Author: Certes

In today’s digital landscape, strengthening cyber resilience is key, with the prevalence of cyber threats escalating at an alarming rate. In 2024 alone, UK businesses faced approximately 7.8 million cyber attacks, with over half experiencing at least one attack per month.

Despite this, only 31% of businesses conducted a cyber risk assessment, and a mere 22% had a formal cybersecurity incident management plan in place.

This disconnect underscores a critical vulnerability in organisational defences.

Why Are Businesses Unprepared for Cyber Attacks?

Several factors contribute to this lack of preparedness:

1. Resource Constraints: Many organizations, especially small to medium-sized enterprises, may lack the financial and human resources to implement comprehensive cybersecurity measures.
2. Awareness Deficit: There’s often a misconception that only large corporations are targets, leading smaller businesses to underestimate their risk exposure.
3. Skills Gap: A significant skills gap exists in the cybersecurity domain. Incident management skills gaps have increased from 27% in 2020 to 48% in 2024, indicating a growing need for qualified professionals.
4. Rapidly Evolving Threats: The dynamic nature of cyber threats can make it challenging for organisations to stay updated with the latest defence mechanisms.

How IT Recruitment and HR Teams Can Enhance Cyber Resilience

IT recruitment and HR teams play a pivotal role in fortifying an organisation’s cyber defences. Here’s how:

1. Educating Staff: Human error remains a leading cause of security breaches. Implement regular training sessions to educate employees about phishing scams, password hygiene, and safe online practices. An informed workforce acts as the first line of defence against cyber threats.
2. Conducting Self-Assessments: Regularly evaluate your organisation’s cybersecurity posture. Utilise tools and frameworks to identify vulnerabilities and address them proactively. Encouraging departments to perform self-assessments fosters a culture of continuous improvement.
3. Developing an Incident Response Process: Establish and document a clear incident response plan detailing steps to take during a cyber incident. Regularly conduct drills to ensure staff are familiar with their roles, ensuring swift and effective responses to mitigate damage.
4. Seeking Additional Support: Collaborate with cybersecurity experts to gain insights into best practices and emerging threats. Certes Discovery consultations can provide tailored strategies to bolster your organisation’s defences.

By proactively addressing these areas, IT recruitment and HR teams can significantly strengthen cyber resilience, safeguard critical assets and maintain stakeholder trust.

To successfully deliver digital transformation projects in 2025, teams need a combination of technical expertise, strategic thinking, and adaptability. Here are the essential key skills for delivering digital transformation projects in 2025:

1. Artificial Intelligence (AI) and Machine Learning (ML) Proficiency – AI and ML are driving automation, analytics, and decision-making. Your team should be able to integrate AI-driven solutions to enhance efficiency and innovation within your digital transformation project.

2. Data Literacy and Analytics – Understanding how to collect, interpret, and apply data insights is crucial. Teams must foster a data-driven culture to make informed decisions and drive business growth.

3. Cybersecurity Expertise – With increasing digital threats, teams must be skilled in cybersecurity strategies, risk assessment, and compliance to protect organisational assets and customer data.

4. Agile Methodologies – Agile approaches enable teams to adapt quickly, respond to challenges, and deliver incremental value, ensuring projects stay aligned with business needs.

5. Digital Literacy – A deep understanding of digital tools, platforms, and emerging technologies (such as blockchain and quantum computing) is essential for staying ahead in a rapidly evolving landscape.

6. Change Management and Leadership – Digital transformation projects often require significant organisational change. Strong leadership and change management skills help teams align with new processes and technologies.

7. User-Centric Design – Designing solutions with a focus on user experience ensures successful adoption, engagement, and long-term effectiveness of digital initiatives.

8. Continuous Learning and Adaptability – The digital landscape evolves rapidly. Teams must embrace lifelong learning, keeping up with new trends, tools, and best practices.

Ensuring you have all these skills in place will increase and drive the success of your digital transformation project. To help make this happen, Certes IT Service Solutions is here to support you with a range of resource solutions, including both IT Recruitment and IT Managed Services, ensuring you have the right expertise in place to deliver transformational success.

With the new financial year fast approaching, HR departments must be proactive in implementing key changes to stay compliant and ensure a smooth transition. The following five crucial areas should be at the forefront of your 50-day HR plan to align with new policies and procedures.

