In the high-speed world of IT, agility is essential if you want to stay on top. Over the last 20 years, Montash Managing Director Roy Dungworth has experienced many changes in the industry. But two things never change - the need for business agility and the importance of people. Roy shares his insights after two decades in the industry.
The pace of the IT industry increases every year. The way people buy or consume information today is having an enormous impact on organisations in every market. We are now in a time where organisations must evolve to be competitive, not just to provide the latest products and services, but use them internally too.
In the last 20 years, we've seen a paradigm shift in the way recruitment agencies provide their services thanks to changes in technology. With the rise of artificial intelligence, the landscape of the workforce has also changed. We are seeing jobs in industries including manufacturing, customer service and even medicine being replaced with AI and it is changing the face of the workforce. In a world like this, you have to either evolve or die.
Agile organisations adapt faster
The ability to respond to the rising demands of clients and candidates requires that agencies be agile and embrace innovation in our ever-changing world. This is what attracted me to move to an SME from a large corporate. To respond to people faster you must be agile, both as an individual and as a business.
Montash is agile. We move faster and have less layers of management, which means faster decision making. We respond to changes in technology faster and respond to the needs of our clients, candidates and our employees better. If you work for an agile organisation, individuals are also more agile. Like many smaller organisations, we value and empower people to think for themselves and to use the skills they have to their own benefit. Of course we set standards and governance, but we encourage our people to be themselves, not conform to a robotic standard. People, across all generations, have amazing talent and potential. It's up to the organisation to support and encourage different ways of thinking. To challenge the norm and invite their people to express their ideas and approaches.
All too often it's 'waterfall' leadership in larger organisations. Decisions are made at board level, with little engagement or input from the people on the ground doing the job day in and day out. In a smaller company like ours, all levels have an input into shaping the vision and strategy using their knowledge of the industry today. Not only do we value the input of our employees, but we also involve our clients and candidates in shaping the strategy, rather than second guessing what we ‘think’ they want.
Harness new talent to tackle today's challenges
I'm classified as long in the tooth these days (much to my own dismay), but I've been fortunate enough to lead and manage diverse teams and individuals of all ages. It's helped me understand that everyone should be valued and empowered to help drive the business. In fact I must admit many of these people are far more capable than I on social media and the new methods of sourcing, attracting and networking around niche talent that our clients require. I myself learn and develop personally and professionally by watching, listening and seeking opinions from people around me and that’s a huge part of what motivates and drives me each and every day.
It's important to embrace the new tools technology has to offer. Whether that's for finding the perfect candidate of the perfect role or providing fast and efficient customer service with the latest chatbot. We cannot hide from the fact that AI is changing the world we live in, but we must never forget the importance of the human touch. After all, this is a business about people.