Everyone wants a slice of digital Talent.
Once considered the domain of technology startups, the demand for today’s digital Talent has permeated more traditional industries, too. LinkedIn data shows that 80 percent of industries saw growth in the proportion of digital skilled hires. What’s more, traditional industries are showing a faster growth in hiring digital Talent, compared with their overall hiring. Agriculture, transportation and legal are leading the pack in this area, building digital capabilities to ensure they’re future-proofed and ready for digital disruptions.
For employers, this means competition will become even tougher, as all industries vie for the attention of the same in-demand Talent pool.
As for skills, artificial intelligence (A.I.), big data and cloud computing are amongst the most in-demand – or ABC Talent, as we like to call it. A.I. deserves special mention because it is no longer an emerging skill that is a part of highly advanced industries or countries. Front and centre, it is now outstripping the demand for other digital skills, a trend that will continue to grow.
Fortunately, Asia-Pacific is producing a decent chunk of ABC Talent. Despite a lower population, Australia stands out as an emerging player both in terms of producing digital Talent and innovating on applications of deep learning. From conservation of marine life to predicting epileptic seizures, according to LinkedIn data, Australia is one of the leading producers of ABC Talent in the region behind India.
However, because the modern workforce is so mobile, ABC Talent is swiftly moving between companies, industries, markets and countries – so much so that we’re now seeing more people fleeing the APAC region than coming in. According to LinkedIn data, Aussies and Kiwis are moving to the US (22 percent), followed by the UK (15 percent) and India (10 percent). However, this is balanced by the inflow of ABC Talent whereby, India, UK and the US represents a bulk of the incoming Talent at 25 percent, 12 percent and 9 percent, respectively.
So what can you do to build a strong pipeline of digital-specific Talent, which is proving highly mobile and difficult to pin down?
Top tips to attracting the best digital Talent
Candidates with the right digital chops regularly receive opportunities from big technology giants. So, how do you stand out and attract top-tier Talent?
Empower your HR teams with data
To begin with, it’s important to be aware and acknowledge the skills gap and how this is impacting your organisation’s future. To do this right, organisations need to leverage data and insights to determine if they’re solving the right problems.
In the Rise of Analytics, a new study from LinkedIn, Australian telco Telstra revealed seeing the benefits of data adoption first hand. The company currently uses people-centred data and analytics to help leaders make informed decisions around their strategy across the entire workforce life cycle. This includes decision making around labour mix, attraction and development, and attrition or turnover.
Make it a boardroom conversation
Senior management buy-in is critical to elevate digital transformation efforts. A Harvard Business Review report states that transformation involves both what the company does and how it is organised.
In order to get the structure right, HR teams must ensure they are a part of ongoing conversations at the top level and are included in the technology adoption conversation. Read more to see how Talent teams at top brands like Tesla and Chevron are using data and Talent analytics to change the way the way they’re perceived by the business.
Leverage your employer brand
More than ever, there needs to be a strong business focus on employer branding to get ahead of the competition and attract qualified, skilled digital Talent. Reputation remains important, but the ability to showcase your culture, day-to-day work life, growth strategy and corporate vision is equally crucial.
Social recruitment is no longer a ‘nice to have’ – it’s a necessary part of your overall recruitment strategy to find digital Talent where they are and show both active and passive candidates key aspects of your brand. Today, 91 percent of digital Talent are open to hearing a new opportunity, meaning continuous engagement and pipelining is critical. Here are some tips on how you can leverage content marketing to develop your employer brand.
Build a continuous learning plan
If data is king, then human capital is emperor. Attracting and retaining digital Talent isn’t about demanding key staff to upskill, but acknowledging where their gaps are and developing plans to meet the skills gap. What skills do they need that they don’t currently have. Find out the top skills your company will need in 2018 and the courses that will help to train your Talent.
Ultimately, helping your people be the best professionals they can be is both good for business and attracting and retaining Talent.
Cover image: Shutterstock
This article is contributed by LinkedIn Talent Solutions.
Tim will be sharing more details on how LinkedIn are using data and A.I. to identify where new Talent pools are at the upcoming ATC2018. If building a world class workforce and succeeding in the new era of Talent intelligence is important to you, then this is a session not to be missed. Limited tickets left, find out more here.
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