Digital Talents will Redefine Tech Hiring in 2017
The rapid changes in technology industry has redefined the talent hiring landscape, and with new business priorities, the companies are expected to hire candidates with strong fundamentals through various digital and non-traditional platforms
As the tech industry lays down digital transformation plans for 2017, attracting the right ‘digital talents’ figures high on its agenda. Innovative hiring and employee engagement models will replace traditional HR practices as the talent landscape gets redefined.
When we talk about talent crisis, it is not something that is new to the IT industry. The industry has forever faced the big challenge of attracting and hiring the best engineering talents. But with tech companies currently being at the forefront of major digital transformations, the challenge now is to find and develop digital talents that could help accelerate the pace of these transitions. A task that is going to drive new approaches to talent search and hiring and would require traditional hiring practices to be replaced with digital hiring models.
With people-led innovation being a key differentiator, it is extremely crucial for organizations to hire candidates who are the right cultural fit. Also, start-ups emerging as attractive workplaces are also making the competition much more intense. Hence we will see hiring models go digital as companies seek faster turnaround times and better ROIs from their people investments. In this backdrop, 2017 will see some of these trends evolve.
DIGITAL WILL CREATE DEMAND FOR NEW JOB ROLES
The rapid pace of technology changes has redefined the tech talent landscape. New business priorities like customer experience, agility and analytics are giving rise to new job roles and capabilities. According to Mckinsey research, “In the next five years, the demand for talents to deliver on new capabilities will significantly exceed supply; for agile skills, demand could be four times supply, for big data talent it could be 50% to 60% greater than projected supply.”
New technologies like cloud, big data, artificial intelligence, etc are going to have a significant impact on job profiles.
Also, with the changing tech demands, certain skills are going to be more sought after. According to data from World Economic Forum, there would be greater demand for data analysts. “Data Analysts, specialized sales and marketing professionals, product designers, architects and engineers will continue to be in demand. We are also likely to become well-adjusted to the concept of marketing technologists. For traditional roles, we are most likely to combine conventional hiring and up-skill existing workforce. For some more niche and emerging roles, we are in the process of developing strategies to re-skill, train and promote employees from within the existing ecosystem. Our focus in 2017 will be equipping our existing resources to take up these niches as more challenging roles,” says, Revathy Reddy, HR Director, InsideView.
SMAC, IoT, Full Stack and DevOps engineers, CRM will be the flavor of 2017. Companies that are investing in long term pipeline creation through candidate-connect programs will reap the benefits of on-demand fulfillment —Pankaj Khanna, Talent Acquisition, Mindtree With millennial being a bulk of the workforce, companies will need to invest in new ways of attracting and engaging with potential recruits. These methods will have to reflect the ease and seamlessness of the digital experiences that they are used to —Unmesh Pawar Global Human Resources Managing Director – Products Operating Group, Accenture
The Digital Hiring Model is likely to move into focus for the industry. We are likely to expand the use of LinkedIn, Twitter alongside our existing usage of online job portals. Employee referrals will continue to be big as it offers a better ROI —Revathy Reddy, HR Director, InsideView Traditional SaaS Software tools will start giving way to the likes of Facebook , LinkedIn and MintMesh with their Post SaaS orientation and GenY approach. In other words, we are in for a disruptive new world for hiring talent —Ajay Rayaroth, Managing Director India, MintMesh Enterprise
EMPLOYEES WILL BE THE FIRST CUSTOMERS
It is not just about better customer experiences, organizations are thinking seriously about creating better experiences for employees and potential candidates. Employee advocacy is going to play a vital role. “We believe in treating our candidates like customers and we regularly seek feedback. Companies are widely acknowledging the power of employee advocacy. For example, we conduct anonymous surveys for our new hires, to gauge their response on the hiring experience. Three months ago, we also started surveying those candidates who did not get hired into Dell, to share their experiences with us. At Dell, we believe that every candidate, whether hired or not, is critical to our brand in the marketplace,” says Savneet Shergill, Director, India Talent Acquisition, Diversity and Inclusion Dell.
HIRING FROM NON-TRADITIONAL SOURCES WILL BE THE KEY
As the demand supply gap widens, we will also see companies increasingly looking at hiring for abilities and training for specialized skills, as well as going beyond big brands and institutions to hire candidates with strong fundamentals. Attributes like adaptability and learning capability will be given more consideration in the hiring process, as companies look for candidates who can swiftly adapt to changing business needs, learn and upskill on the go. “With the rapid advancement in technologies, companies will need good athletes who can play in any track and any field. From a technology stand point the essential skills will be mobility, analytics, security, robotics,” stated Unmesh Pawar, Global Human Resources Managing Director – Products Operating Group, Accenture.
SOCIAL MEDIA WILL GET EVEN BIGGER
Social media has already evolved as a significant channel for hiring. This will gain more traction as an increasing number of recruiters turn to social channels for spotting the right talents. “The advent of social media has made the visibility and availability of active and passive talent easier. This creates the need for employers to manage their social media strategy effectively. While it helps for
employers to have access to potential hires, candidates also have access to insights on what it means to work for an organization through platforms like Glassdoor,” says, Shergill. So, employers are going to be more cautious about their social media presence.
It is incredibly clear that digital businesses will face unique challenges that will drive specialized skill requirements. To meet the demand, companies will have to alter their strategies and look for innovative ways of hiring and retaining people. Skill upgradation and training will play a key role in developing requisite skill sets. “In India, the supply-demand gap for these skills is very wide as of today and it is believed these skills have to be bought as part of the college/professional course curriculum to build the pipeline and making students ready for the market as they graduate. Large organizations also need to invest not just in creating awareness within their crew regarding the necessity for constant skill upgradation but also fund internal projects giving people opportunity to apply the knowledge they acquire,” Ajay Rayaroth, Managing Director India, MintMesh Enterprise.
As digital transformation progresses, companies will have to be proactive in terms of planning ahead and preparing for the future. New technologies that help drive engagement for employees as well as potential candidates will see more traction.
“Employers will need to approach the talent marketplace as they would approach potential customers. Setting up a candidate engagement platform to attract, inform and intrigue a potential new hire will be imperative. Traditional hiring models where a candidate waits for weeks on end to get a response, if at all will spell disaster and potentially lead to an erosion of the employer’s brand in the marketplace. More modern solutions that can support an on-demand, anytime hiring model is likely to dominate the marketplace,” adds, Rayaroth.
With the evolution of innovative and disruptive technologies and the urge for tech companies to swiftly respond to these changes, the nature of jobs will get more and more complex. Organizations will aggressively explore a mix of big data, artificial intelligence and online hiring techniques to win the talent race. For employees and potential candidates, constant learning, skill upgradation and adaptability will be the key to lead in the tech disruption.