Attracting and retaining talent amid a digital skills shortage
These are challenging times for many Kiwi organisations, particularly those in the tech sector. We're facing a digital skills shortage that's been exacerbated by limited immigration over the past couple of years; quite simply, the demand for digital skills is fast outstripping supply. The NZTech Report, Digital Skills for our Digital Future, estimates that by 2025, as many as 149 million new digital technology jobs are expected to be created worldwide. This demand is driven by the increased uptake of digital technologies across all sectors of the global economy.
New Zealand is no exception. There's been strong growth in the tech sector with around 2,000 new jobs created every year for the past 10 years. But there are simply not enough qualified people to fill all these positions. At all times, a large number of jobs are being advertised, salaries are high, and organisations are increasingly reporting the difficulty in finding people with the digital skills they need.
So it's an extremely competitive marketplace. Qualified and experienced jobseekers can take their pick, and what employers are learning is that it's not just about the money; salary and monetary benefits alone won't attract or retain them. People want and expect more from their employers, who may be surprised to learn that many of these candidates place as much value on health, well-being and employer support as they do on salaries. The work/life balance is essential; they don't want to deal with never-ending and increasing pressure that takes them away from their life away from the office.
So how do you undergo business transformation projects when recruiting is tough? How do you get the quality and experience you need to get a business transformation project to market and stay ahead of the competition?
Why workplace culture is crucial to employee retention
Your organisation is competing for digital talent in a market where those skills are scarce. So when it comes to attracting the talent you need and ensuring their loyalty, you need to be able to offer them assurance that your workplace culture is supportive, with a focus on employee health and well-being. Offering flexibility around their role - such as being able to work from home as well as in the office - is key. Employees need to know that they can be at home when necessary while still getting on with their job, so offering remote working is important.
It's also important to highlight a commitment to growth and development. An upwards career trajectory means on-going training and the opportunity to gain additional certifications and accreditations. Your organisation needs to clearly demonstrate their pathways to employee learning and development.
If your company works with a partner – particularly when you’re wanting to get tech projects across the line on time and on budget – then this is something else to highlight as part of your employer brand. You’ll be more attractive to potential candidates if they know you ease the pressure by working with external partners, and those already on your team will appreciate some of the load being lifted from them.
When candidates evaluate a company's culture, they're looking for transparency, authenticity and a strong employer brand. This helps them to better understand how they could fit into a company, and builds trust from the outset.
To help you meet the challenges of the digital skills shortage, we've developed an eBook that will help you evaluate your options as well as providing tips to attract and retain skilled staff. It covers these key areas:
- A close look at the challenges surrounding the digital skills shortage – demand, experience, upskilling, retention, poaching and digital transformation
- What the digital skills shortage means for your business – why you need to have begun your digital transformation journey
- Meeting the challenges of the digital skills shortage – what can you do to ensure you have the skilled staff you need?
The eBook outlines the good news - that there are ways to meet the challenges of the digital skills shortage. The organisations that last the distance will be the ones that invest in a genuine understanding of the work/life balance and ensuring employee support.
Download the eBook so you can better understand your options, and continue to innovate and grow.