Annabel Chung

As we enter a new year, I don’t think many in the technology recruitment industry will be especially sad to leave 2024 behind. 2024 was quite a challenging year in which continued uncertainties dampened volumes and demand. Economic conditions improved a little, with inflation falling back to normal levels, but interest rates only edged down and, overall, rates of growth remained subdued. Combined with continuing geopolitical instability including the wars in Ukraine and Gaza, and the upheaval of elections in the UK, US and elsewhere, the market lacked the continuity and certainty needed to spur widespread, sustained recruitment activity. Companies were cautious, and candidates tended to favour staying put (and negotiating better terms) rather than risking a move – leading some to describe the year as ‘the great stay’. 2025 – key pockets of activity and growth Heading into 2025, I believe that the market will improve and reach a more stabilised level of demand. The OECD has recently upgraded its economic forecast for the UK, raising expected GDP growth in 2025 from 1.2% to 1.7% which puts the UK significantly ahead of European rivals like France and Germany, and behind only the US and Canada in the G7. While this rate of growth remains modest by historic standards, 2025’s growth rate is expected to be twice as fast as 2024, so this could stimulate economic activity and hiring. We also see signs that more technology professionals are looking to move during 2025. A pulse survey of intentions that we carried out on LinkedIn in December found that 68% of technologists were actively looking for a new role, while a further 9% were planning to start looking in the New Year. This represents an increase in activity from last summer when the Harvey Nash2024 Global Tech Talent & Salary Report found that 50% of UK tech professionals were looking to move to a new organisation in the coming 12 months. There are a number of areas where I expect to see increased recruitment demand: · Big Tech: The Big Tech firms have largely recovered following a period of retrenchment and are beginning to hire again. They are also continuing to invest in the UK – during 2024 Google, which already has more than 7,000 UK staff, pledged to invest $1 billion in anew data centrein Hertfordshire. Microsoft also committed to investing an extra £2.5 billion in the UK. · Financial services: The industry’s resourcing requirements have strengthened in recent months, and I expect to see continued activity, with particular demand on the contingent staff side. AI and machine learning are priority areas. · Public sector: With the government committing to increased investment in the public sector, I anticipate that the kickstarting of projects here will be accompanied by a renewed wave of hiring (particularly contingent staff) following a fallow period in the run-up to the election. The government also recently announced that it would be recruiting staff from tech start-ups in a secondment scheme to embed a ‘test and learn’ culture across government departments, backed by a £100m innovation fund. · Tech start-ups/scale-ups: AI and other emerging technologies are of strategic importance, and I expect the technology start-up and scale-up market to be a strong performer with a continuing need for talent. · Green tech: We are seeing continuing demand for technologists with expertise in green and clean technology solutions and materials as organisations pursue a sustainability agenda and work towards net zero goals. Headwinds to negotiate These factors will inject some life into the market – but there will also be a number of elements that tend to push in the other direction. Firstly, even if the UK may be better placed than some other major countries, the economic outlook continues to be underwhelming. There is also the significant wildcard of Donald Trump assuming the presidency in the US and the possibility of tariffs and increased trade wars. How much this may impact the UK is uncertain. What is certain, however, is that the world continues to be an unsettled and volatile place. Employers are set to continue to take a cautious approach. Secondly, the government’s planned increases to employer National Insurance contributions could have a significant impact. It is likely to have the biggest effect on sectors with high numbers of lower paid staff like retail, hospitality and leisure – but technology won’t be immune. In a global market where tech talent is available anywhere, the increased costs of employing UK talent may lead employers to invest in building or growing their technology teams in other locations instead. Added to this we have the government’s forthcoming package of workers’ rights which, while great news for individuals, will add to the cost and responsibilities of being an employer. Meeting some of the requirements could be a particular headache for start-ups and SMEs – and further incline them to invest in a more remote technology talent model. AI unknown One area that is still largely an unknown is AI. This continues to be a major focus for investment and exploration by businesses – but the real nature of its impact on technology recruitment remains unclear. As yet, it hasn’t led to an explosion in new AI-specific roles. Rather, there is an expectation that technologists can harness and use AI within their roles to enhance productivity and efficiency. It’s a skillset and a capability that is becoming expected. On the other hand, I am yet to see a clear example of job losses because of AI. In short, the impact of AI on the technology jobs market (in terms of number of hires) has so far been largely neutral. Needless to say, the technology is maturing and developing at a rapid pace – so could 2025 be the year that it begins to spawn new roles at scale? One way in which AI is having an impact is on the application process – with increasing numbers of candidates using AI tools to help them make tailored applications, and employers using AI to automate processes including candidate screening and scoring. My message here is simply not