As April 1, 2025 approaches, UK businesses are preparing for a significant National Living Wage (NLW) increase. The government has announced that the National Living Wage for workers aged 21 and over will rise to £12.21 per hour, representing a £0.77 increase, 6.7% from 2024. This substantial adjustment will have significant implications for both employees and employers across the United Kingdom.

Top Three Benefits for Employees

Enhanced Financial Security: Employees on minimum wage will receive an uplift to their take-home pay- approximately £1,500 extra annually for a full-time employee working 37.5 hours per week. Meaning that people will have more money to spend in the face of rising living costs.

Improved Quality of Life: The wage increase provides low-paid workers with a greater income that could potentially be used towards savings, education, and modest quality-of-life improvements that were previously out of reach. For many households, this could mean the difference between financial stress and modest financial stability.

Economic Stimulus: Higher wages among lower-income groups typically lead to increased consumer spending, as these groups tend to spend a higher proportion of additional income compared to higher earners. With the NLW increasing by 6.7%, local economies may see tangible benefits from this additional spending power.

Top Three Impacts on Employers

While beneficial for employees, the substantial minimum wage increase presents several challenges for businesses

Increased Direct Wage Costs:The immediate 6.7% increase in hourly rates represents a substantial rise in payroll expenses. For businesses with a high proportion of minimum wage workers—particularly in retail, hospitality, care, and service sectors—this creates significant pressure on operating costs.

For a full-time employee working 37.5 hours weekly, the annual wage cost will increase by approximately £1,500 per worker, before considering additional employer contributions. For businesses operating on tight margins, this represents a major financial adjustment that cannot be absorbed without operational changes.

Wage Compression and Internal Pay Structure Challenges: With the NLW rising to £12.21, the gap between entry-level and more experienced or skilled positions narrows considerably. This wage compression effect creates substantial pressure to review and potentially adjust wages across those on higher salaries within the workforce, to maintain appropriate differentials that reflect skills, experience, and responsibility.

Many businesses will face difficult decisions about whether to:

• Increase wages for higher-paid staff proportionally (significantly raising overall wage costs)
• Accept compressed differentials which could have a huge impact on staff morale and retention.
• Restructure job roles and responsibilities to justify existing pay differences

The 6.7% increase is large enough that simply maintaining existing differentials would require significant wage adjustments far beyond minimum wage roles.

Productivity and Operational Changes: To offset the substantial wage increase, many businesses will need to look at implementing aggressive productivity improvements or operational adjustments, potentially including:

• Accelerating automation and technology investments to reduce labour needs
• Implementing more stringent staffing level reviews and working pattern optimisations
• Enhancing training programs to encourage worker knowledge growth and productivity
• Restructuring service delivery models to maintain profitability
• Passing some costs to consumers / customers through price increases or service reductions
• Tax and National Insurance Implications

 

Lucid Connect is dedicated to executive search and permanent recruitment. We are passionate about connecting talented technology professionals with modern and ambitious companies. If you wish to discuss any of our current vacancies or learn more about industry trends and insight, please reach out to our experienced team on www.lucid-connect.com / info@lucid-connect.com.

Written by Lucid Connect

 

Applicant tracking systems are a popular tool for recruiters and hiring managers, allowing them to sort and filter candidates in order of suitability. But what does that mean for your application – and how can you make sure your resume stands out?

We’ve put together everything you need to know about applicant tracking systems:

 

What is an Application Tracking System (ATS)?

ATS is software that allows employers to manage their applications more effectively. This works by scanning through each resume that is submitted for a job position , using keyword trackers to find the candidates that have the essential skills and experience. Based off this information, it then scores and ranks each candidate in order of suitability.

For most ATS tools, if a resume scores 80% or above, it will pass screening and be forwarded to the hiring manager or recruiter.

 

Why do employers use applicant tracking systems?

