The Enigma Weekly Roundup | 17th July 2015

The best technology, business, recruitment news stories from the week gone by:
http://www.theguardian.com/technology/2015/jul/14/apple-pay-launches-uk-how-to-use

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When Is It Time To Bring In A Recruiter?

Photo: Lauren Hammond

Photo: Lauren Hammond

 

A recruitment consultancy is rarely a company’s first port of call when it comes to growing their team. As human beings we can be quite stubborn and insist that we can fix our problems ourselves. More importantly, we can fix them without spending any money.

But sometimes DIY recruitment causes more problems than it solves, and you can find yourself spending money when you’re trying to save it. You need to determine early on whether or not this is a job for you or for a recruiter.

This can be difficult to tell sometimes, so we thought we’d give you a hand in identifying the signs.

The Role Is Not Your Expertise
It’s hard to hire the best .NET Developer if you’re not actually sure what a .NET Developer does, and more importantly what they specifically need to do well in order to benefit your company. This is why specialist recruiters exist, to know exactly the type of person you need for your company when you’re not quite sure.

The Role Is Specific
If you’re looking for a role that’s flexible and that you can mould around the right person then maybe you could be better off looking on your own. However if your team is missing a specific skill set then you need someone with experience in getting those hard to find talents. Recruiters know who has those skill sets, who’s available and who would fit perfectly within your existing team.

You Don’t Have Time
Recruiting a new hire is difficult and time consuming and not something that every manager has time to do. While using a recruiter costs money, so does not having time to work on your own projects because you’re too busy trying to find your new hire. Think logically about how much time and money it will cost to focus on hiring and you might find that it would be cheaper, and much less stressful, to bring in a recruiter.

You’ve Already Tried To Hire And Were Unsuccessful
You’ve posted your ads, gone through the applicants, maybe even interviewed a few… and still nobody is ticking the right boxes. You don’t know what’s going wrong so you need to bring in the professionals who do, and who will make sure that the next round will go right.

If you recognise any of these signs then we can help! You can email us at hello@enigmapeople.com or give us a call on 0141 332 4422.

Other Helpful Links
8 Mistakes You’re Making When Writing A Job Spec
How To Maintain Healthy Candidate/Client/Recruiter Relationships
The 3 Most Common Lies Told By Recruitment Agencies

How Will the General Election Affect the Tech Industry?

We are few a weeks away from the General Election 2015, and for any UK business this can be an uncertain time, however as Computer Weekly has described, this will be our “first tech-aware” General Election, making this particular one all the more interesting.

The Technology industry is one of the strongest sectors in the UK’s economy, and is one political parties are placing great focus on. From the growth of UK SME and Start-ups, and the possibility of the UK leaving the EU, there are plenty of reasons for voters to question parties on just how their reforms will affect this sector and how they will continue to support it.

Computer Weekly, TechUK and BCS – the Chartered Institute for IT, recently held a debate with the Conservative, Labour and Liberal Democrat parties looking at their technology manifestos for the UK.

When asked about supporting technology start ups:

Labour shadow Cabinet Office minister for digital government Chi Onwurah called for greater support to help startups break into international markets. She said: “At a government level we need a louder voice in international forums.” Onwurah said there was also a need for government to support and help companies build trust between buyers and sellers in international markets. The Liberal Democrat perspective from Julian Huppert called for more support from venture capitalist stating “we need a low-risk environment so tech companies can fail.”

Support for start up’s and SME’s is abundant in the UK, with over 100 Government backed initiatives which have been broadly supported and look set to continue beyond May, regardless of who comes into power.

Labour says that, if in government, it will set up a small business administration (SBA), similar to the US Small Business Administration, to support business growth and ensure access for SMEs to government schemes. The Coalition has launched growth vouchers for SMEs and they are expected to continue if the Tories, with or without the Lib Dems, return to power. Similarly the SNP’s manifesto places great emphasis on helping small businesses to thrive, with a number of policies focussing on their specific issues.

The number of people starting up businesses is currently at record levels with more than half a million businesses started last year.  Tech start ups have accelerated at an incredible rate post recession and have fuelled technology hubs all over the country. These hubs are nurturing our technology talent, harnessing this potential and cementing UK technology businesses as serious technology contenders on a global stage. As the Telegraph says “there is an awareness that it would be foolish to tamper too much with the current entrepreneurial climate that has enabled that to happen.”

