“Surviving the IT talent crisis has become a critical component in a company’s ability to compete and succeed in the digital economy.” Harvard Business Review Analytic Services
According to a November 2016 report published by market research company MarketsandMarkets, the global digital transformation market size is estimated to grow from USD 148.04 billion in 2015 to USD 392.15 billion by 2021. http://www.marketsandmarkets.com/PressReleases/digital-transformation.asp
Against this background, the need for companies to hire in the Digital Talent necessary to effect this transformation is creating a high demand for experienced Digital Tech professionals across a variety of roles. To quote a recent Harvard Analytics report Harvard Business Review Analytic Services “Surviving the IT talent crisis has become a critical component in a company’s ability to compete and succeed in the digital economy.”
And while there may not be a “quick fix” for this complex challenge, there are some practical steps that employers can take to improve their ability to hire the digital talent they need when they need. Here I’m sharing just 3 of them.
- Make your Job Spec relevant, up to date and as flexible as possible if you want to interview relevant candidates for the role. One area to watch out for – is this purely a Skills-based hire? Some roles – particularly at the more junior end of the career spectrum – can be filled by hiring on Skills competency alone. But in managerial roles or any role where there is a need for the person you hire to manage relationships with internal or external stakeholders in order to succeed, their management style, behaviours, personality type, values and so-called “soft-skills” will also be key. All too often Job Briefs are a list of Skills and Experience only and the all-important “fit with the team/client/company” components are not assessed until interview stage. Be clear from the outset what is important and you will improve your time to hire and maximise your chances of getting the best person for the job. And be very clear what are “Must haves” and what are just “Nice to haves” or you risk screening out people who could quickly get up to speed in the role (for example using a new piece of software) in the time it’s taken you to look for that “perfect” candidate.
- Maximise transparency and communication between internal recruiting stakeholders (C-Suite and Hiring Managers, HR and Recruitment functions) and external stakeholders (Recruitment Consultancies & Candidates). Extended time-to-hire often stems from a lack of clarity between these stakeholders resulting in inefficiencies. Lingering positions lead to lost productivity. Understanding what the Hiring Manager wants to bring in to the team as well as what the ultimate decision maker (CTO, CIO, CEO) wants for the business is key – and aligning these requirements so that ultimately you can find the candidates who tick all the boxes.
- . Understand what your preferred candidate wants and what you have to offer in order for them to join you – not only in terms of financial reward but in terms of career progression, professional development and job satisfaction. It may well be that the talented person you most want to hire will be considering your job offer alongside others and the more you know about them and their motivations for their next move the better chance you have of securing them. BE SINCERE about this however and only make promises you can deliver on. Or you might find yourself back at square one and interviewing for their job again in a few months time…..
And remember – successful Digital Transformation is led from the top down. Begin with hiring in the right Talent at C-Suite and Director level – either on a permanent or interim basis – to help guide your organisation’s digital transformation success.
By Claire Griffin – IG Smart Talent Acquisition Lead
If you are looking for the best talent to help your organisation achieve its’ digital aspirations then call Claire now on 07825775165 and have a chat about what Claire and the IG Smart team can do for you.