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Looking for a new software engineer job? Or perhaps you’re considering starting a career in software? Software engineering is an essential aspect of modern technology and is a profession that’s in high demand across the UK.

As an established IT recruitment agency with over 40 years of experience, Certes IT Talent & Contract is best placed to bring you the latest and greatest permanent and contract opportunities from across the software industry. But what does the role involve? Read on to find out more about a career as a software engineer and what skills you’ll need to succeed.

What is a software engineer?

From programming and coding to troubleshooting and future-proofing, the role of a software system engineer can vary from day to day. Typically, software engineers create and implement web and mobile applications. They also develop operating systems and other software solutions to meet the needs of the organisation, customers and employees. They often start by identifying pressure points within a business and design and build software to solve these issues.

Software engineers often work as part of a team and will collaborate with other team members within an organisation. They’ll work closely with designers, programmers and project managers to ensure solutions meet the needs of the company and users.

What does the role involve?

Planning

Firstly, the software engineer will determine the specific needs of a client or organisation to create a plan of action. This will help the specialist to identify which processes, users and employees will be affected by the new software. Once confirmed, the software engineer will share the plan with everyone who may be affected and will communicate any implementation details, how long it will take and who will need to be trained on using the new software. Ultimately, this will help the engineer to understand what kind of systems they may need to create or optimise in order to help the organisation meet the needs of their end-users.

Design

After the initial briefing stage, the software engineer will move on to designing the new software system architecture. The first part of this stage is the process design (or process mapping) and is formed of a relationship map, a cross-functional process map and a flow chart. The aim of the process design is to ensure the new system is efficient, maintainable, and upgradeable. Once the process design has been finalised, it is time to move on to the solution design. This involves detailing each necessary component and outlining exactly how they will interact with each other and other programmes within the business to ultimately meet the needs of the users.

Coding

Once the design has been finalised, it’s time to build the software. To do so, the engineer will need to write a range of code for the system which can involve programming languages such as Java, Python or C++. It’s essential for any software engineer to be confident using a range of coding languages so they can develop, optimise and maintain the software going forward. The software engineer will need to ensure it’s clean, efficient and easy to maintain in the future.

Testing

Once the code has been written, the software engineer will then test the system to make sure it’s functional and that it meets the needs of the business. To do so, the engineer will run various tests including unit tests, integration tests, and acceptance tests. Throughout this testing stage, the software engineer will aim to identify and fix any bugs or snags in the software. They will also ensure the new software is safe, secure and adheres to any regulatory requirements.

Implementation

After the engineer has completed the computer systems engineering and testing stage, it’s time to implement the new system. The software engineer will need to make sure the new system is properly installed and configured and that it is working correctly without any bugs. It’s also important to successfully integrate the new software into the business with minimal disruption. This can involve migrating data from the old system to the new one and can save team members from having to copy data between systems manually, which can be time-consuming and a bit of a chore.

Maintenance and Updates

After the software system has been deployed, the software engineer will continue to maintain and update it as needed. This involves monitoring the system for bugs or issues and making updates to the software as necessary to ensure that it remains up-to-date and continues to meet the needs of the end-users.

What skills do you need to become a successful software engineer?

Proficiency in programming and coding languages such as
Python, Java, C++ and Scala.
Object-oriented programming.
Database architecture.
Operating systems.
Cloud computing.
Design testing and debugging.
Attention to detail.
Project management.
Communication.
Time management.
Creativity.

Conclusion

Choosing a career as a software engineer will give you the opportunity to work in many different industries and fields, as nearly all businesses use software. Whether you enjoy finances, entertainment, sports, real estate, or some other industry, there is a good chance there are jobs for software engineers.

If you’re looking for a new role as a software engineer or software contractor, get in touch with our team of IT recruitment consultants or take a look at our range of software engineer jobs. We’d love to help you take your software career to the next level.

With IT talent so coveted in the current job market, building a team of highly skilled employees that are the perfect culture fit can be hard work.

And, once you have attracted the talent you desire the work isn’t over. Keeping those employees engaged and committed to staying in the business is a whole other challenge. Moving jobs is often more lucrative than staying in one job for an elongated period, so you’ve got to find ways to make it worth staying for the best employees.

In this blog, we are breaking down the best ways to attract and retain sought-after IT employees.

How to attract top IT talent

1. Have a strong brand

It’s not enough to put a job listing on LinkedIn and wait for the applications to roll in anymore. Yes, you could still try this, but, it might not attract the talent you’re looking for.

