Java is a particularly attractive language for businesses, as it’s very robust and has therefore remained consistent despite changing trends and shifts in the programming world. Java is recognised as one of the best programming language in its ability to scale, which makes it an attractive programming language for companies that are looking to expand internationally. While there are many developers with a host of experience working with the most in-demand coding language, Java developer remains one of the most difficult jobs to fill. Java is everywhere… and maybe that's the problem? Coders love to code, even in their spare time. In the past, Java was often a budding developer's first step into the world of coding. Today, Java is not always the first coding language they learn. Java remains popular for enterprise applications, thanks in part by its massive library serving as the cornerstone for so many applications. But that presence may be why many developers don't use the coding language for their personal projects. Many talented software developers are active in one or more of the many communities dedicated to exploratory programming, and they may want to work with a different language in their free time. Understanding what today's developer might be looking for can help businesses take stock of their own software programming direction. Great Java devs are more than just coders Whether it's project work or a permanent position, great developers don't just sit and code but are able to communicate and take on the client-facing side of the work, mentor, influence and upskill junior developers. Strong communication skills, an understanding of the entire development ecosystem and expertise in the specific area, and the ability to take on team leadership and even client-facing responsibilities are all skills that take years to learn. The disciplines of great developers take a career to develop. Hiring managers looking to hook in the top talent need to present opportunities that are intriguing and offer developers a chance to flex their creative muscles as well as their technical ones. Martin Rennison, Head of Corporate Accounts here at Montash feels that high demand for Java developers means that top candidates can be selective in committing to a company, whether for a project or full-time employment. "Most candidates have three to four opportunities on the go as a minimum, with the interview processes consisting of at least a call, a test and a face to face session. This means the average candidate can be participating 12 interviews. So when a client asks a candidate to do a six-hour test, they are immediately put off due to the time constraints on their schedule. "If companies want to attract the best talent, we would recommend shortening the test and trying to do that during the face to face session." This way it feels like one less process which could beat the market to great talent. So, once you've found your ideal candidate, you need to woo them with a streamlined onboarding and interview process, as well as presenting them with the challenges they want.
Cybersecurity skills are in the highest demand, but in least supply, according to new research. The research from the Capgmini Digital Transformation Institute has found that businesses are sorely in need of cybersecurity skills. According to the study, the UK has the world’s third largest cybersecurity talent pool. But, almost 70% of organisations are reporting high demand for cyber skills, while only 40% already have those skills present within the company today. Why is there a need? Cyber crime is becoming more sophisticated every day. The more connected we are to technology, the greater the risk of security breaches. The implications of a cyberbreach for organisations are potentially devastating, from direct costs to reputational damage. Yet in spite of the risks, organisations are still struggling with a shortage of cybersecurity talent. 2017 saw global companies being victims of large scale attacks, governmental cyber espionage and multiple high profile examples of poor data practice. As a result of these highly publicised events, there is an increased awareness of the importance of cybersecurity. Now, small businesses and larger enterprises alike are beginning to increase their security budgets and demand cybersecurity specialists. How to cultivate your security talent According to the report from Capgemini, slightly over 80% of cyber security professionals agreed they would prefer to join organisations with a clear path for career development. This suggests that organisations need to carefully consider their onboarding and development policies. The report also reveals that cybersecurity employees value organisations that offer flexible working arrangements, encourage training and prioritise clear and accessible career progression. A difficult work-life balance was revealed to be one of the five worst aspects of the job by cybersecurity professionals on social media, and the main reason why they leave or remain dissatisfied with their company. In a highly competitive recruitment market, organisations must also look at the engagement of existing employees to ensure talent gaps don’t worsen. They should also consider the unrecognised cybersecurity skills that lie within their business. The data from Capgemini suggests that half of all employees are already investing their own resources to develop digital skills, showing an appetite to upskill. Organisations that struggle to recruit externally may be able to uncover candidates with adaptable skillsets, such as network operations or database administration, who can be trained. By adopting talent acquisition initiatives, encouraging training, and developing retention strategies that appeal to cybersecurity talent, organisations can take a valuable step in upgrading their cyber protection for the current and emerging risks of our connected world. You can find the full report from Capgemini here.
