Author: Certes

Understanding the challenges and strengths of public sector recruitment in the UK

Across the UK, government departments and public bodies are racing to deliver digital services that match the speed and sophistication of the private sector. From the NHS to local authorities, the need for skilled IT professionals has never been higher.

But as demand for tech talent grows, so does competition from private companies offering higher pay, faster recruitment processes, and flexible career paths. The question many public sector leaders are asking is: can we realistically compete for the same talent?

At Certes IT, we work closely with both public and private organisations and see first-hand how the recruitment landscape is shifting. The public sector faces distinct challenges, but also has unique strengths that, if properly leveraged, can make it a highly attractive place for IT professionals.

The Reality: Public Sector Recruitment Challenges in Tech Hiring

1. Pay constraints and competition for skills
Private sector firms can often pay premiums for in-demand roles such as cybersecurity, cloud engineering, and data analytics. In contrast, public sector pay frameworks tend to be less flexible and slower to adjust to market trends. House of Commons Report

2. Bureaucratic hiring processes
Recruitment in the public sector is governed by fairness, transparency, and auditability, but those same processes can make hiring slow and rigid. Long application forms, multiple interview panels, and lengthy onboarding can deter candidates used to fast-paced hiring cycles.

3. Outdated perception of public sector IT
Despite huge advances in government digital services, many candidates still associate public sector IT with legacy systems and outdated tech. This perception gap makes it harder to attract innovative and ambitious talent. Gov.UK Press Release

4. Reactive hiring instead of strategic workforce planning
Many departments hire reactively when someone leaves or a new project starts, rather than maintaining a proactive talent pipeline. This leaves critical digital projects exposed to skill shortages.

But the Public Sector Recruitment Has Strengths the Private Sector Can’t Match

1. Purpose and impact
For many IT professionals, the opportunity to make a tangible difference to citizens’ lives, from improving NHS systems to building greener transport solutions, is a strong motivator.

2. Job stability and benefits
Pension schemes, work–life balance, and stability are often more attractive in the public sector than in start-ups or fast-moving private firms. Civil Service Careers

3. Scale and complexity of projects
Public sector digital transformation operates at a national scale from tax systems to healthcare records. The complexity and reach of these systems can rival any private enterprise.

4. Increasing flexibility and hybrid working
Post-pandemic, many public sector organisations have embraced hybrid and remote models, levelling the playing field for flexibility and work–life balance.

The Key Takeaway

The UK public sector can compete for IT skills, but not by trying to mirror the private sector pound for pound. Instead, it must play to its strengths: purpose, scale, flexibility, and security, while modernising recruitment processes to match candidate expectations.

In our next post, we’ll explore what the public sector can learn from private sector recruitment models and how to put those lessons into action.

Hiring the right IT professional can transform a team, bringing fresh skills, innovation, and productivity. But making the wrong hire? That can be costly in ways many organisations underestimate.

In today’s fast-paced tech landscape, where businesses rely heavily on digital infrastructure, a single poor IT hire doesn’t just slow progress; it can ripple through projects, security, and even the company culture.

The Hidden Costs of a Bad IT Hire

Financial Losses

Research from the REC (Recruitment & Employment Confederation) suggests the average cost of a bad hire can exceed three times the employee’s annual salary. For IT roles, where salaries are often above the national average, that number quickly escalates.

Costs include:

  • Recruitment fees and job advertising
  • Training and onboarding
  • Severance or rehiring expenses

Lost Productivity

IT teams thrive on collaboration. A poor hire may lack the necessary skills or work ethic, slowing projects and creating bottlenecks. In fast-paced IT environments, like software development or cybersecurity, delays can mean missed deadlines, unhappy clients, and lost revenue.

Security & Compliance Risks

An underqualified IT professional isn’t just inefficient; they can be a liability. Poor coding practices, mishandled data, or weak security protocols can expose organisations to cyber threats and regulatory penalties.

Impact on Team Morale

When team members have to pick up the slack for someone who isn’t performing, frustration builds. Over time, morale drops, engagement dips, and even your top performers may start looking elsewhere.

