Already coping with a lack of historical expertise, as the pandemic and Brexit wash over the market, Scotland’s tech sector faces more huge waves.
On the one hand, some have claimed that large job losses would force a flood of new jobs into tech professions in sectors such as hospitality and tourism. A latest U.K. survey Out of 1,026 non-tech employees, more than half had considered or were in the process of making a career shift to a tech-based position, with almost one in 10 having already made the transition, IT job board CWJobs found.
Covid-19, on the flip side, is contributing to a rise in demand for the skills businesses need to remotely operate their operations safely. The triple-digit rise in e-commerce trade in the U.K. is one example. After the pandemic outbreak.
Before the pandemic, there were around 13,000 digital technology work vacancies nationally, according to the industry group ScotlandIS, a “large proportion” of which went unfilled.
Remote control: recruiting new individuals to join the team
Net Talent CEO Yvonne Moffat says the skills gap continues to remain “pretty much the same.” based on interactions with her customers. But in some respects, Covid has made it more difficult to obtain local talent by guiding the growth of “work from anywhere” (WFA).
“Developers based in Scotland, for example, now have the opportunity to work for companies across the U.K. as the trend has shifted to remote work,” Moffat said.
“Of course, we also have the opportunity to tap into the UK-wide talent pool, but traditionally Scottish budgets are smaller than those of companies in London or other major UK cities, so there’s more of a shift south than north.”
There are also shifts in the motivations of current and future tech workers. Those new to the industry are more likely to concentrate on job security, while a survey conducted last month by Scottish Be-IT found that there was a change among current tech workers from pay to work-life balance.
Brexit may be “more damaging to UK recruitment than Covid”
Be-IT Managing Director Nikola Kelly says 90 percent of respondents don’t want to go back to the workplace, which makes them even more open to the possibilities of the EFC.
For me, that’s a recipe for worry,”That’s a recipe for concern for me,”
“Although there are not enough people in the U.K. with the necessary technical skills, these companies are aware that there are strong skills here, and they can get involved,” she says.
The agencies of both Ms. Kelly and Ms. Moffat concentrate on putting applicants in higher-end niche roles, which makes them wonder whether large-scale attempts to retrain laid-off staff from other industries for entry-level employment would have an effect on their markets. Ms. Kelly also points to the fact that many company ventures are now being resurrected that were put on hold at the beginning of the lockdown, leading to a surge of work in the coming months.
“That doesn’t give a trainee or someone new to the industry any breathing room to get up to speed,” she says.
Video recruiting has arrived, but at what rate is it going to stay?
The Managing Director of ScotlandIS, Jane Morrison-Ross, is more positive about the ability to rapidly retrain redundant staff from other industries. She points to the number of programs on offer, from the collaboration of ScotlandIS with the University of the Highlands and Islands to the re/Start program of Amazon and similar initiatives from other players in the industry, such as Cisco.
She said, “I don’t think any one vendor or organization could do it alone,” “That’s why it’s important that there are a number of different pathways.”
The UK’s departure from the European Union at the end of this year and what that would mean for post-Brexit work visas are another unknown on the horizon. With a large number of non-UK passport holders employed in senior industry positions in Scotland, it is anticipated that this would result in a further drain on the skills pool available.
“Although we have been here for many years,