Talent Sponsors Team of the Year Award at The Quality Policing Awards

Posted March 18, 2024

Talent’s partnership with West Mercia police leads to them presenting the ‘Team of the Year Award’ at The Quality Policing Awards.

Talent were delighted to be invited to The Quality Policing Awards 2023 and were honoured to present the award for Team of the Year. The event hosted by West Mercia Police recognised those who have gone above and beyond the call of duty to protect people from harm and keep communities across the counties covered by the force safe.

Talent has a long standing partnership with West Mercia police having assisted them with digital transformation across the force for a number of years. Talent’s Principal Consultant for the Public Sector, Matthew Beesley was in attendance and reflects on the importance of the event in the video below:

Exploring the Growing AI Job Market in Europe

Posted February 20, 2024

The Rise of AI Jobs in Europe

The demand for AI professionals in Europe has been on the rise in recent years. With advancements in technology and the increasing integration of AI in various industries, companies are actively seeking skilled individuals to fill roles such as data scientists, machine learning engineers, and AI researchers.

As the adoption of AI continues to grow across Europe, so does the need for professionals who can develop and implement AI solutions. This trend has led to a significant increase in job opportunities for those with expertise in artificial intelligence.

In-Demand AI Skills in the European Job Market

In the European job market, there is a high demand for professionals with specific AI skills. Some of the most sought-after skills include proficiency in programming languages such as Python and R, knowledge of machine learning algorithms, experience with deep learning frameworks like TensorFlow and PyTorch, and the ability to work with big data.

Additionally, soft skills such as problem-solving, critical thinking, and communication are also highly valued in AI roles. Employers are looking for candidates who can not only develop AI solutions but also effectively communicate their findings and insights to stakeholders.

Top Countries for AI Job Opportunities in Europe

Several European countries stand out as hubs for AI job opportunities. Countries like the United Kingdom, Germany, France, and the Netherlands have seen significant growth in AI-related roles, with companies in sectors such as finance, healthcare, and technology driving the demand for skilled professionals.

These countries offer a supportive ecosystem for AI innovation, including access to research institutions, funding opportunities, and collaboration with industry leaders. As a result, AI professionals looking for job opportunities in Europe may find these countries particularly attractive.

Challenges and Opportunities for AI Professionals in Europe

While the AI job market in Europe presents numerous opportunities, it also comes with its challenges. One of the key challenges is the shortage of skilled AI professionals, leading to intense competition for top talent. Companies are facing difficulties in finding qualified candidates to fill their AI roles, creating a talent gap in the market.

However, this shortage also presents an opportunity for AI professionals to advance their careers and secure high-paying jobs in a growing field. By continuously upskilling and staying updated on the latest trends in AI, professionals can position themselves as valuable assets in the European job market.

Future Outlook for the AI Job Market in Europe

Looking ahead, the future of the AI job market in Europe appears promising. As companies across industries continue to invest in AI technologies and solutions, the demand for skilled professionals is expected to remain strong. This trend is likely to create new job opportunities and career paths for individuals with expertise in artificial intelligence.

Moreover, as AI becomes more integrated into everyday business operations, the role of AI professionals is expected to evolve. Professionals who can adapt to changing technologies and demonstrate a deep understanding of AI concepts will be well-positioned to succeed in the dynamic job market.

Neurodiversity at Work: Thinking Differently

Posted September 18, 2023

As part of our Neurodiversity at Work: Thinking Differently series, we spoke to Darren Clark, CEO of Succeed with Dyslexia – a global movement focused on promoting positivity around learning and literary differences. As a globally-recognised advocate for dyslexia and neurodiversity champion, Darren shares his insights on why company-wide awareness is crucial to achieving true inclusivity for neurodiverse individuals.

How does Succeed with Dyslexia support neurodiverse individuals?

Succeed with Dyslexia (SWD) is a global movement that encourages positivity around dyslexia and other neurodiverse differences. We believe that everything starts with having a conversation, so we do a lot of work around building awareness via social media and other campaigns.

You can have all the technology and structure in place but, if you’re not willing to adapt and have forward-thinking conversations around how to better your approach, success will be limited. SWD helps organisations bring this ability to the table so these all-important conversations toward action can happen.

This allows us to be a real voice within the community, spreading awareness on a global scale. We know we won’t capture the attention of everyone each time we support a campaign but, when people start resonating and changing their mindset around neurodiversity, that’s when you’ve taken the first crucial step toward inclusion. People just want to be heard.

Over the past 7-8 years I’ve seen a dramatic change in how neurodiversity is approached, but more work definitely needs to be done.

What improvements do you think workplaces still need to make in supporting their neurodiverse employees?

I’ve personally worked with giant organisations that are doing amazing work, as well as smaller organisations who are equally as passionate. However, regardless of organisation size, I believe one vital aspect needs to be consistent. When looking to better support someone (or a group of individuals) at work, it has to start from the top down.

It’s crucial for the entire company to have awareness of neurodiverse differences. How can we support our neurodiverse colleagues if we don’t really know what the term even means?

Tailoring your approach

I often find when looking on platforms like LinkedIn, I’ll see companies posting photos of new starters with their new laptop, pen, notepad etc. While this is great and shows that they’re being given resources from the get-go, it would be amazing to see evidence of this type of support being expanded. Where does it go from here?

Give someone with dyslexia a shiny new laptop and a pen; this won’t necessarily help them do their job to the best of their ability. Adapting the resources and tools you give your employees will go a long way in not just delivering support – but demonstrating you are an inclusive workplace who cares about the individual needs of your staff.

Where does it begin?

