What are technology leaders spending their budgets on? How do they attract talent to their tech team, particularly when there is such a skills shortage? How is their digital strategy helping their organisation succeed?In its 22nd year, the Harvey Nash / KPMG CIO Survey is asking these questions and more. The research is one of the most trusted and extensive international reports on the business of IT leadership and everything that comes with it. This year's report features unique additional insights from MIT's Center for Information Systems Research.Take part here.The survey takes 15-20 minutes to complete and all participants will receive:A full copy of the final 30+ page reportA complimentary invite to one of our exclusive launch events held in 25 locations across the worldA Personal Benchmark Report - a document, unique to you, comparing your key survey responses with your CIO peer group. Here's an example.Last year almost 4,000 CIOs and technology executives from more than 80 countries took part and benefited from insights to help with their business and career planning.Join them by taking part in the 2020 Harvey Nash / KPMG CIO Survey.
When did you first consider Recruitment as a possible career? I first thought about recruitment as a career when I was in my final year at university. Researching lots of potential jobs, it stood out to me as it wasn’t a rigorous process to do well in as personality and work ethic speak for themselves. It is a clear example of hard work pays off because the commission structure is tailored to remunerate those who are willing to put in the time. What about the Recruitment role appealed to you? For me it has to be the relationship building. In other career paths, it could be years before you really start to see the benefit of developing and maintaining relationships whereas in recruitment it begins on day one! Things move quickly in the recruitment world as well, so it never fails to keep you on your toes and it always demands the best of you which is something I found appealing. What do you love about the job? The environment I work in is the best part. Being surrounded by people with a similar work ethic yet who are always up for a laugh makes the days go by quite quickly. It can be quite daunting diving into a specialism that you know little about but everyone is always very keen to help you out which makes the job even better. What made you choose Harvey Nash? What stands out at Harvey Nash is the vision it has. The inclusivity and success of the company over the last few years is a testament of the success yet to come. The Harvey Nash IT Leadership Survey is just an example of how the company is a step ahead of their competitors. Every division has a vision of where it is going and how it will get there and I saw that as an exciting opportunity to get on board! 6 months in, what challenges are you currently facing? Starting from scratch definitely has to be the biggest challenge. Maintaining relationships is easier than creating them in the first place, and so getting that first introduction is always hard. Learning the language of IT can be a bit challenging if like myself you come from a totally different background, but asking candidates on the phone to explain things to you helps the most. At the very least, it shows you care and want to learn more. What advice would you give to a graduate considering a career in Recruitment? Research the firm you are looking to apply to. It’s important to know whether they share your ethos and the company culture is a good fit. Remuneration is a big thing to ask about. Whether there is a threshold to earning commission or how the commission structure looks is a big thing that can influence your decision.
Almost half of UK boards spent zero hours discussing climate change this yearA third of UK boards feel little or no responsibility for climate change Almost half of UK boards (46%) spent zero hours discussing climate change this year, and they are the least likely of all of the countries and regions studied in a new report to feel responsible for their impact on the climate - with almost a third (32%) feeling little or no responsibility.At a global level, fewer boards are ignoring climate change in comparison to last year, with those board members spending zero hours discussing this issue in the boardroom falling to 40% from 55%. In the UK, the zero hours figure has reduced from almost two thirds of boards in 2018 (61%) to 46% in 2019, but the report says that progress is too slow. These findings are published today (2 December 2019) in the sixth edition of the International Board Research Report, published by Harvey Nash / Alumni and London Business School’s Leadership Institute. The