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