It looks like there are some great initiatives coming into the area. We are aware that the government bodies have been starting a bigger drive towards digital skilling and lifelong learning so we’re keeping an eye out for any offerings.
DETI: Hopes and Challenges for under-represented people in digital engineering
The DETI programme is looking to play its role in supporting/ creating digital jobs, skills, and workplaces that support and include everyone, and drive innovation and creativity in the West of England.
Manchester Digital offering Bristol apprenticeships with BJSS
BJSS will be recruiting and training all their level 4 software developers UK wide through their apprenticeship programme. Their next cohort starts on 20th September and they have 2 places with BJSS in Bristol that they are looking to fill. They advise the salary will be between £18 and £23k plus employer benefits. BJSS will be able to provide more information on their salary and benefits during the recruitment process.
Full information on the apprenticeship programme, and the application form can be found here. When completing the application form it’s important candidates check Bristol within the location box.
A few keys dates:
Wednesday 26th May 1pm : Online webinar & Q&A for anyone that would like to find out more about the programme, the recruitment process, and eligibility, candidates can register here. They will be recording this session, so if anyone can’t make the webinar they can share the recording afterwards.
Friday 18th June: Applications close for candidates so they can review and begin the recruitment process
Monday 20th September: The first day of the apprenticeship begins with a 4 week get ready Bootcamp, they’re aiming for this to be face to face and it would ideally be held in Manchester (travel and accommodation costs would be covered) but this is subject to government guidance nearer the time (there may also be some flexible options here for women with caring responsibilities)
Free Wellbeing Workshop resources for companies
We spotted this resource for companies where you’ll be guided through a number of slides that will help you define practical solutions to:
approaches you will take and behaviours you can adopt to support your mental wellbeing;
early warning signs of poor mental health to look out for;
any workplace triggers for poor mental health or stress;
potential impact of poor mental health on performance;
This week we were asked to share some info about a talk and we hadn’t actually spotted this seminar series before so thought it would be of interest to you all (sign up here).
Guest talk by Cecily Morrison: Reflections on extending human capability with AI: the PeopleLens case study
About this event
Abstract: HCI has taken a strong stance that AI technologies augment or extend human-capabilities rather than mimic or replace them. This talk considers what extending human capability with AI might mean in practical terms and the challenges that arise. I draw upon examples designing and building out the PeopleLens, an AI experience intended to helps blind and low vision children understand who is in their immediate vicinity.
Bio: Cecily is a researcher in the Future of Work community at Microsoft Research Cambridge interested in developing novel technologies to enable people’s health and well-being in the broadest sense. Put simply, Cecily wants to build technologies that matter to people.
Cecily’s research lies at the intersection of Human-Computer Interaction and Artificial Intelligence. Working in a cross-disciplinary collaboration, her current focus is on AI applications for those with visual disabilities. Cecily is exploring the interaction paradigms between people and agents that can be brought to bear to extend human capability through subtle dialogues with agents that see.
We found this piece this week of interest – it’s a key piece of research and we really need to involve the whole of industry to fix it. (apologies for a picture of a guy with an iPad as its theirs). You can download the research on the link!
70% of employers anticipate a shortage, with almost a quarter (24%) expecting it to greatly impact their recruitment
The greatest shortages will be felt in Yorkshire (73%), London (62%) and the North (55%)
According to CTOs, Cyber Security (56%), BI & Data Management (41%) and Software Development (35%) are the most sought after skills this year.
Two-thirds (36%) of technology hiring managers believe the recruitment process takes too long, with more than a quarter (27%) facing competition for candidates who receive multiple job offers
Nearly 8 in 10 technology candidates search for their next opportunity on online job boards, however only 28% of employers are currently adopting this recruitment strategy
More than half of employers find candidates lack the right technical skills necessary for technology positions
Over 20% of technology employers highlight they need to encourage more females into the sector
After some discussions in the early days of Women’s Tech Hub we found out that many of our members do not have linkedIn profiles. We were interested to find out why, so after some preliminary research i.e. we asked them why they didn’t use the platform, we came to the conclusion that they mainly saw it as a job search site. They feared that being on it whilst in a job may make it appear to their company that they were looking to leave and therefore risk their job security.
We were then asked by a company why the men were on linkedIn, to which we said “do you want to google that or shall we do that for you?” (we can be a bit sarcastic at times when we feel that getting us to google something when they can’t be bothered is akin to asking us to make the tea). The answer we came back with, after yet again not a very thorough or convincing piece of research, was that the men said they liked their boss to know that they are always available for other opportunities as it makes their bosses value them and pay them a competitive rate.
So there we have it – a non-exhaustive or very wide-ranging not really research questioning basically informed us that women would prefer an anonymised version of LinkedIn hence our candidate’s page was born. They may have mentioned something negative about annoying recruiters and being hit on also btw, but the anonymity solves that too.
We’ve decided that we want to start showing off about the great women we have as members who are looking to change companies/careers/city or returning to the industry after a family career break. So here’s this weeks Candidate of the week