Attracting Digital Talent? There’s More Than One Way to Do It Right

There are many things about the way we work that are changing and will continue to change because of the COVID-19 pandemic. For hirers, the task of recruiting digital talent–and retaining them–is one of these changes. 

Certainly, the dynamic between employers and digital talent has shifted. As companies transition to modern operations and processes, hirers now realize that the talent challenge is real. Recruiting digital talent requires a clear strategy to ensure success for both sides: companies and their employees.

According to JobStreet’s global survey Decoding the Digital Talent Challenge of all people with digital skills, four in 10 digital workers report that they are actively job hunting, and almost 75 percent expect to change positions in the near future. 

The survey was conducted by BCG and The Network, a global alliance of recruitment websites. Close to 10,000 respondents working in digital fields were among 209,000 people in 190 countries that were polled. 

Findings from the survey reveal the preferences of digital workers and how employers can use these to rethink workforce planning, training, and recruiting so they can remain attractive to highly sought-after digital talent.

If you are hiring for a company outside the tech industry, you might think you are not the first choice for digital talent. The tech industry is usually the go-to for this highly desirable talent pool.

But here’s where hirers from any industry can find an opportunity: digital talent are always seeking to advance their careers. What can you offer as an employer in your quest to recruit digital talent? Here are 5 ways to approach the talent challenge:

1. Develop a strategy for workforce planning.  The aim of having strategic workforce planning is to understand the current and future needs of digital talent. Once this is in place, recruiting digital talent can go more smoothly, and put your company at an advantage. After developing a digital talent strategy, you can decide what kind of talent to build, buy, or even borrow in order to enhance your digital workforce.  

2. Understand what matters to digital talent.  Aside from the pandemic, the world has had to deal with many other issues: the rise of the #MeToo movement, Black Lives Matter protests, political upheavals, and climate catastrophes like the devastating wildfires across different continents. It has become important to jobseekers to know where prospective employers stand on these issues and what workplace values serve as their guiding principles.

The issues that matter to the talent you are trying to attract should matter to your company, too. Digital workers care about what’s happening in the world, as proven by the 61 percent of survey respondents who said that issues related to diversity and inclusion have become more important to them over the past year. These hold so much value to them that half of the global digital talent pool would go as far as to exclude companies in a job search if they don’t have similar beliefs about diversity and inclusion. 

Digital talent feel just as strongly when it comes to environmental issues. More than 60 percent of digital workers agree that environmental responsibility became more important over the last year, and close to half of them would not consider an employer whose environmental policies don’t match their beliefs.

Check if your company has an inclusive culture by looking at these five signs. Next, assess your job ads and write them in a manner that eliminates bias. 

Also read: Where Does Work-Life Balance Rank in Values That Matter to Filipinos?

• Provide opportunities for learning new skills. Despite the nature of their skills and expertise, 42 percent of digital talent expressed increasing concern about the impact of automation on their jobs. This is why our survey showed that 68 percent of digital workers spend a few weeks or more per year developing their skills.

When your company offers opportunities to upskill or reskill, it becomes a magnet for recruiting digital talent. Use data analytics to understand what your employees need, and get a clearer picture of the similarities between different job profiles so you can determine who can be upskilled into in-demand digital positions. Digital workers are receptive to the idea: 60 percent of them would be willing to retrain for a completely different job so that they can stay competitive.

To design a skill-building program, there are two important things: provide needed capabilities at a reasonable cost and speed. Take advantage of online classes and other digital tools. Integrate learning into daily work–the best way to learn new skills is to use them every day. 

Also read: How Filipino Employees Want to Learn Post-Pandemic

• Be a more attractive talent buyer. Digital workers are known to appreciate flexibility, balance, and being valued for what they do. As an employer, think of areas where you can offer freedom in terms of where, when, and how gets work done, while at the same time supporting a sustainable work-life balance for employees. You may need to adapt to a different corporate culture and new work models in order to do so. 

Coach your leaders on how to manage a remote workforce and supervise them in such a way that digital talent feel cared for and have a sense of purpose. Give interesting assignments, which digital workers value as an important aspect of their job. Aside from giving them the chance to use the latest tech tools, give them assignments that directly affect the business, such as helping the company digitize and implement new systems.

Expand your target locations and seek talent in overlooked or upcoming areas. Access a new market with a competitive supply of in-demand talent. Hire employees who can work remotely from wherever they are based. This is also an opportunity for you to support employees who want to relocate abroad and work virtually. Find out how other Filipino employers are managing flexible work arrangements, then check out our 8-step checklist to help you prepare for the hybrid workplace. 

• Borrow talent on demand. Creating your pool of contractors, gig workers, and agencies is now made easier by platforms like JobStreet, for sourcing work to a growing number of on-demand digital workers. 

Remember that working with more on-demand talent may require your company and your leaders to adapt your culture and leadership style. It takes time to learn to work with external talent and to trust that they will deliver what is expected of them. The company may need to shift from a mindset of managing roles and positions to managing deliverables and tasks. 

There are also implications on the administrative side, as your company may need to make changes in terms of payroll and taxes for on-demand workers.

Also read: Top 4 Ways JobStreet Is The Perfect Platform For Hiring Remote Talent

As digital roles become more interesting and attractive, companies must keep up with the challenges of recruiting digital talent. When you consider the insights and preferences of digital talent, this puts you in a better position to offer them competitive packages and more opportunities for professional growth.

Download the Decoding the Digital Talent Report and learn more insights to help you attract digital talent amid a dramatically altered working world, and what you can do to keep up with the new normal. 

On the hunt for the best candidate? Access the largest talent database in Southeast Asia with Talent Search.

For expert advice on hiring strategies and retaining inspirations, read Inspirations.