Rather than manually reviewing every application in detail, an ATS filters and organises resumes, allowing employers to quickly focus on the most relevant ones. This speeds up the hiring process, benefiting both companies and candidates.

With some positions receiving hundreds of applications daily, ATS technology has become a crucial resource for businesses throughout the UK.

 

 

 

At Lucid Connect, we specialise in helping businesses find top tech talent through a advanced technology and personalised service.

We’re passionate about connecting companies with the skilled professionals they need to succeed. To discuss our current opportunities or gain industry insights, contact our team at info@lucid-connect.com.

 

Yes they are! But why? UK companies still face great competition for top IT talent, due to a skill shortage. While in-house recruitment teams are valuable, relying solely on them may limit your hiring potential. Outsourcing can complement your in-house efforts, offering access to niche talent pools, speeding up the hiring process, and providing specialised market insights. We explore the benefits in detail below! 

 

Access to Niche Talent Pools

Talent specialists have extensive networks and deep connections within specific industries. This is especially beneficial in the tech sector, where specialised skills and experience are often required. According to a recent survey, 60% of tech positions are filled through outsourcing because they have access to passive candidates who may not be actively looking but are open to new opportunities. These candidates might not be reachable through traditional in-house recruitment channels.

 

Speeding Up Time to Hire

As we know, time to hire is critical in a fast-paced industry. Headhunters are equipped with tools and strategies to streamline the hiring process. The average time to hire is 30% faster than in-house teams. This efficiency helps companies avoid prolonged vacancies that can impact productivity and their project timelines.

 

 

 

In-house teams are essential, but they may not be enough to meet all your hiring needs. If you’re ready to optimise your hiring strategy. Partner with us to see the difference it can make. We are passionate about connecting talented technology professionals with modern and ambitious companies. If you wish to discuss any of our current vacancies or learn more about industry trends and insight, please reach out to our experienced team on www.lucid-connect.com / info@lucid-connect.com.

 

Congratulations! You’ve completed your studies and now face an exciting yet challenging journey –  the student to employee transition. This guide will help you navigate this significant life change with confidence.

 

1. Adjust Your Mindset

The first step in your student to employee transition is to shift your thinking. The working world operates differently from being in a classroom:

• Deadlines are often stricter

• Collaboration is key

• Results matter more than effort alone

Embrace this new mindset to set yourself up for success.

 

2. Develop Professional Skills

While your degree has given you valuable knowledge, some skills are particularly crucial in the workplace and can vary depending on job.  A few important ones are:

• Time management
• Communication (written and verbal)
• Problem-solving
• Adaptability

Your employer may assist in your development or you need to take initiative to hone in these skills during your transition.

 

 

 

 

Lucid Connect is dedicated to executive search and permanent recruitment. We are passionate about connecting talented technology professionals with modern and ambitious companies. If you wish to discuss any of our current vacancies or learn more about industry trends and insight, please reach out to our experienced team on www.lucid-connect.com / info@lucid-connect.com.

Written by Lucid Connect

1. What is an exit interview?

An exit interview is a conversation employee leaves an organisation. The purpose of the interview is to understand the employee’s reason for leaving and gain honest feedback on their experience working for the organisation.  There can often be feelings of wasted time, disappointment or confusion from hiring managers and leadership which is why exit interviews can be beneficial.

2. Benefits of exit interviews 

Effective exit interviews offer a range of benefits for both the HR department, employers, and employees alike. They’re a valuable tool to boost employee engagement, improve company culture and retain employees by meeting specific needs. Some of the benefits include:

• Valuable Feedback: Exit interviews provide an opportunity to gather honest and constructive feedback that can pinpoint areas for improvement within the company. This feedback can help identify patterns or issues that may be contributing to employee turnover.

• Company Culture Insights: By understanding the experiences and perspectives of departing employees, the organisation is able to identify areas where improvements can be made.

• Retention Strategies: Exit interviews offer valuable insights into the reasons employees choose to leave. This information can be used to develop targeted retention strategies that address specific concerns, leading to improved employee retention rates.