Moving on to technology skills:

Although the current government has helped to boost digital skills with a number of policy changes, including an overhaul of the school curriculum, more needs to be done. A recent House of Lords Digital Skills Report looking at this issue concluded that digital skills will “make or break the UK” and underlined that whoever forms a government in May will have to make addressing this issue a top priority.

In the run-up to the UK General Election, The Campaign for Science & Engineering (CaSE), wrote to each Party and asked them to comment on their manifesto commitments towards the science and engineering sector. (You can read each of their responses here).

The good news is that each party does recognise the importance of continuing to support these sectors and improving technology education and training for the UK workforce.

Immigration and talent

Working with a range of international businesses, UK SME’s, and Starts up businesses, the laws on immigration and the ability to hire technical talent overseas is an area which we can see having a big impact on the industry. What these businesses, and the industry, really require is greater access and ability to hire skilled talent which is simply not available in the UK right now. What we are struggling to see is any party really addressing the current issue in any great detail. The BBC’s overview of each political parties manifesto does describe Labour’s intention is for “smarter targets to reduce low-skilled migration but ensure university students and high-skilled workers are not deterred”, whilst SNP aim to “introduce a Canadian-style earned citizenship system to attract highly-skilled immigrants.”

A report recently published by the Migration Advisory Committee, the Government’s independent immigration advisory body, found that “British tech start-ups are at a particular disadvantage due to existing visa rules. It also recommended that several digital roles should be added to the Shortage Occupation List to help tackle skills shortages.” More needs to be done to ease the pressure of the skills gap and allow business to hire overseas talent, or retain international graduates who have studied at UK universities. It is the hopes that whichever party does come into power in May they recognise this and its importance to the industry.

Come what May post election, we hope that the UK technology industry continues to receive support of start-up businesses and SME’s, an increased focus on digital skills to arm the next generation of workers with the skills needed for a prosperous tech industry, and improved immigration policies that allow technology businesses to hire key skills required to continue to drive the UK as leading force in the global tech industry.

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The Enigma Weekly Roundup | 6th February 2015

Our favourite technology and recruitment news stories this week…

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  • Project Tango: Google’s 3D-scanning camera, has graduated from Google’s experimental lab and is on its way to the real world

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The Enigma Weekly Roundup | 30th January 2015

Our favourite technology and recruitment news stories this week…

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The Year Ahead for Technology Recruitment

2014 has marked 10 years in business for Enigma and what a year it has been! We have moved to a bigger office, grown the team and won some prestigious awards along the way. Our award winning service has allowed us strengthen existing client relationships and build some great new ones, supplying tech talent to some of the UK’s most innovative companies, who are fast changing the world that we live in. One particular client who we have supplied top tech talent with since our inception, is Lumison, now known as Pulsant. Lumison was an Edinburgh based internet and communications company, with whom our client relationship has withstood the economic downturn, the competition for tech talent, and one which we are delighted to still hold today.

Towards the end of 2013 we saw demand for scarce technology talent in the UK continuing to rise, contractors stepping in to fill roles and salaries increasing.

Many of our clients have gone through growth phases this year and the highest demand has been for software and web developers and a focussed growth of digital marketing teams. This demand has increased as the year has gone on, and we are seeing the candidate market moving at an accelerated rate. We have seen candidates have the choice of multiple job offers, and many clients missing out on talent by taking too long with their recruitment processes. The demand is high due to a vast underinvestment for these technical skills in previous years and this has created a gap in the skills that employers today are demanding. Instead of addressing this issue, we have found many businesses have perpetuated the war for what little talent there is, by either competing on salaries, holding out for their definition of a ‘perfect candidate’ who either doesn’t exist or has several other job offers to choose from, or they contract in freelancers to complete projects.

Contracting is great as it allows companies to cope with the ebb and flow of demand, providing a flexible workforce to fill a gap for specialist skills. However, there has become an overreliance on contractors which is unsustainable and prevents investment in long term development of talent. We have argued that instead of taking part in the battle for talent employers must instead focus on putting a stop to the skills gap; do more to offer long term training and development and incentive programmes which will not only build up long term staff retention but help stop the “war” for talent.