You want the people applying for your jobs to want to work for you specifically. And, how can candidates to know you before they apply for a role? Through your brand.

The best way to demonstrate what working for your company is like is through social media. Instagram, LinkedIn, and TikTok are great places to celebrate your brand and culture. Show off your workforce’s passion for their role and you’ll attract people with similar enthusiasm.

2. Streamline your interview process

Interviews are not just for the employer to decide about the candidate, but equally, the place where the IT talent decides if they want to work for your company. Similarly, to how you can use your branding, make them want to work with you.

Make sure to show the best of your company and its unique qualities while also proving how valued the candidate is. IT talent is constantly in demand, so acknowledging this and their important role within your business is important. Explain how you will meet their needs in a workplace and it will help your company to stand out amongst competitors as truly understanding and appreciative of its workers.

3. Offer flexibility

Since the COVID-19 pandemic, a certain level of flexibility in work has become more commonplace – especially in technology jobs. Whether this is blended hours or remote working, having clear fluidity when it comes to working arrangements is preferred.

LinkedIn has found that though only 20% of jobs posted on the site are remote, they received 50% of job applications, demonstrating the move towards flexible working. Giving candidates the option of remote or hybrid work can help position your business as adaptable and understanding of the current working climate.

4. Update your tech stacks

To state the obvious – people in tech appreciate good technology. So, it’s important that you make sure that your technology infrastructure is up to date.

If candidates are being offered more advanced technology at their current job or other places they are interviewing, it could sway them against your company. Show you understand the importance of a strong tech stack by shouting about it in your job ads and at the interview stage.

How to retain top IT talent

1. Offer growth opportunities

When looking to advance their career and skillset, current employees can either search for a job elsewhere or take advantage of opportunities within your company.

If you make the opportunities to grow within your employee’s current role accessible and clear, then talent will be less likely to begin searching elsewhere for the chance to progress.

2. Have a great company culture

Make sure that your culture is at the core of your business. To put it simply, employees join for the job and stay for the culture. If your IT talent feels nurtured, respected, and enjoys coming to work then why would they not want to stay in the business long term?

This is extra important when large portions of your workforce work remotely. It’s easy for them to feel out of the loop and become disillusioned, so making sure that remote workers feel included and enjoy their work can be what keeps them in the business.

3. Let employees have their say

Having open communication with your employees is an easy way to find out if they are happy in their roles. Whether that’s through surveys or regular 1-1s, your IT talent is more likely to express their true feelings if they are prompted. Be sure to ask what they like in the role as well as what your company could be doing better in order to best understand their wants.

Find out regularly what your talent values in a place of work rather than as a last bid to keep an employee who’s already halfway out the door.

This goes for perks too. Ask your employees what perks they would like to receive rather than taking a stab in the dark for them. They will value the things they have chosen and appreciate their inclusion in the decision-making process.

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If you’re looking to recruit top IT talent, we can help!

Get in touch with our expert recruiters to find the IT professionals you need today.

As the digitisation of services continues to intensify around the world, so does the demand for high-quality IT talent across the UK. Here at Certes, our team of tech, digital and IT recruitment consultants are plugged in when it comes to the latest IT opportunities, tech trends and digital news. That’s why we’re bringing you the latest permanent and IT contractor jobs that are currently in demand across the UK in 2023.

Business Analyst

The role of a Business Analyst is to identify and collect data from a range of sources. Then, they translate it into valuable information that can be used to problem-solve, streamline processes and track business. To do so, business and data analysts often compile the data into graphs and reports to present to the business.

The need for talented Business Analysts is only expected to grow in the next few years as they are sought after in a wide range of industries, including finance, education, government, consulting, media, retail, manufacturing and pharmaceuticals.

Business Analyst roles can be flexible and often allow remote working. There are various specialisms and routes you can take in this field including data mining, data infrastructure, data visualisation and decisions analysis.

Here at Certes, we currently have a range of Business Analyst contractor jobs available. Click here to find out more.

Cloud / Data Architect

Cloud and Data Architects utilise computer science and design skills to review, streamline and manage the data infrastructure for businesses. The role can often include:

Overseeing the implementation and development of a computer strategy
Planning future databases
Finding solutions to store and manage data for the company and their users

Since almost every company within the UK uses data and data management systems, Data Architects are in high demand in various industries. If you’re looking for a new challenge, take a look at our range of Cloud Architect jobs and Data Architect opportunities.

