七個有效吸引及留住數位人才的技巧
Authored by Sonny Subhan, Deputy Country Head, PERSOLKELLY Indonesia
這篇文章幫助企業領袖找到滿足其數位轉型需求的高技能人才。我們相信，了解求職者並在吸引和留住他們方面進行投資，是實現此目標的關鍵因素。以下是吸引和留住數位人才的七個技巧：
技巧1: 制定職涯發展策略和培訓計畫
制定一個健全的人才招募策略對於吸引和留住人才至關重要。要找到最佳的人才，重要的是不僅僅依賴常規的招募方法。擁有縝密的接任計劃非常重要。組織可以通過提前進行接任計劃，防止領導層的中斷，並確保順利過渡。
同樣地，數位專業人士看重那些投資於他們成長和發展的組織。專注於新技術、人工智慧、數位技術、行業趨勢和專業技能的人才發展計畫，有助於培養員工的能力，並展示組織致力於在數位世界中保持領先地位的決心。
技巧2:提供師友計劃(Mentorship)
提供師友計劃(Mentorship)是留住組織內數位人才的強大工具。透過提供師友計畫(Mentorship)，雇主表現出對支援員工專業發展的承諾。 導師(mentor)可以指導並提供寶貴的見解，幫助員工應對挑戰，獲得新技能並擴展知識。這種個人化的指導促進了員工對組織的歸屬感和投資，使員工更有可能長期留任公司。
技巧3: 推動員工發展
數位專業人士常見的特點是他們的遠大抱負。他們重視那些能夠提供職業發展機會，促進事業成功的道路和晉升的組織。公司可以通過提供明確的職位晉升途徑，吸引那些渴望提升技能發展和知識的積極的人。透過積極支援和投資於數位人才的專業發展，組織將增加員工滿意度和保留率，吸引頂尖人才，並培養忠誠和承諾。考慮這些因素對企業來說有長期的益處，可以視為聰明的商業投資。為了爭取人才，領導者必須主動出擊，積極制定策略。
技巧4:加強雇主品牌
公司必須在數位產業中建立良好的雇主聲譽，以吸引並保留多樣化的員工。其中一個方式是透過員工擁護(staff advocacy)，這是一個容易被忽視但卻是必要的策略。 雇主必須強調工作背後的目的和利益，以吸引合格的人選並提高留職率。滿意的員工會成為熱心的擁護者，透過社交媒體和線上口碑分享正面的經驗。這種員工擁護的良性循環創造了一個在競爭激烈市場中脫穎而出的強大雇主品牌。
技巧5:具有競爭力的薪資、津貼或福利
在競爭激烈的數位市場中，優秀的專業人才需求量很高。因此，組織需要提供良好的薪資來吸引他們。那些得到公平報酬的員工更有可能感受到被重視和激勵。此外，組織應該提供像健康保險、退休計劃和豐富的休假等福利，讓員工可以休息放鬆，並有時間和親人相處。組織還可以提供健康計劃或健身會員資格，鼓勵員工重視身心健康。透過提供這些福利，公司可以幫助員工維持更好的工作與生活平衡，最終過上更快樂、更健康的生活。
技巧6：在招募過程中強調多樣性與包容性
在現今的世界裡，招募新員工時擁抱多樣性與包容性能夠創造一個積極的企業文化。當組織在工作環境中優先考慮多樣性和包容性時，可以吸引更廣泛的優秀人才，並創造一個更具創新和創意的環境。包容性培養了一種歸屬感，讓個人覺得自己的獨特技能和想法受到重視，並對貢獻產生信心。最終，在招募過程中優先考慮多樣性和包容性對公司和員工來說都是雙贏的，帶來更充實和有價值的職涯體驗
技巧7:透過擁抱現代科技，重新塑造工作文化以適應數位轉型
如今的數位專業人士在充滿活力、科技先進的環境中蓬勃發展，這種環境促進創新、合作和敏捷性。組織可以透過運用數位工具來打造這種吸引人的工作文化。他們也可以允許遠端工作並提供彈性工作安排，同時帶來積極的工作文化。這些策略對大多數數位員工特別具有吸引力。實施現代科技和自動化可簡化招募過程，讓數位人才能更高效、更具創意地工作。
結論
對於全球的領導者和組織來說，人才短缺是一個重大問題。招募人才變得越來越困難，尤其是對於IT和數位工作來說，因為科技不斷迅速進步。確保在相關領域發展和獲得新的人才是所有各方的責任。經理必須了解求職者關心的事情，藉此知識來吸引並留住他們，並投資長期策略，以吸引和聘用優秀的人。
PERSOLKELLY如何幫助您應對數位技能招募的挑戰？我們可以透過我們的專業知識和豐富的資源，有效地幫助您應對數位技能招募的挑戰。作為一家知名的人才解決方案供應商，我們深刻了解不斷變化的數位視角以及各行各業所需的特定技能。準備打破數位技能招募的障礙嗎？請立即與我們聯繫，解鎖一個充滿人才的世界，推動您的組織在數位領域取得成功。
The demand for digital talent has been consistently high in recent years, given the increasing importance of technology and digital solutions. Companies from various sectors depend on employees with digital expertise to drive innovation and develop solutions that enhance efficiency, improve customer experiences and deliver new products and services.