 

How to Avoid a Bad IT Hire

Define Clear Role Requirements

IT job descriptions often get blurred with “nice-to-have” skills. Start with essentials: What specific technologies, certifications, or experiences are must-haves? The clearer you are, the more targeted your hiring process will be.

Use Specialist IT Recruiters

Generalist recruitment agencies may not fully grasp the nuances of IT roles. Working with a specialist recruiter ensures candidates are pre-screened for technical and cultural fit, reducing risk.

Incorporate Technical Assessments

Practical coding tests, system challenges, or problem-solving tasks go beyond a polished CV. They reveal how candidates actually perform under real-world conditions.

Focus on Soft Skills & Culture Fit

Technical skills are essential, but so are communication, adaptability, and teamwork. IT professionals rarely work in isolation, so make sure candidates align with your organisation’s culture.

Invest in Onboarding & Support

Even the best hires need guidance. Strong onboarding programmes, mentoring, and regular check-ins set new employees up for success and reduce early turnover.

 

Final Thoughts

The true cost of a bad IT hire extends far beyond recruitment spend. It can damage productivity, security, and team morale. By taking a strategic approach, combining clear requirements, robust assessments, and expert recruitment support, organisations can safeguard themselves against costly mistakes.

At Certes IT Recruitment, we specialise in connecting businesses with the right IT professionals, ensuring every hire is a long-term asset, not a liability.

 

Artificial intelligence (AI) is no longer a futuristic concept; it is a central force in modern business transformation. Whether deployed to streamline operations, generate actionable insights from data, enhance customer experience, or boost workforce productivity, AI adoption is accelerating at an unprecedented pace.

Recent figures suggest that around 90% of organisations are now piloting AI or running implementations at varying scales, which is a dramatic shift that underlines the speed at which this technology has moved from experimental to business-critical.

The Double-Edged Sword of AI Adoption

While AI delivers huge opportunities, it also creates new risks. As AI systems become embedded in decision-making, cybercriminals are finding ways to exploit them. From adversarial attacks on machine learning models to the misuse of generative AI for phishing campaigns and deepfakes, the threat landscape is evolving quickly.

For organisations, this means cybersecurity strategies can no longer be separated from AI strategies. Protecting AI infrastructure, ensuring data integrity, and building resilient systems are now fundamental business priorities.

The Rise of the AI-Skilled Cyber Specialists

This convergence is driving intense demand for professionals with combined expertise in AI and cybersecurity. Traditional cyber roles are expanding to encompass new responsibilities such as:

  • AI Threat Modelling: Anticipating how AI tools could be attacked or misused.
  • Secure Machine Learning: safeguarding data pipelines, training models, and algorithms against tampering.
  • AI-Driven Defence: deploying AI solutions that detect anomalies, automate threat response, and reduce dwell time.
  • Governance & Compliance: navigating emerging regulations on AI ethics, transparency, and accountability.

As businesses scale their AI adoption, they are discovering that the skills gap in this area is significant. Demand for talent is outpacing supply, making AI-skilled cyber specialists some of the most sought-after professionals in today’s technology market.

What This Means for Employers and Candidates

For employers, competition for this talent is fierce. Offering clear career development pathways, investment in continuous learning, and opportunities to work on cutting-edge projects will be critical to attracting and retaining skilled specialists.

For candidates, the opportunity is huge. Cyber professionals who can upskill in AI or AI experts who build a strong foundation in cybersecurity will find themselves at the forefront of a rapidly growing, high-impact field.

How Certes IT Recruitment Can Help

At Certes, we understand the evolving dynamics of the technology talent market. Our specialist recruitment expertise enables us to connect organisations with the AI-cybersecurity professionals they need to future-proof their digital transformation journeys.

Whether you’re a business seeking niche expertise or a professional looking to take the next step in your AI or cybersecurity career, we can help you find the right fit.

 

A 179% Spike in Just Six Months

Ransomware isn’t just growing; it’s exploding. Data from threat intelligence firm Flashpoint shows that attacks in the first half of 2025 surged by 179% compared to the same period in 2024. That’s nearly triple the volume in just twelve months, a scale of escalation few organisations are prepared for.

