In part one, we had a look at how you can
rotate high performers, encourage the use of innovation within your
organization and ensure outside exposure.
Now I am about to take the discussion
further. Join me and continue reading.
Increase talent externally
Developing and maintaining existing talent is
important, but it is never enough. Skills and qualifications required to play
key roles may not exist internally, and opportunities to upgrade talent always
exist. A new person brings fresh ideas and perspectives into a technology organization.
As such, sourcing
talent externally is also critical. Naturally, great recruiting
capabilities are a must, but there are also specific actions that IT
organizations have found particularly useful.
Rethink location strategies when
IT organizations created incredible value over the
past years by relocating functions to less expensive locations. Some IT
organizations are now refining their location strategies to enhance their
ability to attract critical talent. In many cases, this means operating a
portfolio of locations that includes lower-cost sites to perform transactional
activities and locations in city centers or near universities to attract
technologists with cutting-edge skills.
Draft the best athlete
Large, complex technology requires hundreds of
specialized skills, and needs can change rapidly. Customer analytics and
enterprise mobility may be pressing requirements, but other issues may be more
critical in a few years. However, talented technologists can learn new skills
quickly, so some IT organizations have focused recruiting on finding great
problem solvers and communicators, with the expectation that they can pick up the
skills required for a particular role.
Leverage the network
Talent attracts talent, especially in technology
roles. Investing in high-profile hires, potentially from non-traditional
sources for example, recruiting high-tech
talent for enterprise IT roles, can help build buzz on the recruiting
Making required changes happen
Which of these levers to apply, how to apply
them, and in what cycle depend heavily on a company’s needs, existing
capabilities, and organizational constraints?
Here’s how to think about integrating
these levers to help win the war for technology talent:
Get an accurate picture of future needs
and current capabilities. A technology talent
strategy has to start with insight into needs. Will there be large investments
in multichannel customer care? Which is a bigger priority? Business innovation
or quality and efficiency of IT delivery? Will cyber security risk management
have to improve? At the same time, IT businesses must develop an objective view
of their current skills and capabilities. How current staff feel about their
career experiences, how staff are perceived outside the company, and how
current recruiting and career-development processes work—or don’t work for that
Develop a map of priorities. To focus efforts, leading organizations develop a heat map that
shows the gaps between business needs and current skills, as well as risks
related to those gaps. For example, a company might recognize that most of its
developers grew up programming back-office applications, but that the business
will need more sophisticated data analytics over the next two years, or that
given a planned consolidation program, the company can’t afford to lose any
high-performing infrastructure engineers.
Track and reinforce progress. To make sure the required, everyday behavior changes occur,
progress must be tracked against a set of metrics. For example, maintenance
of high performers, the number of external hires who succeed in their
roles, and the percentage of staff receiving business-oriented training and
syndicated with senior leaders who can resolve issues and accelerate progress.
With the current skills gap in IT, it
can be challenging to find, retain and develop the right talent.
Tap into having only the best talent in
your company! Contact us today and we will make sure to find the ideal
candidate for your business.
Or if you are in the job market for IT jobs,
we can help you!
Visit our website and apply directly online
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