The tech industry trend analyses are?teeming with speculation on what the next year—or even the next decade—will bring?with it.?And you’ve probably read your fair share of?hot?takes?on?the future of?automation,?the influence of?big data,?and the?prospects for?AI and business intelligence—not to mention?the ethics of?it?all.?These undoubtedly important?trends will?have a lasting influence on the tech?industry?and beyond. Big data,?in particular,?seems?primed to?fuel?some of the biggest trends we’ll see this year, and the influence it could have on business strategies could be tremendous.??
But from my vantage?point,?these trends?are?only a piece?of what?will define?tech?this year.?More?important?than?the strategies that enable continued growth in the tech industry are the people that imagine and execute that work, and in 2020, the tech companies that will lead the pack will be those that understand how to identify, attract, retain and?engage?the teams that power their workforce.?
Attracting?and retaining?talent?in the tech industry?
As a Recruiter, I meet with tech leaders across the country?and work?to fill pivotal roles in their teams, and there are a lot of similarities in the talent they’re trying to find. Often, they’re looking for data-literate individual contributors or holistic thinking leaders, and it seems clear to all of us that there is more demand than supply in many pockets of the tech world.??
And?while you’re on the hunt for talent to scale or sustain your business,?retaining the talent you already have is no small feat. The tech industry has?a?higher?turnover rate?than other industries?at 13%,?with companies like Google and Amazon having a reported?median tenure of just one year. Chances are your employees?get phone calls or?LinkedIn messages?from outside Recruiters weekly.??
Between the fight to find the right talent and keep the talent you have, the tech companies that will reign supreme in 2020 will be those that create an employer brand and a people strategy that their?workforce?believes in?and outsiders covet.?
Redefining what it means to be an employer of choice in tech?
When it comes to creating an employer brand that people covet, the rules of the game have seen a major overhaul in the last few years.?Strong total compensation packages and perk-heavy office experiences used to be the perfect equation?for a standout employer. It’s how Google and Facebook first attracted powerhouse workforces, offering everything from nap pods, rock climbing walls and game rooms to free, gourmet food and onsite laundry services. But throughout 2019, there was no shortage of signs that tech employees are looking for companies that offer more than flashy amenities and leading compensation packages, and they’re not afraid to speak out if?they think?their employer’s ethos?has strayed.??
The?employee?lawsuits and walkouts that rocked?Google, the?employee-led?petitions?from Facebook, the employees who spoke out AG亚洲国际平台游戏about?Away’s?toxic work culture, and?WeWork’s?wounded workforce?were some of the biggest stories to break in tech last year, and?as tech companies continue to innovate on what it means to be an employer of choice, it seems like a foregone conclusion that large tech companies will have to?grapple with?what it means to be?an?ethical?employer brand that inspires its people to stay and do their best work.?
Tech companies should be asking themselves: What is our story? How are we compellingly differentiating ourselves in the hiring market? And you should be honest with yourself AG亚洲国际平台游戏about what things your workforce might value even over a hefty paycheck. After all, if differentiation comes?back to compensation as the?sole?driver, we’ll all find ourselves in an unsustainable arms race to pay at the top of the market.?
Understanding the strategy behind soft skills?
I realize things like people strategies and ethical?employer?brands can sound a little fluffy?when?your company is?blitzscaling, but?we all know AG亚洲国际平台游戏about the lost AG亚洲国际平台游戏productivity turnover or vacant roles can cause.?Further, people?do better work when?they’re motivated, so those tech companies that crack the?code of who they want to hire and?what inspires their talent pool to do their best work for a sustained period are the ones that will be able to run smoother sprints?and stand up better AG亚洲国际平台游戏products.?
But you’ll notice even these softer skills need a strategy. And if you find you’re chasing the feedback of every disgruntled employee?in the name of retention,?let me be the one to tell you: You’ve veered off track. Working with your HR and People leaders, though, to define your ideal talent pool and then understand what drives that talent in the market is a?powerful first step in tackling?the engagement and retention opportunities in your company.?
And don’t forget resource planning?
All of this work will take time. In fact, people strategies and talent pools are constantly evolving,?and no matter how solid your culture or employer brand, you’re still going to have vacant roles and some level of turnover. So?how?you?resource plan?to fill?gaps in your workforce is another important step.?For example, from the time?a role is?posted to?the day?its?filled,?on?average,?is AG亚洲国际平台游戏about?60 days. So are?you ready with a resource plan that will bridge that gap??It might be contractors or a job share program, but in an industry where first to market still carries a lot of weight, no one in tech has?much time to waste.??
Ultimately, the tech trends of 2020?you’re reading AG亚洲国际平台游戏about elsewhere?are important. Automation and AI, for example, have the potential to transform even how work gets done within the four walls?of your company. But?in the case of automation or any other trend,?you’ll still need?people?to stand up and maintain?these systems, and?the companies that are making?strong?efforts to?understand,?attract, engage and retain the talent they want will easily have the edge on their competitors.??