This dramatic rise confirms that ransomware has become one of the most disruptive forces in cybersecurity today.

Why the Ransomware Attacks Numbers Are Climbing

Several shifts explain why ransomware is spreading faster than ever:

  • Simplified attack methods: More groups are ditching encryption entirely, opting instead for pure data extortion. Steal the data, threaten to leak it, and demand payment, faster, cheaper, and easier.

  • AI as a force multiplier: Although still limited, attackers are beginning to use generative AI to automate phishing campaigns and reconnaissance. Groups like Funksec may be paving the way for more widespread adoption.

  • Recycled victims: Data from old breaches is resurfacing, creating new waves of extortion long after the initial attack.

The combination of lower technical barriers and AI-driven efficiency has created what Flashpoint calls a “perfect storm” for cybercrime.

Lessons from the Frontline: Insights from Certes TechTalk

On the latest Certes TechTalk Podcast, host John Granger and guest James Desmond (Air Force veteran and cybersecurity strategist) unpacked why the current surge feels so familiar to military professionals.

“AI is changing the threat landscape, but the fundamentals remain the same: if your people don’t know how to respond, your defences are already compromised.” — James Desmond, Certes TechTalk Podcast

James emphasised two points especially relevant to today’s ransomware explosion:

  1. Unified strategy: Just as the military aligns diverse units under a single mission, organisations must align cyber defences across departments.

  2. Organisation-wide training: Technology helps, but people remain the weakest link. Training must extend beyond IT teams to every employee.

Who’s Driving the Surge?

Flashpoint identifies Akira, Clop/Cl0p, Qilin, Safepay Ransomware, and RansomHub as the most active groups in early 2025. UK-based organisations are also feeling the impact, with DragonForce gaining notoriety after attacks on Marks & Spencer and the Co-op Group.

Where the Ransomware Attacks Hit Hardest

The United States is bearing the brunt, with 2,160 attacks tracked in the first half of 2025: far ahead of Canada (249), Germany (154), and the UK (148). Globally, manufacturing, technology, and retail top the list of most-targeted industries.

Moving Beyond Perimeter Defences

The surge shows that traditional perimeter security is not enough. Once data is stolen, encryption at rest and in transit becomes the last line of defence.

Certes’ Data Protection and Risk Mitigation (DPRM) directly addresses this need:

  • Quantum-safe encryption (AES-256-GCM) shields data even if systems are compromised.

  • Layer-4 payload protection ensures sensitive data never travels unencrypted.

  • Policy-first separation of duties puts control of keys and policies in your hands.

Final Word: Prepare for the Next Wave

The massive rise in ransomware isn’t a temporary spike; it’s a sign of things to come. Cyber criminals are moving faster, adopting AI, and exploiting weak links in human behaviour.

The message is clear: ransomware defence must be proactive, data-centric, and organisation-wide.

As James Desmond noted on Certes TechTalk, strategy and training are as critical as technology. Combined with Certes’ DPRM solutions, organisations can resist today’s surge and prepare for tomorrow’s threats.

In recent years, the public sector has faced a profound shift. What was once a space defined by paper-based processes, siloed departments, and legacy systems is now evolving into a digitally connected ecosystem. From local councils to national government agencies, digital transformation in the public sector is no longer optional; it’s a strategic imperative.

At Certes IT Service Solutions, we work closely with public sector organisations to help them navigate this transformation, ensuring technology investments deliver measurable value for citizens, staff, and stakeholders.

1. Citizen-Centric Digital Transformation Services

Public expectations have shifted. Citizens now expect the same seamless, personalised, and responsive experiences from government services as they receive from online retailers and banks.

  • Trend Impact: User-friendly portals, self-service platforms, and mobile-first design are becoming standard.

  • Future Outlook: Artificial intelligence (AI) and chatbots will enhance service delivery, providing faster responses and reducing administrative overheads.

2. Cloud-First Strategies For Public Sector Digital Transformation

For decades, public sector IT was anchored by on-premise systems that were costly to maintain and slow to adapt. Cloud computing changes this paradigm.

