What do we mean by “a career with no limits?”

I started out at SThree as a contract recruiter almost two decades ago. Like many of us, I didn’t know exactly what path I was setting out on. It was a short-term job that became a serious opportunity, then a deep-rooted passion.

I joined a team of 15 people that grew quickly. When my former boss asked if I wanted to open a new location, I was reluctant, because I loved the team I had. But in the end, they convinced me it would be good for my learning– and it turns out they were right. From going out on my own and building a team from scratch, one thing led to another. Finally, at the end of 2021, when our former CEO stepped down, I was approached by the board to step into my dream job of CEO on an interim basis– and of course, I said yes.

When you work for a company, it becomes a part of your life. I feel like my own journey is a good example of “a career with no limits”, our mantra at SThree– and one that certainly applies to the world of STEM in which we operate.

Contracts are changing  

As an entrepreneurial business, we have always had the advantage of being more specialised than some of our competitors, working in areas like decarbonisation before it was at the top of everyone’s agendas. This doesn’t mean we haven’t made our fair share of missteps in the past– and it certainly doesn’t mean that we aren’t facing some new challenges.

As a society, we want more flexible work solutions. SThree has always tried to stay ahead of the curve with this piece, looking at vertical niches we could work our way into. But now it’s a very complex environment. We’re seeing the demand for the independent contractor or employed contractor model grow in many spaces, with its implications in Statement of Work and white-collar STEM being a key focus for us. Even so, its complexity means I don’t think we will see recruitment companies fully embracing the flex work trend for a long time to come.

Innovation and digitalisation should be front and centre in this conversation. It’s two-sided: from a policy perspective we need tax incentives, government support, and research, while businesses should be looking to adopt new ways of working that support a wider demographic. Our employed contractor model gives employees the flexibility of contract work with the security and benefits of a permanent position. Companies gain access to more flexible and skilled talent pools, while we support with administration, training, and equipment.

But flexible contracts are now just one small piece of the puzzle…

Mastering megatrends

Of the 12-14 megatrends at play in the market right now, to me, there are five that stand out: digitalisation; decarbonisation; advancements in research-led healthcare; shifting demographics; and new working models. While these are the trends most likely to have a significant and positive impact in STEM, they are also most likely to create high demand and short supply.

Digitalisation

We have seen an acceleration in new platforms, processes, and technologies in most industries over the past five years. We at SThree are currently in the midst of an ambitious tech overhaul, rebuilding our infrastructure from scratch as a way of assuring our future differentiation and excellence.

While the pandemic exposed the limits of outdated infrastructure, a few short years later, AI and ChatGPT are dominating the conversation inside and outside the workplace. I personally believe that these first years of AI are going to be even bigger than the iPhone moment, in terms of how it completely changes our way of life.

Up until now, the role of the recruiter has not changed that much. We may have moved from Rolodexes to databases, but the fundamentals haven’t really changed, even for those who try to be disruptors. Now, the role is rapidly evolving. Recruiter skills have shifted significantly over the past seven years. In the next three years that shift is going to accelerate– and AI will no doubt be a huge part of that. The anxieties around what jobs may be impacted, and how, are founded in something very real– particularly for those in lower-level, white-collar roles.

Do I think humans are going to be replaced by AI? No, not at all. If anything, I feel like the human element is going to become even more important. As in many industries, simpler tasks will be automated to improve efficiency and productivity, but relationships, empathy, and understanding are everything in our industry– and are something that cannot be managed by AI or automated, at least not in any meaningful way.

It’s also going to become a lot easier to fake what you know, so the industry is going to have to embrace verification, assessment, and a skills-first approach as a way of elevating those with a true passion for what we do.

Decarbonisation

 With decarbonisation high on agendas, in STEM we are looking to recruit more and more people with green skills. STEM professionals are the answer to many of society’s most pressing challenges. They are the ones inventing the future, through research, creating patents, developing products, services, and technologies. Whether in chemical, energy, pharmacological, automotive– the moves companies in these sectors are making on the path to net zero are just amazing. This is what makes it such an inspiring industry to be a part of. These skillsets are the future, and I’m very proud to be a part of that.

Research-led healthcare

Healthcare is another huge piece, as people embrace more and more what it means to live a healthy life. The global response to Covid has proven what STEM can achieve in a short time when the need is there, and why it is so important we rise to the challenges of the chasm in skills. Which brings me to…

Shifting demographics

Through the Great Resignation and Great Reshuffle, we already saw an acceleration of people leaving the workforce or changing jobs. Then there is our ageing demographic. At present, we have five generations in the workforce, but each is arriving in fewer and fewer numbers, which means we can expect to lose millions of STEM candidates before 2030. And yet, the challenges set out by other megatrends like digitalisation and decarbonisation practically demand more growth and resources if we are going to meet them. In a way, we should feel lucky that the rapid evolution of AI is arriving at a time when we need to compensate for skills being lost. Will automation be able to entirely make up for this shortfall? I’m not so sure.

Helping people find a career with no limits

So, how can we encourage people into STEM in greater and greater numbers? We know that people, quite understandably, want a better work/life balance, with questions around flexible and hybrid work at the forefront of this discussion. This means that we can also expect retention to be one of the biggest challenges, and discussions in how we develop policy, particularly among those in the later stages of their careers. Creating an environment and culture where people want to stay and develop is going to be a key challenge.

We also have to commit to targeting young people to show them what it really means to have a career in automotive, clean energy, and so on. As a large company, getting involved in education is part of our social responsibility to make sure these vital areas have the talent they need going forwards. We have a partnership in Germany where we work with young people from disadvantaged socioeconomic backgrounds to show them how exciting a career in STEM can be– and you can see in their eyes that it resonates.

Leadership with no limits

 We are seeing a huge generational shift in leadership styles. I try to combine being a servant, a leader, and a transformer. This means giving yourself the freedom to make mistakes, having humility, and seeing the potential in the talent around you.

If you look at our own leadership team, many made their way from working as recruitment consultants into some of the most senior roles in the industry. I think it was a brave decision from the board to give the CEO role to a 41-year-old – but I think it speaks to the ability of SThree to spot and encourage talent.

Working against the megatrends backdrop discussed here, it’s about identifying skills and potential, especially in underrepresented groups and those with non-traditional career pathways. As a business, we are here to find the people who demonstrate the most passion and expertise, then connect them with opportunities so that they can change the world.

You can download our latest report here.

I’d love to hear what you think. Comment below or share your thoughts #TalentVoices