to lose the human touch. Candidates should be displaying their own personal skills and attributes, not over-depending on AI to do the work for them; while employers should build in checks to ensure the use of AI is inclusive and not excluding certain groups. They need to show that they are human and personalised organisations that care about people. The importance of culture in the competition for talent We know from the Harvey Nash 2024 Global Tech Talent & Salary Report that technology professionals are placing increasing value on the culture and working environment at an employer – this has become one of the keys to both attraction and retention. This is crucial because, even though we may not see booming conditions in the technology recruitment market, there will nevertheless continue to be significant competition for the best talent with skills shortages in priority areas such as data, engineering, AI/machine learning, software development and cyber. For instance, the Recruitment and Employment Confederation (REC) found in November that software engineers and developers are still one of the most in demand roles in the UK. The employers that can demonstrate a compelling employee value proposition (EVP) will have a significant advantage over the rest in attracting this talent. Diversity high on the agenda A further priority during 2025 which will also facilitate activity is the diversity agenda. We continue to see a real focus amongst employers on strengthening the diversity of their technology teams. They are looking to their partners and suppliers to help them do this – by encouraging applications from diverse talent sources, building relationships with under-represented parts of the community, and creating new recruitment pathways and talent schemes. Expect the unexpected? Overall, my expectation is that 2025 will be a solid but unspectacular year for technology recruitment. However, the nature of the market is that it can move from red to green at a moment’s notice – with no amber in between. We saw that in the post-Covid boom. That may have been the result of a fairly unique set of circumstances, but with AI developing at pace and many other unknowns, employers (and candidates) need to stay agile, flexible and prepared for the market to take an unexpected turn at any time. About the author Andy Heyesis the Managing Director Harvey Nash UKI, Central Europe, Australia & Spinks. He is also a member of Nash Squared Executive Leadership Team. Andy has been at Harvey Nash for 25 years and has extensive experience working across all sectors and industries. Starting out in the contracts division of the London Office, Andy quickly progressed and was appointed as Managing Director for the UK South Technology Recruitment Business in 2020.

We're delighted to invite you to take part in the 2025 Digital Leadership Report survey from Harvey Nash, part of Nash Squared, the world’s largest and longest-running study of its kind. Described by one digital leader as their “chance to get inside the minds of their peers”, the report captures the priorities and concerns of over 2,000 CIOs, CTOs and technology executives worldwide. Add your views by completing the survey today. The survey takes just 20 minutes to complete and covers key topics which are front of mind of all digital leaders today: · AI: What’s delivering real results now? · Investment: Where do I invest my budget when it comes to people and technology? · Compensation: Is my salary and benefits package competitive? · Budget: Does my budget stack up against others in the industry? Respondents will be among the first to receive a copy of the full report as well as sector and region-specific insights tailored to your needs. Take part today!

Harvey Nash exhibits at annual conference for public sector technology professionals As an exhibitor at Scotland’s largest digital transformation summit, we were thrilled to be part of an event that brought together over 1,200 delegates, 100 exhibitors, and more than 70 speakers. Digital Scotland is the premier gathering for public sector policy and technology leaders, dedicated to enhancing government services through cutting-edge technology. Our Scotland public sector team who attended included Executive Director Graeme McNaull and consultants Craig Ross, Shauna Cavanagh and Luke Thornborrow. This is the second year exhibiting at this conference and the team thoroughly enjoyed attending the variety of speeches and discussions as well as seeing and meeting technology professionals within the public sector. The team have summarised the conference’s whole day agenda below. Event Highlights: Ministerial Keynote: The summit kicked off with a keynote from Kim McAllister, reflecting on the past year's achievements and the strategic direction for the coming year. This set the tone for a day filled with insightful discussions and innovative ideas. International Perspectives: H.E. Mr. Viljar Lubi from the Estonian Government shared valuable insights on building a future digital society in the era of AI, emphasizing the relevance of past successes in shaping future strategies. Addressing Key Challenges: Hayden Edwards from BT Business highlighted Scotland's top digital transformation challenges, including budget constraints, talent acquisition, service improvement, legacy systems, sustainability, and security. “This was a brilliant speech focusing on how Scotland’s public sector’s transformation challenges, which we have seen with many of our existing clients. Hayden spoke about ensuring the right talent can not only be attracted into the public sector but also retained to ensure they can reach their digital transformation goals.” Graeme McNaull, Executive Director, Harvey Nash Public Sector Digital Home Nations Panel: A panel featuring Geoff Huggins, Paul Duffy, and Gina Gill discussed shared experiences and common challenges in delivering best-in-class digital public services across the UK. Geoff Huggins:Emphasised the need to focus on solutions that benefit multiple government services over the medium term rather than solving