  • Trend Impact: Improved scalability, cost-efficiency, and remote access for staff.

  • Future Outlook: Multi-cloud and hybrid-cloud environments will become the default, enabling greater flexibility and resilience.

3. Data-Driven Decision Making

With more services moving online, the public sector is generating vast amounts of data.

  • Trend Impact: Analytics tools and dashboards are being used to inform policy decisions, optimise services, and allocate resources more effectively.

  • Future Outlook: Predictive analytics will allow governments to anticipate community needs before they arise.

4. Strengthened Cybersecurity Frameworks

Digital transformation expands the attack surface for cyber threats. For the public sector, the stakes are particularly high—protecting sensitive citizen data is non-negotiable.

  • Trend Impact: Adoption of zero-trust security models and increased investment in security awareness training.

  • Future Outlook: Integration of AI-driven threat detection to identify and neutralise risks in real time.

5. Cross-Agency Collaboration and Interoperability

Fragmented systems have long been a barrier to efficient service delivery. Digital transformation is enabling better information sharing between agencies.

  • Trend Impact: Integrated platforms reduce duplication, streamline workflows, and improve response times in emergencies.

  • Future Outlook: Nationwide interoperability standards could revolutionise how agencies cooperate.

How Certes IT Service Solutions Supports the Public Sector with Digital Transformation

Our team understands the unique challenges public sector organisations face: tight budgets, strict regulations, and the pressure to deliver high-quality services to diverse communities. We provide:

Looking Ahead

Digital transformation is not a one-off project; it’s an ongoing journey. The public sector’s ability to embrace these trends will shape the future of governance, service delivery, and citizen engagement for decades to come.

At Certes IT Service Solutions, we believe the future of public service is digital, secure, and citizen-first and we’re here to help make that future a reality.

Public sector organisations across the UK, from central government departments to local authorities, face an urgent need for skilled technology professionals to fill public sector IT jobs. Digital transformation, cybersecurity, and data-driven service delivery are all high on the agenda. But finding the right tech talent is a challenge, especially with strong competition from the private sector.

While salary differences make headlines, pay isn’t the only factor influencing candidates. Outdated perceptions about the type of work on offer in the public sector can also deter skilled IT professionals from considering these roles. At Certes IT Recruitment, we know that with the right approach, government and public bodies can compete effectively for top-tier candidates.

Here are four strategies that consistently deliver results in public sector technology recruitment.

1. Present the complete pay and benefits package

IT public sector salaries can be up to 12% lower than private sector rates. But that’s only part of the story and it’s crucial to communicate the total package to potential candidates.

Some public sector IT roles pay competitively, particularly in high-demand specialisms such as software development, data science, and cybersecurity. In addition, pension contributions in the public sector can be a significant long-term benefit, often approaching 30% of salary, compared to around 10% in the private sector.

When you factor in job security, generous leave, and structured career progression, public sector IT jobs can be an extremely attractive proposition.

2. Promote the scale and innovation of projects

One persistent myth is that public sector technology lags behind the private sector. The reality is very different. Across the UK, government and public agencies are delivering high-profile, cutting-edge digital transformation programmes.

From AI pilots to large-scale cloud adoption, the public sector is investing heavily in modern technology. For example, the fully digital UK passport application system rivals the best private sector user experiences and it’s just one example among many.

These projects often have impact on a national scale, serving millions of citizens and thousands of employees. Highlighting these success stories at industry events, on social media, and in job adverts can help attract candidates who want to work on complex, high-impact systems.

3. Leverage flexibility and purpose

Work-life balance and meaningful work are increasingly important to technology professionals. This can be particularly appealing for candidates with caring responsibilities, those returning to work, or individuals seeking a second career in technology. So, ensure flexibility is part of your next job vacancy.

Purpose is another key driver. Many IT professionals are motivated by the chance to make a real difference, improving essential public services and supporting the wider community. Public sector IT roles deliver exactly that.

