FEATURE : CYBERSKILLS
AS EMPLOYERS ; WE NEED TO HELP THE GENERATIONS CO-EXIST , EMBRACING THE ATTITUDE THAT EVERYONE CAN LEARN FROM EACH OTHER .
Embracing changing priorities for career entrants Historically , we ’ ve recruited our sales teams from a wide pool of graduates across all disciplines , with a focus on identifying strong communication skills and the analytical ability that translates into strong account management . However , the evolution of the university sector is having an interesting effect on young graduates . With tuition fees on the rise , graduates are sharply focused on achieving a return on their career investment , although not exclusively on a financial basis , as I ’ ll delve into later .
A number of intelligent young people are deciding to leap straight into work to avoid debt and get a headstart on their careers . These candidates are a rich source of talent for employers if they can be tempted to apply .
I passionately believe it ’ s down to us to articulate the considerable opportunities and progression that a career in the technology industry offers . Our sector is rich in innovation – it ’ s the foundation of everything from business and government , to leisure and entertainment . With technologies such as 5G coming on stream and the constant challenge of countering cybersecurity threats , we work in a fastpaced environment that is in no danger of becoming a career dead-end . That ’ s important because , with so many sectors experiencing disruption , career entrants want to know that they ’ re choosing an industry that thrives on innovation and is not overwhelmed by it .
Attracting talent is one thing , retaining it is another . . .
Talent retention is key if looking to build a talent pipeline and this is where I think we need to look at the shifting working styles and preferences that now exist in the workplace . Companies need to ensure they create an environment that new entrants want to be in , and crucially , stay in . This isn ’ t going to be a clichéd ‘ anti-millennial rant ’ – far from it . The fact is that today ’ s workplace is multi-generational and the industry needs to recognise and adapt to that .
It is not surprising that Generation Z employees feel little in common with their baby boomer and even millennial colleagues – the worlds that they grew up in are vastly different . This has led to some
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