How can I build a Tech talent strategy?

7 min | Axel Dono | Article | | Information technology sector

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During my tenure at Hays, I’ve embraced diverse leadership positions throughout the Americas, from steering operations in several Latin American nations to aiding top-tier Enterprises in reshaping their workforce management strategies. These experiences have granted me a distinct perspective on optimal solutions for addressing the challenges in tech talent acquisition.

The tech industry faces a convergence of challenges: enduring talent deficits, rapid digital transformation, evolving workforce expectations, and the imperative of cost management. Together, these factors create an unprecedentedly complex landscape for talent recruitment.

To navigate this terrain, we’ve joined forces with the esteemed industry analysts at Everest Group. Our collaboration has yielded an in-depth analysis of the talent ecosystem and, crucially, a strategy to attract, manage, and retain the vital IT and Tech personnel your organization requires.

For a concise overview, this blog distills my essential insights. To delve into the complete six-step strategy, secure your complimentary copy of the Everest report on our Enterprise Solutions site, or reach out to me directly for a more personal exchange. 

It is time for alternative recruitment methods or locations

Consider adopting unconventional hiring tactics and venues. The recent wave of digital innovation has blurred the lines between traditional sectors and the tech industry, leading to a universal scramble for the same tech experts you’re after. With the surge in demand, the old ways of recruiting are falling short.

Tech professionals seek direct, succinct communication, not the protracted job postings and application processes of old. A key recommendation from our report is to explore avenues like direct sourcing. When done right, direct sourcing can tap into niche talent pools and slash recruitment costs, making the hiring journey faster and more flexible.

For those in pursuit of long-term tech staff, exploring different geographies could be beneficial. Take Latin America, for instance, which may provide more economical solutions for your talent needs. My experience may color my perspective, yet as highlighted in our latest Tech Talent report, there’s a growing curiosity in Canada about the advantages of Latin American sites over domestic or traditional offshore options like Europe or India.

Before deciding, ponder the following:

Assess your company’s brand appeal. Does it have the strength to draw in the IT and tech talent you need? Reflect on factors like career growth opportunities tied to project involvement and a commitment to innovation.

Pinpoint positions that might be better suited to a different locale or method. This could involve concentrating on ‘emerging’ rather than ‘evolving’ roles, such as those in artificial intelligence (AI) and machine learning (ML), as mentioned in the report.

Download the full Everest report here


It is all about skills, not years of experience

In the tech sector, evaluating talent based on conventional resumes or degrees falls short, as their expertise is honed through hands-on projects, online communities, and self-directed learning.

Adopting a skills-focused recruitment model requires a comprehensive skills audit to assess present competencies and forecast future needs.

To bridge any emerging skills deficits, a multifaceted strategy is necessary, which includes:

  • Establishing the connections between various skills, including those that are interdependent or transferable, to grasp the web of skill interrelations.
  • Developing and executing targeted training initiatives to address pivotal skills shortages.
  • Formulating role-specific job descriptions that reflect precise organizational needs instead of relying on broad-stroke criteria.

How to improve talent management?

To enhance talent management, it’s essential to integrate technologies that do more than merely monitor applications—they should actively engage candidates. A variety of platforms and services cater to every stage of the employee lifecycle, including Applicant Tracking Systems and Vendor Management.

However, reaping the full benefits of these technologies is not a simple task. It necessitates the development of a detailed digital Talent Acquisition (TA) technology strategy, which should encompass:

  • Uniting stakeholders from various sectors of the organization, such as Human Resources, IT, Operations, and Finance, to collectively narrate the technology’s impact. This includes articulating the expected return on investment and how the technology aligns with the company’s wider goals.
  • Assessing potential solutions based on the organization’s long-term objectives. While integration and customization are crucial, it’s easy to get sidetracked by unused features or protracted setup processes. Instead, prioritize solutions that offer scalability and maintain cost-effectiveness over time.

Revamping your approach to Tech Talent

The relentless pace of progress in the IT and technology fields is inescapable for those who wish to remain competitive. However, the hurdles in attracting, nurturing, and keeping tech talent persist with equal tenacity.

Future-proof your organization, download your copy of the report on our global Enterprise Solutions website today.

About this author

Axel Dono
Senior Vice President for Enterprise Solutions

As a Senior Vice President for Enterprise Solutions, Axel leads Sales Strategy and Execution of our Outsourced Recruitment Solutions in USA, and our Sales & Operations for Latin America. He has over 15 years of experience in the recruitment business, starting from a manager role in Argentina, then moving to Colombia as a director, and Mexico. Prior to that, Axel worked in the banking industry and gained analytical skills and financial knowledge. He's passionate about connecting people and businesses, and creating value for both sides.


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