2014 has seen employment rates rising steadily, despite this, it is estimated that unfilled vacancies cost the UK economy £18bn a year, which highlights the “growing importance of building a strategic recruitment function to hire quickly and efficiently, and find the right fit for each role”. These unfilled vacancies inhibit growth and hinder the potential of businesses. With the Institution for Engineering and Technology predicting that 41% of firms plan to recruit in 2015, these unfilled vacancies could continue to cost the economy billions.

In 2015 more must be done to fill vacancies and to fulfil the demand for talent in the industry. Businesses need to nurture existing talent and invest further in training and recruiting the talent coming forth from our universities, and this is something we hope to see much more of in 2015. Only then, can supply and demand of talent reach equilibrium and Scotland’s tech industry can continue to grow.

For the year ahead we hope to see more investment in talent and predict the continued growth of graduate recruitment and student work placements to fill gaps and get work done. There will be a continued high demand for specific developer talent but also more business analysis and project manager opportunities. Clients will continue to be selective but will also increase the efficiency of their recruitment processes.

Candidates will continue to have choice so there will be more wrangling, buy back and counter offers, meaning that some employers will suffer the frustration of thinking they have filled a vacancy only for that person to drop out in favour of another option. For this reason, employers will need to be careful to keep on top of their staff retention policies and programs and make sure they are motivating, enthusing and rewarding their staff as never before! In fact we believe we will see a rise in the currency of perkonomics – benefits and privileges brands use to retain customers – to help in the retention of employees.

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The Enigma Weekly Roundup | 20th June 2014

We bring you the best technology, business and digital news from the past 7 days:

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For the latest Digital Media, Electronics, Software Development and Sales & Marketing vacancies, industry news and updates follow Enigma People Solutions on LinkedIn and Twitter @enigmapeople!

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Are Software Developers the Football Stars of the Tech World?

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As the World Cup gets into full swing in Brazil this week, we ask “Are software developers the football stars of the tech world?”

When looking for talent you want the biggest and the best; correct? The football fans in the office have noticed a striking similarity between the demands of the tech world for developer talent and the demands for champion footballers from the football world.

Galactico superteams or super rich football clubs offer high salaries to secure the top talent to play for their teams and win the leagues. In a similar fashion big corporate companies are pushing up the price for software developers by offering top salaries to secure this increasingly scarce talent. This problem derives from the skills gap where companies are faced with taking on talent which is under invested in, requiring training and development in order for them to grow. Instead they find a quick fix, fill their immediate vacancies and complete their projects by paying premium price for a ready made developer to come in and do the job. We have found that many companies would rather recruit talent which has already been trained up by somebody else than invest in the long term development of talent.

The problem with pinching talent from one another is that very often it is the company who offers the highest salary tends to win the battle for the talent. Large corporate companies who can offer large salaries and benefits packages to candidates can easily promote their team as the most beneficial to their career. Not to mention bigger budgets to market their recruitment process and attract candidates.

Much like the English Premiership where the superstar teams can hoover up all the football talent, but is the biggest always the best? Does it necessarily guarantee success or career satisfaction?

Is the grass always greener on the other pitch? For Footballers and for developers – is moving for money always going to be all its cracked up to be?

My question is if you’re a talented developer are you content to be a well-paid bit-part player – making appearances from “the bench” or do you want to be the team’s star player? How do you find a balance of which team to play for? Similarly, once you’ve “signed” for one of the “big clubs”, where do you go from there?

Will working for the biggest and most well known company mean that your individual contributions and talents are going to be celebrated and recognised? Or will these be swallowed up and underappreciated? Working for the larger corporate is like playing for the superstar team meaning that you may not necessarily get to be the ‘star’ player and have your winning contribution recognised.

On the flip side to this, developers who have the opportunity to join small start up teams can benefit the same way football players would joining a smaller team. I can’t necessarily speak for footballers but for developers what we have found is that it isn’t money that drives them to seek out new challenges, but the opportunity to continue learning and developing their career. The opportunity to widen their experience and the excitement of creating something wonderful with code is what really motivates them.  Companies who want this talent try to buy it by offering the highest salary but this isn’t going to feed their curiosity or keep developers around for long.  They must offer much more and this is where start ups are unrivalled. The opportunity for growth, focussed training and development and the chance to shine can be much greater in the smaller, agile and innovative start ups. It is here that career progression can be achieved, learning opportunities are much greater and your contributions can really make a difference.