Infrastructure Manager

The role of an Infrastructure Manager involves building, maintaining and streamlining various IT systems within a company. They will often collaborate with other departments to build, develop and implement infrastructure strategy in other areas across the business.

However, like many other managerial positions, this role also involves supporting and developing a wider IT team. They need to ensure everyone, and every machine is running to the best of their ability. Due to the leadership aspect of this role, top talent in this area will boast a range of soft skills including problem solving, communication and building relationships. Check out our range of Infrastructure manager jobs to find out more.

Software developer

As the UK tackles a shortage of digital skills, the demand for software developers continues to reach new heights. But what does the role of a software specialist involve?

Software developers usually create and upgrade software to meet business needs and improve the customer journey. This typically involves:

Producing and implementing computer programs and applications
Mastering different coding languages such as CSS, JavaScript, and HTML
Maintaining and improving overall system functionality

Software developer jobs are some of the fastest-growing and the most lucrative in the UK. So, if you’re looking for a future-proofed career in IT, becoming a qualified software developer is a smart career choice.

Cyber Security Specialist

As more and more businesses work to digitise their service offerings, the need for experienced cybersecurity professionals continues to skyrocket, with many high-profile opportunities popping up on the job market across the UK and around the world.

Cyber Security Specialists will use their IT and technical skills to help keep company data protected from potential hackers and cyber attacks. Due to the ever-changing digital landscape, it is vital that Cyber Security experts stay up to date with the latest technologies, developments and tools so they can always be on top of their game.

Essential skills for a role in cyber security include coding, networking and system Administration and cloud security on public and hybrid platforms such as AWS and Azure.

If you’re looking for new cyber security jobs, take a look at our current opportunities.

The demand for IT professionals and high quality IT resources in the UK will only continue to increase. Here at Certes, our team of IT recruitment specialists are committed to matching top tech talent with stand-out employers of choice.

If you’re an IT contractor, or a tech professional, looking for a new role in the IT and digital space, don’t hesitate to get in touch. We can’t wait to help you find your next exciting opportunity.

UK Government shares its new UK Digital Strategy

With digital transformation and technology being key areas for the overall economic growth for the UK, the new UK Digital Strategy policy document could not have come at a better time. This article will cover key points of this new strategy and how this will affect the changing digital landscape within the UK.

UK’s current position within the world of digital technology.

The UK starts with many advantages. Critical building blocks of the digital economy, from super-fast internet access across the UK to cyber security capabilities, are already in place or being built. Compared to its European counterparts, the UK comfortably sits in first place within the world of technology, with more tech unicorns and more private capital flow than any other country in Europe in 2021. These are not just impressive statistics, they represent thousands of high-skilled, high-paid new jobs right across the UK.

Digital Foundations

The UK Government explains within this policy that the mission starts with strengthening the foundations of the digital economy. This will be done by harnessing world-class infrastructure, utilise the power of data and implementing light-touch, pro-growth regimes that protect citizens by investment and innovation.

Ideas and Intellectual Property

To help with innovation within the digital landscape, the UK government plan to invest up to £15 billion in research and development combined with enhanced R&D tax incentives. This will help ideas become more readily available for commercialisation in the academic environment.

Along with innovation, the UK will continue to develop the technologies already in place, which will help solidify the foundations for the UK digital strategy.

Skills and Talent

Gaining access to skills and talent to succeed in innovation and digital growth will be another key element for UK technology businesses. The UK Government will work with schools, universities and further education providers to deliver the digital skills that the real economy actually needs.

It is also vital that the best and brightest from around the world can quickly and easily come to the UK to help contribute to the digital skills and talent requirement. There is already a suite of visa routes already available to digital businesses, but an additional High Potential Individual visa and Scale-up visa will become available, so UK digital businesses can easily recruit from anywhere in the world.

Financing Digital Growth

The UK has already got in place venture capital investment incentives that have helped embed a vibrant start-up sector. To continue this development, any market failures inhibiting growth need to be addressed. This will help UK investors in taking an increasingly long-term view and understand that growth investing does not often generate short-term dividend flow.

The UK Government will continue to directly support innovation and growth financing through InnovateUK and the British Business Bank’s initiatives. This will be used to maximise investment by third-party financial institutions in the UK and internationally.

