3 Cloud Trends For 2022

The Cloud is not just a load of pie in the sky

The Cloud is an exciting place right now and there are areas of growth that anyone involved, however tangentially, should know about. We have compiled a list of three of the most important upcoming trends.

1. Cloud Budgets

A third of all businesses run a Cloud budget of between two and a half million dollars and twelve million dollars. Things like AI, IoT, CaaS, etc. are growing in popularity, lending truth to the claims that Cloud is swiftly becoming a major focus for IT departments.

There is an inordinate amount of waste currently happening in the Cloud and, now that it is being identified, streamlining is finally happening.

Without an understanding of your strengths and weaknesses, you cannot make use of the solutions out there at your disposal. Without knowledge of your own situation, you cannot reduce your budget. Optimisation means improving your unique situation with tools that enhance said situation.

If you try to cut corners and lowball the budget, which most businesses usually do by a quarter, this deepens difficulties where there should be elegant solutions to these difficulties.

2. Multicloud or Hybrid Cloud

Moving from physical servers to multiple Cloud vendors is a large undertaking and can seem daunting at first, until it is underway. As the Cloud is entrusted with more and more of a business’ information and workload, the increase in multi-cloud is increasing exponentially.

Cloud-native will replace the need for providers. Organisations will gain a greater understanding of what they require, what is available and what needs to be developed, in order to get to where they know they can. Capabilities within the Cloud will always, of course, impact this but with the technology now catching up to the ambitions, companies can move with great agility toward the next trend.

Investment in this will always be ongoing as there will regularly be updated technology, offering the chance of further savings and shortcuts. Functionality and ways to reduce risk will always be things worth investing in and striving for.

Hybrid Cloud offers the best of both the public and private Cloud, depending on what your company needs at a specific time. Balance is the keyword here, allowing you to benefit from the flexibility of the public Cloud while enjoying the compliance and efficiency of the private

3. Cloud.Sustainability

Values are how organisations are being increasingly viewed by their customers. Sustainability and a prioritisation of the environment signals to prospective clients that you have real values and 4/5 of consumers feel this is an issue of great importance.

While a net-zero future is being touted, how does this relate to the Cloud? Migrating infrastructure to the Cloud can result in a saving in energy and carbon emissions of over 50%. Evaluating processes and migrating the most resource-heavy processes off physical servers and onto the Cloud is where the savings happen, and where you show your savvy plus your sustainability bone fides.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

Responsive Employers = Respected Employees

It really adds up to treat your team like human beings

A business which conducts itself with purpose and professionalism naturally elevates itself above the competition. A relentless drive to increase in size in order to satisfy shareholders can serve to reduce the people who work there to figures, robots even.

Whether a company chooses to take this route or not, will define its future. Thankfully, more companies are adopting the path towards a mission that is not just based on money, but on treating employees with respect, acknowledging that they hold the keys to the future of the business.

Seeking meaning through actions is what humans do, and work is no different. Yes, we all want to be sufficiently recompensed for our time, and perks are nice to have too, but the realising of potential and a sense of contributing meaningfully are major factors in the long-term mental well-being of employees. Allowing workers to learn and grow means the good of the company goes beyond fulfilling the goals of the business but can emerge out into the society around it, benefitting those who may be outside of the immediate area of influence.

When it comes to recruitment, it is easy to spot employers who are engaged. It can be as simple as hiring managers replying to emails or responding to candidate resumes in a timely fashion. For all the sound and fury surrounding the search for new prospects to fill job roles, if what follows the flurry of activity is the metaphorical sound of crickets, a specialist recruitment partner starts to begin to understand why the hiring has been a long drawn out process so far.

But just because an employer isn’t engaged with these issues doesn’t mean they don’t want to be. It can be difficult asking for help when you don’t really know what kind of help you need or how to go about starting the process.