4. Streamline the recruitment process

A lengthy or overly complex recruitment process can mean losing great candidates to faster-moving employers. Public sector hiring processes can be improved by:

  • Simplifying application forms

  • Reducing unnecessary assessment steps

  • Using digital tools to speed up hiring decisions

  • Offering alternative entry routes such as apprenticeships and career conversion programmes

A smoother recruitment journey not only improves candidate experience but also increases the chances of securing in-demand IT talent.

Why public sector IT jobs deserve a fresh look

Public sector technology careers offer competitive benefits, large-scale projects, excellent work-life balance, and the opportunity to make a real difference. By tackling misconceptions and optimising recruitment strategies, government and public sector bodies can access the skilled IT professionals they need to deliver their transformation goals.

At Certes IT Recruitment, we specialise in connecting talented technologists with rewarding public sector careers. Whether you’re looking to hire for critical roles or explore the latest public sector IT jobs, our expert team is here to help.

Certes Team Takes on Yorkshire’s Toughest Challenge

At Certes, we believe in pushing boundaries, not just in technology, but in making a difference where it counts. That’s why a committed group of ten employees are lacing up their boots and heading for the hills this September to take on the Three Yorkshire Peaks Challenge.

Spanning 24 gruelling miles and covering the iconic peaks of Pen-y-Ghent, Whernside, and Ingleborough, this endurance trek must be completed within just 12 hours. It’s a test of physical stamina, mental grit, and team spirit, and our colleagues are embracing the challenge head-on.

Preparation is already well underway. The team has been tackling early morning hikes, weekend walks, and group training sessions to build the strength and resilience needed for the big day.

But this challenge is about more than just conquering peaks. It’s about raising vital funds for a cause close to our hearts. All proceeds will go directly to the Forces Employment Charity, supporting UK veterans and military families as they transition into meaningful civilian careers and rebuild their lives.

We’re incredibly proud of our colleagues who are going above and beyond to support this important mission. Every donation, big or small, will help fuel their journey and provide lasting support to those who’ve served.

Want to support the team?
You can make a donation here: DONATE

In today’s fast-evolving digital landscape, the pace of technological change is staggering. What was once considered an “IT decade” has now compressed to just three years. This means the tools, platforms, and languages dominating today’s market could become obsolete tomorrow. In fact, in some industries, the half-life of skills (the time it takes for a skill to lose half of its value) has dropped to just two and a half years.

This reality challenges one of the most traditional hiring mindsets in IT: recruiting based on current skills alone.

Why Hiring Based on Static Skills Is Failing

In such a dynamic environment, hiring purely based on existing skills is not only short-sighted, but it can also actively work against innovation and agility. By the time a candidate is onboarded and embedded into a project, there’s a good chance the tech stack they were hired for is already shifting.

This isn’t to say that technical skills aren’t important; they are. But in isolation, they’re simply not enough.

Organisations need to start focusing on what truly drives long-term success in tech: adaptability, learning agility, and a growth mindset.

The Shift to a Skills-First Hiring Mindset

The good news? Many forward-thinking HR leaders are already pivoting toward skills-first strategies. Instead of zeroing in solely on a candidate’s current tech stack knowledge, this approach evaluates:

  • Potential to learn new tools and systems
  • Problem-solving abilities
  • Collaboration and communication skills
  • Previous patterns of upskilling and development

This shift opens up a wider and more diverse pool of talent, not just externally, but internally as well.

Learning & Upskilling: The New Competitive Advantage

According to recent research from Udemy, companies investing in skills-focused learning see real results:

  • 63% of respondents said skills-focused learning directly improved business outcomes
  • Organisations reported increased productivity and higher retention rates
  • Employee engagement, a top priority for 78% of HR leaders, also rose significantly

The message is clear: when organisations support continual learning, employees stay longer, perform better, and adapt faster to change.

What This Means for Employers and Candidates

At Certes IT Recruitment, we’re seeing this shift first hand. Employers are increasingly valuing adaptability over specialisation, and potential over proficiency. They’re asking not just, “What can this person do today?” but, “What could this person learn to do tomorrow?”

Likewise, candidates are beginning to understand that keeping skills fresh isn’t just nice to have, it’s essential. Certifications, side projects, online courses, and a demonstrated hunger to grow are now differentiators in the hiring process.