Spreading Prosperity and Levelling Up

To help improve productivity and inclusion in every area of the UK, the benefits of digital technologies will become widely available. An example of this is an investment of over £500 million by Northern Powerhouse Investment Fund, aimed to boost small and medium businesses across the north of England.

The UK Government is also committed to working with the Devolved Government to ensure that the benefits of digital technologies are felt across the whole of the UK.

Enhancing the UK’s place in the World

Working with the Foreign, Commonwealth & Development Office and the Department of International Trade, the UK Government plans to develop allies within the digital landscape, promoting global digital trade. The forthcoming International Tech Strategy will set a common set of democratic principles to frame the UK’s international engagement in technologies.

Summary

The UK should always enthusiastically celebrate the successes already created within the digital landscape. But the UK Government plans to use the UK Digital Strategy to aid economic growth. There is a sense of realism within the latest approach to transforming the digital landscape. For UK digital businesses, new investment opportunities will be welcome, but skills gaps and lack of talent could be a bottleneck to any future digital innovation. Through on-demand IT capacity, Certes IT Agility Ability can help deliver successful outcomes, with visibility and control at every stage of your project Lifecycle. Read here for more information.

Managers who hire and fire staff have seen it all when it comes to job interviews. They learn to size up candidates early, with some claiming to know within the first five minutes if the person is the right fit for the job. This seems unfair, given that the average interview lasts 40 minutes and covers a lot more ground than a handshake and an icebreaker. Nevertheless, first impressions count. Here are a few things to avoid at all costs if you really want the job:

Late arrival – nothing looks worse than showing up in a rush after the scheduled appointment time. It’s bad manners and shows you have poor time management skills. Try to arrive 5 to 10 minutes early, much more than that and you will appear desperate.
Being rude to reception/support staff – it seems obvious but always be respectful to security staff, receptionists or support workers who usher you into your interview. Word will quickly get round if a visitor is rude. Remember, if you do get hired, you will be interacting with these people every day.
Forget to bring the right material – don’t forget to bring your CV, portfolio or presentation as requested or you will be labelled as badly organised from the start. Re-read emails from the company about the interview to make sure you know what to bring and where to go a few days before.
Wrong body language – make sure you get off to the best start by smiling and making direct eye contact with your interviewer as you shake hands. Watch your posture – avoid crossing your arms, or legs, and hunching up. If you’re being shown around make sure you walk at your guide’s pace, move with purpose and don’t dawdle.
Make nervous mistakes – try not to fidget, talk too fast or laugh inappropriately and allow nerves to get in your way. Try breathing techniques to help you stay calm and to visualise a successful interview beforehand, after all your interviewer will want you to succeed as much as you do.

More people than ever before are securing work via social media platforms, such as Facebook, Twitter and Linkedin, research has found.

According to StandOut CV and Job Description Library, social media has boosted the way professionals look for jobs, with more than half of UK office workers saying they used it to find their last position.

The figure is even higher among Millennials, with 73% saying they found a job directly through such platforms. In fact, according to the April 2021 survey, Millennial job seekers are the most active age group on social media, with 85% incorporating it into their job search. This is because they are more adept with technology than previous generations and the ease of mobile job hunting allows them to apply for posts anywhere. In fact, according to another survey, most mobile job hunting is done in bed or while on the daily commute.

Unsurprisingly, IT firms have embraced technology-aided job hunting and are among the most likely to use social media to find staff. More than 70% of IT companies say they regularly advertise on such platforms for employees.

And with 9 out of 10 freelancers or self-employed workers turning to social media for work, it can be a vital way for firms to reach and find the talent they require.

Not surprising then that 9 out of 10 employers now use social media to try and recruit workers, StandOut CV say, with firms spending a quarter of their recruitment budget on such platforms.

Andrew Fennell, director of StandOut CV, said social media was increasingly being used by firms to recruit so-called ‘passive talent’ – employees not necessarily active in the job market but alerted to attractive work opportunities on their social media feeds.

‘Social media obviously plays a big role in many aspects of our lives, and job search is no different,’ he said.

‘Companies appear to be investing more and more into social media recruitment, and job seekers are responding accordingly by putting more time and effort into social media. Employer brand has become hugely important for big companies and many are using social media to show off their new offices and company culture, to attract more passive talent. As a result we are seeing more and more people attributing their latest jobs to social media.’

A Millennial is someone born between 1980 and 1996 – in other words anyone currently 40 or under, and whose generation, increasingly, will make up the majority of the working population.