report is based on a survey of 640 chairs and non-executives from across the globe, of which almost a quarter (21%) are members of the boards of major PLCs. The report also included in-depth interviews with a panel of 48 experienced chairs and non-executives.Other key findings: - UK is the only region where boards do not list their impact on society as one of their top three responsibilities - Instead, two thirds (66%) elect to put the customer first. The report says this may show that UK boards are putting the bottom line before sustainability. - Lack of commitment on how, and who, will tackle the company’s impact on the climate - In the UK, almost half (42%) of board members point the finger towards the CEO but almost a quarter (23%) have no clue who is responsible for climate-related risk and environmental impact within their business. - A major turnaround for global banks and insurers - Financial Services was the sector globally that was least likely to be discussing climate change last year, with over two thirds of boards spending zero hours on the topic. But this year, that figure has almost halved from 67% to 35%. Albert Ellis, CEO of Harvey Nash, said: “Although discussions on climate change appear to be gaining momentum in the boardroom, progress is still slow – with boards lacking the sense of urgency and immediacy required. It is also concerning that a large proportion of board members have no idea who is responsible for this area of risk. “These findings highlight that significant change is needed. But it will take visionary leaders that act as champions of climate change action, more government regulation, and the continual push from society to force change, and drive new and proactive thinking on this issue.” Simon Osborne, Executive Fellow, Leadership Institute and Executive Fellow of Organisational Behaviour, London Business School (former CEO of ICSA: The Chartered Governance Institute), added: “The views of UK boards regarding their environmental responsibilities are markedly out of step with the views of millennials and investors. No board of directors or trustees, whatever the size of its business and footprint, can afford to disregard even the tangential impact that climate change, and their responses to this phenomenon, may have on, for example, water scarcity, economic migration, rising levels of inequality, or political and social instability. A marked change in outlook is needed.” Nordic boards lead the way on climate change In stark contrast to the UK, board members based in the Nordics are leading the way when it comes to spending time on climate change, with only a fifth (22%) spending zero hours on this issue. The report points out that UK boards are still lagging behind on their climate change responsibilities compared to many other regions - despite the UK declaring a climate emergency and approving legislation in Parliament on a net-zero goal as one of former Prime Minister Theresa May’s final policy announcements. -ENDS- Media Contacts: David Pippett ProServ PR firstname.lastname@example.org +44 (0) 7899 798197 International Board Research Report - Methodology The quantitative research this year is comprised of contributions from 640 chairs and non-executives from across the globe. A panel of 48 experienced chairs and non-executives also provided in-depth interviews for their qualitative insight. A third (33%) of contributors were women. The age range of the serving board members continues to be broad and is marginally more youthful than last year, with 7% of respondents being aged under 45, and 22% aged over 66. Almost two-thirds (64%) hold no other positions other than their board role(s), and just over a quarter are career non-executives with four or more board positions. Of the UK board members, 48% were non-executive directors, 12% were chairs and 35% covered both roles. More than a third (35%) have held their position on the board for more than ten years. 29% were female. About Harvey Nash Harvey Nash has helped over half the world's leading companies recruit, source and manage the highly skilled talent they need to succeed in an increasingly competitive, global and technology driven world. With over 2,500 employees in 36 locations, we have the reach and resources of a global organization, whilst fostering a culture of innovation and agility that empowers our people across the world to respond to constantly changing client needs. We work with clients, both large and small, to deliver a portfolio of services: technology recruitment, IT outsourcing and leadership services. To learn more, please visit www.harveynash.com. Follow us on Twitter www.twitter.com/harveynashgroup. Visit London Business School’s Leadership Institute.
