what about the IT staffing sector? IT staffing enjoys all the benefits...

The staffing as a whole is undergoing a profound and rapid transformation brought about by technological disruption, a generational shift in the workforce and new economic trends. A €416-billion industry by 2018 global estimates, the sector is expected to grow by 3% in 20201 and will only increase in importance as the needs and challenges of a fast-evolving job market make it an essential part of the talent acquisition process. But what about the IT staffing sector in particular? One could say IT staffing enjoys all the benefits of the industry’s current situation while avoiding most of its downsides.  

The irruption of technology 

From job boards and professional networking platforms like Indeed and LinkedIn, to new corporate administrative tools such as vendor management systems (VMS), technology is shaking up the industry from head to tail. While some see this as a threat to the traditional staffing business model, 87% of recruitment professionals believe agencies should embrace digital transformation to remain competitive. Simultaneously, 55% of staffing firms expect their technology investments to increase in 2020.

There are many ways in which technology can help recruiters do a better job. For instance, artificial intelligence and networking platforms facilitate and accelerate the sourcing of candidates, which represents a major advantage in a field of work in which winning the race against the clock is a key factor of success.

IT staffing: Demand outweighs supply 

Skill obsolescence is a well-known side effect of progress. However, with new technologies emerging at a growing pace and changing the way businesses operate, the skill gap is rapidly widening. Not surprisingly, 77% of staffing professionals cite skills shortage as their top challenge. That is especially true for IT staffing.

In 2018, in fact, 49% of S&P 100 job postings were for only 39 roles. Most of these were vacancies for IT-related positions like software developers and computer systems engineers. As a critical function to businesses in the age of digital transformation, IT is one of the most understaffed and contested labour sectors.  

Moreover, the constant evolution of technology and its business applications ads a layer of complexity to the generalised and persistent shortage of skills experienced by the staffing industry. The newer the technology, the fewer qualified professionals available. The demand for expertise in fields like data science and cloud architecture, for instance, is impossible to meet.

As a result, many companies look to IT staffing agencies for help in identifying and securing tech talent. Another solution to the skills shortage is leaning on the burgeoning freelance community to supplement internal capabilities.

The importance of soft skills 

As it happens with more and more jobs, the IT sector is increasingly in need of professionals that can complement their technical knowledge with abilities like adaptability and interpersonal communication. Commonly referred to as soft skills, these capabilities have become crucial in a time of rapid and sudden business transformation. This is particularly true of IT professionals, who were traditionally judged by their technical skills and now need to demonstrate greater social and change-management competences. 

Knowing what each side needs 

The talent supply gap and the importance of freelancers offer, of course, a great opportunity for IT staffing companies. However, IT recruitment is a crowded space, with many companies and agencies often competing for the same candidates and positions. Thus, it becomes essential for agencies to have a deep understanding of the needs of both candidates to differentiate themselves from competitors and be able to deliver solutions quickly.  

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The rise of tech freelancers

The rise of tech freelancers
Independent IT workers make up a significant part of the workforce with the rise of tech freelancers. And their numbers are growing exponentially.

Not that long ago, freelancing was a somewhat mysterious concept reserved for a few lucky ones and the creative types. Nowadays, independent workers make up a significant part of the workforce with the rise of tech freelancers. And their numbers are growing exponentially. This is especially true in IT, where skill shortages and the constant need for IT professionals across all industries provide the perfect conditions for a freelance lifestyle.   

We take a look at the factors propelling (and hindering) this transformation.  

A new office environment

This rise in freelancing is in large part due to the generational shift in the workplace.

By the end of 2020, millennials will have caught up with Generation X, with each making up 35% of the world’s labour. At the same time, those born after 1997 (Gen Z) will have established a solid foothold in the workplace with 25% of the total.

A recent survey of more than 7,000 freelancers in over 150 countries revealed that a staggering 70% of independent workers are under the age of 35. Those younger than 25 represent 21% of the total.   

This new workforce configuration is introducing important changes, from corporate culture to salary expectations or how teams operate. Considering that, by 2025, millennials will represent three-quarters of all employees and many of them will be in managerial positions, these new standards will have a big impact on recruitment moving forward. Concepts like flexible schedules, hypermobility and freelancing are becoming more ubiquitous and sought after.

Want to become an IT freelancer/contractor?

>>> Careers in Tech and IT: Towards a Freelancisation of Permanent Positions?

>>> IT Job Hunting Done Well: A Step-by-Step Guide

A freelance-friendly scene

Albeit often accompanied by controversy, the emergence of the so-called gig economy has too contributed to the normalisation of the freelance life. While some tout the benefits of this labour model, such as greater flexibility or financial freedom, others consider it a source of precarious employment. Whereas that could be argued when it comes to very specific sectors, the reality is that tech freelancers generally enjoy an advantageous position in comparison to their in-house counterparts.

Yes. Independent workers must deal with limited social protections, fluctuating activity and internal red tape. However, the average daily rate of tech freelancers fluctuates between €350 and €800 – well above the average rate of salaried employees in most countries. They also express a 4-out-of-5 satisfaction with their lifestyle.