Education from the top down is key, as well as showcasing inclusivity and care at the beginning of the application process. You need to showcase that your organisation is a safe and inclusive environment from the outset, whether that be via inclusive language, altering your font to make the text more readable, etc. People need to know this is a workplace in which they can safely declare their dyslexia or other neurodiverse traits (and receive the support they need) – otherwise, they may not even want to apply to any open roles you have.

But it certainly doesn’t stop at the application process; this awareness must be embedded within an entire organisation. A workplace must be equipped to answer questions a neurodiverse person may have. It’s all well and good to create a safe environment in which someone feels comfortable coming forward – but true support and change won’t happen if the structure isn’t in place to actually follow through.

Many people wrongly assume that awareness around neurodiversity is “a HR thing”, but it’s not. It’s a company-wide thing that requires education and out-of-the-box thinking.

What advice would you give to someone with dyslexia (or other neurodiverse differences) who is worried about succeeding in today’s world of work?

Surrounding yourself with likeminded people is a real recipe for success, but it can feel very daunting. Simply having someone to speak to about neurodiversity-related topics and feelings, whether that be friends, family or colleagues, often goes a very long way in feeling more comfortable. But finding people you feel able to open up to isn’t a walk in the park – and having workplace support can be hugely beneficial in achieving this.

From my perspective, I wasn’t diagnosed with dyslexia until I was 36. And I’d never even heard the word ‘dyslexia’ until then! No one had ever mentioned it. The first time I heard it was through watching an interview on TV. I googled it, did an online test, and my results came back as severely dyslexic. I sat on it for about 6 months and eventually went through the process of being diagnosed professionally, and that’s how my journey started.

I’m very open about my dyslexia and talk about it a lot. But there’s still a tiny feeling in the back of my head that if I was looking for another job, would I have doubts about declaring my dyslexia on an application form? It’s a very common concern amongst neurodiverse individuals and I completely understand the reservations that arise from it.

It has to be a two-way street

At the end of the day, people simply need to know if a working environment will suit them. When it comes to neurodiversity, this often comes in the form of being a safe space in which people can declare and open up – and the support they receive as a result. But this has to be a two-way thing; it has to work for both the individual and the organisation.

One of my biggest pieces of advice for organisations is to outsource people to come in and educate, starting these conversations. Having a third party perspective can be hugely beneficial in helping people feel comfortable to talk, as well as helping employers think ‘outside the box’.

It’s also important to remember that these conversations need to be ongoing. Typically, we get an influx of employers coming to SWD asking for advice in October which is Dyslexia Awareness Month. While it’s great to see organisations taking action around this time, this work and awareness needs to be continued and followed all year round.

For example, if a member of staff listens to a neurodiversity talk by an outsourced professional, they may have questions to ask at a later date. It’s crucial you have a process in place to answer these questions and provide further support. How will HR approach these questions, unless the support is in place to actually follow through on having these conversations?

Key takeaways

No one is expecting employers to become professionals in neurodiversity. Simply having more awareness can have a real snowball effect in achieving true impact for a workplace.

Reach out to organisations like SWD to get the ball rolling on how to put measures in place to support your staff, and just ask the question! Reaching out to people who can help is the first step in boosting awareness and better supporting your people.

And finally, listen to your staff and don’t single people out. Awareness is crucial, but it must be company-wide to have real impact – and have you communicate this is key. Instead of saying “we’re having neurodiversity-focused training because some of our employees have dyslexia”, say “we’re having this training because we want to be a more inclusive workplace”.

Germany’s in demand tech skills


Germany’s tech industry is booming and there are lots of exciting opportunities in the market. This puts the power in the hands of candidates like never before. Work from home, work from anywhere, pick your own hours….unlimited holidays anyone? We’re seeing lots of clients really pushing the boundaries of talent attraction to secure Europe’s best and brightest, but which skills are going to be most in demand in 2023? Here’s my take – let me know in the comments if you think I’ve missed any.

 1)    AI

This year’s rise of software like Midjourney and ChatGTP highlighted the rapid quality increase in AI-technology. OpenAI’s chatbot crossed 1M users in less than a week!

For reference: it took Facebook 10 months to hit that number. We’re experiencing the benefits of AI at Talent and how it’s impacting the recruitment sector more widely but it’s not always for the better. Matching human creativity and AI-software can certainly help the client experience but it needs strategic planning and the right talent to architect its implementation.

 2)   Data Visualisation

Working with data will become increasingly important and not just for the analysts as it is predicted that 70% of all employees will use data heavily in their job by 2025. Data Science was one of the most in demand tech disciplines in 2022 and we expect to continue to see demand in this area increase throughout 2023. However, as more brands commit to becoming more data led, Data Visualisation is becoming one of the most in demand skills requested by our clients. Collecting data is one thing but interpreting it to tell a compelling story is another.

3)   Cyber Security skills

In 2021, Germany adopted the Cyber Security Strategy whose goals include establishing cyber security as a joint task of the state, business, science, and society. The sector continues to attract strong government support in terms of funding, grants, and visa preferences for migrating talent. Experienced Consultants in this field can expect to earn upwards of 100,000 Euros which is an increase of 15% on average salaries last year.

4)   UX & UI Design

Since the election of the new coalition government in Germany in late 2021, digitalization projects for healthcare and schools have been an important goal for the government. Just the healthcare sector alone will benefit massively from digital upgrades such as electronic patient files. Skills in UX and UI will be crucial to provide users with a smooth and intuitive experience when that happens. We currently have a large number of roles in this space available so feel free to get in touch or connect if you are looking for new opportunities.

If the past few years has taught us anything it’s that, nobody is able to predict with absolute certainty what will happen within the German tech world in 2023, but I think that it would be a surprise if these skills don’t have major impact on talent sourcing this year.

Again, if you think I’ve missed any skills that will be hot next year, feel free to add those in the comments below.