Finding support throughout this can be hard, if you are starting from scratch, as an organisation has either made steps towards being responsive and responsible, or it hasn’t. If it hasn’t, then it can feel like an uphill struggle. All companies make noises about listening to their employees but the difference between intending to do something and actually going through with it, is huge.

Processes and systems need to be in place, and putting them there takes time. Companies can and do change but change is often slow-paced. Relationships can be complex and there may be a lot to unpack.

Having an experienced specialist recruitment expert onside can help greatly. They will have experience of sorting the strategy for onboarding new candidates within your sector, will possess knowledge of the values shared by all of the different generations you may be recruiting and they can promote your new way of doing things to the candidates as if they are an external observer.

Within Data, AI and Cloud, it is important to view new technology as a way to enhance the potential of your workforce rather than a way of enslaving them to an omnipresent company presence. There will always be doubters who misunderstand the aims, or those who are old-school who attempt to mould what is happening to fit their standard worldview. Specialist recruitment partners are outside and have a better overview of how things are going and where things may be going wrong.

Responsive businesses will treat all the people in and around the business with dignity, pays fairly, challenges and reassesses its values in the face of criticism, develops an environment of accountability and nurturing where people can thrive and will help the company thrive, in return.

Companies must adapt during these times. Showing appreciation, encouragement and consideration is not a weakness. Getting fully involved in the recruitment should not draw you away from your current responsibilities. If you have the right help on your side, these problems will not even be a concern anymore.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

What’s Happened To The Cloud?

2021 seems to be the year of the Cloud

Those looking for agility in these trying times are focusing more and more on the Cloud. The scalability that it offers has allowed businesses to grow or contract their IT needs throughout the Covid-19 pandemic, with other companies noticing the benefits and building it into their future plans.

Those future plans are not considered, by those who understand the process, as a silver bullet. This is about working out your company’s goal and figuring out how the cloud can aid those goals. This is a marathon, not a sprint.

Optimising decentralised workplaces has become a priority during the Covid-19 pandemic, with workers requiring access and the ability to share SaaS (Software as a Service) and data while working from home. Remote working is not the only reason, with largescale data projects, previously stalled, starting up again and requiring scalable server space.

Public cloud continues to grow with a 35% growth expected this year and at least 28% next year with spend increasing 18%. These numbers may well grow as the cloud has been validated during the Covid-19 crisis.

SaaS, PaaS (Platform as a Service) and IaaS (Infrastructure as a Service) will experience high growth. SaaS will grow to minimise the drain on computers by moving the heavy lifting to the cloud and enhance shareability across different locations. PaaS will grow thanks to new cloud-native apps, as businesses wake up to how much of their infrastructure can be assigned to the cloud. IaaS is expected to increase over 26%. The financial benefits are also helping exacerbate this shift.

Alibaba Cloud, the new contender amongst the large public cloud providers, was making gains to displace one of the big three (Google Cloud, Microsoft Azure & Amazon Web Services), but has been rocked by allegations of a data leak that happened in 2019, which has landed them in hot water and damaged confidence.

The big three continue to go from strength to strength, with Google and Microsoft levelling up against the former top dog, Amazon.

Google Cloud has focused on becoming more business-friendly with enhanced account and analytics management. It is expected that it will expect around 50% growth in the coming year. Amazon Web Services will use the main company’s software and services to help it grow larger still. Microsoft has a brand trust that Google and Amazon struggle to match, which is fuelling its growth.

On the horizon, is the dawn of joint cloud and multi-cloud providers. This is a way for smaller or less established companies to take on Amazon and offer users a ‘best of both worlds’ approach, highlighting their own particular specialities and mutual strengths to reassure those signing up, that this is the best option.

Previously the idea was considered crazy and just bad business, but as time has moved on, and multi-cloud has emerged as a possibility, with many providers reconsidering and accepting that there is enough demand to warrant this route.

The Oracle Cloud-Microsoft Azure team up is an obvious example of two companies that can work independently in the cloud if needed, but who have combined to make the most of Microsoft Machine Learning and Oracle’s network.