London, November 21 2019 – The Harvey Nash Group today announces that Simon Wassall, CEO Technology Recruitment UK, Australia, Ireland & Central Europe, has notified the company that he intends to step down from his role on 30th November 2019. A succession process is underway and Simon will work with Albert Ellis, Group Chief Executive Officer to ensure an orderly transition. Simon Wassall, commented: "I feel privileged to have been a part of the Group’s great success story over the last 25 years. From establishing the Group’s major hub in the UK outside of London which became a springboard for the most significant organic growth over the last decade through to expanding internationally and contributing as a Group PLC Board member for over 13 years, I have loved every moment, particularly working with the wonderful and talented team who have made the company such a success. It is a remarkable and much-loved brand for our colleagues, clients, candidates and contract workers. This is now the perfect time for me to move on and hand over to the next generation.” Albert Ellis, Group Chief Executive Officer commented: "Simon has been a huge asset to the business over the last 25 years. Under Simon’s leadership the Group became the market leader in Northern Europe and his vision for establishing Harvey Nash as the market leader in England, Scotland and Ireland was crucial in driving organic growth outside of our historical London market. Simon established the client relationship based culture within our Technology Recruitment business, creating, empowering, developing and supporting his loyal leaders and their teams to become some of the most successful leaders in the industry, an important part of the team which created the billion pound business it is today.” To learn more, please visit www.harveynash.com Follow us on Twitter www.twitter.com/harveynashgroup
London, November 14 2019 – Harvey Nash, the global technology recruitment group, have been awarded the National Online Recruitment Award (NORA) for their harveynash.co.uk website, in the category of large recruitment consultancy.The award, which was presented at a ceremony in Central London last night, was hotly contested between Robert Half, Michael Page, Office Angels, Manpower, NES Global Talent and Search. Over 20,000 websites were nominated by the public or by members of the recruitment industry itself and then shortlisted by a panel of judges. The winner was then decided by a final judging panel that all have experience of the online recruitment sector.Robert Grimsey, Group Marketing Director at Harvey Nash Group said “We’re absolutely delighted to win this award. It’s great recognition of our new UK website that was rolled out earlier this year. We’d like to thank our web partners 4MAT who built the website and helped us to develop its style. It’s great to see our new design being celebrated.”You can find out more about the NORAs here - https://norauk.com/About the National Online Recruitment Awards (NORA) The National Online Recruitment Awards are entirely dedicated to the continual improvement and evolution of the Candidate-Experience.Throughout the past 19 years we have seen the focus of progressive employers, recruitment firms and job boards change to recognise that. The NORAs views the recruitment sector from the perspective of the jobseeker, and aims to shine a light on the very best examples of excellence in our industry.As the definitive measure of the standards now expected by candidates, we expect our Finalists and Winners will continually be inspired to strive for better.About Harvey Nash We are masters of technology recruitment, helping organisations find the very best talent – from software developers to business transformation leaders.With over 30 years’ experience and global reach, we have an unparalleled knowledge and capability in all areas of technology.To learn more, please visit www.harveynash.co.uk Follow us on Twitter www.twitter.com/harveynashgroup
One in five businesses plan to stop using contractors altogether17% of contractors plan to increase their rates to off-set the tax burden88% of respondents believe it will harm the economyNine in 10 felt it will reduce productivity The 2019 Harvey Nash IR35 Sentiment Survey of 1,200 businesses and contractors has revealed confusion still reigns around IR35 legislation among both contractors and the businesses that rely on them.The findings show that over 4/5 (83%) of businesses believe IR35 will impact negatively on their industry. Meanwhile 60% of contractors say they have experienced increased anxiety, stressing or worrying about how the new rules will affect them. Concerns are deepened further by the lack of an Autumn statement to confirm the details on the new regulation, which is to be extended to the private sector in April 2020. The Harvey Nash report unearthed significant confusion among businesses about their responsibilities, with 42% believing it was the contractor’s responsibility to understand whether IR35 applies to them. Over half of private sector businesses (56%) admitted they don’t feel prepared for the revised IR35 legislation, and 87% believed HMRC is not doing enough to support the transition. Of those businesses who said they are preparing for the change, 22% said they