Talented tech workers still in high demandeven though job loss at big tech companies and growing threats to job security created by artificial intelligence and automation.
While times are tough right now, smart business leaders know that knowledgeable IT professionals are the key to unlocking the benefits of digital transformation and long-term growth. .
So, what’s the best recipe for attracting tech talent? Five business leaders give us their special sauce.
1. Create a strategy
Rob Mills, chief technology officer of Tractor Supply, says his organization has three key tactics to ensure it can attract the talent it needs.
First, Mills says the company “hires hard” and then ensures that its highly productive and aspirational employees get the chance to grow and mature.
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“A big part of that effort is the commitment we have with our team members — and it’s not just about understanding the business, but how we invest in them and grow. them internally.”
Mills says another key factor that helps Tractor Supply attract talent is its long-term vision, both on the technologies and the people making the most of them.
“Digital is a big area where we’re investing — data, AI, analytics. How do you start channeling that talent earlier, so you can build strength?”
Ultimately, Mills ensures that his company has a growing pool of talent available, whether that’s by building links with major universities, such as MIT, or attracting top talent. untapped in local communities, including high schools and community colleges.
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“We are engaging and impacting their curriculum, providing internships, grants, external internships and tuition reimbursement,” he said. “It’s about helping find and promote talent. We get some of the brightest and best from local community sources.”
2. Identify opportunities
Lisa Heneghan, global chief digital officer at consulting firm KPMG, says a business’ ability to attract talent is directly related to the opportunity to learn new things.
“If I look at KPMG, the really powerful thing we have is that we are completely focused on solving business problems,” she said. “We are a global business that can take on new challenges.”
Heneghan said KPMG offers candidates a wide range of jobs from auditing, tax to consulting. The company competes with big tech companies to attract digital talent — and it’s not an easy battle to win.
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The key to success is to show how working for a company like KPMG, with its diverse interests in the economy, gives professionals the opportunity to learn how to deal with major business challenges.
“I show people that they will have the opportunity to experience new and expand their skills in areas they wouldn’t necessarily have thought of; reach customers, functional areas or problems, and be creative. ,” she said.
“For me, the opportunity for technologists at KPMG is to solve business problems. But don’t get me wrong. It’s a very challenging market. And you have to create mobility, flexibility. It’s fun and exciting for everyone.”
3. Show your worth
Danny Gonzalez, chief digital and innovation officer at London North East Railway (LNER), says a focus on values shows people what your company needs in its employees — and that Also show candidates why they would enjoy the opportunity to work for you.
“Values are developed at LNER through a collaborative process,” he said. “They’re created by the teams working within the business, not by the executive team.”
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Gonzalez says one of the key values is “be bold.” business, that serves us well and it’s all about imagining the future.”
Gonzalez says there are two other values that are important. One is to “ignite passion” — and he says the ability to crave new challenges is crucial in an area like high-tech innovation.
Another key value – which Gonzalez says is probably his favorite – is “owning it”.
“Everyone at LNER can really own what they’re doing,” he said. “They have the autonomy to focus on what we need to do and then get to work, and actually own that until delivery.”
4. Get everyone excited
Simon Liste, chief information officer of the Pensions Defense Fund, has gone to great lengths to show potential candidates that being part of his organization means working on a number of projects. important case.
“It’s about showing people what your goals are and the journey you’re starting as an organization,” he said. “I think technologists want to know that they are part of the business transformation rather than just dealing with the operational elements.”
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Liste says the show-and-tell mentality is something he drives a lot.
“When we interact with potential candidates, we talk about our values, we talk about our strategic plan, what we’re doing, and how technology is directly changing services. shows how our IT organization is influencing where we’re headed as a business,” he said.
“It’s not about operations, it’s about exciting work. They see the value that technology and digital can bring and the impact we’ve made.”
5. Spread your network
Neil Poulton, head of development at the BCP Council, says cash is tight in public sector organizations than in blue-chip businesses, so he employs a range of strategies.
“We have an apprenticeship program,” he said. “We join apprentices and we enhance their skills through on-the-job training.”
Poulton sometimes looks for hidden tech talent in the business — and it’s a strategy that has helped him find gold, including someone from another part of the organization who now serves as an advocate. support the council’s growing use of Microsoft technology.
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“He was brilliant at Power Apps,” says Poulton. “He rose through the ranks, he worked in our mail room and now he’s got a job in IT. He’s an asset we didn’t even know he was. I have.”
External recruitment can also play an important role. And, again, those who come are trained and upskilled on the job.
“We just successfully recruited two Power Platform developers,” Poulton said. “They come in with rudimentary skills that we can train, instead of going out into the market and buying someone we can’t afford.”