• Enhancing Onboarding Processes: The feedback gathered during exit interviews can also help streamline and improve the onboarding process, ensuring that new employees feel engaged, supported, and motivated from the start of their employment.

3. How to conduct an exit interview?

1. Setting Clear Expectations: HR professionals should ensure that the departing employee understands the purpose and objectives of the scheduled exit interview. This helps manage expectations and facilitates an open and productive dialogue.
2. Fostering Candid Communication: To encourage honest and unbiased feedback, it’s advisable to have someone other than the employee’s direct manager conduct the exit interview. This creates a comfortable environment for the employee to share their perspectives freely.
3. Creating a Safe Space: By emphasising confidentiality, HR can establish a sense of trust and security, allowing the employee to share their thoughts and experiences without fear of repercussions.
4. Thoughtful Preparation: Drafting a list of appropriate and insightful questions in advance can help HR professionals gather meaningful feedback and insights during the exit interview.
5. Maintaining Positivity: Concluding the exit interview on a positive note by expressing well-wishes and excitement for the employee’s future endeavors can leave a lasting, favorable impression.
6. Implementing Feedback: The true value of exit interviews lies in HR’s ability to carefully analyse the feedback received and implement relevant changes to improve the work environment, processes, and overall employee experience.

Lucid Connect is dedicated to executive search and permanent recruitment. We are passionate about connecting talented technology professionals with modern and ambitious companies. If you wish to discuss any of our current vacancies or learn more about industry trends and insight, please reach out to our experienced team on www.lucid-connect.com / info@lucid-connect.com.

Written by Lucid Connect

Think back to 2002, and you will see how much has changed thanks to technological advances. The main impact has been via the internet and mobile technology, which has changed how we function in business and our personal lives.

What about the next 20 years? It is hard to predict changes so far into the future, but fortunately, some people specialise in doing precisely this kind of thing.

Ian Pearson is a futurologist who analyses trends and statistics to form evidence-based predictions. He has made some key forecasts suggesting how technology will change our lives in the next 20 years.

Over the last ten years, we have already seen how reliance on devices has become integrated into our daily lives. This trend is likely to continue with more aspects of our lives becoming reliant on Smart technology.

More homes will have their heating, lighting and other equipment connected to a home hub to be controlled and reset. This aspect of robotics is very likely to grow as the need for energy saving for climate change becomes more urgent.

It is not hard to see that as generation Z become homeowners themselves, they will drive the inclusion of Smart technology in their homes – such as Google Home and smart meters etc.

Ian Pearson suggests that robotics may be the next stage where robotic devices work around the home. It could happen as early as 2030 and would see a revolution in the same way as vacuum cleaners, and washing machines changed housework back in the 1950s. This technology could be closer than you think, with Samsung exhibiting their concept for a robot which would help around the house and complete basic chores. Please see below the video that they showed at CES 2022.

The growth of Artificial Intelligence (AI) will absolutely continue to impact industry and personal devices as it forms the foundation of computer learning. AI allows computers to learn from data to make optimal decisions in a short amount of time compared to humans.

We already see AI operating in our smart devices, cars, healthcare systems – such as Viz.AI which is a diagnostics AI built to detect diseases as early as possible, and even in popular apps like Siri – so future development will see it used more effectively across other sectors. We will see AI help with breakthroughs in cancer research and cutting edge innovations across different industries as ever more complex algorithms are put in place. This growth within the industry has led to a rise in the number of contractor roles within AI,  with the number of AI job roles increasing by more than 160% since July 2020.

Is there anyone who doesn’t use a Smartphone now? In fact, in  March 2020, 87% of people in the UK were smartphone owners. 

There has also been enormous growth in other personal devices such as smartwatches and fitness trackers. It is a possibility that the next stage of this development will be the implantation of chips to do the same kind of processes.