may stop using contractors altogether after April 2020, shrinking the job market for contractors, pushing them towards permanent roles or seeking alternative opportunities abroad, outside of IR35 rules. Hurting the economyWhen it comes to the wider business landscape, 88% of those surveyed said they feel IR35 will have a negative impact on the UK economy, 91% say it will damage productivity, and 84% believe it will restrict innovation. At a time of great political and economic uncertainty, it seems IR35 is viewed as an additional and unwelcome spanner in the works by both businesses and contractors. Colin Morley, Professional Services Director, Harvey Nash said: “This insight from both contractors and private sector businesses points to a perfect storm on the horizon. Both sides in the contractor-client relationship will be affected. Contractors need to establish their status and take the necessary steps to secure their livelihood, while businesses need to make their IR35 strategy crystal clear to their contractors.” Almost one in five (17%) contractors said they will have to increase their fees to cover the rise in taxes, which could be as much as 30% if the business they work for moves them to the PAYE system. This could have a knock-on effect for businesses, increasing their budgets for projects reliant on contractors for delivery. One in ten contractors is considering seeking a permanent role as a result of the immanent change. Contractors also cited doubts around whether HMRC is taking the potential drain of contractor resources seriously enough. One third said they needed more information about IR35, yet only 5% said they would rely on HMRC to obtain this. Almost a quarter (22%) said they would ask external experts for advice, while one in five (21%) would rely on their industry press. Of those contractors who have used HMRC’s online tool, CEST (Check Employment Status for Tax) over half (54%) said it was not useful or accurate. It seems therefore that contractors have serious concerns about the damaging impact IR35 could have on their livelihoods, and they have lost confidence in HMRC’s ability to provide accurate and timely information. Will Jones, Director of Portfolio Solutions at Harvey Nash said: “As organisations navigate the unfamiliar territory of the 4th industrial revolution, speed and agility are key to carving out a competitive advantage. The contingent workforce is more crucial than ever in providing them with the agility to adapt to the rapidly changing digital environment. At a time when Government should be doing everything it can to support British business, the feedback from respondents is that HMRC is not doing nearly enough to smooth the transition. What we need now is for HMRC to help us all by giving clear and precise guidance to remove ambiguity.”To download the full report, please click here.
London, November 6 2019 – NashTech, the IT solutions division of Harvey Nash Group, are sponsoring a reception in Singapore on Wednesday 6th November, on behalf of Asia House.The reception, a precursor to The Asia House Global Trade Dialogue, will be held at the Harbour Terrace, Mandarin Oriental Singapore and will include a speech from Managing Director of the Singapore Economic Development Board, Chng Kai Foung.Harvey Nash Group CEO, and Non Executive Director at Asia House, Albert Ellis and Lord Stephen Green, Chairman of Asia House, will also be speaking at the event, which brings together speakers and delegates as well as senior business and policy professionals from across the region.Asia House is a centre of expertise on trade, investment and public police. They drive political, economic and commercial engagement between Asia and Europe. Their Global Trade Dialogue series convenes leading figures from government, business, academia and the media alongside policy and decision makers from organisations including the United Nations, the UK Government and the Monetary Authority of Singapore.To find out more about the reception on Wednesday 6th November, please visit https://asiahouse.org/event/singapore-reception-asia-house-global-trade-dialogue/About NashTechWe are experts in technology, delivering smart solutions that solve business challenges and create value. Our award-winning teams apply deep expertise and passion to deliver complex IT projects globally.With nearly 2,000 employees globally, we have been providing bespoke software and business process services solutions to leading businesses, governments and institutions around the world since 2000.For more information, please visit www.nashtechglobal.comAbout Harvey Nash GroupWe are a global professional services organisation with three key areas of focus: Technology recruitment, IT solutions and Leadership services. We partner with clients, helping them unlock the power of individual and team talent.With over 2,500 employees in 36 locations, we have the reach and resources of a global organization, whilst fostering a culture of innovation and agility that empowers our people across the world to respond to constantly changing client needs.To learn more, please visit www.harveynash.comFollow us on Twitter www.twitter.com/harveynashgroup
