Overcoming the Crisis of Digital Talent Needs

The huge demand for digital talent, which mostly comes from startups and technology companies, is not accompanied by the availability of commensurate digital talent. Seeing these problems, it's time for startups to change the concept of the process recruitment them in different ways.

Not only looking for talent when the position is needed, companies are starting to need to pick up the ball by doing Branding, targeted employees, and other activities that put your startup open to being approached by targeted talent.

In research released Robert Walters revealed, convenience and opportunity to add insight and skill among employees is one of the points that job seekers or digital talents are looking for when choosing the ideal job field.

No longer expecting benefits in the form of welfare or convenience, flexibility and flexibility in working hours are the main reasons why they decide to choose a particular startup or corporation to work for.

The survey also stated that around 70% of the company's personnel division found that a shortage of digital talent could affect the company's business growth, especially in terms of product development. While 68% said it takes at least three months for companies to find the ideal talent in the position needed.

In this article, DailySocial tries to summarize five important points that must be applied to overcome the crisis of digital talent needs.

Branding

Term Branding It turns out that it doesn't only apply when you're launching marketing activities. Branding can also be applied when companies want to recruit relevant digital talent. Don't just rely on job listings or job vacancies information offline or online, but also positioning the company more broadly in certain events or activities. For example, opening booth di job fairs or go directly to universities to look for relevant talent. The point is readygoing extra miles' in order to get the best talent without having to wait first.

Large technology companies, such as Tokopedia, Bukalapak or Gojek it's easier to recognize digital talent because of the big names they bear. The conditions are different for new startups that need it Yago's defensive effort bigger. The most effective way is to use social media, the company's official website, and follow activities job fairs at universities and other locations by providing a better introduction to your company.

"Being one of the unicorn startups is certainly profitable for us, Tokopedia to be widely known. However, that doesn't mean we can get digital talent easily. We need other supporting activities for us to carry out the recruitment process. Starting from using social media, following job fairs to launch activities roadshow. Through this activity, we see the growth of digital talent is quite stable," said Tokopedia Senior Recruitment Manager Lita Rosalia.

Benefit

Research conducted by Robert Walters found some interesting data, for example, about 58% of prospective employees want flexible working hours when looking for a place to work, 49% look for insurance for family members, 46% want the freedom to work. remote work.

Then 36% seek personal insurance, 30% want the opportunity to learn and train, meanwhile 27% want the flexibility to take leave and only 16% are looking for credit and transportation benefits.

Seeing the emergence of new phenomena, such as working remotely and more flexible working hours, Geekhunter Founder Ken Iswari emphasized, this is a fairly common demand nowadays, when technology has helped speed up the work process.

"It's legal when they look for these two needs. We are currently in a new future era for work. This future is no longer limited to location or hours of work, as long as the employee can be responsible for completing work, " said Ken.

At Geekhunter, Ken started implementing the working system remote and flexible working hours to employees, but provided that they can be held accountable for these freedoms. If they can't deliver the targeted work results even though they have the freedom to work remote and flexible working hours, the option of the facility will be removed from the relevant employee.

Companies are faced with the choice of implementing special benefits for companies that are tailored to their needs. If it cannot be applied to all employees, management can determine certain relevant departments or divisions that can enjoy this facility.

Adaptation and collaboration

When a startup or company is still relatively new, the number of employees or digital talent is not too many. However, when business growth has increased and the need to add team members for certain positions has begun to emerge, the recruitment process cannot be avoided. As new employees start to come in gradually, ensure adaptation and introduction processes to all team members and management are carried out to support collaboration.

One way to identify whether the prospective employee is suitable to be placed in the required position is to assess the following points: whether the prospective employee has the potential to be able to work in a team, whether the prospective employee is comfortable enough to work using the technology and platforms commonly used, whether prospective employees have other abilities that are not yet available in employees who are already working, are there employees in the company who can help these prospective employees overcome existing weaknesses or shortcomings.

The last point can be applied when the company is still having trouble finding a certain position, but by utilizing the existing talents they can be trained to be able to occupy the position they are looking for. Employees who feel they have the support of the company are guaranteed to be more enthusiastic when working and have the motivation to give the best results.

"We at Tencent Thailand from day one have always helped employees to improve their career paths. In essence, we hope that employees can grow together with the company by creating positive team collaborations and improving their abilities," said Associate Director of Talent Acquisition Tencent Thailand Wareerat Toni K.

Digital talent training

Research by Robert Walters also revealed that 61% of employees expect to get training or training that can improve their abilities. While 36% hope to be involved in cross-functional project, 35% of people also wish to follow workshop or training on a basic scale.

The next 28% hope to get a job rotation opportunity and another 28% can get the opportunity to share experiences with other professionals. The survey also stated that 24% would like to attend a conference and get mentoring, while 22% hope to get on-the-job training, and 11% want to get the opportunity to expand the network.

The training and opportunity to enrich the knowledge turned out to be an important note for prospective employees, because they hope to be able to improve their abilities that will lead to promotion and career advancement.

Another way that companies can do is to give them the opportunity to become company representatives or speaker / moderator during a conference or activity offline other.

"At AnyMind Group we always provide opportunities for employees to attend training to improve their abilities through an internal learning platform. In this case, we use AnyMind University and other internal resources such as training according to its function to sharing sessions using Facebook, weekly company email and there are many more," said AnyMind Group Indonesia Country Manager Lidyawati Aurelia.

Leadership

Not only fostering positive relationships between teams, leaders (from management to supervisors) are expected to be able to position themselves appropriately and build good relationships with all employees. Leaders can also communicate smoothly and precisely with employees. Not only in the context of business affairs, but also to increase employee creativity.

Leadership in the company can also determine the culture and direction of the company. In today's digital era, it's important for corporate leaders to trust technology and how you can accelerate that technology into business. To enable the process, companies need to set aside resources and time to enable technology professionals to innovate and create value for the business.

"Digital [utilization] will inevitably become a big part of our world and companies that don't change fast enough will only lose. Try not to over-focus your team on proving the ROI of all digital efforts and initiatives. Organizations need to empower teams to see a long-term future so they can innovate and make relevant contributions to the business," said Carolyn Chin-Parry, Digital Leader & Transformation Expert.

In the end, technical skills like code development skills shouldn't be a priority when looking for a leader. Instead, it needs to have a good understanding of the technology landscape, coupled with strong stakeholder management skills to help convince businesses of the value of technological innovation and address the crisis of need. digital talents.