What’s scarier than missing your project deadline? Not having the properly skilled people to perform project tasks with quality. The biggest challenge in the world of technology is scarcity and the competition to hire and retain top talent. The fight for talent has not been a single battle, but a long, drawn-out war.
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The race for technical talent is not only a sprint for top talent, but also a marathon in terms of the length of the need. As the technology needs of companies continue to expand and as companies work to connect technology with every business function, the technical talent will continue to grow and need to adjust.
On the popular television show, Undercover Boss, corporate CEOs seek information from their employees without the guise of speaking to the executive. These executives want to learn how to improve their companies for the future. What if you knew how to achieve this goal without the disguise?
A growing trend in the world of data is the topic of talent analytics. According to IDG’s 2015 Big Data and Analytics Survey, the number of companies implementing data-driven projects has grown by 125 percent. The power of business intelligence has been extended to the recruiting world to find top quality candidates and improve employee retention. Is this new trend going to benefit your company and their recruiting practices?
According to a recent study**, more than one-in-three Americans currently in the workforce are millennials, and that number is expected to grow to nearly 50 percent by 2020. The percentage of millennials from company to company varies widely, but their impact must be taken note of. Understanding how this generation will collaborate, train, learn and perceive work will benefit companies. Many in the millennial generation want to be employed where they have autonomy and the opportunities to grow at their pace.
When it comes to best hiring practices, a few quotes come to mind.
“The key for us, number one, has always been hiring very smart people.” – Bill Gates (Microsoft)
“You cannot push anyone up the ladder unless [they are] willing to climb.” – Andrew Carnegie
The professional community has an ability to be so incredibly connected today. Even so, it takes tools, time and motivation to be only a few degrees of separation from another professional contact. Not surprisingly, most firms have significant room to more effectively leverage their professional community networks. By doing so, firms can improve their technical staff recruiting efforts and increase their talent base.
An important step in our recruiting process is referencing checking. A recent survey found that 70 percent of hiring professionals check references for every candidate. Do you feel this is too low of a percentage? Too high? People wonder what companies can learn from background checks that they are not able to already determine during the interview process and if checking references is necessary to the hiring process.
One of the most popular technical fields currently is cyber security and it is reported that 47 percent of companies are seeking to hire between one and 10 professionals in this field in 2016. With the current employment and popularity boom of cyber security careers, it is more difficult than ever to find top talent to fill these technical openings. A recent study from Cybrany found that 68 percent have noticed a shortage globally in cyber security talent.