Elon Musk is one of the leaders in this field, and he has been exploring more radical uses of microchips. He is currently testing chips implanted in the brain to conquer paralysis, and he is also interested in working with mental health conditions and autism.

The problem with microchip implants is that there is a lot of suspicion. The wider public was overwhelmingly hostile in an experiment where a Wisconsin company used implants for easy security.

There will likely be a more positive response for medical implants, especially if it creates a cure for patients with paralysis. Still, opposing views may halt the growth of implants designed purely for convenience.

In 2021 Honda was the first manufacturer to produce a legally approved driverless car at a Level 3, which means the driver can take their eyes off the road. In Tokyo, Toyota promoted a Level 4 car where drivers could also take their minds off the road.

The primary growth of this technology seems to be in the taxi industry, with Uber pursuing a new program that is soon to roll out in Santa Monica in the US. We are already seeing an expansion of driver free delivery robots in places like Milton Keynes in the UK.

The issue with driverless technology, also known as autonomous vehicles (AVs), is public opinion about safety. Statistics are yet to reassure the 75% of people who would not feel safe in a driverless car.

With the industry promoting driverless cars that will make the roads safer, the current $54 billion investment in AVs will likely mean that they will take over. Predictions indicate that there will be over 33 million AVs on the road worldwide by 2040.

The advantage for many is that it could reduce the necessity for people to own their cars, which will significantly impact climate change. Even in the next decade, there will be considerable growth in self-driving vehicles as taxis, improving accessibility and cost.

Renewable energy is an area that is urgently under investigation. The world is committed to using renewable energy sources to combat the destruction of the environment.

Fortunately, technology has helped discover alternative energy sources such as ITER, nuclear fusion, solar and shale gas. Bill Gates is one of the people behind the acceleration of miracle energy solutions.

With fuel prices rocketing worldwide and the urgency of changing to renewable sources, investment in this area will surely continue. By 2050 there is a need to stop producing any more greenhouse gases.

Breakthrough Energy is calling for an unprecedented technological transformation that will create the innovation required to allow everyone access to clean, affordable and reliable renewable energy.

Virtual reality is not a new thing. Second Life by Linden Labs created a virtual world with avatars back in 2003. There were up to 3 million users in its heyday, although that figure has dropped below 1 million more recently.

Creating a metaverse is a product favoured by Meta, which owns Facebook and Instagram. The drive towards VR has created a race with tech giants Google, Apple and Microsoft to produce affordable headsets for mass production.

The growth of virtual reality has led to a large increase in the number of job roles within the industry, with Statista claiming that over 23 million jobs will be enhanced by VR by 2030.

The vast investment in this area is almost sure to change the way we interact, certainly in gaming and leisure, but if Meta has its way, also in business.

Over the last 20 years, technological advances have been driven by information, communication and creating a global community. The following 20 years will probably be determined by climate change and the need to develop more energy efficiency and access to clean energy.

Other areas of technology like space tourism will only be available to the very wealthiest in society, so they are unlikely to experience the growth seen in other areas. Investment drives new technology, so the next 20 years will see governments investing in climate change while the tech giants will continue to promote technology that makes life more convenient.

If you are looking for help recruiting qualified and experienced IT and Technology staff, contact us at Lucid Support.

 

 

Written by Lucid Support

Lucid is an award winning, well established, reliable and trusted IT Employment Services and IT Project Delivery provider throughout the UK. To keep up to date on all things technology and recruitment trends, follow us on LinkedIn or head over to our website: www.lucid-support.com.

A typical day in the life of our Senior Candidate Consultant, Megan Blissett, has proven to change over the past 2 years. Since going into lockdown almost two years to the date, Megan went from a fast-paced job and busy social life, to working from home and having the same routine for months! Now we are back to ‘normality’, and she has returned to the office full-time, everything has started to pick back up for Megan, especially her career!

As a Senior Candidate Consultant, Megan works closely with the Account Management team here at Lucid and allocates the Candidate Consultants with dedicated resource for the jobs needing worked on for that particular day.

