The Technology Talent Battle (Part 1)

The right IT talent can be hard to find. But executives can learn from the ways in which leading Information technology organizations develop, retain, and recruit good people in their company.

A remarkable number of recruiters and executives are having a hard time finding and retaining the talent necessary not only to extract value from investments in such areas as big data and project mobility, but also to carry out everyday IT operations with the required quality, security, and efficiency. These executives are also struggling to get the most out of their existing talent. While they have staff with specific IT skills, they often lack competent individuals to solve problems that span multiple technology areas and engage business managers on topics such as technology innovation.

Interestingly enough, companies that outsource technology struggle with these talent challenges just as much as those that do not. Outsourcing changes IT talent requirements but does not reduce them.

This issue is critical for senior IT leaders. However, there are a number of ways in which you can develop, retain and recruit talent.

Developing and retaining talent
Combining new talent in a technology business or any other industry, costs money is time-consuming and risky. Screening candidates, conducting interviews, negotiating employment terms, and getting a new hire up to speed in their role can take six months or more.

As a result, it’s crucial in winning the war for IT talent to develop and retain the team you have. In addition to all the traditional people-management levers (competitive compensation, rewards for success, effective coaching) we found that leading organizations employ a range of other approaches to develop and retain technology talent.

Rotate high performers
In many IT organizations, the career path is a traditional one. A new hire starts out in a particular domain (Web development, .Net development) and advances to assume roles of greater responsibility in that domain by demonstrating a combination of technological expertise and operational or projectability. Although this path has its advantages, it also encourages relatively narrow interest and, over time, can lead to a feeling of career “past its sell-by date.” Some IT organizations are proactively rotating high performers across technology domains and into business or operational functions as well. The purpose is to prepare managers who can engage with business leaders as peers and can more readily solve versatile technology problems that cover many parts of a traditional IT organization.

Support technology passions
The best people in the technology environment have a passion for technology. They are excited by the opportunity to use innovative technologies to solve problems. With all the focus on top-down management of IT project portfolios, individual innovation and experimentation are easily discouraged or lost. Therefore, it’s important to encourage the use of innovative ways in your business.

Facilitate outside exposure
Technology is a community that extends far beyond any individual company or institution. By making time for high performers to participate in industry or functional groups (for example, standards-setting boards), leading technology shops to expand their high performers’ horizons and help them feel connected to a broader technology community.

To rotate high performers, support passionate individuals, and ensure outside exposure are just some ideas to win the technology battle.

Look out for part two where I look at how to increase talent externally and ensure you make the necessary changes to foster growth.

We understand that it can be difficult to find high-performing candidates for your business, but it doesn’t have to be!

Communicate Recruitment is a specialist recruitment company that sources nothing but the best of the best individuals for your organization. Contact us today and set up a meeting with one of our consultants.

Or if you are in the market for IT jobs, visit our website and apply directly online.
Image Credit: FreeDigitalPhotos.net by twobee