We recently brought together senior HR leaders from a range of industries in Birmingham for a focused discussion on building inclusive workplaces. The conversation centred on three key themes: the role of AI in truly seeing the real candidate, how organisations can maintain a sense of belonging amid growing societal polarisation, and the impact of rapid change on inclusion.

The conversation opened with a critical question: Will AI reduce bias in recruitment or risk amplifying it? And how can employers ensure they’re still seeing the “real” candidate? The group explored a range of perspectives and practical approaches.

HR leaders using AI

When it comes to vetting talent, HR leaders are using AI in very different ways. Larger organisations with thousands of frontline staff are increasingly exploring AI tools like Phenom for the first stage of screening. It helps them deal with higher volumes of candidates quickly and consistently. But as soon as they reach the second stage, or for shared services roles where specific skills or cultural fit really matter, human interaction really needs to come into play.

That said, employers are also experimenting with gamification at this second stage, asking candidates to respond to problem-based scenarios and is an approach one of Sanderson’s larger RPO clients is using. Psychometric testing also continues to play a big role in complementing AI and building a more rounded view of the candidate.

Meanwhile, for organisations hiring fewer people each year, the cost of a bad hire is simply too high. They feel AI can help, but not replace the human conversations needed to understand culture, behaviours and nuance.

That doesn’t mean these teams avoid AI altogether. Tools like Copilot are now everyday helpers for creating the right email tone, shaping interview questions or supporting hiring managers during assessments. One approach taken is to use Copilot to personalise candidate experience by generating challenging, behaviour-based interview questions, designed to distinguish those high performing candidates. Another approach is to use Copilot to transcribe and analyse candidate responses, freeing the hiring manager up to actively listen and build rapport and helping to identify the most authentic and insightful answers.

Candidates using AI

On the other side of the recruitment process, more candidates are using AI to polish their CVs and personal statements. This has led to a huge uptick in applications, often up 500 per role, and yet conversion to the next stage can be low, as there is a clear gap between an AI enhanced application and how a candidate presents in person. This presents a key challenge on hiring manager’s time. Nuance, communication style and attitude certainly come through best in human conversation.

No one felt that candidates should be penalised for using AI. In fact, many viewed it as a positive, being able to leverage AI to save time and communicate clearly is a valuable skill, especially as more organisations integrate these tools into their everyday tasks.

A key takeaway for this topic?  “AI can make us the best version of ourselves”

Across the diverse group of HR leaders in the room, the message was consistent: AI can genuinely enhance recruitment, but only when it works alongside people, not instead of them. Whether you’re a hiring manager or a candidate, the combination of AI’s efficiency and human insight is what leads to the best outcomes.

Maintaining a sense of belonging amid growing societal polarisation

We then turned to the theme of belonging and asked: How can organisations maintain a sense of belonging amid growing societal polarisation?

This topic enabled HR Leaders to reflect on how the workplace can be a mirror to society and the challenges associated with aligning a multi-generational and increasing polarised workforce with common goals and values. Over the last few years, increasing societal polarisation has made it harder for HR teams to determine the right approach to DE&I.

To build deeper understanding across differences, one senior HR leader is using reverse mentoring, pairing apprentices with executive leaders to encourage mutual learning and broaden perspectives.

Another organisation is piloting internal “speed networking” sessions, enabling senior leaders to meet employees from across the business through short, focused conversations aimed at improving connection and understanding.

Inclusive culture through the lens of organisational transformation

Our final topic extended the themes of belonging and inclusive culture through the lens of organisational transformation.

The discussion naturally leant itself toward the challenges of maintaining inclusivity during mergers and acquisitions. Rapid or extensive change can risk undermining inclusion efforts, particularly when integration happens at pace.

When acquiring an organisation larger than your own, a key question emerged: do you retain your culture, adopt theirs, or establish a new shared culture? One HR leader emphasised the importance of grounding decisions in the three pillars of organisational design, organisational change and organisational development, while maintaining clarity on the purpose and intent of the acquisition.

In many cases, pre‑planning is shortened once a deal is completed, making it harder for affected employees to feel included. This highlights the need for deliberate, early planning and transparent communication to support an inclusive transition.