No day is the same here at Lucid, however, Megan is fantastic at working closely with all the departments to ensure resource and support is allocated and prioritised for the most urgent roles needing filled. Depending on the role, Megan and the Candidate Consultants aim to qualify a minimum of 5 candidates a day for each role. This gives our clients several contractors to choose from, as we understand how crucial it is that roles are filled with the best possible talent.

10:30am = Morning Break

1pm = Lunch Time

3:30pm = Afternoon Break

Hiring the right people is an essential part of successfully running any business. That’s why using a specialist recruitment agency can be so beneficial.

For IT recruitment, it is vital to find the right people with the relevant experience and qualifications to fill a role. Software may promise to make the process easier and quicker, but does it achieve the same level of success as recruiters who have accredited knowledge and success?

Right now, there is a considerable increase in the use of technology and automation in the recruitment process. It’s about time we look more deeply into recruitment automation software pros and cons.

The software’s ability to filter through an enormous number of CVs means that it can reject all the unqualified candidates at the outset. Clever use of algorithms that can discard all inappropriate candidates can be one of the most timesaving aspects of automation. 

A good recruitment agency will have built an extensive database of skilled candidates. It can be a mammoth task to sort through them all, especially where many will have multiple avenues of experience. Letting an algorithm condense the pool takes away some of the initial groundwork. For example, the use of Virtual Recruitment Assistants provide smarter screening, filtering and prioritisation when it comes to separating applicants into specific categories required for the job role. Recruiters can then focus their attention on the remaining candidates who have met the essential criteria and use their practised judgement to put forward the best suited candidates for interview. Automation could undoubtedly improve the efficiency of the recruiting process.

Automating the administrative side of recruiting makes it possible to free up recruiters time to concentrate on higher-value tasks. If the software takes care of tasks like notifying candidates and scheduling interviews, it leaves more time for other aspects of the recruiter’s role. Since building relationships and making connections is a vital part of successful recruitment, it is a huge benefit to use software that increases the amount of time available for this aspect of recruitment.

Recruiting software allows users to retrieve candidate files easily and track the progress of applications. It certainly eliminates the possibility of losing any information.

The software can be beneficial as it allows for encryption to protect personal information by conforming to GDPR. Automation can also improve the workflow by reducing the recruitment cycle thanks to the information, updates, and comments added to the system.

One of the hardest parts of the process for candidates is waiting to hear how they are doing, particularly if they have applied for more than one vacancy. Since recruitment software speeds up the initial process and keeps track of progress, it is easier for candidates to be kept well informed and even have access to the system to check for themselves.

Since filtering potential candidates for suitability is based on a strict list of criteria, the software may pass over someone who has skills that could benefit an employer. So, a person who does not have a certification but has many years of experience could be rejected by the filtering system.

Automation could reject a candidate who brings a wider skillset to the table in industries where requirements are complex and varied. Recruitment software often filters out perfectly valid candidates, software isn’t always aware of the different titles and abbreviations that represent the same role – this means that they often miss out on qualified candidates. Recruiters are better at picking this up, and they are aware of every job title variation.

Avoiding unconscious bias in the recruitment process involves a great deal of understanding of the unintentional discrimination difficulties that can be attached to different descriptors. With AI, this means ensuring that specific keywords are not favoured, leading to a lack of diversity.

Quality Compliance Systems stresses the importance of humans taking time to review decisions to ensure that all aspects of equality are considered. Since the initial programmer is the primary influence on AI, any biases can be intensified during the filtering process.

It is possible that software could reject excellent candidates due to formatting issues with their CV or application. If recruiters do not pick this up, they could miss out on interviewing someone who would have been perfect. In essence, the software is only reliable if recruiters check it often and deal with problems quickly.

Since keywords will drive the software filtering system, it could be possible for shrewd candidates to play the system and build effective keywords into their CVs.