1. Employment Rights Bill

The Employment Rights Bill is set to introduce significant changes that HR teams must prepare for:

• Collective Redundancies: The removal of ‘at one establishment’ from the legislation means that large-scale employers will need to consult employees if proposing 20 or more redundancies across the company, rather than at a single site.
• Zero-Hour Contracts: Anticipate potential legislative changes impacting zero-hour contract workers, ensuring compliance with new protections and rights.
• Unfair Dismissal: Strengthen policies around dismissal processes to align with evolving legal expectations and prevent potential claims.

2. Pay Increases

With an increase in the National Living Wage and Minimum Wage, HR plan must include:

• Review payroll systems to accommodate these adjustments.
• Assess budgetary impact and ensure compliance with new wage structures.
• Address the increase in National Insurance (NI) costs, which may make direct hiring more expensive. Consider outsourcing services such as Certes IT Managed Services to fill key skill gaps without bearing the full burden of NI costs.
• Prepare for the increase in Statutory Sick Pay, ensuring proper policies are in place to manage employee absences effectively.

3. Equality Reform

Greater emphasis is being placed on equality, requiring HR to:

• Expand equal pay protections, particularly addressing disparities based on race or disability.
• Prepare for increased demands in pay gap reporting to ensure transparency and compliance.
• Implement diversity and inclusion initiatives to foster an equitable workplace culture.

4. Family Leave Expansions

New family leave policies require HR teams to:

• Implement Neonatal Care Leave and Pay, allowing parents of premature babies additional paid leave.
• Update leave policies in accordance with the Paternity Leave (Bereavement) Act 2024, ensuring compliance and supporting affected employees effectively.

5. Right to Disconnect Policy

A New Code of Practice for 2025 will enforce the Right to Disconnect, giving employees the ability to claim compensation if they are repeatedly contacted outside their contracted hours. HR teams should:

• Establish clear policies defining work-life boundaries.
• Train managers on appropriate communication expectations.
• Promote a culture that respects employees’ personal time while maintaining productivity.

Final Steps for Success

• Conduct an internal HR compliance audit to ensure readiness for the changes.
• Communicate updates clearly with employees through training sessions and policy briefings.
• Collaborate with legal and financial teams to manage risks and align business strategies with new regulations.

By addressing these five critical areas within a 50-day HR Plan, your HR department can ensure compliance, mitigate risks, and maintain a supportive workplace environment.

 

Artificial intelligence (AI) is rapidly transforming recruitment processes, offering tools that enhance efficiency, accuracy, and candidate experience. However, a recent survey by HireVue reveals that 34% of HR professionals lack official AI guidelines in their workplaces. This gap poses significant risks, including potential biases, data privacy concerns, and legal challenges.​

The Current Landscape of AI in Recruitment

The integration of AI in recruitment is becoming increasingly prevalent. HireVue’s Global AI in Hiring Report for 2025 indicates that 61% of UK HR professionals have implemented AI in their hiring processes, with 44% already utilising generative AI. These technologies assist in tasks such as candidate sourcing, resume screening, and interview scheduling, streamlining operations and reducing time-to-hire.

Risks of Operating Without AI Guidelines

The absence of formal AI guidelines can lead to several issues:​

• Bias and Discrimination: AI systems trained on historical data may inadvertently perpetuate existing biases, leading to unfair treatment of certain candidate groups. For instance, Amazon’s AI recruiting tool favoured male candidates, reflecting biases present in the training data.
• Data Privacy Concerns: Without clear policies, the use of AI can result in unauthorised data collection or breaches. A government assessment highlighted risks associated with an AI tool used by the UK Ministry of Defence, which stored sensitive data in the US, raising concerns about data breaches and identification. ​
• Legal and Compliance Issues: The regulatory environment for AI is evolving. The UK’s Science, Innovation and Technology Committee warns that without new legislation, the EU’s AI Act could become the default standard, potentially imposing stringent requirements on organisations.