individual problems urgently. Gina Gill:Highlighted the importance of prioritising the best user experience for citizens to mobilise collective efforts towards better-connected services. Paul Duffy: Noted the impact of leadership gaps on service transformation in Northern Ireland but shared a positive vision with the establishment of a central digital office to drive improvements. Masterclass Sessions: The summit featured parallel masterclass sessions covering a wide range of topics: Connecting Scotland for Good: Alan Lees, Sally Fuller, and Robert Thorburn explored the future of ubiquitous connectivity and its potential to drive innovation and bridge the digital divide in Scotland. Leveraging AI: Jon Palin from Objective Corporation discussed how AI can enhance information governance outcomes within the Scottish public sector, providing practical knowledge on navigating AI complexities. Future-proofing Connectivity: Ewan Ferguson and David Nicoll shared insights on securing Scotland's public sector networks with Zero Trust architectures and Fortinet's SD-WAN solutions. Denmark’s Digital Success: Thomas Rysgaard Christiansen from Netcompany showcased how Denmark's digital transformation journey can inspire and shape Scotland's future. Networking Opportunities: The event provided ample opportunities for networking and collaboration. Attendees engaged in meaningful conversations during the networking breaks, fostering connections that will drive future innovations. Our public sector team thoroughly enjoyed seeing current clients as well as making new connections, hearing how digital transformation is at the core of Scotland’s public sector. “It was great to see a lot of familiar faces at the conference as we have been delivering to Scotland’s public sector for over two decades. It was a great opportunity to speak to delegates about what digital transformation targets they have in the pipeline but also how they will be resourcing these.” Craig Ross, Senior Consultant, Harvey Nash Public Sector Leadership Streams: In the afternoon, leadership streams focused on key areas such as cloud, citizen services, data, digital transformation, and automation. These sessions provided deep dives into specific topics, offering attendees valuable insights and practical strategies. Our team attended the cloud focused session titled- ‘from vision to reality- driving digital transformation and innovation’. The session included Nia Lewis from the Scottish Government who chaired the discussion, Alison McLaughlin from Disclosure Scotland, Isaac Smith from The Scottish Government, Dinesh Kumar Subramani from Amazon Web Services and Ann-Maries Gallacher from NHS 24. It was a great discussion delving into real example of successful digital transformation and innovation across the private and public sector. Ann-Marie Gallacher speaking during this leadership stream session. Closing Remarks: The conference concluded with a session on adapting and changing to keep public services at the forefront of the digital revolution. John-Paul Marks and Sidsel Skovborg emphasised the importance of continuous innovation and adaptation in the public sector. Final Thoughts: Digital Scotland 2024 was an inspiring and informative event, showcasing the latest advancements in GovTech, digital ID, cloud services, payments, AI, IoT, and cybersecurity. As exhibitors, we were proud to be part of the conversation and contribute to the future of digital government services. We look forward to continuing our support Scotland’s public sector and help our clients to deliver world-class digital experiences. Thank you to all the speakers, exhibitors, and delegates who made this event a success. An a massive thank you to FutureScot for organising the whole conference. We look forward to exhibiting next year. If you would like to find out more about the conference please visit Futurescothere or reach out to one of our public sector recruitment consultants here. Harvey Nash Public sector At Harvey Nash, we bring extensive experience in providing a comprehensive range of public sector recruitment services across the UK and Ireland. We understand the critical role that frameworks play in developing strong, formalised, and measurable partnerships with public sector clients. Our expertise ensures that we can guide you through these frameworks, helping you select the most suitable engagement route based on your specific needs. Let us help you navigate the complexities of public sector recruitment to achieve the best outcomes for your organisation. Discover our public sector recruitment here.

London, November 20 2024 – Bev White, CEO of Nash Squared, the leading technology and talent solutions provider, has been again recognised in Staffing Industry Analysts (SIA) Global Power 150 – Women in Staffing 2024 List. Now in its tenth year, this annual list recognises 100 women from the Americas and 50 globally for their exceptional contributions to the staffing industry. This marks Bev’s fourth appearance on the list since joining Nash Squared in 2020. Bev White started her career in technology after obtaining a degree in computer science. She held positions such as CIO and other IT leadership roles at Schlumberger and NTL (now Virgin Media) before transitioning into recruitment and talent management. Following various leadership roles in this sector, she became the CEO of Gi Group in the UK and Ireland. In February 2020, she was appointed CEO of Nash Squared. Bev White said of her inclusion on The Global Power 150 – Women in Staffing list: "I am truly honoured to have been included in this list once more, and for Nash Squared to receive such recognition. Nash Squared holds a unique and influential position worldwide. Through our work, whether helping to connect the best tech talent with organisations or through the tech solutions we deliver to clients - our work profoundly impacts individuals' careers, organisations, and the wider communities we serve. This is a responsibility we embrace with utmost dedication." Find out more about the SIA’s Global Power 150 Women in Staffing listhere.