Final Thoughts: The Future Is Fluid

The tech industry’s rapid pace isn’t slowing down. By embracing a skills-first, learning-centric approach, organisations can build resilient, future-ready teams that thrive no matter how the landscape evolves.

At Certes IT Recruitment, we help our clients identify candidates with not just the right skills, but the right potential. Let’s build teams that are ready for today and tomorrow.

The UK government continues to express its ambition to lead the world in artificial intelligence (AI), promoting innovation, private sector investment and economic growth. However, for CIOs, CTOs and senior IT leaders across the public sector, a different reality is unfolding: a growing dilemma around how to adopt and govern AI responsibly in the absence of clear national legislation.

Despite repeated promises of consultation and future regulation, the UK currently has no comprehensive legal framework in place to guide the use of AI across public services. For organisations tasked with delivering transparent, accountable and equitable services, this delay is more than a policy gap, it’s a strategic challenge.

A Framework Without Force

The government’s current “pro-innovation” approach aims to empower existing regulators rather than introduce new laws. While this flexible strategy may appeal to fast-moving technology sectors, it presents significant issues for the public sector, where clarity, consistency and accountability are non-negotiable.

From health and social care to justice and local government, AI is already being deployed in high-stakes contexts. Without a legal framework to govern its use, public bodies are being left to interpret ethical and operational boundaries on their own. The dilemma is clear: how do you lead on innovation when the rules remain unwritten?

Looking Abroad: A Diverging Path

Other jurisdictions are moving with more certainty. The European Union’s new AI Act offers a structured, risk-based model with binding requirements, while the United States is laying the foundations for federal AI oversight through executive action and agency-level initiatives.

By comparison, the UK is taking a more cautious legislative route. But this divergence risks placing public sector organisations in a difficult position, especially when working with international suppliers or managing data that crosses borders.

The result? A dilemma where leaders are expected to embrace transformative technologies while also guarding against reputational, legal and ethical risks that are not yet clearly defined.

What’s at Stake

Without timely and coherent legislation, the public sector faces several key risks:

  • Operational Uncertainty: IT and digital teams lack definitive guidance on acceptable AI use, increasing the complexity of both procurement and deployment.

  • Erosion of Public Trust: AI used in decisions around welfare, policing or healthcare must meet high standards of fairness and transparency. The absence of legislation risks public backlash.

  • Governance Gaps: Organisations are being forced to build internal frameworks in isolation, without the support of a shared legal or ethical standard.

  • Compliance Complexity: Cross-border data sharing and collaboration bring obligations under foreign AI laws, even while the UK has yet to establish its own.

Leading Through the UK’s AI Dilemma

Despite the legislative delay, public sector leaders are not powerless. In fact, this moment offers an opportunity to lead by example—setting high internal standards and preparing for a regulatory future that is all but inevitable.

Here are four proactive steps organisations can take now:

  • Align with International Best Practices: Use frameworks like the EU AI Act and OECD AI Principles as reference points to guide policy and implementation.

  • Embed Ethics into Procurement: Ensure AI tools meet clear criteria for fairness, explainability and accountability before they are adopted.

  • Establish Governance and Oversight: Create internal review boards or ethics panels to evaluate new AI deployments and monitor ongoing use.

  • Engage with Policy Development: Contribute to government consultations and collaborate with sector peers to influence the direction of future legislation.

Conclusion: Resolve the Dilemma, or Be Defined By It

The UK’s AI dilemma is not simply about technology; it’s about leadership. In the absence of legislation, public sector CIOs and CTOs are being asked to fill a policy vacuum, balancing innovation with risk in an uncertain environment.

While this offers a chance to lead responsibly, it also highlights the need for urgent national clarity. The longer the government delays action, the greater the burden on public bodies to self-regulate and self-protect.

At Certes IT Service Solutions, we work with public sector organisations to navigate this complex space, bringing governance, insight and compliance to the forefront of AI adoption. The dilemma may be real, but with the right leadership, it can be managed.