On the other hand, some other applicants may miss out on essential keywords and yet possess all the criteria required, just with different descriptors. Narrow criteria will reject candidates who use different words or have issues with spelling even though they may be the best person for the role.

In recruitment systems that include a chatbot, candidates will have an initial assessment conducted by AI that can classify responses based on metrics and data. Chatbots are an efficient way to collect information in real-time, with Forbes suggesting that it can greatly enhance and speed up the process.

However, Valoria found that 82% of candidates interviewed by a chatbot report that the process is impersonal and often frustrating. It is certainly true that candidates like to feel valued by recruiters and build a relationship with someone who can support them in their career progression.

Recruitment software can ideally make some aspects of the recruitment process more efficient, especially regarding storing information and tracking processes. As a replacement for experienced professional recruiters, it is limited in what it can achieve.

Successful recruitment is about building great relationships with both clients and candidates. By making these connections, recruiters can act as consultants who have a broad understanding of the sector and match talent with employers to help businesses thrive.

It can be argued that even with its limitations, recruitment automation software could lead to better quality recruitment where time is freed up for recruitment consultants to evaluate candidates more thoroughly and make better recommendations to their clients.

IT recruitment relies on knowledge and understanding of clients’ needs, with staff often required at short notice to complete a project. Recruitment software as an enhancement rather than a replacement seems to be the fundamental solution.  

 

Written by Lucid Support

Lucid is an award winning, well established, reliable and trusted IT Employment Services and IT Project Delivery provider throughout the UK. To keep up to date on all things technology and recruitment trends, follow us on LinkedIn or head over to our website: www.lucid-support.com.

According to Gallup’s State of the Global Workplace, only 15% of employees are engaged in the workplace.

But what exactly is employee engagement?

“Employee engagement describes the level of enthusiasm and dedication a worker feels toward their job. Employee engagement can be critical to a company’s success, given its links to job satisfaction and employee morale. Engaged employees are more likely to be productive and higher performing.”

When employee engagement is prioritised, a business will see a huge improvement in employee retention as employees will know their contributions are recognised, appreciated, and rewarded. Not only that, but they will also feel much more part of a team than just an employee. According to HubSpot, 69% of employees say they’d work harder if they were better appreciated.

The team at Lucid Connect have outlined 3 key factors we believe boost employee engagement.

Employee wellbeing and engagement go hand in hand. Professionals will feel even more valued if their health and wellbeing is taken into consideration by their employer.

So, what can you do to prioritise workplace wellbeing?

Firstly, invest in workplace mental health first aiders and responders. At the Lucid group, we have invested in 2 Mental Health First Aiders and 1 Mental Health Responder on site. This instils confidence in employees knowing they have people on hand to go to if and when they need to, and those people will have particular skills and techniques to respond to any mental health issues, conditions, or episodes in the most appropriate manner.

Additionally, as an employer, it’s important to remain flexible to your employees’ needs. The past 2 years have shown us that professionals can work from anywhere and still give 110% effort, therefore, maintaining that level of flexibility and understanding to family commitments and health needs will increase employee engagement.

Stay interacted and up to date with your employees and the favour will be returned in commitment and good performance.

Over 91% of HR professionals believe that recognition and reward make employees more likely to stay. Having good work recognised and rewarded not only motivates professionals to work harder, but also to feel inspired to keep up to receive more recognition, thus boosting workplace morale.

At Lucid, we promote reward and recognition all year round through the following:

• Sales promotions, including financial rewards and incentives
• Increased holidays after a certain number of years worked at Lucid
• Early finishes on a Friday
• Free extra holiday at Christmas
• Uncapped commission and referral bonus schemes

Achievements, no matter how big or small should be recognised and rewarded by your employer. It increases a positive working environment, which in turn improves employee wellbeing and increases employee engagement.