There is so much happening with the Cloud right now and if your company is expanding in this area, you are going to need a great team. Bear Zenshin Talent in mind as a trusted recruitment partner.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

What Is The Difference Between The Cloud, Cloud Storage And Cloud Computing?

A question that can literally cloud people’s minds

As we recruit for Data Science, Artificial Intelligence, Machine Learning and Cloud, we are often asked by hiring managers to explain the jargon. We thought we would focus on the confusion around the Cloud.

For those thinking there are some ‘dark arts’ surrounding the cloud, we assure you that the subject is not complex, there are just a few different varieties of things like deployment, and within deployment there are a few varieties of hybrid cloud.

‘The Cloud’

The joke going around is that no one knows what the cloud is and where it is, it just IS. There is no real mystery once you know what it is. It is basically normal computer architecture involving real servers, only it is now available over the internet and the servers are worldwide.

Cloud Storage

This is essentially the storage of an app or data or a file on the internet. You do it all the time on something like Google Docs. You upload your file to store it and then anyone you give access to it can access it. In business terms, it is generally used to store and share business documents. Some businesses use the cloud solely to store their information, while others use it for infrastructure purposes, which takes us into…

Cloud Computing

The confusion usually comes with cloud computing, as it has a few varieties of deployment.

For ‘Public Cloud’, Microsoft Azure, Google GCP and Amazon AWS are the big names within this space. They are huge and easily scalable, suited to collaborations. You may want to take advantage of an Infrastructure as a Service (IaaS) to store your data or process it, or use a Software as a Service (SaaS) so the processing is away from your internal infrastructure.

Public Cloud does not require a lot of money, you don’t need a physical infrastructure, you can scale up when you need more, you have advanced security thanks to your provider. Having said that, you are beholden to your provider too, so if their security is lacking, yours will be too.

The ‘Private Cloud’ is a cloud which is ringfenced and firewalled for use by one organisation to store info and access from anywhere. This can give greater peace of mind but also more headaches as it can only scale up with the addition of more servers, which makes it more expensive.

‘Community Cloud’ is specifically for similar organisations or those within the same industry to share the server space for similar tasks. It is a private that acts like it is public. It benefits those involved because they are all in the same boat, so to speak. The downside is that with everyone being equal, prioritisation and privacy can be a concern, meaning this model is not for everyone.

A ‘Hybrid Cloud’ offers both of the above options at the same time, with public and private co-existing when needed, and it comes in two varieties. One type augments the private cloud with the public cloud for scaling up. The other runs some non-critical apps on public while the bulk of the important work is on the private cloud. Of course, you must find a provider who is adept at the hybrid model or you will run into difficulties.

So now you know about Cloud, you can chat about it with ease. If you are recruiting for Cloud projects and you need a recruitment partner, don’t hesitate to contact us here at Zenshin.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

Finding And Hiring Cloud Expertise

Hands up, those who can find Cloud candidates

If your company is hiring people to work on the Cloud e.g. Cloud Data Analysts, it is important that you understand what you are looking for, as well as the specialist recruiter who is helping you. Job specs are a very important element in your search for the prime candidate and if the incorrect one is sent out, it makes your life so much harder in the long run.

So many people labour under the misapprehension that the Cloud is merely a back-up for things that exist outside of the Cloud. This is understandable as that is how it is discussed generally but the truth is more complicated than that.

The more information we create, the need to store it and move it around more easily, becomes more and more important. So virtual servers are required in order to store this data. You don’t need to know where it is exactly as long as you know it is safe.

This way of doing things gives you the advantage of expanding and contracting your infrastructure when you need it. This lends flexibility to a business, and the cost savings, especially for start-ups, can be a godsend. Changing to subscriptions and having the stress of hardware taken away helps make the business more agile.

If you already knew all of this, great. Now how are you going to target and hire these professionals?

