Talent management is one of the most challenging aspects of running a business. With ever-changing technology and an ever-growing global workforce, finding, keeping, and developing talent has never been more difficult. In this blog post, we take a look at ten new realities for finding, keeping, and developing talent, as well as strategies to make it happen. From implementing social media screening tools to building a flexible work environment, read on to learn what works and what doesn’t when it comes to talent management.
1. You can’t be good at just one aspect of talent management and expect to succeed
1. You can’t be good at just one aspect of talent management and expect to succeed.
2. Talent management is an increasingly complex and intricate process that requires a holistic approach.
3. Digital transformation is making it more important than ever to identify and assess the potential of new talent, particularly in tech fields.
4. There are several different methods that companies can use to find and evaluate talent, including online tools and open-ended interviews.
5. It’s also important to provide employees with proper training and development opportunities so they can learn new skills and grow their careers.
6. Finally, effective talent management involves building relationships with employees and treating them as partners rather than subordinates.
This is thanks to Nigel Bond, founder of Tod Test.
2. Close your talent gap; it’s wider than you think
It’s no secret that the tech industry is in a constant battle for talent.
According to recent research from Burning Glass, the talent gap in the tech industry is wider than most people realize.
The report found that there are only 2% more software developers than there were in 2016, despite huge growth in the number of tech jobs. This means that companies are struggling to find and retain talented developers.
One reason for this is that many developers are moving between roles, which makes it hard for companies to keep track of their employees’ skills and experience. Additionally, many developers are choosing to work remotely or move to new cities, which makes it difficult for companies to offer them a good work-life balance.
According to Ken Adams, CEO and Founder of FullOfSports, if you want to prevent your company from falling behind in the talent race, here are 4 things you need to do:
1) Enforce strict job requirements and performance standards. This will help your team stay organized and make sure everyone knows what they’re expected to do.
2) Get rid of outdated technology and make your company more mobile-friendly. This will make it easier for employees to take their skills with them when they move or switch jobs.
3) Start offering training and development opportunities early on in employees’ careers. This will help them learn new technologies and improve their skill set rapidly.
4) Make sure your company culture is supportive of learning and staying up-to-date on technology trends.
3. Think candidate experiences, not recruiting process
Five new realities for finding, keeping, and developing tech talent
1. Recruiting process is no longer the only determinant of a candidate’s experience or likelihood of success in a role. Candidates with diverse backgrounds, skills, and experiences are now key to success in the tech industry.
2. Job hopping is no longer an option for tech professionals looking to find the right fit and advance their career. The competitive landscape and evolving technologies have made it increasingly difficult to find long-term work within the industry.
3. Automation is not only affecting traditional jobs but also potential pathways into technical roles. As technology becomes more advanced, so too does the automation of tasks within jobs such as coding and testing. This means that even highly skilled candidates may not be able to secure a position in a technical role without specializing in that field first.
4. A solid technical background is no longer enough to land a job in the tech industry. Today’s employers are looking for candidates with fluency in multiple languages and software development frameworks, as well as an understanding of data analytics and machine learning algorithms.
5. Employers are focused on developing relationships with their employees rather than simply filling vacant positions quickly and efficiently. As a result, many companies now offer remote working opportunities and flexible hours that allow workers to balance family life with professional commitments without sacrificing pay or benefits. This is according to Chris Wainwright, Director of Marketing of Humi.
4. Top talent interviews you, not the other way around
Every organization is grappling with how to find, keep, and develop the best talent to help them achieve their goals. The demand for tech talent has never been greater, and the competition for top talent is fierce.
The following are ten new realities for finding, keeping, and developing tech talent:
1. Tech talent tectonics: A shifting landscape The tech industry is constantly in flux. As new technologies emerge, old ones become obsolete. This means that what once held true is no longer true. Employers need to continually search for new talent who can adapt to these changing times.
2. Talent fragmentation: Mobile first/cloud first
As more and more people use mobile devices and access the internet from any device they have access to, companies are seeking employees who can work with multiple devices and platforms. In order to find this type of employee, companies must look beyond traditional job requirements such as experience or education levels.
3. Talent mobility: More remote working opportunities
With technology becoming more accessible, many workers are choosing to work remotely instead of in an office setting. This trend makes it easier for employers to find talented individuals who are available when they need them, without having to sacrifice quality or productivity in the process.
4. Emerging markets: The future of tech talent?
With growing economies all over the world, there is a growing demand for tech talents in countries that traditionally haven’t had
5. You can’t hire or outsource your way out of your talent problems
6. There is no silver bullet for talent development.
7. Talent acquisition needs to be a strategic priority for tech companies.
8. Recruiting and developing talent can be an expensive and time-consuming process.
9. Technology firms need to find new ways to collaborate with universities and other institutions of learning.
10. Technology companies need to rethink their overall hiring processes and strategies in order to find the best candidates.
This is according to Will Copp, owner of Knox Concrete Contractors.