The Imperative for Establishing AI Guidelines

Implementing comprehensive AI guidelines is crucial for mitigating these risks:​

• Ensuring Fairness and Transparency: Clear guidelines help prevent biases and promote equitable hiring practices. The UK government’s “Responsible AI in Recruitment” guide emphasises the importance of transparency in AI-driven recruitment processes, encouraging employers to provide clear explanations to candidates about how AI is used in hiring decisions. ​
• Protecting Data Privacy: Adherence to data protection laws, such as the General Data Protection Regulation (GDPR), is essential. Guidelines ensure that candidate data is collected and used lawfully, with appropriate measures to safeguard privacy. ​
• Maintaining Accountability: Policies establish clear accountability for AI deployment, ensuring that organisations can address any issues arising from AI use and comply with emerging regulations.​

Recommendations for HR Professionals and Hiring Managers

To harness the benefits of AI while minimising risks, HR teams should:

1. Develop and Implement AI Policies: Create guidelines that outline acceptable AI use in recruitment, addressing potential biases, data handling, and decision-making processes.​
2. Provide Training and Education: Equip HR professionals with the knowledge to understand AI tools and their implications, ensuring responsible and informed use.​
3. Conduct Regular Audits: Periodically review AI systems to identify and rectify biases or inaccuracies, maintaining the integrity of the recruitment process.​
4. Engage in Continuous Improvement: Stay informed about technological advancements and evolving regulations to update AI policies and practices accordingly.​

By proactively establishing and enforcing AI guidelines, organisations can leverage technological advancements to enhance recruitment while safeguarding ethical standards and legal compliance.

 

ITIL has long been the gold standard for IT service management, offering organisations a structured approach to efficiency and consistency. However, with artificial intelligence (AI) and automation revolutionising IT operations, the question arises: Can ITIL keep pace with the next decade of innovation?

ITIL in a Rapidly Changing Tech Landscape

AI and automation are transforming IT processes, reducing manual workloads, and enhancing service delivery. While ITIL has always provided a standardised framework, its traditional methodologies must evolve to incorporate these advancements. If ITIL remains static, it risks becoming obsolete as organisations increasingly prioritise agile and intelligent IT service management.

A Shift in ITIL’s Ownership

Another major change impacting ITIL is its transition to full private sector ownership. Previously, ITIL’s development involved both public and private entities, balancing a range of perspectives. Now, its direction is shaped solely by private interests, which may drive innovation but also pose risks if commercial objectives outweigh the broader IT community’s needs.

Will ITIL Adapt or Be Left Behind?

Experts agree that ITIL is unlikely to disappear, but its survival depends on modernisation. A potential ITIL v5 update within the next decade could integrate AI-driven solutions and automation. However, if ITIL fails to embrace these changes, organisations may shift towards more adaptive frameworks that better align with the fast-moving tech landscape.

The Path Forward

The key to ITIL’s future lies in balancing its core principles with new methodologies. AI can enhance automation, optimise workflows, and improve service delivery—all areas ITIL must address to remain relevant. Industry-wide collaboration is essential in shaping ITIL’s evolution, ensuring it continues to meet the demands of modern IT service management.

Want to learn more about ITIL’s future? Watch the latest TechTalk podcast by Certes IT Service Solutions: Watch Now.

Changes to company size thresholds from 6 April 2025 will shift IR35 status determination back to thousands of contractors. This will impact hiring strategies, compliance processes, and workforce planning.

Key Changes

New regulations (‘The Companies (Accounts and Reports) (Amendment and Transitional Provision) Regulations 2024’) will raise size thresholds for SMEs, reclassifying around 14,000 medium-sized businesses as small. As a result, these businesses will no longer be responsible for IR35 determinations—returning control to contractors.

Business Impact

Since 2021, medium and large private sector businesses have handled IR35 assessments, creating compliance challenges and discouraging contractor use. With the new thresholds, companies will have reduced risk and administrative burdens, making contractor engagement easier.

Seb Maley, CEO of Qdos, notes: “Businesses will welcome this shift, as IR35 rules have been difficult to implement. The change provides more flexibility and reduces risk.”

Implications for Recruitment, HR, and Hiring Managers

• Greater Access to Contractors: Easier engagement without IR35 liability concerns.
• Reduced Compliance Burden: Less administration for HR and finance teams.
• Hiring Policy Updates: Necessary adjustments to reflect the new regulations.
• Contractor Strategy Review: More businesses may now consider using contractors.

Industry Perspectives

While beneficial for businesses, some experts argue the impact is minor. Dave Chaplin, CEO of IR35 Shield, states: “The Treasury expects only a £20m annual cost reduction—just 1.1% of the £1.8bn collected under off-payroll working. The fundamental issues with IR35 remain.”

Key Actions for Hiring Teams

• Review Company Classification: Understand whether your organisation is affected.
• Update Hiring Policies: Adapt contractor engagement strategies.
• Communicate with Contractors: Clarify IR35 responsibilities.
• Monitor Future Changes: Stay informed on further IR35 reforms.