October 15th 2019, London: Harvey Nash, the global technology recruitment and IT outsourcing company, today publishes its 2020 Technology Survey. Now in its seventh year, the report reflects the views and insights of 2088 Technology professionals from more than 70 countries, and is recognised as one of the leading indicators of global trends in the technology industry. To download the report, please visit www.harveynash.com/techsurvey. Key highlights include The changing shape of tech. The massive expansion of all-encompassing tech has transformed tech teams and tech talent. Almost six in ten tech workers say their company is now a ‘tech’ company. Tech teams are increasingly focused on customer experience, no-code platforms, automation and flexible working. Stress is common. Half of respondents have been concerned about their mental health due to work, either in the past or - as one in six (16%) report - right now. No one would pretend that working in the tech sector is a walk in the park, of course. But for it to be pushing half its workers into a state of mental health concern was a surprise for us, and also a worry. Attracting tech talent. It’s all about pay and flexible working. The top three factors were: pay (59%), work/life balance (40%) and flexible working (30%). It’s only when we get past these that we begin to see factors that relate directly to the company or job role: working on innovative projects, company culture and a good boss. An age of constant reskilling. Almost three in ten expect their current skills to stop being attractive to employers within three years. That proportion rises to six in ten within six years. Testers and Operations feel the most pressure to keep their skills up to date. The roles where there is least pressure to update skills are the ones that require human skills rather than technical skills, such as management and programme management roles. Cross-training into tech is common. Over a third of technologists came from outside the sector, and in the case of Business Analysis and Business Intelligence almost half were not originally technologists. Even in highly technical roles like Software Engineering, almost one-fifth cross-trained. Does social purpose have a purpose? Only one in ten consider social purpose one of their top three factors in choosing a job. However, organisations that have a social purpose perform much better on retaining their people. Women and people in their twenties are most likely to value social purpose. For more information about the survey and to request a full copy of the results, please visit www.harveynash.com/techsurvey or email email@example.com. About Harvey Nash Leading technology recruitment We are masters of technology recruitment, helping organisations find the very best talent - from software developers to business transformation leaders. With over 30 years’ experience and global reach, we have an unparalleled knowledge and capability in all areas of technology. We are part of Harvey Nash Group, a leading global professional services organisation with three key areas of focus: Technology recruitment, IT solutions and Leadership services. To learn more, please visit www.harveynash.com. Follow us on Twitter www.twitter.com/harveynashgroup.
- Half of tech professionals in the UK (+600,000) have been concerned about their state of mental health due to work - 1 in 5 professionals that work in IT operations are currently affected by mental health concerns - ‘Unsupportive’ companies are almost three times more likely to have people who are concerned about their mental health right now - Those working over 50 hours a week are twice as likely to be concerned by their mental health Half of the UK’s tech professionals have been concerned about their mental health due to work, either in the past or right now. This is equivalent to over 600,000 UK tech professionals having had mental health concerns as a result of their work. The Harvey Nash Tech Survey, which surveyed over 2,000 tech professionals, also found that 1 in 5 workers in IT Operations are currently concerned about their mental health. While the survey found that companies are relatively supportive when it comes to mental health issues, with three-quarters (77%) having at least some kind of support in place, it also found that those companies who are ‘unsupportive’ have almost three times as many workers concerned about their mental health right now as ‘very supportive’ ones. A similar trend emerged regarding how flexible an employer is on working arrangements: very inflexible businesses are three times more likely than highly flexible ones to have workers with mental health issues (31% versus 9%). The causes of stress? The single highest cause of stress is being short of staff. This has become a major issue as recently revealed by the Harvey Nash/KPMG CIO Survey which found that the UK’s tech industry is experiencing the highest skills shortage for more than a decade, with almost two thirds of CIOs (64%) reporting a shortfall of talent. It seems that the existing tech team are the ones being stretched to breaking point to make up for this. Hours worked has a direct impact on stress levels, with the tipping point at over 50 hours a week. Tech professionals working these hours are twice as likely to be affected by stress to a great extent - and see their work suffer as a result - than those