In June 2025, Ofsted released a new study titled “The biggest risk is doing nothing”: insights from early adopters of artificial intelligence in schools and further education colleges. It examines how 21 schools, colleges, and multi-academy trusts across England are integrating AI into education, and why thoughtful action matters more than delay.

Why AI in Education Is Gaining Ground

Reducing workload: Many early-adopter providers use AI to streamline tasks like lesson planning, resource creation, assessment support, and parent communications, saving time and enabling staff to focus on teaching.

Empowering “AI champions”: Almost every setting had a staff member leading the charge, an AI-savvy colleague who supports others, builds enthusiasm, and helps translate potential into practice.

Ethical governance and confidence: Leaders highlighted data protection, bias mitigation, safeguarding, and intellectual property policies as foundational to responsible AI deployment.

Key Challenges to Address

Limited evidence on learning outcomes: Current AI use is largely exploratory and short-term, with little robust data on its direct impact on student results or long-term attainment.

Lack of strategic integration: Many providers are still working on coherent strategies, especially how AI could support curriculum delivery, assessment, or staff development.

Technical and equity barriers: Rapid development, absence of tailored school tools, and disparities in access risk widening the digital divide if not carefully managed.

Ofsted’s Position on AI in Education and Inspection Approach

No direct AI inspections: Inspectors will not evaluate AI tools per se but will assess how AI use affects teaching quality, learner experience, safeguarding, and outcomes.

Not expected to use AI: Schools are under no obligation to adopt AI, but Ofsted anticipates that some students or staff may already be using it, for example at home, and expects leaders to manage that usage proactively.

Guidance and inspection training: Ofsted plans to train inspectors this summer to spot evidence of AI’s impact and how leadership mitigates risks through policy, monitoring, and governance frameworks.

What Early Adopters Are Doing Differently

Early adopters followed a gradual approach:

  1. Appointing an internal AI champion to pilot tools and champion awareness

  2. Running CPD and training to boost staff confidence and digital literacy

  3. Starting with targeted use cases, such as curriculum support, before scaling more broadly

  4. Embedding AI policies that address safeguarding, bias, IP, and data protection

  5. Tracking qualitative effects on time saved, staff well-being, and classroom flexibility, even when outcome data is still emerging

Why Certes Clients Should Care About AI in Education

At Certes, we support IT leaders and education technology professionals across the UK. If you’re involved in education or school transformation projects, here’s how these findings could be relevant:

Strategic talent needs: AI rollout calls for roles like AI champion, digital learning lead, or EdTech policy manager. Recruiters are actively searching for candidates who blend technical literacy with education insight.

Policy and governance expertise: Schools are developing AI Education frameworks, and professionals with skills in data governance, risk assessment, and digital ethics are highly sought.

Professional development specialists: Training educators to adopt AI effectively needs instructional designers and trainers with digital confidence and practical experience in educational settings.

Change management leaders: Transitioning to AI-supported workflows demands thoughtful leadership, project managers and transformation leads who can guide pilots, evaluate impact, and scale responsibly.

Final Takeaway

Ofsted’s research, and its message that “the biggest risk is doing nothing”, underlines both the opportunity and urgency of engaging with AI thoughtfully. As schools and FE colleges begin pilot programmes, clear strategy, ethical safeguards, and supportive leadership are essential to harness AI’s benefits while protecting learners.

For Certes clients, this represents demand for professionals who can bridge the technical, pedagogical, and governance elements of AI in education, helping schools and colleges move from cautious experimentation to structured innovation.

Next Steps for Education Leaders

  • Identify your internal AI champions to lead workshops, pilots, and knowledge-sharing

  • Conduct staff training on AI literacy, classroom use, data ethics, and tool evaluation

  • Create or update governance policies addressing risk mitigation, safeguarding, bias, and IP

  • Pilot AI use in measured, outcome-focused ways, and document its effects

  • Plan for longer-term strategy, including curriculum integration, impact tracking, and scaling

Certes IT Recruitment is ideally placed to support education providers seeking talent across all these areas, from policy experts and digital leads to learning technologists and transformation managers. If your organisation is embarking on its AI journey, we’d love to help you find the right people to make it successful.

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