Trends in digital talent search and management that you should know

Why is digital talent management still the object of desire of all types of entrepreneurs? How can it be retained? The answers are discussed below.

A situation conducive to technological profiles

Statistics confirm this. In 2021, up to 45% of job offers were related to technology. Around 100 were not covered. 000 proposals because there are no suitable candidates. Profiles such as experts in cybersecurity, Internet cloud architecture or data analyst are the most demanded.

When it comes to recruiting professionals, the best option is still bootcamps (such as those held in Barcelona). However, it is very important not to fall into the error of focusing exclusively on training. The digital world is constantly evolving, which requires a progressive adaptation to the coming changes.

Trends in digital talent management

The incorporation of technological profiles to the staff of any company has caused that there are various trends in this regard.

The use of AI and machine learning

The interview and the corresponding test are carried out digitally using the aforementioned tools. The objective is to detect which are the most compatible candidates. The importance of also fitting in with the company’s philosophy is underlined. Valuing experience, training and goals to overcome is always important.

Proactivity

On many occasions, the professionals to be hired may already be in other companies or working independently. It is necessary to create new formulas to meet them and interview them.

It is quite common to review professional profiles on social networks such as LinkedIn or access forums to locate the most suitable candidates. Hiring an outsourcing service can be a perfect alternative.

Both trends demand that the company also revamp its human resources department. Digitization is, therefore, the step prior to the start of the search.

What kind of profiles are the most demanded in digital talent management?

They are diverse and could be divided into different groups to facilitate their identification to the contracting party:

• Programmers. They remain essential and the basis of digital transformation. Knowledge of new programming languages is required. Being up to date with new trends is always positive.
• Data-related experts. Analysts, scientists or engineers are the best placed to know the trends that will affect the company. Their role is irreplaceable.
• UI/UX. They are responsible for the interface and the end user experience.
• Cybersecurity. The growth in the number of attacks continues unstoppable. The protection of a company’s interests makes these professionals irreplaceable.

What are digital talent looking for and how can they be retained?

Once the ideal person for the position is found, it is time to qualify the employment relationship. As indicated, many professionals work for free. This means that they will only agree to do so for another party if:

• Teleworking and family reconciliation are facilitated. Technology allows them not to have to be in the company on a daily basis.
• Processes are simplified and creativity is enhanced. Digital talent also implies a change in the way we work. The greater the freedom, the more possibilities of hiring the perfect professional.
• A series of tools are available to allow its integration into the rest of the template. The digital world requires immediate adaptation and a desire to constantly evolve.

However, there are some mistakes that you should not fall into. They are discussed in the following sections.

Hyperconnectivity

The entrepreneur may think that the person must always be connected. If the working hours are not respected, problems often appear. Messages of all kinds throughout the day or demanding more because the worker does not go to the physical headquarters is not convenient.

In fact, each employee loses a month of unpaid work for this reason. Insomnia, irritability and lack of mental clarity could lead to abandonment of the company.

Lack of flexibility

It is well established that eight-hour days in the office are not as productive as they once were. Digital talent works more on projects with a specific deadline and not on daily objectives. Giving the necessary freedom to the professional to reconcile life and work is always positive.

Recommendations to attract digital talent

The importance of taking care of the professional has been commented, but not what needs to be done to attract them. Some practical tips are offered.

A complete professional development

To flexibility should be added long life learning and personal growth. The idea is to always have projects available for the employee to continue growing. The ultimate goal is to achieve the highest possible satisfaction with the work environment.

Innovation

The person with digital talent always needs to work with the latest technology, with an effective team and keep progressing. New challenges and setting goals for the future will inspire the employee.

Adequate remuneration

The alarming lack of professionals requires a better appreciation of the contribution of the professional to the company. It is advisable to add some tailored benefits depending on your personal characteristics. The investment will have a direct impact on the economic results obtained.

Thus, digital talent must be sought, cared for and adapted to the company. Giving up this possibility means always being one step behind the competition. The above recommendations are an ideal starting point to start the search for new candidates. Everything is to ensure the future of a business and to adapt it better to the times.