Who says that HR is a cushy job? In reality, HR faces numerous challenges in today’s era, such as rapidly changing organizational structures, technology, and business environments that require quick adaptability. This makes it essential for organizations to continuously seek out new talents with the latest skills that align with business needs and meet high competition. Moreover, HR must also deal with the expectations of the younger generation of employees who demand flexibility and work environments that cater to their needs.

Today, we would like to share an interesting article from McKinsey, Tech Talent Tectonics: Ten New Realities for Finding, Keeping, and Developing Talent, which discusses 10 new realities that HR and organizational executives must be aware of to attract, retain, and develop tech talents in their organizations.

10 New Realities for Finding, Keeping, and Developing Talents

1. You can’t be good at just one aspect of talent management and expect to succeed.

— Only searching and hiring are not sufficient, HR and company leaders need to invest in the “Hire to Retire” life cycle by creating a specialized team to manage and take care of the employee experience, from hiring to developing skills, with a focus on three key areas: workforce, work model, and workplace.

2. Closing the talent gap carefully because it is wider than we think.

— Many companies assess the skills gap as too low and only focus on the “role” of which job positions the organization lacks, but fail to check the “skills” needed for those positions. A detailed assessment of employees’ abilities in the organization is essential.

3. Thinking about the experience of job applicants, not just the hiring process.

— Companies should focus on improving the experience for applicants and consider things from their perspectives. In addition, the team that will actually work together should be involved and take part in the interview process, development of interview methods, assessment, and decision-making. Furthermore, competent HR professionals should know that top Tech Talent can be difficult to find and may need to be approached through particular channels such as GitHub.

4. Top talent is also interviewing you. 

— Why would someone who is a rock star in the tech industry want to work for your company? Salary is only one of the important factors. Those who are truly skilled will want to work with the latest technology, have opportunities to develop skills, be part of an organization that values technology, and have meaningful and interesting work.

5. Continuously hiring new people or outsourcing does not solve the talent problem in an organization. 

— Hiring new people to replace those who are leaving is like patching a leaky ship, and HR must constantly run around to prevent the ship from sinking. Training new employees is a time-consuming and resource-intensive process, just like outsourcing as a substitute for developing core talent in the organization. To make your organization strong for rapid and sustainable growth, HR professionals must balance these issues effectively.

 6. Build a team from small groups and empower them with clear missions. 

— Real expert developers can be up to 10 times more effective than newbies, but top-notch professionals cannot work in old-fashioned organizations. If there are old-style managers and slow working processes, they will hinder the experts from performing their work efficiently and quickly.

7. Eliminate meaningless and unproductive work because talented people won’t tolerate it. 

— You cannot hire a world-class pianist to play bass scales repeatedly all day long. Similarly, tech talents require an environment that can help them enhance their skills to the fullest extent. Leading organizations should focus on eliminating work obstacles to maximize performance and provide tools that make work easier.

8. Focus on employee happiness first, and good results will follow. 

— Retaining tech talents who are capable requires treating them as innovators and not just code writers. Companies should allow time for them to try new things. Furthermore, leaders or HR can use “employees’ job satisfaction” as a success indicator.

9. Stop turning engineers into team managers if they don’t want it.

— People with specialized technical skills may not necessarily have the ability to manage a team, and in reality, over two-thirds of developers do not want to become managers. Many top-level tech companies use a method called “lateral career moves” to let them explore new challenges and grow in their desired paths.

10. “Diversity, Equity, and Inclusion: DEI” is a fundamental strategy that organizations must have. 

—Although it may not yet be a main trend in Thailand, organizations and HR need to prepare to cope with this trend in the near future. This is because surveys have shown that companies with gender diversity have a tendency to perform better up to 25%, while companies with ethnic diversity have a better tendency of up to 36%. These factors will become one of the factors that tech talent will consider whether your company has an open mindset and values that are aligned with society or not.

 

Source: www.mckinsey.com

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It becomes apparent that HR work today is much more challenging than ever before, especially for HR in new digital organizations, or even traditional organizations that need to adapt to survive and want to hire tech experts to drive their organizations in the digital age. For HR or organizations that want to recruit quality tech talents whose skills are well prepared, let’s apply to become a “Digital Talent Partner” with True Digital Academy to increase the chances for your organization to access a wider group of digital & tech talents. It is FREE of charge throughout the program

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