Tech workers are willing to accept lower salaries if it means working in a less toxic work culture.
A survey by Blind reveals that tech workers prioritize non-monetary benefits in their job choices.
The current market conditions, including layoffs by major tech companies, have made tech workers more willing to accept lower salaries.
Tech workers value factors like career growth, work-life balance, and company culture over higher salaries.
56% of tech workers would accept equal or lower pay in a new role if it fulfills their non-monetary needs.
When recruiting tech talent, emphasizing a positive work environment, career growth opportunities, and work-life balance can attract highly skilled candidates who value happiness over paychecks.
The UK faces a significant digital skills gap, with only 11% of workers possessing the necessary digital skills for important roles.
The shortage of skilled professionals in areas such as data analytics, cybersecurity, software development, and AI hampers digital transformation projects.
Increased competition among businesses to attract and retain top digital talent requires offering an inspiring mission and clear vision for digital efforts, not just competitive wages.
The lack of interest in teaching digital skills within the education system exacerbates the digital skills gap, with a decline in IT-related subjects taken by students.
The rapid pace of technological advancements outpaces skills acquisition, resulting in a shortage of professionals capable of leveraging new tools and techniques effectively.
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The lack of digital talent threatens the success and competitiveness of UK businesses, leading to increased costs and a diminished ability to compete on the global stage.
Solving the lack of digital talent requires collaboration between the government, private sector, educational institutions, and companies investing in re-educating and upskilling their existing workforce.
Businesses that prioritize communicating a compelling vision for their digital transformation efforts are more likely to attract and retain top digital talent, even if they can't offer the highest salaries.
A study reveals that the majority of creative industry workers are worried about the impact of generative artificial intelligence (AI) on their profession.
More than two-thirds of creatives express concern about the viability of generative AI as a substitute for human creativity.
The survey was conducted anonymously by an organization called "ma" and focused on gathering the opinions of individuals working in the creative industry.
The findings highlight the apprehension among creative professionals regarding the potential consequences of generative AI.
The study suggests that generative AI is seen as a technology that could potentially disrupt and change the nature of creative work in various industries.
When hiring for creative positions, it is important to address concerns about the impact of generative artificial intelligence (AI) on the industry.
Emphasize the importance of maintaining a human touch in creative work, emphasizing the unique abilities and insights that humans bring to the table.
According to a Gallup report, nearly 1 in 5 employees worldwide are engaging in "loud quitting" at their jobs, which involves actions that harm the organization, oppose its leaders, and undercut its goals.
Loud quitting is distinct from "quiet quitting," with 18% of surveyed employees being loud quitters who are actively disengaged at work, compared to 59% who are quiet quitters and simply not engaged.
The low employee engagement resulting from loud and quiet quitting is estimated to cost the global economy $8.8 trillion, accounting for 9% of global GDP.
Loud quitters actively undermine the employer's goals and can damage the brand, often expressing vocal opposition to the organization. They are more likely to quickly accept another job opportunity and may not require higher compensation.
Management is identified as the primary cause of loud and quiet quitting, with bosses accounting for about 70% of the variance in team engagement. Meaningful conversations, feedback sharing, recognition, and employee involvement in decision-making are highlighted as crucial factors for better management.
When recruiting new employees, prioritize candidates who exhibit a high level of engagement and alignment with the organization's mission and values. Look for individuals who demonstrate a track record of actively contributing to their previous workplaces, as they are more likely to remain engaged and committed in their new roles
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