Posted April 18, 2016 | Recruitment Advice, Recruitment Industry, Women in Technology | No Comments »

Recruitment to Retainment – Part 1 – Industry Challenges

Enigma People Director Ben Hanley was recently asked to present his expertise on Recruiting and Retaining Talent at Thrive for Businesses latest Technology Club.

We wanted to share his advice on Talent Management with our readers and have broken this down into 2 blogs. This week we explain the key challenges facing the industry and why. In part 2, we tell you exactly how to attract and hold onto skilled people in the industry.

So without further ado…

The technology sector in Scotland is suffering from some key challenges :-

  1. shortage of candidates
  2. shortage of candidates
  3. shortage of candidates
  4. shortage of candidates

With over 86% of Scottish tech companies predicting growth and 76% looking to actively hire in 2016, the competition for scarce talent is fierce. The sector currently employs 80,000 people with a predicted 70, 000 new technology jobs being created over the next 5 years. That’s an incredible number of jobs to fill with not enough being done to fill them. Currently 40% of technology jobs exist in non technology sectors such as Public Services and Finance with the most in demand skill being software skills. There are now a number of significant niche software sectors being established such as Fintech, Fashtech, Healthtech, Cloud Services, Big Data and Data science and IoT. The demand doesn’t end there however; businesses are also demanding skills across technology sales, marketing, data analytics, SEO & PPC.

https://www.instagram.com/digitalworldhq/

Enigma People have been recruiting in the technology space for over 10 years and have seen 3 key areas which have contributed to today’s shortage of candidates:

Graduates:

During the recession, many businesses weren’t in a position to hire and so graduates struggled to gain any industry experience or skills. Fast forward to a growing technology sector we have today and businesses are demanding skilled talent with several years experience, when it simply doesn’t exist.

Businesses are beginning to realise this and now demand for graduates is at it’s hottest for years. In fact, Edinburgh University’s recent internship programme was oversubscribed by companies all looking to hire graduate talent, with many students offered paid internships.

Ability to recruit non EU candidates:

Businesses need to be able to recruit talent from overseas if they can’t fill their roles with talent at home. Last year the Government agreed to loosen the restrictions on work visas for the UK tech sector, which was widely welcomed by the industry.

Previously we found many businesses were unwilling to take the necessary steps to sponsor work visas from outside the EU, believing it to be a difficult process. The closure of post graduate visa schemes meant the UK suffered from a bizarre scenario where our universities are full of PhD and Masters students from outside of the EU that were unable to receive sponsorship to work in the UK once they graduated.

One industry in particular we have gladly seen a willingness to employ non EU based staff is the Electronics industry, with most of our clients sponsoring work visa’s or taking contractors from abroad.

Women in technology:

The low numbers of women working in technology roles has been a much debated subject, with a 13% decline between 2001 and 2011. With women representing 50% of the potential resource pool businesses need to do more to attract them into the sector. We love this article by FastCompany “These Female Developers Explain How To  Recruit More Female Developers” as a great food for thought for businesses trying to expand their development teams with female talent.

The industry in Scotland has some fantastic communities helping to bring together women working in technology such as Girl Geek Scotland, however it also comes down to education and encouraging girls from a young age to see past gender stereotypes and study STEM subjects beyond school.

Our interviews with highly successful women working across Software, Electronics and Digital Media shed light on how the industry can do more to help women in technology:

So now we know what the issues are how do we suggest you recruit?

Look out for part 2 of “Recruitment to Retainment” next week on the blog or hit subscribe below to find out exactly how to attract and retain talent, including work place benefits and rewards!

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