Any technology leader understands that talent is the lifeblood of a successful organisation, especially in the ever-evolving digital landscape. Attracting, developing, and retaining top-notch tech professionals is paramount to drive innovation and achieve business objectives.
However, talent management comes with its own unique set of challenges: not only do you have to acquire the right talent in the first pleas, you need to be able to engage and retain that talent. You have to think beyond filling roles: upskilling, inclusion and succession planning all demands consideration as well.
It’s essential to embrace a proactive approach to talent management, so you can build high-performing teams that drive organisational success.
The Business Technology Standard helps here by providing a detailed skills framework that HR teams can use, and by providing a pathway for careers which represents modern digital ways of thinking.
Good talent management, like good technology management requires long term planning. You can start with identifying your organisations tech needs, using the Business Technology Standard as a guide for talent then making sure that you are filling any skill gaps. Get in touch to see how we can help you.
The Laws of Attraction
So you’re trying to attract new talent to unlock the power of an exceptional tech team in your organisation… but that comes with its own challenges:
Fierce competition: The demand for skilled tech professionals creates an intensely competitive market. How are you standing out from your competitors?
Niche skill sets: Tech advancements continue to create new and specialised skill requirements, meaning leaders may find it difficult to find professionals with the precise expertise needed for specific projects or domains.
Passive candidates: Some of the most talented tech professionals are already happily employed, making them passive candidates. You need a proactive and targeted approach to reach and engage these individuals.
Cultural fit: Building a cohesive and high-performing tech team extends beyond technical expertise. Cultural fit and alignment with the company’s values and vision are crucial for long-term success.
Remember also that the culture you want in your business does not happen by accident, so think about how new hires will strengthen your key values.
Global talent: Since the pandemic, remote work has become the new norm. Although you now have access to a global talent pool, managing remote teams and overcoming time zone and cultural barriers can be problematic. Our crude rule of thumb is candidates should be prepared to visit the office for at least 5 days a month.
Just for Fun: Ask AI
It’s fun to see how ChatGPT responds to the below. It’s an accurate answer, if a little basic. Happy reading and let us know your thoughts!
ChatGPT, what’s your ideal job?
ChatGPT: As an AI language model, I don’t have personal desires, preferences, or the capacity for employment in the traditional sense. My purpose is to assist users like you by providing helpful and informative responses. I’m designed to be versatile and adaptable, capable of assisting with a wide range of tasks and inquiries. My goal is to provide valuable information and engage in meaningful conversations with users. So, in a way, you could say that assisting you right now is my ideal “job.”
Concerned about churn?
When it comes to managing talent, you have to create a culture of continuous learning, prioritise employee well-being, recognise achievements, and offer competitive growth opportunities within your organisation… otherwise you might see your recruits being lured away by your rivals.
Mitigate the risk by:
• Creating an inspiring work environment
• Offering competitive compensation packages
• Providing meaningful growth opportunities
• Cultivating a strong company culture
Don’t watch the talent you’ve worked so hard to cultivate walk out the door!
Succession planning – it’s not just about when you’re going to bingewatch the box set
Why is succession planning significant for CTOs?
As CTO, you play a pivotal role in shaping your organisation’s tech landscape and driving digital transformation. Succession planning allows for the smooth transition of leadership, mitigating potential disruptions that can occur due to sudden departures or retirements. By identifying and nurturing internal talent or attracting external candidates in advance, you can minimise the impact on ongoing projects, maintain momentum, and ensure business continuity.
But succession planning isn’t limited to preparing for leadership transitions; it also serves as a powerful tool for talent retention. When employees can see opportunities for growth and advancement, they’re more likely to stay engaged and committed. By providing a clear career progression path and investing in employee development, you can nurture loyalty, boost morale, and retain top talent who may otherwise seek opportunities elsewhere – we’ve all seen how quiet quitting was replaced by ‘rage applying’… make sure it doesn’t happen to you!
Are you dropping the ball when it comes to talent acquisition?
Here are some common mistakes I’ve seen CTOs make in recruitment:
• Lack of clarity in job requirements: One common mistake is not clearly defining the job requirements and expectations. Unclear job descriptions could result in a mismatch between your needs and the candidate’s skills.
• Overemphasis on technical skills: While technical skills are essential, solely focusing on technical expertise can overlook other important qualities. Don’t neglect soft skills, cultural fit, and the candidate’s ability to learn.
• Insufficient engagement with candidates: CTOs may fail to engage candidates effectively throughout the recruitment process. This can include delayed responses, lack of feedback, or a failure to communicate your company’s values, mission, and culture.
• Rigid hiring criteria: Having excessively rigid hiring criteria may result in overlooking candidates who possess valuable transferable skills or potential. Stay open-minded and consider candidates with a diverse range of backgrounds and experiences.
• Failure to Leverage Networks and Referrals: CTOs sometimes underestimate the power of networking and employee referrals. Tap into your professional networks or encouraging employees to refer candidates so you don’t miss opportunities to connect with the right people.
Make sure you’re not guilty of any of these!
Xonetic
At its heart, digital modernisation is about improving your customer experience.
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