Conclusion

The future of inclusive workplaces depends on how confidently we blend human insight with technology. AI can sharpen decisions and widen perspectives, but real connection still comes from conversations.

At Sanderson, we were left with the feeling that inclusion isn’t a project, it’s a craft. It takes intention and a genuine commitment to creating workplaces where people feel seen and valued. As organisations navigate change, it’s these human centred choices that determine whether people simply work somewhere or truly belong.

Would you like to be part of the Inclusive Workplaces conversation?

We are planning more round tables across the regions, creating relaxed, open spaces for HR leaders to connect, share experiences and learn from one another.

If you’re looking for a supportive place to swap ideas with peers who are navigating similar challenges, and gain fresh perspectives along the way, just drop us an email. We’d be delighted to have you involved.

Cyber-attacks are no longer just an IT concern; they’re a strategic business issue that can impact any organisation.

In fact, recent surveys by The Guardian found that more than 25% of UK businesses have already been hit by a cyber-attack during 2025, and 73% of surveyed business leaders believe a cyber-security incident will disrupt their business in the next 12 to 24 months…!

These sobering statistics are now prompting many businesses to take action. Fast.

With this increased demand for cyber-security professionals a critical talent gap is emerging leaving businesses exposed if not addressed. And that’s where we come in.

How we help build your cyber resilience

The Sanderson Projects team works with you to ensure your organisation is set up to defend itself. And we’re pleased to have helped multiple business improve their capability by:

• Providing niche technical skillsets through our full selection service to reduce client overhead time
• Provide candidates with the right cultural fit thanks to our experienced SMEs
• Shared the financial risk ensuring value beyond delivery

All at a highly competitive price point thanks to not passing on any overheads to clients.

Why cyber resilience should be a priority in your hiring strategy

Safeguarding Critical Data

Businesses now handle vast amounts of sensitive information. Whether it’s customer data, intellectual property, or financial records, a breach can have devastating consequences.

Skilled cyber security teams are vital for:

• Identifying vulnerabilities before attackers exploit them.
• Implementing robust data protection protocols.
• Ensuring compliance with regulations such as the UK GDPR.

Mitigating Financial Risks with AI

The financial impact of cyber-attacks extends beyond immediate recovery costs. Downtime, lost revenue, legal liabilities, and regulatory fines can all add up.

Strengthening Customer Trust

A strong cyber security team isn’t just about defence; it’s a competitive advantage. Consumers are increasingly scrutinising how companies handle their data, and so investing in cyber resilience builds trust and helps protect your brand’s reputation.

Navigating Emerging Threats

The rise of AI-driven cyber-attacks requires a new level of expertise. Cyber security professionals with skills in AI and machine learning can:

• Develop predictive analytics to identify threats before they materialise.
• Create automated defence mechanisms to counter evolving attacks.

Next steps

As cyber threats continue to rise, the question is no longer whether to invest in cyber security teams, but how quickly organisations can scale up their defences.

For businesses aiming to remain competitive, resilient, and trusted in an increasingly digital world, the answer lies in prioritising the recruitment of top-tier cybersecurity talent.

Do you fancy a chat about how we can help get you the skills on board to safeguard your own business against cyber threats?

Get in touch with Victoria King today and let’s get started.

[email protected]

In case you missed it, we recently launched a Spotlight Report focussing in on the world of Product Owners.

And with this role surging in popularity, can we take this to mean there is a growing demand for more Agile skill sets in general?

In this blog we get stuck into why our data is demonstrating a broader openness to Agile methodologies and job functions across the UK, as well as highlighting how Scotland in particular is becoming a hotspot for this talent pool.

Are you ready to take advantage of this surging demand? Let’s find out…

The rising demand for Agile skill sets

We’re now seeing that a lot of these skills are required for Product Owners (which we discussed in this blog), a job function that’s had undeniable growth. To put this into perspective, LinkedIn has reported a 2% nationwide increase in headcount for Product Owners, and as a role it’s now ranking in the Top 5 in VacancySoft’s 2024 Financial Services Review – a 30% year-on-year increase. Plus, Sanderson’s own data has shown that our hiring volume for Product Owners has gone up by a whopping 50%! This is clearly a hot market right now.