Programming and IT make up 29% of the global freelance workforce, sharing the top three with web and graphic design. The fit between IT and a freelance lifestyle is clear. A highly coveted skillset that is relevant to almost all industries gives IT professionals the flexibility and bargaining power required to go independent. IT contractors are also among the best-paid freelancers.

A new regulatory landscape with the rise of tech freelancers

But freelancing faces some roadblocks too. All around the world, new regulations on temporary employment are being put in place in an effort to avoid precariousness and reduce the disparity between permanent and short-term positions. Nonetheless, some of these well-meaning measures can end up doing more damage than good.

A good example of this problem is the UK’s IR35. Set to kick in on April of this year, this piece of legislation plans to increase employment tax costs for those companies who consider a contractor as an employee in all but name. Although the law is intended to discourage companies from abusing temporary contracts for tax-saving purposes, what it could mean in practice is that companies would steer clear of contractors altogether.

Both the freelance community and businesses are pressing for the legislation to be re-examined.  

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Freelancers in tech: did you say precariousness?

Freelancers in tech: did you say precariousness?
How the Covid-19 Pandemic is Accelerating the hybridisation of Careers in Tech & IT

Freelancing is the subject of much ink as the gig economy keeps on growing. Frequently portrayed as the future of work, freelancing is not always the Holy Grail of well-being … especially not in tech, an area that is so buoyant.

Whoever says freelance often implies freedom, autonomy, a passion-driven career. But make no mistake: the reality is often far from ideal. Freelance status is also synonymous with limited social protections, fluctuating activity and having to deal with a good amount of internal red tape. A mixed bag, then. A status that might not always be enviable.

What’s it like in the fields of technology, digital and data, which are particularly dynamic and hungry for talent? Are freelancers to envy or do they face the same difficulties?

Tech, a sector rather favourable to freelancers

It is quite evident that the situation of freelancers in tech is significantly better than for those in other sectors. With the same level of experience, a freelance web developer or a SAP consultant will find it easier to find assignments and will be better paid than a freelance photographer or a communications consultant.

Firstly, because the talent war is particularly intense in these areas of competence, with companies fighting to attract and retain the best profiles. Secondly, because in tech and digital companies often work in “project mode”. This operational mentality lends itself very well to freelancing, with very specific skill needs and limited time.

And this trend is accelerating — Organizations are progressively opening up to the idea of ​​collaborating with freelancers and are increasingly structured in ways that allow for greater integration of this type of employee. However, on closer inspection, the reality is more heterogeneous than it seems.

Varying career prospects

As in all sectors and areas of activity, it can be difficult for freelance consultants to make themselves visible to companies. Furthermore, the logic of supply and demand varies greatly depending on the field and the function.

If a consultant with expertise in SAP management software is in addition specialized in a specific SAP module, they will be able to expect an average daily rate of between 500 and 850 pounds. Meanwhile, an independent web designer will often be satisfied with a daily salary of 250 to 350 pounds.

Beginners can find it difficult to find a place among the experts, as companies never hire a freelancer that needs to be trained. Additionally, for assignments that require a lower level of expertise, firms are more likely to call on lower-cost, offshore services.

In contrast, some tech freelancers hold a “rockstar” status, with a very high level of experience, highly specialized and sought-after skills, and excellent references. These profiles have a particularly enviable situation because they are over-solicited by recruiters and agents, and therefore in a position to impose very high levels of remuneration and particularly advantageous contractual conditions.

These rare profiles do not endure a latency period between two gigs, often have higher salaries than they would on permanent contracts, and enjoy the luxury of being able to choose their assignments. All the advantages of being self-employed, without the constraints.

Freelancers in tech: what is the recipe for success?

No miraculous formula here: success is first reserved for those who have proven themselves in terms of results and performance in the workplace. Reliability and flawlessness are fundamental.

And that’s not all. The entrepreneurial spirit counts quite a lot. Working freelance is a lifestyle choice that does not suit everyone. You must know how to manage the relational aspect and build trust with your customers, juggling between know-how and interpersonal skills. It’s also important to know how to make the right career choices.

What does exactly mean to make the right career choices? Well, first specialize in areas of expertise and / or sectors where the demand is high. Among the highly rated profiles of the moment: SAP consultants, Microsoft technology specialists and security and infrastructure expert.

Then you must make an effort to continuously improve and develop your skillset. Build a good CV with solid experiences, keep abreast and adapt to technological developments. Finally, learn how to enhance your profile and experiences, manage your visibility and maintain and nurture your professional network. It’s not easy when you’re independent since you often tend to focus on the present or the near future.

The good news is that you’re not alone. Tech recruiters and sourcing experts are well placed to guide professionals in the management of their development, as well as in the present and future development of their skills.

In summary, if tech freelancers want to be successful in this ever-evolving market, it is vital for them to know how to seize the right opportunities while positioning themselves in the best niches of expertise.

And thus the “rockstar” is born.