💻 Noel Wolf’s Post

As the tech industry undergoes #WorkforceTransformation, they must develop their workforce, including young workers, to attract and retain valuable talent. David Jarvis has wonderfully explained how to bridge the talent gap here. https://deloi.tt/3YTUeDa

In a tech market that's slowing down, the hunt for critical talent remains as fierce as ever. Discover how forward-thinking CIOs are seeking innovative solutions for hiring and retaining top tech professionals. #TechTalent #Innovation #RecruitmentStrategies

Ever heard about the concept of "open talent"? Open talent refers to the rapid digital transformation of talent management, tapping into a global workforce through on-demand digital platforms. It’s about empowering micro-entrepreneurs—think programmers, engineers, data scientists—who view work as a task integrated into life, not just a place to go. "Companies that embrace the open-talent model get their work done just as well as those that use traditional staffing models—but four to five times faster." According to a recent study published in Harvard Business Review. Not bad right? At Lucky Lemon🍋 we understand the power of open-talent ecosystems, offering flexibility, efficiency, and cost savings. The best way to do this? By creating your very own external talent cloud ofcourse! Wondering what that is? Simply put, an external talent cloud is a pool of professionals who can be accessed for temporary employment. In the analog era, companies turned to temp agencies when they needed help with routine jobs and to consultancies when they needed highly skilled help. Today external talent clouds can precisely match the supply of talent to demand instantly and in an orderly, transparent way, providing job ratings, trust scales, skills certifications, job history, and more. At Lucky Lemon 🍋 we believe the need for an external talent cloud will only grow as companies adopt workflow methods—such as agile and lean—that focus less on roles and more on tasks. Interested to find out how an external talent cloud could help you solve your headache of securing the right talent? Reach out! #OpenTalent #ExternalTalentCloud #FutureOfWork #LuckyLemon

We're always on the lookout for incredible #DigitalTalent...! 👀 The need for skilled professionals to drive innovation and growth in the technology, media, and telecommunications industries is more critical than ever before. Companies are facing challenges in attracting and retaining top digital talent, highlighting the importance of having a strategic approach to building a strong #DigitalWorkforce! As technology continues to advance rapidly, businesses need to prioritise recruiting, developing, and retaining #DigitalProfessionals to stay competitive. By investing in building a robust digital talent pipeline and fostering a culture of continuous learning and innovation, companies can ensure they have the necessary skills and expertise to thrive in the digital age!

I found this McKinsey article to be incredibly useful as an aggregation of the technical people strategies I've found to be most impactful for my clients and companies. Definitely have a good read, and I'll be sharing these critical HR program priorities for my chosen audience - the high-growth technology SMEs seeking to expand globally. "Why would tech rock stars want to work for you? While money is important, top candidates care about working with newer technologies, building up their skills, being part of a culture that values technology, connecting with a purpose they find meaningful, and, most importantly, working on interesting and inspiring problems. The CIO of a leading European online marketplace, in fact, chose Scala over Java because that was tech talent’s preference at the time. The employee value proposition (EVP) is critical in addressing these points. One European public-sector institution was having trouble filling 400 tech roles. It refocused its EVP on its mission to work for the “greater good,” such as establishing digital services for all citizens, improving the citizen experience, and making services provided by the administration faster and more reliable. It was able to significantly increase the number of applications received and thus shorten the process to fill positions to a matter of weeks rather than the many months it used to take."

My take on the post-COVID tech boom (and how it’s impacting tech companies): As you could do less and less in person, technology became more and more important. So, practically overnight, huge swaths of the population started doing more with technology. This tremendous increase in tech use in such a short amount of time forced companies to make fast decisions and scale at an alarming rate. Now that the dust has settled, these companies are going back and working on some important aspects of the business that they just didn't have time to look at before. Given this, they're finding ways to pay down technical debt and build a foundation for the future that they couldn't quite do when it was all hands on deck just trying to keep their services up during the COVID boom. Tech companies are recalibrating their staffing needs as some may need to downsize. Despite this, they still have essential goals they need to reach. They're managing to do so with fewer resources, and largely succeeding. Our role as hands-on consultants is to fill in the gaps by offering the expertise they may lack in-house or perhaps couldn't retain at the full-time level, but still need on a part-time or project basis. This is where consultants really shine in a blended staffing model. Large corporations have multiple ways to meet their objectives. Hiring full-time employees, engaging consultants, and utilizing a mixed staff augmentation approach are just a few. So, there's a multitude of methods that these companies can use to achieve their goals. With their staff realignment, it opens up more opportunities for consultants and service providers to step in and contribute.

In a recent article, my McKinsey colleagues highlight the changing landscape of the technology talent market. Pure-play technology companies are now parting with tech talent due to inflation and economic instability, leading to an influx of tech experts in traditional organizations. They find that over 80% of laid-off tech workers find new jobs *within three months*, often with incumbent organizations. To bridge the gap between haves and have-nots, traditional organizations should focus on three actions: 1. Sourcing: Emphasize skills over pedigree when filling critical tech roles. 2. Supporting: Utilize digital tools and technologies (including GenAI!!!) to streamline hiring processes, onboard new employees, and assess talent within the existing workforce. 3. Scaling: Continually upskill and reskill the workforce to meet evolving technology needs. To learn more about closing the tech talent gap, read the full article by my colleagues Vincent Bérubé, Dana Maor, Maria C. Ocampo Mercado, and Alexander Sukharevsky here: https://lnkd.in/ddHxHaAJ #Rewired #TechTalent #Talent #McKinsey

The race for top talent is intensifying! 🚀 Companies that leverage technology to optimize their hiring process will emerge victorious. By harnessing the power of the latest tech, they can scout for the best talent globally, ensuring their organization is equipped with the best. 💼🌐 Are you ready to revolutionize your hiring strategy with technology? Let's discuss how tech is changing the way we hire. #TalentAcquisition #HRTech #FutureOfWork #DigitalTransformation #RecruitmentStrategy #TechInnovation Read more: https://lnkd.in/gAU3aETQ

The talent shortage is real. Make no mistakes, whatever has happened in the wonderful world of tech this year, there is still a shortage of talent. We are definitely seeing this across transformation roles as outlined below, and also in commercial roles within technology businesses. The reality is that the skills needed to be successful in large scale transformation roles and within fast paced technology businesses, are still unique. Organisations should upskill, but it is also essential to take the time to really find what you need. Keep an open mind as to where talent may come from and yes... listen to professionals! #techtalent #executivesearch #talentshortage https://lnkd.in/e9nQH2yT

Leadership and executive roles of the future would require special capacities and understanding of evolving technologies. Thus, knowledge of emerging tech is becoming a major factor behind hiring considerations. Want to know more? Read this article by Forbes: https://lnkd.in/gepbTs-H #Forbes #TalentAcquisition #TopTalent #Hiring #Staffing #GSConsulting