Building the Digital Workforce of Tomorrow | Enterprise Solutions at Hays

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BUILDING THE DIGITAL WORKFORCE OF TOMORROW: DOWNLOAD YOUR GUIDE

Learn how evolving technologies will impact your workforce strategy, with skills in high demand – and short supply. Download our report and access our three step strategy to build a digitally-driven workforce.

What do I need to know about the digital skills crisis?

An innovation race, changing demographics, evolving expectations and increased global connectivity are transforming the world of work.

Technology is at the forefront of this disruption, with the widespread integration of Artificial Intelligence, Machine Learning and Robotics generating a shift in skills that is unmatched in recent years.

There is an urgent need across all industries to attract, source and retain top tech talent, equipped with a diverse range of skills that ensure they can cope with unknown and evolving circumstances that will characterise a more complex world of work.

Organisations must evolve their workforce planning and management strategies, or risk being left behind.

Our Experience in Technology

We’re experts in technology, with over 6,000 technology contractors currently in placements, working with organisations of all sizes, acrss a range of industries and sectors.

In our report, ‘Skills in Demand: Building the Digital Workforce of Tomorrow’, we combine our global expertise with deep market insights and the breadth of our solutions and advisory services to craft a future-focused approach for your talent needs.

Three key pillars

Enable: With estimates that more than 1 billion people will be required to reskill by 2030, it is critical that organisations create a culture of continuous learning and development.

Technology may be driving the skills shortage, but it is also facilitating an array of innovative solutions, including microlearning and AI-driven nudges, to deliver an effective training strategy across the organisation.

Externalise: Faced with a digital skills drought, organisations continue to turn to contingent talent networks to access sought-after skills on a temporary basis.

Platforms including the ‘Human Cloud’, enabling a transaction between buyer (the organisation) and the seller (the worker), have surged in popularity, enabling distinct task to be completed on demand, ‘from anywhere in the world’. But risk remains front of mind for many, and organisations will need to ensure that contractors engaged across borders remain compliant.

Elevate: Organisations eager to increase the volume of permanent talent must move away from ‘bolting on’ outbound search to traditional recruitment methods and instead favour a purpose-built solution to unlock access to the right people, at the right time.

But in order to attract, engage and retain workers in high demand, organisations must ensure they are offering an attractive Employee Value Proposition, aligned to the changing expectations and behaviours of top talent.