Looking Ahead

This update simplifies compliance for many businesses but does not eliminate IR35 complexities. Recruitment, HR, and hiring managers should proactively adjust strategies to optimise contractor engagement while ensuring compliance.

As we mark five years since the COVID-19 pandemic reshaped the world, its long-term impact on industries, workplaces, and recruitment practices continues to unfold. The way businesses attract, hire, and retain talent has undergone significant transformation, necessitating a more flexible and tech-driven approach.

Industry Shifts and Workforce Evolution

COVID-19 accelerated changes across multiple sectors, with digital transformation taking centre stage. Remote working, automation, and AI-driven processes have redefined job roles and required organisations to adapt swiftly. Businesses now prioritise agility, resilience, and digital literacy, with demand surging for professionals skilled in cloud computing, cybersecurity, and data analytics.

The Changing Face of IT Recruitment

The IT sector has been at the forefront of post-pandemic hiring changes. The surge in digital reliance has increased competition for top tech talent, driving companies to expand recruitment efforts beyond local markets. Hybrid and remote roles have become standard, leading to global talent acquisition strategies. Additionally, employer branding and candidate experience are now critical, as skilled professionals prioritise culture, flexibility, and career development opportunities when choosing employers.

The Work-from-Home Debate: Mass Migration to Remote Work

One of the most significant changes has been the widespread adoption of remote and hybrid working models. While some organisations have embraced permanent WFH policies, others are advocating for a return to the office. The debate centres on productivity, collaboration, and work-life balance, with companies experimenting to find the right balance. Businesses that enforce rigid return-to-office policies risk losing talent to more flexible competitors, reinforcing the need for adaptable workforce strategies.

Personal and Professional Impact on Employees

The pandemic blurred the lines between personal and professional life, leading to both positive and negative consequences. While many employees have enjoyed greater autonomy and reduced commuting stress, others have struggled with isolation and burnout. Employers are now more attuned to the importance of work-life balance and are implementing policies that support employee wellbeing.

The Necessity of Mental Health Support

The past five years have highlighted the critical need for mental health initiatives in the workplace. Employers are investing in Employee Assistance Programmes (EAPs), flexible working arrangements, and wellbeing resources to support staff. A proactive approach to mental health is now an essential aspect of talent retention and overall workplace satisfaction.

Flexibility as a Competitive Advantage

Flexibility has become a key differentiator for employers looking to attract and retain top talent. Companies offering flexible hours, hybrid working, and personalised career development pathways have a competitive edge. HR and recruitment teams must continue to advocate for adaptable policies that meet evolving employee expectations.

The Role of Technology in Recruitment

AI, automation, and data-driven recruitment have transformed hiring processes. Applicant Tracking Systems (ATS), AI-powered screening tools, and video interviewing platforms have streamlined recruitment, improving efficiency and candidate engagement. The shift towards skills-based hiring, driven by AI analytics, enables companies to make more informed hiring decisions, reducing bias and broadening the talent pool.

Conclusion

Five years post-COVID, recruitment and workforce management have entered a new era. Organisations that embrace technology, prioritise flexibility, and invest in employee wellbeing will be best positioned for long-term success. As businesses continue to adapt, HR and recruitment teams must lead the way in shaping a more resilient and future-ready workforce.

In 2025, diversity in tech and IT teams is more than just a moral imperative—it’s a business necessity. As technology continues to shape every industry, organisations must embrace diverse perspectives to foster innovation, drive profitability, and build inclusive workplaces that attract top talent. Hiring managers and HR professionals play a crucial role in ensuring that diversity, equity, and inclusion (DEI) are embedded in recruitment and team-building strategies.

The Importance of Diversity in Tech and IT Teams:

1. Boosts Innovation and Problem-Solving

Tech companies thrive on innovation, and diverse teams bring fresh perspectives to problem-solving. Research consistently shows that organisations with diverse workforces outperform their competitors, thanks to a broader range of ideas and solutions. In IT, where complex challenges require creative approaches, having employees from different backgrounds fosters out-of-the-box thinking and enhances collaboration.

2. Improves Product Development and User Experience

A diverse workforce ensures that tech products and solutions are designed with inclusivity in mind. Companies that lack diversity risk creating technologies that unintentionally exclude or disadvantage certain user groups. By prioritising DEI in hiring, businesses can build software, apps, and AI models that better serve a global and diverse customer base.