that work under 50 hours a week. Tech professionals are most likely to be currently affected by mental health concerns if they: · Work 60+ hours per week – 21% · Work in IT operations– 20% · Work for a very small company (revenue <$1m) - 17% · Work in retail or leisure – 22% Albert Ellis, CEO of Harvey Nash, said: “No one would pretend that working in the tech sector is a walk in the park, but for it to be pushing over half its workers into a state of mental health concern is a real issue for the sector, and in particular, for those very small companies where a greater proportion of workers report that they are currently affected by stress. Albert Ellis, continued: “While it’s understandable that tech leaders are focused on tackling the combined pressures of widespread skills shortages, Brexit planning, and the impact of automation on their business, they still need to look very closely at how they provide support to those members of the tech team that feel overwhelmed by their mounting work load and associated pressures. This is particularly relevant as our research clearly found that there is a strong connection between mental wellbeing and how supportive a company is.” Michael Grant, President of BCS – The Chartered Institute for IT, said: “These findings clearly underline that, as a sector, tech needs to do more about mental wellbeing. While tech firms continue to be a hotbed of creativity and dynamism, driving innovation and growth in the economy, there is also a flipside that the pace and pressure can take its toll on individuals sometimes. Whether a large corporate or a small start-up, the right support needs to be there. This is an area that BCS is already actively discussing and researching within the IT community, and we look forward to progressing thinking and best practice on this hugely important issue in the coming months.” Looking after staff's mental wellbeing is only likely to get more important as the tech sector enters a period of accelerating change. The survey found that: · Impact of automation on jobs - Over one-third (34%) of tech professionals believe their job will be affected significantly by automation in the next decade, of whom 7% believe it is happening right now - especially in testing, infrastructure and operations. · Skills won’t last forever – Keeping up with new tech is a tough game and, as technology evolves, so do the skills required to be successful. In fact, three in ten tech professionals expect their current skills to be out of date within three years, rising to over six in ten in six years. Testers and Operations feel the most pressure to keep their skills up to date. · Work/life balance – A quarter of respondents left their last job because it didn’t provide them with an acceptable work/life balance, with finding the right work/life balance being the second most important factor when looking for a new job. · Where are the women – While organisations have implemented diversity and inclusion programmes, they seem to be making little difference to the gender balance, with women making up just 16% of tech teams in the UK. · The future is flexible – Almost half (43%) of respondents believe that the biggest growth area in technology jobs will be ‘gig’/freelance work. Albert Ellis, concluded: “Good work/life balance is key to retaining and attracting tech talent and keeping them well and happy. But our survey shows that the tech sector has further to go - and more still needs to be done to attract a wider range of people into the industry. Part of this is about showing the individual how a job will work with their own personal life, not just highlighting how amazing the job will be. “With so much set to change so quickly in the coming years, it’s vital that the tech sector makes itself resilient by looking after its people and giving them the support and flexible tools they need.” -ENDS- Media Contacts: David Pippett ProServ PR firstname.lastname@example.org +44 (0) 7899 798197 About the Harvey Nash Tech Survey 2020 In its seventh year, The Harvey Nash Tech Survey 2020 report, Mapping the Tech Genome, is based on a survey of 2,088 tech professionals across 72 countries, making it one of the largest tech studies in the world. The data in this press release is solely based on the UK sample, which comprised of over 1,200 tech professionals. Please get in contact if you require global data. About Harvey Nash Leading technology recruitment We are masters of technology recruitment, helping organisations find the very best talent – from software developers to business transformation leaders. With over 30 years’ experience and global reach, we have an unparalleled knowledge and capability in all areas of technology. We are part of Harvey Nash Group, a leading global professional services organisation with three key areas of focus: Technology recruitment, IT solutions and Leadership services. To learn more, please visit www.harveynash.com. Follow us on Twitter www.twitter.com/harveynashgroup.  The UK government calculates there are 1.3 million jobs in technology in the UK (Source: ONS). With over half of the UK’s tech professionals having been concerned about their mental health due to work, either in the past or right now, this is equivalent to over 600,000 of the UK’s tech workforce.