According to research, Millennials earn 20% less, on average, than their parent’s generation, have double the student loan debt and make up the majority of managers across America and Europe.

They are also likely to have almost double the number of jobs as their parents during their working lifetimes, moving employers up to 20 times. Understanding Millennials and what they want from the workplace is therefore key for firms aiming to retain a happy and committed workforce.

According to a survey by Software Advice, Millennials want:

A good salary but with work-related benefits – while money is still important, more than a third said benefits were also a consideration. They cited financial wellness schemes, such as access to financial advisors to help cope with debt and invest for the future as important.
Culture and atmosphere – 31% of Millennials say they need to like where they work. A comfortable, bright and innovative workplace was key, they said.
Work-life balance – this is a high priority for Millennials. Many believe flexible hours, home working or summer hours (half day on Fridays in the summer) will allow them to better juggle personal and family life with their jobs.
Fulfilment and satisfaction – 30% of Millennials say they need to enjoy what they do. Whilst the office set-up is important, Millennials want to feel part of the business and see that there is a common cause everyone is working towards. Devising programmes to help them constantly learn and develop, so they can advance their careers and feel secure in their role is just as important as for previous generations.
Growth and development – 25% of Millennials say growth and development at work is important. According to a study of 8,000 Millennials, carried out by consultants Deloitte, 53% also wanted to achieve managerial status, which belies the idea that they are content to hop from one job to another. Another study, by PwC, found Millennials preferred the stability of job security compared to a life in the gig-economy or freelancing.

On the whole, recent research found that what Gen Y really wants is to make a good living. But they also want to find happiness, fulfilment and opportunity in their work, and ‘to build the foundation for a career that rewards in ways beyond the mere financial.’

Employers have to wade through a sea of candidates before they find the right person for their position. Many have decades of experience interviewing staff and know instinctively when a candidate is lying or out of their depth. Cliched answers are boring to hear and lack legitimacy.

The Covid-19 pandemic has caused unemployment to soar, especially among under 35s, with 2020 seeing the fastest growth in redundancies on record. Around 800,000 workers dropped off company payrolls in 2020 and economists have warned that unemployment is likely to climb even higher in 2021, after the furlough scheme is removed.

As a consequence, competition for jobs has never been tougher, so performing well in interview is vital to help you secure a position ahead of your rivals.

To avoid falling victim to typical interview fails always be truthful and informative. Instead of saying, ‘I am a hard worker,’ give an example of your hard work and what the outcomes were. Avoid using useless jargon when a description is a better route. Although experience is generally what employers are after, if you can show a genuine desire to be a part of their team and you are likeable, they will tend to work with you in order to fill the gaps.

Many people live by the maxim that if you fail to prepare, then you are preparing to fail. This is especially important during an IT job interview. As well as your standard set of interview questions, IT interviews will contain many specialist questions. Employers may be interested in questioning you on your skills, qualifications and coding languages.

Since the Covid-19 pandemic, many job interviews have moved online via Zoom, or another similar video platform.

There are a few extra things you should prepare for or take into account if the interview is by video, rather than face-to-face. These include:

Prepare your surroundings – choose a clean and tidy space for your interview, nobody wants to see your laundry drying in the background!
Look the part – wear the same smart outfit you would wear if attending the interview in person, strictly no loungewear!
Get rid of any distractions – switch off your phone and TV and make sure you have a babysitter for your kids or dog. Tell everyone else in the house you are in an interview and must not be disturbed.
Look at the camera – this is what your interviewer will see, so don’t look at the screen as this will appear that you are avoiding eye contact. Remember to smile!
Make some notes, but don’t rely on them – you need to be talking to the interviewer, not looking down at your desk.
Practice – have a dry run to check your technology is working, your chair is at the correct height, the best angle for your webcam, so there are no hiccups on the big day.

Preparing possible answers in advance can also help make your interview a success. Here are a few questions you might expect during an IT job interview.

About You

Firstly, expect general questions about you so the interviewer can get to know each candidate. For IT job interviews, this may also include questions on your technical skills and experience. This will help employers build an idea of you as both a person and employee.

You may be asked a series of questions including:

Why is this job position of interest to you?
What qualifications do you currently hold?
Which programming languages can you confidently work with?
What experience do you hold in using automated-build tools or processes?
What experience do you have in source control tools?
How do you keep up to date within this industry?
What were your responsibilities during your most recent project?
How would you score your time management skills with meeting deadlines?
Provide an example of a time when you were able to improve an original design from a client.