But it’s not just product focused roles that are surging. In Scotland (especially in tech hubs like Edinburgh, Glasgow and Aberdeen) we have found that Agile roles in general are picking up pace, particularly across the development, software engineering and testing space.

A distinct trend here is also how the candidates themselves are seeing the value of agile skills for their own self-development. We’re talking to candidates who want to be able to move seamlessly into different roles, “hit the ground running” and be an effective conduit between different business units and teams thanks to amassing an arsenal of agile skills.

Which industries are leading the way?

The Banking industry is leading the charge here with a 60% surge in demand for Agile roles like Product Owner, followed closely behind by the Information and Media industry where demand has risen by 52% and a 36% rise in demand in the Insurance sector.

This can be seen as a clear reflection of highly regulated industries showing a significant shift from favouring traditional project management skills and attributes to looking for more agile focused and diverse skill sets as they hope to become more efficient and capable in their future business operations.

Where is this agile talent based?

So, looking across the UK market, are there any hotspots for this Agile talent, and in particular Product Owners?

In a nutshell, yes.

London has a significant chunk boasting 33% of the total talent pool. A huge proportion as this is followed up by Manchester with 5%, then Edinburgh with 4%, Glasgow and Bristol with 3%, and Cardiff having just 2% of the total talent pool.

Changing trends in agile talent location

But while London does have the largest share of this agile talent, is there better hiring opportunity elsewhere in the UK?

We think so!

Other UK hubs, and especially in Scotland, are worth exploring for agile talent thanks to the high competition you’ll face in the capital making hiring extremely costly, not to mention the fight for talent amongst your competitors.

But which hubs in particular?

Data from LinkedIn Talent Insights identifies Northern hotspots such as Edinburgh and Leeds as the strongest opportunity markets for this talent pool.

While London has high demand for agile talent, both Edinburgh and Leeds are currently only experiencing medium to low demand. These cities have also experienced a recent growth in their agile talent populations by at least 4%, whereas our data has shown that growth in London is starting to stagnate. This means lots of candidates for you to choose from and little competition from other companies – good news for businesses wanting to expand their agile capabilities with their pick of the talent!

Combine this with the fact that there’s been an obvious push for growing agile skills across the Scottish digital and tech sectors shown by meet ups like Agile Scotland and Product Tank Edinburgh, we believe that Scotland isn’t just “adopting” agile as a fad, but have fully embraced it for now and the future – a positive sign for hiring for these skills here in 2025 and beyond.

Looking to find out more?

If you’re interested in ramping up the agile skillsets in your team, and want to dive a little deeper into these trends to make sure your offer stands out in the crowd, then why not check out our full Report which is chockers full of market-leading salary data and industry trends. Just fill out the short form below.

If you have any further questions on this topic, want to find out more about agile skillsets and their prevalence in the Scottish market, or are looking for a bit of help in expanding your team then please do get in touch with me on [email protected]

We recently launched our Q1 2025 Technology & Digital Insights Report which delves into the latest trends we’re seeing of businesses shifting their priorities and now looking to invest in more specialist skill sets such as data engineering and cloud technologies.

With the ever-increasing need to keep up with data security requirements, enable scalability and stay on top of emerging methodologies, businesses need people who can work across specialised platforms.

And one of the specialist skills sets we’ve seen emerge, with significant growth across the UK, is Python Engineering.

Why is demand for Python Engineering surging?

As a beginner-friendly language, Python is a popular choice among aspiring developers and is widely taught across academia, meaning there are more candidates with skills in this area entering the talent pool.

Also, its dominance in data analytics and modelling has made Python the backbone of programming libraries for data science, machine learning, and AI. As a result, many AI and machine learning products are now built using Python. This coupled with a strong community of developers and researchers has further contributed to its widespread adoption.

In my opinion, another reason why Python has very quickly become one of the busiest markets is because it really is everywhere. The software isn’t limited to traditional development thanks to its vast libraries.

Why is Python a good option for businesses?

Python is an attractive option for businesses due to its flexibility, ease of learning and cost-effectiveness, offering a free alternative to licensed languages like Java and .NET.

This is particularly the case for start-ups looking to invest in skills without unnecessary added costs.

Also, a bonus for data science and engineering companies is that Python’s prevalence means professionals they hire are likely already well-versed in the language, so they can hit the ground running.