According to Google/Ipsos in 2017, millennial fathers watch more parenting-related videos on YouTube than mothers. This suggests that dads today are keen to spend time at home with their newborn. Returning from your two week paternity leave or coming back from a longer period of Shared Parental Leave, might be challenging. Leaving a newborn baby to return to work is one of the hardest things a parent has to do. Physically, you're leaving the house and getting back to the morning commute, but emotionally you're rooted at home with your family and its newest member. According to research by the Fatherhood Institute, nearly 90% of UK fathers take formal leave of some kind near the time of their child’s birth. This can range from taking shared parental leave to paternity leave, though in many cases this includes some annual leave. It's important when you get back to reset your work/life balance and explore all the options to make your new life easier. Research has also found that one in three fathers feeling overwhelmed by the challenge of meeting unchanged work expectations and radically expanding caring expectations. But here are a few things you can do to make things easier when you get back to work. After paternity leave It's only natural to miss your family after spending so much time with them on paternity leave. Arrange for a catch-up meeting to get up to speed and define the "work" side of the work/life balance. Ask for clear direction from your employer and find an effective way of managing your work commitments around your home life. You may not be able to work late when you have a newborn at home, so you should have plenty to do during the day at work. Dan Dorrington, Head of Practice at Montash's Bristol office, recently came back from his second period of paternity leave. "The second time was much harder. We had a challenging birth, which was emotionally difficult to manage." Flexible working Many businesses offer flexible working options for their employees. If your work offers flexible working, it might be worth looking into. You may find that you find a way to work in a way that better suits your home life. Whether that's starting later so you can help out at home in the morning or working from home to take the weight off babysitting, flexible working can help you better balance your commitments. "I was able to spread my leave over 5 weeks, because I needed to be flexible and present at work and at home. I was frank about my situation and Montash were supportive of my decision. They allowed me to be flexible ." Establish a line between work and home For new fathers, re-establishing your work/life balance after paternity leave can be a real challenge. You need to make sure that you are able to do your job and support your new family to a level that works for you and them. Agree ground rules for regular communication and get into a routine so you can keep life from interrupting work. It's important to be performing at your optimum in all aspects of your work and home life. Getting back to work is as much a team effort as raising a child is. You need to be able to work and communicate with your family and your employer effectively in order to make the process manageable. You'll figure it out, but don't be afraid to ask for help. Benefits of taking paternity leave There’s growing evidence that dads taking time off in the early weeks and months of their children’s lives has a significant positive impact on families. People who take paternity leave tend to do more hands-on caring for their babies. One UK by the OECD study found that fathers who took formal leave were 25% more likely to change nappies and 19% more likely to feed their 8-12 month old babies and to get up to them at night. Crucially, evidence suggests that this kind of paternal involvement, if established during the early weeks, can last through to toddlerhood and beyond. Dan agrees in the benefits of paternity leave. "Having a child means managing lots of emotional pressure from your home life. If you don't take care of that balance, it will take its toll sooner or later down the line." Sharing the hands-on care during paternity leave can improve your relationship as a couple. In Norway, following an increase in fathers’ leave-taking due to the introduction of a four-week ‘daddy quota’, researchers at the Fatherhood Institute identified an 11% lower level of conflict over household division of labour. Taking paternity leave also affects the mothers’ health and wellbeing. A recent analysis of data on more than 4,000 women from an English National Maternity survey found that mums whose partners had taken no paternity leave were more likely to report feeling ill or unwell at three months, and mothers with more than one child whose partners took no leave also reported much higher rates of post-natal depression. Finally, new dads themselves can benefit. Swedish fathers who took paternity leave in the late 1970s were found to have had an 18% lower risk of alcohol-related care and/or death than other fathers, and a 16% overall reduced risk of early death, reports the Fatherhood Institute. Sources http://www.fatherhoodinstitute.org/2014/fi-research-summary-paternity-leave/ https://www.oecd.org/els/family/Backgrounder-fathers-use-of-leave.pdf
The future of cloud technology will be defined by AI. As more and more businesses begin to move critical systems to the cloud, they are able to gain more insights from cloud-based AI technologies. Amazon, Microsoft and Google are in a race to unite AI and cloud computing by incorporating machine learning, deep learning and other AI functionality into their products. The goal is to give developers all-new tools and the technology to build cutting edge applications. The International Data Corporation predicts that the combination of AI and cloud computing will become the standard for cloud vendors. They predict that by 2019, 40% of digital transformation initiatives will use AI services; and by 2021, 75% of commercial enterprise apps will use AI. An example of this can already be found in some industries. AI is now a public face of businesses, interacting directly with customers via chat apps, voice, and email in a customer service capacity. Another vertical heavily relying on AI is the financial sector, where AI is used to predict market data, forecast stock trends, and manage finances. The role of AI in cloud computing In order to make the most out of AI it's important to go beyond training it to perform a single given task. Ultimately, long term deployment of AI systems is about raising it to act as a representative of the business in which it works. As AI systems learn and make autonomous decisions, they have the opportunity to grow from a tool to a partner, coordinating and collaborating with employees and stakeholders. In order to power advanced AI, applications need easy access to data, computing power and storage. This is why AI and the cloud are so fundamentally linked. The cloud allows AI to learn faster and work more effectively with big data, in turn providing greater value from cloud-based applications. Teaching software to learn Businesses must view AI as systems that can learn instead of systems that are programmed. The pace of deep neural network innovation allows companies to solve an entirely new set of problems. Learning-based AIs can develop overtime to become collaborators and new members of the workforce. Virtual Personal Assistants (VPAs) are an example of how augmented insights from AI-powered applications improve decision based activities. In a digital economy, where success is defined by customer experience, the factors that matter most to business are trust, intelligence, speed, personalisation, and scale. Given the explosion of data from the Internet of Things (IoT) and applications, and the need for faster, real-time decision making, AI is well on its way to becoming a key differentiator and requirement for major cloud providers. The agile and digitally savvy organisation of tomorrow will be powered by AI, leveraging augmented insights to rapidly create value, and deliver meaningful results.