The evolution of the CIO: an evolving role

Over the last couple of years, CIOs have transformed from managing functional and technology operations into strategic change agents, tasked with enhancing business growth. Chris Adcock, Managing Director of Reed – Technology, explores the latest developments in the role.

4 mins read
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about 2 months ago

​Technology has become ingrained in almost every part of business life – no matter the industry or sector.

As employers have learned to survive in unstable market conditions, they’ve come to realise the value of having an innovative and business-focused chief information officer (CIO).

With technology advancing at an unprecedented pace, the traditional responsibilities of the CIO have expanded, with their role becoming increasingly important to the success of an organisation. In today’s business world, CIOs are required to not only manage IT infrastructure and systems, but also to drive forward and align technology initiatives with overarching business goals.

The changing role

Historically, the CIO's primary focus has been on overseeing the implementation and maintenance of technology systems within an organisation. However, as businesses have become more reliant on technology for their operations and growth, the role has evolved to encompass a broader set of responsibilities.

Today, CIOs are expected to be strategic business partners who are there to help enhance operational efficiency and leverage technology to create competitive advantages – maximising the return on the company’s investment in technology. In other words, it’s now essential for a CIO to focus not only on cost savings, but on using technology to add value and increase revenue for the business.

CIOs are now required to collaborate closely with other c-suite executives to align technology initiatives with overall business objectives, identify opportunities for digital transformation, and mitigate potential risks associated with technology adoption. It’s an exciting era, as CIOs now have the chance to be transformational leaders who can harness technological advancements and data to consolidate their tech stacks and gain efficiency.

Challenges in staying up to date

Staying current with the latest technological developments can be a considerable challenge. The rapid pace of innovation, coupled with the proliferation of widespread AI technologies, presents a daunting task for CIOs looking to stay informed and ready to address the potential impact these technologies can have on their organisation.

According to digital adoption platform, Userlane, and leading consultancy, PwC, almost two thirds of CIOs surveyed were concerned that the state of the economy will affect their digital transformation plans. But at the same time, 62% plan to deepen their investment in technology, illustrating just how important technology integration now is at leadership level.

One of the biggest challenges is offering digital services that are safe and secure for the consumer, which makes cybersecurity a number one priority for the majority of CIOs; their responsibility is to protect the systems and data that shareholders and stakeholders entrust them with.

As cyber threats become more sophisticated, CIOs must continually evaluate and implement robust security measures to safeguard their organisations' data and infrastructure.

Understanding the capabilities of AI

Given the uptake in generative AI across the workplace, it’s no surprise that AI is expected to shape the future of business. Large language models (LLMs) will continue to play a part in generating documentation on business processes, designing training programmes, and writing and rewriting code.

AI has been hotly anticipated by technology departments for a while, but has only recently reached a point where its potential benefits, capabilities, and enhancements, have become clear. CIOs are being asked to learn what AI is capable of and how it can be harnessed to competitive or strategic advantage across the business – similar to the adoption of any other technology.

More recently, generative AI is offering an entry point for companies looking to spearhead investment decisions. Rather than manually researching information, CIOs have the ability to use generative AI to summarise markets, telling them where to look and where to harness department energy.

Managing business needs

This transformation now sees CIOs juggling evolving responsibilities, to shape their departments. This requires a thorough understanding of their organisation's strategic objectives – helped by their c-suite role – as well as the ability to identify and prioritise technology initiatives that will best support those objectives.

As the role grows, it’s important for CIOs to develop and maintain strong relationships with other business leaders and departments, gaining insights into their challenges and opportunities, and leveraging technology to address them. As a company grows, so does the amount of data, which makes having an innovative leader and strong IT department even more essential.

We’re seeing CIOs steering the ship, promoting continuous improvement within their teams, while further encouraging the exploration of new technologies to drive meaningful change to stay competitive, relevant, and secure.

The sooner companies realise the true value of the CIO position, the better their chances of success.

To find a talented tech professional for your company, or to take the next step in your career, contact our specialist technology recruiters now.

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Employee monitoring: a guide to best practices
1 mins read

Employee monitoring: a guide to best practices

Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. 

The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’.  

A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. 

Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including:    

Keith Rosser, Director of Group Risk and Reed Screening, Reed 

Hayfa Mohdzaini, Senior Research Adviser, CIPD

 By downloading this eBook, you will discover:   

  • What employee monitoring is 

  • Whether it's needed for your business

  • Considerations for introducing workplace monitoring  

  • The benefits and drawbacks  

  • Potential impact of surveillance on the workforce 

  • Your duties as a responsible employer 

“Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.

Workplace monitoring: guidance for your organisation
2 mins read
  1. Article

Workplace monitoring: guidance for your organisation

​In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.

Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.

Improved productivity and deeper insights

With the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.

One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.

Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.

Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.