I think Python can also be a good option for businesses because, thanks to it being an open-source platform, it can run on everything and can easily be integrated with other languages and systems your business may already be using.

The popularity of Python

According to our data, we’ve seen an increasing business demand for Python engineering as a skill.  In fact, Python is being featured in 71% of job posts compared to Java Engineers which is now only featuring in 49% of roles.

Also, when it comes to the candidates and talent pool, a recent study by Stack Overflow saw Python listed as the third most popular programming language and the first most popular programming language out of those candidates that are learning to code. A clear indicator that Python is set to continue in popularity as different generations enter the talent pool.

Python Developer profiles

If you’d like to dive a little deeper into the role of Python Engineers and get data into experience and gender breakdowns as well as talent pool location data, you can get it all at your fingertips by downloading our latest Technology & Digital Insights Report for Q1 2025.

This report is also jam packed with data on the latest trends across the whole Technology & Digital recruitment market, including the latest stats to see how your salaries are stacking up.

See how your salaries are comparing to others in your region and set your business up for success by downloading the full report today.

Have any more questions?

Don’t hesitate to reach out to me on [email protected]

We’re pleased to present Sanderson’s brand-new Technology & Digital Insights Report for Q1 2025.

With signs of growth on the horizon we get stuck into latest trends so you can get ahead of the curve and win the best talent in what’s shaping up to be a competitive market place.

Have you noticed the shift in businesses looking to invest in specialist skill sets?

According to our data the demand for Data Engineering roles specialising in Cloud Technologies like Azure is surging as many companies integrate big data, AI and machine learning into their operations.

But if you want to keep up with data security requirements, enable scalability and stay on top of emerging methodologies, you’ll need people who can work across multiple platforms with a focus on:

⚠️Python
⚠️JavaScript
⚠️Node
⚠️Typescript Languages

With these trends set to continue through 2025, you’ll want to download the full report via the link below to ensure your Tech, Data and Cyber salaries are stacking up against others in your region and set your business up for success.

Sanderson have recently been featured in the Financial Times following new research suggesting that half of UK businesses plan to prioritise investment in artificial intelligence (AI) over hiring staff due to the decision of chancellor Rachel Reeves’ to increase employers’ tax bills.

Commentators have suggested that many companies are beginning to see more of the potential that AI can offer them in terms of productivity, and a recent poll from BCG has even revealed that 44% of responders from the 251 UK businesses surveyed are investing in AI as a priority this year.

Staff with AI skills

This rise in the use of AI has led companies to look for staff with skills related to this technology.

Our data has suggested that demand for AI engineers in the UK jumped in the first half of 2024, despite lay-offs in the wider tech sector over the preceding 18 months.

James Corcoran, head of recruitment in our Government and Defence practice went on to say “AI will replace some jobs, support some jobs and generate some jobs, it will balance itself out.”

To read the full article in the Financial Times, please click here.

If you would like to access more data around the emergence of AI related skillsets, you can download our Tech & Digital Insights Report here.

Please don’t hesitate to reach out to us if you would like to discuss the use of AI in your business, or are interested in hiring staff with skills in this area of technology.

Sanderson’s Senior Consultant Abigail Tittley recently attended the Women in Tech Employer Awards in London. As a specialist in the technology recruitment field and a passionate advocate for women working in the technology space, this was an event not to be missed celebrating companies and individuals making a real difference for women in tech.

We sat down with Abigail to hear all about her key takeaways from the evening and learn more about her work in advocating for meaningful industry change by spreading awareness, tackling unconscious bias and providing a platform for women in tech to share their stories. Here is what Abigail had to say.

DE&I in technology

“Diversity and inclusion are increasingly prominent topics across the tech industry, with a number of businesses around the world launching DE&I Initiatives centred around attracting and retaining underrepresented talent. With less than one-third of the world’s technology workforce being women, I believe there is a continued need to tackle gender disparity in the sector, and celebrate the exceptional achievements that support women through their career.

This month I had the opportunity to do just that and join some my network at the Women in Tech Employer Awards in London. The Women in Tech Employer Awards celebrates employers, allies and exceptional women for advancing gender diversity in the tech industry, commemorating initiatives that promote inclusivity and career growth. Held this year at the beautiful Hilton Park Lane Hotel, it’s a wonderful opportunity to celebrate, network and witness outstanding efforts across innovation, recruitment and leadership.