Firstly, your existing team needs to research and introduce the best fit in terms of Cloud, creating strategies for the adoption of this solution and creating an environment where Cloud is accepted as the next step for the company while also keeping an eye on security concerns.

If you don’t have that help readily available within the company, the next choice is an outside recruitment consultant who has Cloud and data team experience. Ideally a specialist willing to work in a dedicated partnership fashion. They will have the experience, relationships and systems to find the hidden gems.

With many companies waking up to Cloud, there is so much more demand for those same candidates, in addition to new projects coming back online after the stalling during Covid-19. This is one of the most important reasons for the need for correct targeting, including focused job specs. If you get that part wrong, you waste time during the hiring process and miss out on prospects who gravitate toward companies who have their ducks in a row.

During these periods of popularity of new or newish roles, there is a tendency for organisations to start hiring straight from universities because they are the candidates that they can easily find, but that is not the way forward. Of course, the next generation needs to get their start somewhere, but they are not experienced enough at this point. Once you have your team of seniors secured, you should then be looking for the new blood to bring through.

The approach must be specific and those who make the approaches should know enough about Cloud to be able to sell your companies Cloud plan with confidence and also to spot the difference between the new starter and the pro.

The world is moving to the Cloud, that is undeniable. You need to understand and engage with it. Making the correct choice when it comes to hiring always saves time and money, so if it feels like Cloud hiring is something you are struggling to get to grips with, look to those who can do it. It makes perfect sense.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

Desperately Seeking Cloud Analytics?

Are you building to a bright cloud-based future?

We have noticed a trend towards companies seeking not just Data Scientists but Data Scientists with Cloud skills. Businesses are realising that they can save money and boost the scope of their data operation if they access data via the cloud rather than from big, expensive physical servers.

The power of holding data in the cloud is a very attractive one to the C-suite. What they need, in increasing frequency, are Data Scientists who are mathematically strong and also have the experience to deal with this data. And that is a problem.

We are constantly being asked the question: “What is a true Data Scientist?” As we should all know by now, the definition can range wildly from mathematicians, economists, tech heads to those within social sciences. This confusion can filter into job specs, creating a harder environment for actually hiring the required Data Scientist.

It is not unusual for companies to struggle when recruiting for their cloud data team. They seek out junior Data Scientists, and find them in abundance, because junior Data Scientists don’t need a lot of knowledge about cloud data to begin with. It is expected that they will learn as they go. They can join from university and there is no real expectation that they will carry the weight of a project on their shoulders. They are not expected to lead. Senior Data Scientists are needed, as they will have the experience that the juniors lack and they should have the authority to lead the business’ foray into cloud data.

The problem is that there aren’t really a lot of these qualified Data Scientists around. And the ones that are in existence, are in so much demand that there is next to no chance that they are not employed as we speak. The cream of the crop are those with multi-cloud environment experience and, of course, savvy managers are after these individuals above all else. But there is a problem.

When weeks turn into months and months, in extreme examples, turn into years, it is undeniable that something is going wrong in the hiring process. A closer inspection reveals that the problem may lie in the fact that the list of requirements for their perfect candidate to possess may be too extensive, including a few skills that, realistically, cannot be demanded of them. It is completely understandable that a company would want to cover as many bases as possible but it can turn into a problem.

The solution here is two-fold. It is about where you look and what you truly need from the prospect.

Most of the time, candidates the clients are looking for are not on the open market. They are in demand for a reason and simply posting job ads online will not cut it when it comes to finding them. If the recruiters are experienced and specialised, they know that the prospect needs to be pitched to or the prospect will simply not engage. The recruiter needs to know what your company actually does because, frankly, vague information does not work in enticing those prospects.

What companies must also understand is that even senior Data Scientists, or senior prospects in any field really, may sometimes need to train up in some disciplines, especially if the disciplines are new or expanding. A long list of requirements, and an unyielding attitude toward that list, mean your company will be waiting a very long time to fill that role. Knowing that fact comes with experience, so find someone experienced to guide you.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.