3. Enhances Employee Engagement and Retention

Employees who feel valued and included are more engaged, leading to higher productivity and lower turnover rates. A workplace that actively promotes diversity fosters a culture of belonging, which is crucial for retaining top talent. In an industry where skilled professionals are in high demand, fostering an inclusive environment gives companies a competitive edge.

4. Meets Legal and Ethical Responsibilities

Governments worldwide continue to strengthen diversity regulations, and businesses must comply with evolving DEI standards. Failing to prioritise diversity can lead to reputational damage and legal repercussions. Companies that proactively adopt inclusive hiring practices not only mitigate risks but also position themselves as ethical and forward-thinking employers.

In today’s rapidly evolving tech landscape, diversity is not just a moral or legal obligation—it is a strategic advantage. Prioritising diversity is not only the right thing to do—it is essential for remaining competitive and shaping the future of technology.

Artificial Intelligence (AI) is transforming recruitment by streamlining candidate searches, automating CV screening, and assessing applicants. However, if not used correctly, AI can introduce risks such as unfair bias and breaches of data protection laws. The UK’s Information Commissioner’s Office (ICO) has provided essential guidance for organisations considering AI-powered recruitment solutions.

Following audits of AI recruitment tool providers, the ICO identified areas for improvement, including ensuring fairness, minimising data collection, and being transparent about data usage. Almost 300 recommendations were made to enhance compliance, all of which have been accepted or partially accepted by those audited.

To help organisations make informed decisions, the ICO has outlined key questions to consider before implementing AI recruitment tools.

Have You Completed a Data Protection Impact Assessment (DPIA)?

A DPIA should be conducted at the procurement stage to identify and mitigate privacy risks. As processing activities evolve, the assessment should be regularly updated to maintain compliance with data protection laws.

What Is Your Lawful Basis for Processing Personal Information?

Organisations must establish a lawful basis for processing candidates’ data, such as legitimate interests or consent. Special category data, such as information on health or ethnicity, requires meeting additional legal conditions.

Have You Defined Responsibilities and Provided Clear Instructions?

Clarifying whether your organisation or the AI provider is the data controller or processor is crucial. Contracts should define roles and responsibilities, ensuring processors follow explicit instructions. Setting performance measures, including accuracy and bias mitigation, helps maintain accountability.

Has the AI Provider Taken Steps to Mitigate Bias?

AI must process data fairly and without discrimination. Organisations should check how providers mitigate bias, monitor outputs for inaccuracies, and request documentation demonstrating fairness measures.

Are You Being Transparent with Candidates?

Jobseekers should understand how AI impacts their application. Organisations must provide clear privacy information, explaining how decisions are made and offering ways to challenge automated outcomes.

By addressing these considerations, organisations can harness AI’s potential while safeguarding fairness and compliance with data protection laws.

 

With over 60% of UK workers worried about being overworked in 2025, IT contractors are far from immune to these challenges. Increasing expectations, tight budgets, and rising workloads can make staying afloat in today’s workplace a struggle. However, by taking proactive steps, contractors can manage their workload effectively, avoid burnout, and maintain their professional edge.

Set Clear Boundaries

Scope creep can derail even the most organised contractor. Clearly define the terms of your contract and push back on extra tasks that fall outside the agreement unless renegotiated. Protecting your time and focus will help you deliver high-quality work without burning out.

Prioritise Communication

Keep communication with clients transparent and consistent. If you’re struggling with deadlines or capacity, let them know early to manage expectations. Building trust through honesty ensures smoother collaboration and strengthens your professional reputation.

Leverage Technology

Use tools to optimise your workflow and automate repetitive tasks. Whether it’s project management software like Trello or coding scripts for efficiency, leveraging technology will help you save time and focus on critical tasks.

Upskill to Stay Competitive

Continually enhance your skills to adapt to industry demands. Learning new programming languages, gaining certifications, or exploring emerging fields like AI and cloud computing will make you more marketable and resilient in uncertain times.

Protect Your Wellbeing

Work-life balance is crucial. Schedule breaks, recognise the signs of burnout, and don’t hesitate to seek support when needed. A healthy contractor is a productive contractor—prioritise your mental and physical wellbeing to maintain long-term success.

 

Stay Proactive, Stay Resilient

By setting boundaries, staying communicative, leveraging technology, upskilling, and prioritising your wellbeing, you can rise above workplace pressures. Managing your workload isn’t just about surviving today—it’s about thriving in the future.