Today’s world is digital and data-driven, which is why you need the best digital and tech skills to give your organisation a competitive edge. This talent demographic is wide and varied – they aren’t just hiding in IT departments!

According to Belinda Parkes reporting for SEEK, “These analytical, scientific and technological minds are no longer in just the domain of big Tier 1 companies. They now frequent almost every operational department in every industry and play a crucial role in driving engagement, strategy and financial turnover as companies compete globally for the attention of the customer – and the candidate.”

Streams of digital talent
“While there are four key streams – ICT, science and technology, data science & analytics and digital – you’d be mistaken if you treated them all as one and the same during the hiring process.

“Similarly, if you are too exclusive you could be ignoring potentially great talent that would be willing to jump stream if you reached out to them.”

According to SEEK’s survey, there are overlapping areas between these digital sectors, and you can use this to your advantage to broaden the reach of your branding and message.

What do these candidates look like?

These candidates aren’t all Gen Z’ers and millennials.

“It is true that a younger workforce dominates science and technology, but ICT has a lot more employees aged 35 and 54 than the other industries which North says cannot be overlooked.

“‘It is not only digital natives that play in this arena,’ says North. ‘They can be across all demographics and you are missing an opportunity if you fail to attract candidates from all age brackets.’”

The difference between data analytics and digital
What are data analytics and digital professionals looking for in an organisation and work? Candidates with different digital skills are looking for different employer offerings. The factors that drive them vary:

• Data science & analytics professionals tend to gravitate towards bigger global organisations with reputations for being at the cutting edge of tech. This provides them with opportunities for innovation and allows them to develop their skills. They are driven by projects, can separate work from everyday life, operate within structured rosters, and can be attracted by the ability to purchase additional leave.
• Digital candidates, such those in marketing, communications, and strategy, admire big brands with good consumer engagement. They are attracted to organisations where they can live and love the brand, and incorporate it into their lives. Benefits and perks such as flexible working hours, corporate health and wellness, and social events with colleagues appeal to them.

How to attract data analysts

Offer experienced data analysts career progression, and find new ways to reward and recognise your people through development pathways. Your people shouldn’t need to move into management to obtain the salary they deserve. Moving them into management can actually detract from them doing the work they enjoy!

“[Recognise] their expertise as a senior member of the team with a different reporting line, or giving them a seat at the leadership table so they can share their strategic and tactical insights without the responsibility of overseeing other people – while paying them accordingly – are some ways companies can attract the most astute analytic minds to their business.

“Just because they are great analysts doesn’t mean they make great managers.”

How to attract digital talent
Recruitment marketing isn’t just about tick boxes for skillsets, it’s also about cultural fit and personal development too! Candidates with digital skills in marketing and communications have a stronger focus on lifestyle and culture, so adjust your messaging accordingly. They want to be able to join an organisation where they can share their interests and personal goals. (If this is something your organisation can offer, by all means, promote this message! However, if it’s not something you can deliver on, don’t make that promise.)

“The overarching message is that in a rapidly evolving world companies need to be thinking ahead for what they want in their digitally skilled employees and to not box in these highly educated and innovative minds.

“Tell them how you are at the cutting edge of your industry, show them how you embrace work-life balance or reward career progression and be aware that many are willing to move industries to try something new.”

The majority of organisations can benefit from having strong digital skillsets. Market your offer on your careers website, social channels, and through interviews, brand ambassadors, and recruitment advertisements (this field is constantly evolving and changing, so keep your job ads fresh with the contemporary language!).

Understand the differing needs of candidates in different digital streams, tailor your messaging and market to them accordingly.

Does your organisation rely on tech skills? What strategies are you using to attract these candidates? Share a comment below.

Source

How to recruit top digital talent

Belinda Parkes

SEEK Insights & Resources

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