2023 Business Strategies to Cultivate Tech Talent

Technological talent remains one of the keys to the success of any company. 2023 will be definitive to cultivate it and achieve maximum benefits. The most effective strategies to achieve this goal are discussed.

Technology: statistics of your business use

A study conducted by MGI on organizational and employee performance confirms that nearly 90% of senior executives confirmed that their company was not adapted to the digital age. In fact, they added that the pandemic confirmed that their systems did not adapt well to teleworking and not to e-commerce.

Any company that is not digital from its origin will see how any candidate with experience is above its offer. That is, the lack of updating causes that it is who comes to work who is responsible for helping the company and not the other way around.

Fortunately, there are several technology trends that will triumph in 2023 and several appropriate strategies to cultivate first and then retain technological talent, recognizing its undoubted importance. They are discussed below.

The analysis of professional performance

In traditional companies that have not been digitized, the division of the workforce by departments is still in force. This means that there may be employees who would develop a more productive work in other areas, but who will never prove it due to the fear of the employer, and the rest of the employees, to reorganize the organizational chart.

It is recommended to make this type of changes, even if they are temporary, to check who are the professionals who could be being wasted.

Upskilling and reskilling

Before starting to select new employees, which will be discussed later, it is important to know the current workforce and also propose an adaptation to the new digital era. Through upskilling, new skills are taught to make each professional more competitive.

Reskilling involves learning new options to perform a different task within the organizational chart. During both processes it will be easier to see who has the necessary talent to help the company adapt better to a new stage.

Selection and hiring for the IT department

It is quite common to understand that digitalization is a necessity, but when hiring bet on the usual patterns. That is, you are looking for someone who is eight hours in the company and who performs a series of specific functions. In addition, it is preferred to hire professionals with specific training and avoid possible risks.

This strategy leads, directly, to the starting point. Currently, to find a job it is enough to have an Internet connection and to offer talent to any hiring company. Whoever hires should know that teleworking is also totally valid and that in a technological environment the important thing is to get the maximum possible talent and not just that someone is a number of hours in their position. Not taking risks is synonymous with wanting to continue in the same situation.

A different evaluation of each candidate

The normal thing is to review your curriculum, explain what your work will consist of and solve any questions you may have. What is often overlooked is that this person can also transfer their skills to other colleagues. The goal is to discover all the potential he brings and trust his talent.

The essential training

Although it is a technological profile, there are always new programs and options that require prior training for their correct handling. It is about attracting technological talent, so a professional in the sector will always prefer a company that trains him and respects his mobility.

Obviously, certain doubts may arise as to why we should invest in the training of someone who, possibly, could end up in another company over time. The reason is none other than to always have well-trained workers with digital skills to gain competitiveness.

Learning should be organized through specific courses for each group of employees. They can be face-to-face or online. The most important thing is the implementation of the knowledge acquired and this is when the company checks the teaching capacity of its middle managers and the adaptability of its staff to new challenges.

Another alternative is the payment by the company of courses taught by prestigious institutions that train the corresponding professional.

Talent retention

Once the professional has updated their knowledge and has been working in the company for some time, it is time to implement a plan to retain talent. At present, it is not only about charging more, offering a new position or entertaining those who have announced their intention to leave the company.

Rather, it is about creating a different work environment and almost tailored to each employee. It is difficult for someone not to want to continue working for a company that offers freedom to work wherever they want, free training and everything they need to continue growing as a professional. Any effort made will be well seen by those who put their technological talent at the service of the company.

A permanent strategy

All of the above must be maintained over time and implemented periodically. The digital divide must not become an insurmountable obstacle for companies that have not yet digitized their processes. After the first change, it is time to reorganize the departments, to find the talent in the workforce and to hire whoever comes to contribute their talent.

In the digital age it is necessary to learn daily, which requires the implementation of continuous training programs to better adapt to new technological trends.

Finally, the implementation of concrete measures to retain talent is an appropriate decision that will facilitate the achievement of such an important objective. Everything is to make 2023 the year of entry into the digital era and the change of business mentality.