In many larger firms we have seen management struggle to reward and encourage their employees. If they have already paid them so much to begin with, a pay rise is not going to seem very significant. They must offer other tangible benefits of working at their company to entice developers and reinforce employee growth and development in the same way start ups can.

Are you a developer in today’s competitive industry? How do you achieve a balance of finding the right team to play for?

We’d love to hear your thoughts on what matters most to you when you’re looking for a new role, or what would tempt you. Is it all about money? Or is training, career progression, the quality of project, or something else, the main draw?

Speaking of draw – email us with your thoughts – hello@enigmapeople.com and the lucky winner gets a mystery prize!

Let’s play! Brazil Names – If you played for Brazil what would your name be?

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What Does the Future Hold for Electronic Engineering Graduates?

electrical engineering

With the market picking up pace, confidence beaming and vacancies coming up across the UK it is certainly an optimistic time for our UK graduates, particularly for electronics graduates. As we know the industry is crying out for electrical engineers, analysts and testers but is being held back by the much talked about skills gap where the supply for these roles doesn’t meet demand. Despite this, graduates today still report fierce competition in looking for jobs. The Engineer reports that the graduate problem lies in an uneven job market, where large corporates can attract huge numbers of applications leading to high competition for these jobs. Meanwhile smaller, lesser known companies struggle to fill their roles or convince applicants to move to their often remote locations.

It is these issues which have resulted in only 59.3% of 2011/2012 UK graduates entering full time work 6 months after graduating, and of this percentage, only half of those entered engineering or information technology professions.

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In general it is estimated that there will be 87,000 jobs requiring engineering skills each year in Britain up to 2020, yet only around 46,000 engineering students graduate each year, the gap in electrical engineering will prove to be more prevalent. With statistics like this, the problems are inevitable and will only continue until the industry does more to get these graduates and younger students interested in electrical engineering.

The future is bright

To overcome the industry problems, widen experience and the intake into the engineering and IT profession, graduates have been widely encouraged to take up industrial placements at SME’s. Sector Skills Council for Science, Engineering and Manufacturing Technologies – has helped to boost apprentice numbers from 1,035 in 2011-12 to 1,393 by April 2013. “Large companies are recognising the value of engineering apprenticeships,” says Bill Twigg, SEMTA’s apprenticeship director. What’s interesting is a recent study by e-skills UK found that 92% of businesses are satisfied with the skills presented by apprentices reporting “increased productivity, staff morale, retention and fresh ideas”. It is these apprentices who are the next generation of graduates and it seems it isn’t their skills or willingness to enter the profession that is holding them back.

We have found that SME’s are resistant to taking on graduates and want tried and tested talent for their businesses. Many are reluctant to invest in developing new talent and this directly affects their decisions to take on graduates.

It is of course too soon to tell where these graduates will go however the rise of tech start ups in the country is completely changing the game. Tech start ups have grown at unprecedented rate and have helped pull the UK out of recession, with tech hubs popping up in every city of the UK. Tech start ups are putting the UK on the map with British entrepreneurs creating a record number of new businesses in 2013 with many of these companies CEO’s being engineers themselves. Forbes writes that there is wave of young people who “are digital natives and therefore significantly technically more skilled than the previous generation.” They are rejecting the traditional 9-5 in favour of working at start ups or starting one themselves. Interestingly in these start up firms, which are 5 years or younger, young people earn 3.1% more than at well established firms, making it even more attractive for innovative and energetic graduates to take this route.

I suspect that a greater percent of today’s graduates will enter into the tech start up market than ever before. However, be it tech start ups, SME’s or a large corporate, graduates need to be invested in to a greater degree in order to overcome the gap in the industry and to facilitate the overall growth of the entire sector in a global market. The only way the skills gap is going to lessen is by creating opportunities, developing, and nurturing talent and taking a chance on today’s graduates.

Are tech start ups the future for our electrical engineering graduates? Are you an electrical engineering graduate, what are your thoughts for your career path? We would love to hear your thoughts!

For the latest industry news, vacancies and updates follow Enigma People Solutions on LinkedIn and Twitter @in_electronics

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The Enigma Weekly Roundup| 23rd May 2014

We bring you the best technology, business and digital news from the past 7 days:

For the latest vacancies, updates and industry news follow Enigma People Solutions on LinkedIn and Twitter @enigmapeople

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