Held at 29 in Glasgow's Royal Exchange Square, our CIO event welcomed just under 80 CIOs and technology leaders to hear the results of the 2019 Harvey Nash / KPMG CIO Survey. Our photographer was there to capture it all. Take a look in our dedicated photo album. We were delighted to be joined by our panel, chaired by Albert Ellis, CEO of Harvey Nash Group, who were: Paula Sussex - CEO - Student Loans CompanyGarry Fingland - Group CIO - Weir GroupKeith Robertson - Chief Architect - Registers of Scotland 6 things we learnt at the event... A time of massive change. 44% of organisations expect to change their product/service offering or business model in a fundamental way in the next 3 years Technology doesn't stop evolving. Organisations are continuing to invest in emerging technology - 1 in 20 are currently investing in quantum computing, for example The rise of business-managed IT. Almost two-thirds of organisations allow business-managed IT investment, and approximately 1 in 10 actively encourage it Up to 1 in 5 jobs will go to robots. Typically, survey respondents believe around 10% of their organisation's workforce will be replaced within 5 years by AI / automation Relentless rise of cyber-crime levels out? After tracking the growth of cyber-crime and confidence in dealing with the threat for some years, this is the first time the incidences have levelled out and confidence has grown CIOs: ready for disruption. Not only is technology disrupting sectors, it's disrupting the role of the technology leader too. Executive board membership is down, and an explosion of new job titles and roles have occurred, from Chief Digital Officer to Chief Data Officer and beyond Fantastic audience participation saw a lively debate across a multitude of topics. From the challenges of legacy estates, the pros and cons of cloud solutions, thoughts on future AI transformation and even the potential use of quantum computing in the work environment! Some interesting quotes... About legacy and innovation.... Paula: How do you marry the legacy estate with all the innovation? Keith: We know a few things about legacy; we've been around for over 400 years! We need to start talking about systems about products that deliver value to the business. Paula: Re Student Loans Company - how can we be any other than a customer service focussed technology company? Albert: technology seems to transcend all sectors On cloud... Garry: Some organisations rushed too quickly into cloud. Risk management is key. Paula: The public sector has a particular challenge about how cloud is costed. Audience member: we now view cloud as more safe than on prem Keith: Don't lift and shift from on prem to cloud, you'll be carrying all your problems with it. Garry: It's not a panacea Paula: The CapitalOne issue wasn't cloud, but how it was configured.
Held at KPMG’s office in Bristol, our CIO event welcomed just under 100 CIOs and technology leaders to hear the results of the 2019 Harvey Nash / KPMG CIO Survey. Our photographer was there to capture it all. Take a look in our dedicated photo album. We were delighted to be joined by our panel, chaired by Albert Ellis, CEO of Harvey Nash Group, who were: Laura Lafave – CISO & Co-Founder – OnCorps Cijo Joseph – CIO – Mitie Gareth Hetheridge – Global Head of IT – Rolls Royce 6 things we learnt last night… A time of massive change. 44% of organisations expect to change their product/service offering or business model in a fundamental way in the next 3 yearsTechnology doesn’t stop evolving. Organisations are continuing to invest in emerging technology – 1 in 20 are currently investing in quantum computing, for exampleThe rise of business-managed IT. Almost two-thirds of organisations allow business-managed IT investment, and approximately 1 in 10 actively encourage itUp to 1 in 5 jobs will go to robots. Typically, survey respondents believe around 10% of their organisation’s workforce will be replaced within 5 years by AI / automationRelentless rise of cyber-crime levels out? After tracking the growth of cyber-crime and confidence in dealing with the threat for some years, this is the first time the incidences have levelled out and confidence has grownCIOs: ready for disruption. Not only is technology disrupting sectors, it’s disrupting the role of the technology leader too. Executive board membership is down, and an explosion of new job titles and roles have occurred, from Chief Digital Officer to Chief Data Officer and beyond Some interesting quotes… Cijo: The CIO role will be gone in 10 years. You will always need an IT department, with things like quantum computing coming you will always need people to understand and implement technically, but I don’t think you will need a CIOLaura: You will always need a gatekeeper role to avoid (for instance) five different cloud solutions launched by the business.Natalie Whittlesey (Harvey Nash): I’m seeing the board becoming much more technology savvy. This is both good for the