Here are my key takeaways…

The event was managed wonderfully, looking at companies of all sizes that were committed to gender diversity, treating it as an essential and impactful goal. It was brilliant to see larger businesses, like Experian, setting a high standard by introducing market-leading initiatives that can challenge competitors to change, and influence the industry. Equally impressive, was seeing smaller companies, like Synthace, that are embedding DE&I principles from the ground up, ensuring these values are part of their core framework.

Throughout the evening, I had incredible conversations about the efforts being made to advance DE&I, with many companies building programs centred around apprenticeships. Tech apprenticeships can nurture diverse, capable talent, building the talent pipeline of the future through combining academic and practical experience, equipping students with industry-relevant skills from day one.

So what about myself…

I’ve been working to support Women in Tech throughout my time in the permanent technology recruitment team at Sanderson. I’ve been speaking with women at all stages of their career within the tech industry and showcasing their experiences through social media, building a portfolio of role models to help inspire others and highlight what’s possible, as well as what needs to change. My aim is to keep raising awareness on the challenges women face in tech and the wider workplace, being able to offer practical and actionable advice on improving workplace policies. I want to expand this work by connecting with more women and AFAB individuals, advising businesses on creating positive change, and advocating through podcasts, networking events, and other opportunities as they come along.”

If you would like to find out more about Abigail’s work with women in technology, you can reach out to her on [email protected]

To find out more about Sanderson’s Technology team, please click here.

Are we going to start seeing an increase in hiring activity in the Technology & Digital sector as we move into 2025?

With more and more contractors open to permanent roles and the ongoing trend we’re seeing of many companies preferring to fill roles by hiring in external talent and focussing on experience over potential (we’re talking a whopping 80% of tech jobs looking for experienced candidates…!) now may be the time to start making your offer as appealing as possible if you want to snap up the top candidates.

In our brand new Technology & Digital Insights Report we explore current market trends and lay out actionable data to help you get ahead of the hiring game.

With a deep-dive into Data Engineers and the key factors both employers and candidates are looking for, this is one not to be missed.

Download your copy in the link below, and get set for the New Year.

At the end of October this year Sanderson were delighted to once again collaborate with Tech West England Advocates and our colleagues at Sanderson iKas Hong Kong to sponsor Tech Mission to Hong Kong for 2024.

This fantastic event takes place every year and offers founders and scale-ups in the technology industry an unrivalled insight into the tech ecosystem in Hong Kong as a potential destination to set up their business.

Attendees enjoy a jam-packed programme from exploring the vibrant city, meeting with Hong Kong accelerators and incubators as well as the opportunity to pitch at the official ‘UK Tech Founder Showcase Event’ as part of the StartmeupHK Festival.

Adam Kennedy, Country Director for Sanderson i-Kas shared his key takeaways from the week and this year’s mission:

“It has been fantastic to once again get involved with this Mission – the event really is the perfect opportunity to showcase the scale, diversity and quality of the tech community here in Hong Kong. And this year’s Tech Mission was no different! We have been able to show once again that Hong Kong really is pushing the boundary on being the biggest research and innovation hub in Asia, and this year’s delegates were incredibly impressed with all the city had to offer, not just the tech ecosystem, and many are now exploring setting up their businesses here.

The week was hard work for all and packed full of activities and networking, but also lots of fun with some great new connections made. We’re thrilled that it looks like we’ll be seeing strong partnerships forming with some of the businesses looking to set up here, and Sanderson can’t wait to work with them to assist in setting up their teams and filling talent gaps as they grow here.”

We can’t wait to see what next year might bring – so watch this space!

You can find out more about the Mission here.

Did you know that while 39% of the total Java Developer talent pool is based in London, there are other UK cities quickly gaining traction on establishing their own tech presence?

In this new Monthly Spotlight report we shine a light on this software engineering role and from Bristol to Glasgow take a deep dive into where this talent is based, typical salary ranges for the role and explore what a typical career path would be.

Do your salaries stack up to trends in your region? (Sneak peak: the gap is actually shortening between Northern and Southern salaries due to the rise of remote work…)