MassTLC President and CEO Tom Hopcroft talks to Talent Works’ Jody Robie about the technology leadership council’s recent Tech Pulse Executive Survey, and top investment areas cited by Massachusetts tech leaders. Key report highlights can be found here. Q: The research found that companies are seeking greater visibility to support talent acquisition – what did […]
People analytics is defined as the data-driven and goal-focused method of studying the people processes, functions, challenges, and opportunities at work and using the learnings to achieve business success. When it comes to bringing in talent and retaining teams, a data-driven approach could revolutionise the results of talent teams in a range of industries. As […]
At the time of year when many of us are drawing up plans for talent acquisition and hiring in the next year, knowing which skillsets to look out for or which will take a little longer to source could give you a competitive advantage. For example, it can help you to plan when you begin hiring for specific roles to align with your growth plans; some high-demand skills may take longer to recruit for. Plus, it can help you to identify a high-quality candidate, as you’ll know which skills are seen as most valuable in your industry.
The most in-demand skills are constantly changing. As consumer needs change, business priorities alter, and so do the skills needed to achieve goals and objectives. Right now, we’re seeing a surge in demand for digital and tech skills, as this is where consumer behaviours are going. But will the skills in demand in 2022 be the same as those everyone is searching for right now?
The world of HR tech is growing rapidly. New programmes and software are emerging every day to help with the recruitment process and your people strategy and employee engagement. For example, talent management technology can help identify staffing requirements, develop employees and recruit or onboard new team members. In addition, tech can be used for the entire hiring process and performance management, succession planning and learning and development.
In a market where employer branding will be even more crucial in the race for tech talent, it’s more vital than ever that scaling tech businesses get these strategies right in 2022. While large corporations have large recruitment marketing budgets and the capacity to hire at scale, every company has a culture and brand which should be celebrated. How you communicate these unique aspects will set you apart in 2022. Remember, not everyone is the same, and different aspects of work will appeal to different candidates, but all of these individuals are becoming much more aware of what they want. In a market where the candidates hold the cards, employer brand communications couldn’t be more critical.
Scaling tech businesses, in particular, have seen a huge rise in demand over the last few years as our reliance on technology grew significantly. Take the likes of Zoom, for example, its sales were up 370% in 2020 compared to the previous year, and it expects sales to rise by more than 40% in 2021. In the […]
In today’s competitive and candidate-driven job market, hiring managers can spend as little as seven seconds looking at a CV as they’re under pressure to screen quickly. Therefore, it’s not surprising that job seekers may want to add a little creativity to their applications in a bid to help them stand out and capture attention. So, in principle, a creative CV should hold the gaze of a hiring manager for a little bit longer, but again there are some complications. Firstly, if you’re trying to show your skills or experience creatively, it may be harder for hiring managers to find the information they’re looking for. Trying to be too clever or too creative could fail as it could be harder to interpret some of the key points that you wish to stand out, but that very much depends on the layout and design you opt for. Remember that relevance is what’s important to recruiters. Fancy layouts don’t prove candidates can work (unless it’s for a creative design role).
It’s no surprise that, for many, keeping hold of their employees and focusing on employee retention is becoming a number one priority. However, in 2022, as the race for tech talent tightens and there are consequently more opportunities, attrition will be just as big of an issue as the skills gap. As a result, there will be more temptation for employees to leave, and if your company hasn’t addressed any problems, that could be motivation to push them out of the door. Employee retention will become almost as important to your people strategy as attracting candidates because businesses will need to hold onto their people if they ever wish to grow. Otherwise, you’re stuck in a continuous recruitment cycle.
It may seem a little early to start thinking about 2022, but the reality is, it will be here before we know it. Business leaders are beginning to put plans in place for the new year, whether assessing budgets or preparing new strategies for success. It’s a great time to evaluate what’s working and what needs to change so that you can prepare for a change in the new year. A new year is a fresh start, so it’s a great excuse to experiment with new strategies in all business areas. And, with the dust finally beginning to settle on a few years of uncertainty, it’s becoming clear that now is the ideal time to adjust tactics and refine your business approach across all areas. So why should your recruitment strategy be any different? Here are some reasons why you should start putting the wheels in motion now so that your recruitment strategy is ready for 2022.
Failing to screen CVs properly will waste everyone’s time. If recruiters let fake CVs like this one slip through the net and reach further stages of the recruitment process, the likelihood is they’ll have to start again once the truth comes out. Restarting the recruitment process is costly and time-consuming, plus there’s a chance you could lose out on talented candidates that have already been rejected the first time around. In a candidate-driven market, these skilled people will likely have been snapped up by the competition. Recruitment teams will double their work, and the role will take longer to hire, which could cause productivity problems later down the line.