In a major long-term study, companies that had the best performance-enhanced cultures, encouraged leadership initiatives, and highly appreciated their employees, saw their customers and owners grow by 682% in revenue (x4). Having a shared culture not only promotes consistency across the business but also allows companies to benefit from a healthy and positive working environment.

At Lucid, we actively promote an open-door policy, encouraging employees to talk to their line managers about the good and the bad without the worry of it affecting their jobs. Having transparency between employer and employee is vital to ensure trust between the team.

Moreover, you should emphasise company culture in a fun and engaging way. At Lucid, we highly support a work-life balance and understand the importance of switching off. We have a designated kitchen to take your lunch, as well as a pool table, darts board and Nintendo switch to allow breaks to be active but take you away from your computer screen multiple times of the day.

What more could you ask for?

If you like what you read and want to find out more about the Lucid team and what we offer our employees, get in contact today! Who knows, you could start your Lucid journey as easy as 1,2,3.
T: 01908 690 000 / E: info@lucid-connect.com

Lucid Connect is dedicated to executive search and permanent recruitment. We are passionate about connecting talented technology professionals with modern and ambitious companies. If you wish to discuss any of our current vacancies or learn more about industry trends and insight, please reach out to our experienced team on www.lucid-connect.com / info@lucid-connect.com.

Written by Lucid Connect

Improvise, adapt, and overcome… 3 terms that many organisations have had to adopt due to the changing landscapes of business over the past 2 years. In 2021, we saw growth in home-working and E-learning as a result of multiple lockdowns, however individuals adapted to these changes efficiently and businesses benefited in a multitude of ways. With that in mind, below we have listed 3 key business technology trends we expect to see continued growth in 2022.

The metaverse is a digital reality combining social media, online gaming, augmented reality, virtual reality, and cryptocurrencies to allow virtual user interaction. The term was first used in US author, Neal Stephenson’s, 1992 cyberpunk novel ‘Snow Crash’. In the book, the main character is a hacker who is able to jump between a dystopian Los Angeles and the so-called ‘Metaverse’ – a virtual world where avatars interact.

In many ways, it looks like Stephenson’s concept has already become a reality and will continue to grow in 2022. We have already seen such technology advances relating to the metaverse through AR, VR, and consumer tech products such as smart speakers. We can expect the Metaverse to offer an entire ecosystem for developers, apps, ads, and new digital innovations in years to come.

In the last 2 years, people have had to adapt to changing environments in both their personal and work life. Hybrid working has taken lead with the preferred way of working across many organisations worldwide. However, those who are set to work remote full time can feel somewhat isolated from their colleagues and miss the ‘old norm’. This is where the metaverse will improve quality of working relationships and convenience for businesses. With the aid of VR and AR, you will be able to join a business meeting with your boss at 11am and have lunch with a family member halfway around the world at 1pm; all thanks to the power of the metaverse. Research commissioned by Lenovo reveals close to 1/2 of employees are willing to embrace a metaverse workplace, presenting an opportunity for businesses to usher in the future of work. Ken Wong, President, Lenovo Solutions and Services Group: “The pandemic challenged us all to adapt to new ways of work – forcing organisations of all sizes to evolve at an exponential pace. The metaverse presents businesses with new opportunities but also more complex technological challenges, such as the need for more computing power, better integrated hardware, and simpler and more flexible IT solutions.”

AI has become an integral part of our lives, whether that be from a personal or business perspective, artificial intelligence has shown a vast improvement in efficiency worldwide. In 2015, an algorithm was built that could recognise faces with an accuracy comparable to humans. For example, Facebook’s DeepFace is 97.4% accurate, just shy of the 97.5% human performance. In comparison to the FBI’s well known recognition algorithm which only reaches 85% accuracy. Facebook was able to achieve this as it figured out how to get two essential components of a human-level AI in place; architecture that could learn facial features and high-quality data labelled by millions of users who had tagged their friends in shared photos. In 2022, we should expect to see more strategic AI thinking, particularly from industry players.