You could also be asked problem solving questions to test your knowledge, skills and professionalism. This may concern faulty code, spreadsheets and databases, working with clients, and IT challenges in your previous projects.

Industry Knowledge

Next, employers will check that you have completed your research. Asking you questions on the job and company will help them to see how you will fit with their business.

You can expect to be asked a selection of the following questions:

Which skills of yours make you qualified for this job position?
If hired, what challenges would you expect from this role?
Who do you consider as our biggest competitors in this industry?
Following the job description, what do you expect your daily tasks to be?
How important is it to you to develop professional relationships with business users?
How would you describe your production deployment process?

A number of these questions could easily catch you out if you are not prepared. Therefore, we strongly advise thorough research into the job vacancy, company, industry and even their competitors. After all, in-depth research can help you to plan more original answers better suited to you.

Technical Ability

The following questions are all designed to test you on your skills and knowledge as an IT professional. Your interviewer will be determining your compatibility for the job role and company based on your answers. Therefore, it will be especially useful if you also prepare examples of past work to link to your answers. This will demonstrate experience, understanding and great potential.

How do you guarantee quality in your deliverables?
What experience do you have with Eclipse and Visual Studio?
What percentage of your working hours do you spend on unit testing?
Are you able to define what a transaction log is and how they should be used?
What is the term “honey pot” used for in network security?
Can you compare the similarities and differences between SOAP and REST web services?
With the original code you develop, how do you reuse and how much are you able to reuse?
What would you consider to be the most essential metrics for database performance and how do you monitor them?

Questions for Your Interviewer

Showing interest by preparing questions to ask can make a great impression on employers. Therefore, preparing questions for your interviewer is also key. Possible questions you could ask are:

What is the company’s greatest achievement to date?
What size is your IT team currently?
What are your biggest challenges as an IT company?
What development process do you have in place?

Applying for IT Jobs

As recruitment specialists, the Certes team are the matchmakers of the IT industry, pairing motivated applicants with compatible employers. To browse job vacancies in your area and secure an IT job interview, click here.

Making sure employees have a good work-life balance can be a difficult task for employers. This is especially true following the coronavirus pandemic, which has seen more staff working from home and longer hours than ever before.

Research suggests that firms will move towards more flexible working as a consequence of the global Covid-19 crisis. Letting staff recharge their batteries without the stigma of skiving aims to boost ‘wellbeing’ and cut the estimated 18 million working days lost to stress in Britain each year. But lockdown has also made things worse for staff. Research found that, although some staff enjoyed the flexibility and were glad of getting rid of the daily commute, others have struggled, with 46 per cent saying home working was having a negative impact on their well-being.

Without the proper work-life balance staff can become dissatisfied, unmotivated in their role and other negative impacts on life can occur – such as lack of exercise, increased stress levels, poor social lives, psychological and physical health problems.

Since 2012 managers also reported working extra hours due to the ‘digitisation’ of the workplace. One survey found managers were working the equivalent of 29 extra days per year – more than the typical annual leave entitlement. Nine out of ten said they regularly worked longer than their contracted hours, while a third reported feeling ‘overloaded.’ This is especially true in the IT sector, where being constantly ‘connected’ to e-mails or able to work remotely has meant two thirds of employees find it increasingly difficult to ‘switch off’ out of office hours.

The pandemic has accelerated this trend, with many companies forced to bring the office to their workers’ kitchen tables quickly when the virus took hold in March 2020.

According to a survey from the Chartered Institute of Personnel Development (CIPD), published in April 2021, two-thirds (63%) of employers said they planned to expand the use of hybrid working – allowing staff to work several days a week from home – once the pandemic subsides. This means organisations must take a strategic approach to homeworking to harness its benefits and improve working lives post-pandemic.

The same research found more than two thirds (71%) of employers thought the increase in homeworking had either boosted or made no difference to productivity.

Perceptions of productivity differed between organisations that had offered line manager training in managing remote workers and those that hadn’t. Of those employers who offered such training, 43% said productivity had increased during homeworking, compared to only 29% that hadn’t offered training.

IT managers and those working within the IT industry have a better ability than others to work remotely. Employees within the IT sector have the power to access a multitude of areas without having to physically be in a specific location and this also opens the doors to working extra hours to rectify problems or to meet deadlines.

That is why, in the post-pandemic world, it is vital IT companies take steps to help their staff find a better work-life balance to protect their future well-being and productivity.