Building a Tech talent strategy

Throughout my time at Hays, I have held various roles across the Americas region, from running various Latin American countries, to supporting a range of leading Enterprises to develop a new approach to their workforce management. This has led to a somewhat unique view on the best solutions for those seeking to solve the tech talent dilemma.

Persistent labor shortages, the unyielding speed of digital evolution, shifting employee anticipations, and a necessity to regulate expenses; these hurdles have coalesced to forge a daunting recruitment environment unlike any other. 

In response, we’ve collaborated with leading industry analyst, Everest Group, to offer you a comprehensive examination of the skills terrain, and most importantly a strategy to procure, oversee, and retain the IT and Tech talent you need. 

For those seeking something a litter shorter, this blog provides my main takeaways. To access the full six-step strategy, you can obtain your free copy of the Everest report on our Enterprise Solutions website, or feel free to connect with me directly.

Embrace alternative recruitment methods or locations

Recent digital transformations have obscured the boundaries between the tech sector and other industries, meaning everyone needs the tech talent you want. As demand continues to escalate, conventional recruitment methods are proving inadequate. 

Not to mention Tech talent acts different, they want to expect shorter to the point outreach, not lengthy job ads and applications approaches.  

One of the principal suggestions from the report is to investigate strategies such as direct sourcing. When implemented effectively, direct sourcing allows companies to access specialized talent networks and decrease hiring expenses, resulting in a quicker and more adaptable recruitment process. 

But, for those seeking permanent tech hires, alternative locations could also offer some relief. Latin America for example, could offer more cost-effective options for finding the talent you seek. I may be biased based on my background, but as outlined in our recent Tech Talent report, increasingly I’m being asked more and more in the US about my previous experience of our Latin American locations vs in country or the typical offshoring locations like Europe or India.

Before making the decision consider:  

• Evaluating your employer brand. Is it robust enough to attract the IT and tech candidates you require? Consider aspects such as career advancement based on the kinds of projects they will get work on and dedication to innovation.  

• Identifying roles that would be more suitable for an alternative location or approach. This may include a focus on the ‘emerging’ rather than ‘evolving’ roles discussed in the report, such as artificial intelligence (AI) and machine learning (ML) engineers.

Download the full Everest report

Hire for skills, not qualifications or years of experience

Confronted with an immediate need to broaden talent networks, prioritizing skills over traditional qualifications has become a crucial requirement for organizations, rather than merely a nice-to-have. 

Traditionally, tech talent cannot be assessed on standard resumes or qualifications, their skills are developed on projects, forums and self-learning online.  

The transition to skills-based hiring necessitates a thorough skills assessment – to evaluate current capability and anticipate future demand. 

Addressing the gaps that arise will necessitate a multi-pronged approach, including: 

• Defining relationships between different skills – including those that are dependent and/or transferable – to understand skills interconnections.  
• Designing and implementing training programs to target critical skills gaps.  
• Crafting job descriptions tailored to specific needs, rather than generic requirements.

Implement technologies to improve talent management

Platforms and providers are available across the workforce lifecycle, from Applicant Tracking Systems and Vendor Management that actively engage workers, rather than just track applications.  

But to extract the best from your technology requires more than a quick fix. Organizations need to shape a comprehensive digital TA Tech strategy that includes:  

• Aligning stakeholders from across the business, including Human Resources, IT, Operations and Finance to tell the story – including the potential return-on-investment and how this specific technology can support broader ambitions.  
• Evaluating potential solutions on long-term ambitions. Integration and customization are key, but many can get distracted by features they never use, or spend too long on set up, focus instead on scalability and cost-effectiveness over time.

Transforming Your Tech Talent Approach

The rapid evolution driven by the IT and technology sector is unavoidable if you don’t want to get left behind, but the challenges in talent attraction, management, and retention are equally not going away.

Future-proof your organization with the guidance of this latest report. Get your free copy on our global Enterprise Solutions website today.