Language is humanities most vital invention. It connects us all, in one way or another, and defines our human intelligence. The ability for computers to effectively understand all human language will completely transform and open up virtually limitless opportunities for brands, businesses, and creations across the world. Natural language processing (NLP) is a branch of AI within computer science that focuses on helping computers to understand the way that humans write and speak. This can prove difficult as it involves a multitude of unstructured data i.e., tone of voice is unique to individuals and is constantly evolving. Google’s Director of Engineering Ray Kurzweil predicts that AIs will “achieve human levels of intelligence” by 2029.

Additionally, we should expect to see growth in AI Engineering. AI Engineers are in high demand this year and for good reason. These particular engineers have an impressive understanding of software engineering, programming, and data science. AI Engineers can build machine learning algorithms that can be used by businesses to make effective decisions, affecting the entire organisation, therefore increasing business value.

Cloud computing infrastructure is the backbone of the delivery pipeline of almost every digital service, from social media and streaming entertainment to the autonomous internet of things (IoT).

A study by IBM found that 2 in 3 businesses (64%) shifted to more cloud-based activities in response to the COVID-19 pandemic. Cloud computing (74%) and artificial intelligence (53%) are the top technologies expected to deliver the highest business results this new year.

Governments, organisations, and individuals that adopt sustainable technology in 2022 will allow better protection of natural resources, biodiversity and peoples health and well-being. According to Forrester, there are three key technologies that will affect sustainability; edge, IoT and networking. There will be an increase in demand for sustainability-related services powered by edge and IoT that will grow for energy efficiency and include resource management, supply chain processes and environmental monitoring.

Edge – edge computing, in its simplest form, moves portions of storage and compute resources out of the central data centre and closer to the source of the data itself. Gartner predicts that by 2025, 75% of enterprise-generated data will be created outside of centralised data centres. One benefit of Edge technology is it can be used to keep data close to its source and within the bounds of prevailing data sovereignty laws, such as the EU’s GDPR, which defines how data should be stored, processed, and exposed.

IoT – the Internet of Things (IoT) refers to a system of interlinked, internet-connected objects that are able to collect and transfer data over a wireless network without human intervention. Examples we all know are Amazon’s Alexa and Google Home devices known as conversational artificial intelligence (AI) which are affordable and efficient for home use.

Networking – network technology uses data systems to handle and deliver digital resources through a computer network. In its simplest terms, network technology is used to exchange and transmit data between large and small information systems and are utilised mainly by institutions and companies. There are two types of network technology; based on transmission and based on scale.

According to the International Energy Agency (IEA), 40% more green energy was generated and used in 2020; IEA expects continued growth in 2022. Additionally, we should expect to see massive growth in the production and usage of solar and wind technology, creating more value in the renewable energy technology sector. Most tech giants will spend 2022 implementing measures aimed at helping them achieve their net-zero carbon goals.

Unfortunately, the chip shortage will hinder overall IoT market growth by 10% to 15%. The world is suffering from a systemic shortage of chips. When you do a Zoom call, cloud data centres full of chips are working away to make that happen. Demand for cloud computing services from providers like AWS, Microsoft Azure is growing rapidly, but supply is struggling to keep up. Additionally, the automotive industry was hit hard by the microchip shortage.  The average car in 2010 contained US$300 worth of microchips. As cars become increasingly digital, that figure will likely rise to more than US$500 in 2022. One company that has managed to overcome this shortage is Elon Musk’s Tesla. Tesla sold 936,000 cars globally in 2021, an 87% increase for the year. When Tesla couldn’t get the chips it had counted on, it took the ones that were available and rewrote the software that operated them to suit its needs. Now companies such as Mercedes and Ford are hiring engineers and programmers to design their own chips and write their own software. Some analysts predicted that it could sell 2 million cars this year. However, Forrester predicts that this shortage won’t be resolved until mid-2023 so it will be long before supply reaches demand.

Written by Lucid Support

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