Balancing surveillance and ethics

Despite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.

Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.

Download our best practice guide to employee monitoring

Our eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.

Looking to hire top talent for your organisation or to find your next dream role? Get in touch with one of our specialist consultants today.

Temporary vs permanent teaching roles: which is best for you?
4 mins read
  1. Article

Temporary vs permanent teaching roles: which is best for you?

​Whether you’re just starting out on your teaching career or considering your options midway through, both temporary and permanent teaching roles have much to offer in terms of personal and professional development. The deciding factor for many is often concerned with the impact an individual hopes to make in their career – whether they see a long future at a particular school or are drawn to the rich experiences that may lie in a series of temporary or supply teaching roles at different schools.  

Temporary teaching roles: flexibility and exploration 

Temporary teaching roles offer educators flexibility and variety in their careers. Whether it be covering maternity leave, sabbaticals, or filling short-term vacancies, these roles provide opportunities to gain diverse experiences across different schools, age groups, and subjects. For those craving new challenges and exposure to various teaching methodologies, temporary teaching, cover teaching or supply teaching positions – just some of terms by which short-term teaching goes by – can be immensely rewarding. 

Temporary (or temp) roles enable teachers to test the waters before committing to a long-term position. They offer a glimpse into different school cultures, leadership styles, and student demographics, allowing educators to discern their preferences and strengths. This exploratory phase can be invaluable for early-career teachers seeking to refine their teaching approach and identify their niche within the education sector. 

It may even be said that everyone should try supply teaching at some point in their teaching career. Such roles can strengthen resilience and help teachers adapt to diverse environments, navigate unexpected challenges, and quickly establish a rapport with students and colleagues. These experiences enrich professional skill sets and cultivate a broader perspective on education. 

However, temp roles come with some uncertainties, such as job insecurity and lack of long-term stability. While it is highly unlikely in the current climate – unless you are inflexible when it comes to your working location – teachers may face periods of unemployment between assignments, necessitating financial planning and resilience to withstand potential gaps in income. The transient nature of temporary roles can impede the establishment of deep-rooted connections within school communities, potentially affecting professional networking and career advancement opportunities, unless working with a reputable teaching recruiter 

Permanent teaching roles: stability and long-term impact 

In contrast, permanent teaching roles offer greater stability and security, providing educators with the assurance of ongoing employment and consistent income. For individuals seeking to establish roots within a school community, build lasting relationships with students and colleagues, and contribute to long-term educational initiatives, permanent positions are conducive to professional growth. 

Permanent (or perm) roles afford teachers the opportunity to make a sustained impact on students’ lives, offering continuity and consistency in their educational journey. By immersing themselves in a specific school culture and curriculum, educators can develop deep connections with students and take on mentorship opportunities and leadership roles that contribute to the school community. 

Permanent roles often provide access to comprehensive benefits packages, including healthcare, pension schemes, and professional development opportunities. These perks enhance job satisfaction and overall wellbeing, helping teachers feel valued and supported. A permanent contract often makes it easier for teachers to access opportunities for career progression and development. 

However, commitment to a permanent teaching role entails a long-term investment in a specific school or institution, therefore factors such as school ethos, leadership vision, and career prospects should be considered before committing to a permanent position. Conversely, such roles may limit opportunities for professional exploration and diversification, potentially stifling creativity and innovation in teaching practices. 

Deciding what's best for you: priorities and nice-to-haves 

Ultimately, the decision between temporary and permanent teaching roles hinges on individual priorities, aspirations, and circumstances. Here’s how to guide your decision-making process: 

Reflect on your career goals:

Take time to assess your long-term career aspirations, values, and priorities. Consider whether you prioritise stability and continuity or crave variety and exploration in your professional journey. 

Evaluate your personal circumstances:

Consider factors such as financial obligations, family commitments, and lifestyle preferences when weighing the pros and cons of supply and permanent roles. Could you cope with long commutes for example, or be ready to move time and again? Determine how each option aligns with your personal circumstances and desired work-life balance.  

Seek mentorship and advice:

Reach out to experienced educators, mentors, and career advisors for guidance and insights. Their perspectives can offer valuable guidance when it comes to the nuances of temporary and permanent teaching roles and help you make an informed decision. 

Flexibility and adaptability:

Remain open to new opportunities and embrace the flexibility inherent in both temporary and permanent roles. Your career journey may evolve over time, and being adaptable to change is essential for growth and fulfilment. 

Choosing between temporary and permanent teaching roles is a deeply personal decision that is best decided by evaluating professional aspirations and personal circumstances. While teachers all have the same goal in educating and inspiring the next generation, the way they achieve this may be through various routes – making a difference to the lives of many in one or more schools. 

Looking for your next teaching role? Get in touch with our specialist education recruiters today for temporary and permanent teaching opportunities.