CIO and bad, as some board members can actually take too much controlGareth: A lot of board members want to get briefed about technology, but they fail to get briefed about the relevance of itAlbert: Our board snapped to attention after the ICO fined BA £100m fine for data privacy contraventions Laura: A report came out from the government saying that GDPR has helped raise people’s attention about cyber security. I’m seeing a lot of people talking about it more. I’m also seeing an issue with blackmail, where someone has identified a GDPR infringement, recognising the potential fines, and trying to get money from the companyGareth: One of my business programmes is the Tempest fighter. When we saw shadow IT grow we got our in house cyber team to hack into it to show they needed to address securityGareth: All our cyber attacks have come from legacy systems or the supply chain. We are now needing greater collaboration with our partners, from a technology perspective this is giving us a big challenge. I can see some really interesting uses of block chain here.Gareth: The challenge is the technology we put into our planes is incredible, but our IT systems are not! We need to recognise the value of IT.Cijo: Amazon have a wonderful model, they try things on themselves before they role it out to customers. We should all be like Amazon.Audience member: If you move quickly you need to risk assess quickly too, otherwise things will go wrong Laura: Shadow IT (business managed IT) can be very good for a business Albert: There’s no such thing as unconscious bias. You can’t be biased if you’re unconscious! It’s sub conscious biasCijo: AI - it’s about the data that you feed in, not the algorithms. Our history of data has been created with bias
London, September 9 2019 – Albert Ellis, CEO of the global technology recruitment, IT outsourcing and leadership services organisation Harvey Nash Group, has been named in SIA’s Staffing 100 Europe List. The list, now in its seventh year, recognises executives whose contributions have helped shape the world of work. The group comprises CEO’s from across the recruitment industry including strategists, technologists and reformers. The list is based on the impact and influence individuals have had on the workforce solutions ecosystem and in navigating a complex landscape and competitive industry. Albert Ellis has been active in the professional recruitment industry for over two decades having multiple roles with Hays plc, the largest professional recruiter based in the UK and the Harvey Nash Group. He is also a Trustee on the Board of Asia House, is an active member of Cambridge University’s Rustat Conference, a leading think-tank, and has been a member of the External Advisory Panel for the Information Leadership Network at Cass Business School. “The 2019 Staffing 100 Europe honourees bring acumen and vision together as they take on today’s business-related challenges, against a backdrop of political uncertainty, Brexit, youth unemployment, immigration and economic fluctuations,” said Subadhra Sriram, Editor & Publisher, Media Products at SIA. “As they launch new programmes, undertake geographic expansions, invest in technology and innovation, their commitment and passion are laudable, with their contributions helping shape a market worth an estimated EUR 172 billion in 2018. We extend our congratulations to all this year’s honourees.” Albert Ellis said of his inclusion on the 2019 list “I’m honoured to be included in this list. Harvey Nash has undergone a complete transformation in the last two years and is now one of the world’s leading technology recruitment, IT outsourcing and leadership businesses. I am delighted to see that the work put in by the Harvey Nash leadership team has been recognised in this addition to the 2019 Staffing 100 List”. If you’d like to find out more about SIA’s Staffing 100 Europe List, you can do so at http://si100europe.staffingindustry.com/. About Harvey Nash Group Harvey Nash has helped over half the world's leading companies recruit, source and manage the highly skilled talent they need to succeed in an increasingly competitive, global and technology driven world. With over 2,500 employees in 36 locations, we have the reach and resources of a global organization, whilst fostering a culture of innovation and agility that empowers our people across the world to respond to constantly changing client needs. We work with clients, both large and small, to deliver a portfolio of services: technology recruitment, IT outsourcing and leadership services. To learn more, please visit www.harveynash.com Follow us on Twitter www.twitter.com/harveynashgroup About Staffing Industry Analysts (SIA) SIA is the Global Advisor on Staffing and Workforce Solutions Elevating the Workforce Solutions Ecosystem Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program. Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England. To find out more, visit www.staffingindustry.com