This week, we released a new report from Harvard Business Review Analytic Services highlighting some new best practices and proven solutions from IT and HR leaders who are finding creative ways to overcome their talent struggles. Virtually all CIOs are challenged to attract, train, and retain IT talent that can keep pace with the rate of technology change today, so we intend to keep the conversation alive here as we continue to explore what works, what doesn't, and what opportunities are yet to be uncovered in the ongoing war for IT talent.
In this week's edition of news for IT pros, we bring you the latest articles and commentary on the talent crisis – and what CIOs and business leaders are doing about it.
The autistic worker – practical advice to recruit unique tech talent [Diginomica]: The HBR report - “IT Talent Crisis: Proven Advice from CIOs and HR Leaders,” touches on some of the opportunities and challenges of hiring for neurodiversity — in particular, high-functioning autistic individuals. In this article by Cath Evertt, we learn more about what the specific obstacles are, both in the hiring process as well as once these individuals are brought on board.
Diversity at the top can help attract tech talent [CIO]: Business seeking to hire a diverse workforce should take a look at their senior leaders, this article suggests. “In other words, diversity and inclusion all the way up to the board level makes you a more attractive workplace,” states author Sharon Florentine. She goes on to report how a lack of diversity at the top may result in higher turnover rate with millennials.
Building the Tinder of tech talent for southeast Asia [Fast Company]: In the Future of Work column, Jane Porter interviewed entrepreneur Djoann Fal about his startup labeled the “millennial alternative to LinkedIn.” She writes, “GetLinks is a way for techies in the region to connect with each other to share ideas, but it's also for tech companies looking to hire talent across Southeast Asia. While all users can create an individual profile, Fal and his team curate a pool of the top 10 percent of companies and top 5 percent of users who can match with one another to fill job openings.”
General Electric focuses on tech in its talent hunt [Boston Globe]: Curt Woodward describes how General Electric Co., which once relied solely on the hiring tactic “Sit back and let the resumes roll in,” is now going on the offensive in the war for IT talent. The article details some of GE's plan, such as leveraging technology to market job openings aggressively online, and rebranding its image with younger techies. But it also notes the uphill battle ahead for GE. “The Massachusetts Technology Leadership Council recently reported that there were 17 tech-related job openings for every new graduate holding a bachelor’s degree in tech fields in 2014. That competition is driven in part by West Coast tech giants like Amazon, Facebook, Google, Microsoft, Apple, and Twitter, all of which have offices in the area. Those household names are probably not quaking in their boots at the prospect of hiring battles with GE, said Sean McLoughlin, head of the tech recruiting practice at recruiting firm HireMinds LLC.”