This high demand is fueled by a significant shortage of digital talent across the globe, with slow talent development and a lack of talent mobility among the contributing factors. To solve this problem, everyone needs to work together – schools, businesses, organisations and the government.
Our research on LinkedIn aimed to uncover the qualities that future digital talent will prioritise when searching for employment opportunities. With the current shortage of digital talent, these qualities are becoming increasingly valuable and highly sought after.
This article helps business leaders find highly-skilled talent for their digital transformation needs. We believe that understanding candidates, and investing in attracting and retaining them, are the key factors in achieving this goal. Here are seven tips to attract and retain digital talent:
Tip 1: Work on Career Development Strategy and Training Programs
Developing a robust talent acquisition strategy is instrumental in attracting and retaining talent. To find the best talent, it's important to use more than just the usual methods for hiring. It is crucial to have well-thought-out succession planning in place. Organisations can prevent leadership disruptions and ensure a smooth transition by planning ahead for succession.
Equally, digital professionals value organisations that invest in their growth and development. Talent development programs that focus on new technologies, artificial intelligence, digital technology, industry trends and professional skills help develop employees and demonstrate the organisation's dedication to staying ahead in the digital world.
Tip 2: Provide Mentorship
Providing mentorship is a powerful tool for retaining digital talent within an organisation. By offering mentorship programs, employers demonstrate their commitment to supporting the professional development of their employees. Mentors can guide and provide valuable insights, helping employees navigate challenges, acquire new skills and expand their knowledge. This personalised guidance fosters a sense of belonging and investment in the organisation, making employees more likely to stay long-term.
Tip 3: Push Employee Development
A common trait in digital professionals is their ambition. They value organisations that can offer professional development opportunities for career path growth and advancement. Companies can attract motivated individuals who want to improve their skill development and knowledge by offering clear paths for career advancement. By actively supporting and investing in the professional development of their digital talents, organisations will increase employee satisfaction and retention rates, attract top-notch individuals and foster a sense of loyalty and commitment.
Considering these factors can be beneficial in the long term and serve as a wise investment for a business. To compete for talent, leaders must take charge and be proactive with their strategies.
Tip 4: Work on Employer Brand
Companies must develop a good reputation as an employer to attract and maintain a diverse workforce in the digital industry. One way is through staff advocacy, an overlooked but essential strategy. Employers must highlight the purpose and interests behind jobs to attract qualified candidates and improve retention. Satisfied employees become enthusiastic advocates, sharing positive experiences through social media and online reviews. This virtuous cycle of staff advocacy creates a strong employer brand that stands out in a competitive marketplace.
Tip 5: Competitive Salaries, Compensation or Benefits
In the competitive digital market, talented professionals are in high demand. So, organisations need to offer good pay to attract them. Employees who receive fair compensation for their work are more likely to feel valued and motivated. In addition, organisations should provide benefits like health insurance, retirement plans, and generous vacation time, allowing employees to take time off to recharge and spend time with loved ones. Organisations can also offer wellness programs or gym memberships, encouraging employees to prioritise their physical and mental health. By providing these benefits, companies can help employees maintain a better work-life balance and ultimately lead happier, healthier lives.
Tip 6: Emphasise Diversity and Inclusion in the Recruitment Process
In today's world, embracing diversity and inclusion when recruiting new employees creates a positive company culture. When organisations prioritise diversity and inclusivity in the work environment, they can attract a larger range of talented individuals and create a more innovative and creative environment. Inclusivity cultivates a sense of belonging, where individuals feel valued and confident in contributing their unique skills and ideas. Ultimately, prioritising diversity and inclusion in the recruitment process is a win-win for both the company and the employee, leading to a more fulfilling and rewarding career experience.
Tip 7: Revamp Workplace Culture to Fit Digital Transformation by Embracing Modern Technology
Today's digital professionals thrive in dynamic, tech-forward environments that foster innovation, collaboration and agility. Organisations can create this appealing work culture by utilising digital tools. They can also allow remote work and offer flexible work arrangements that simultaneously lead to a positive workplace culture.
These strategies are particularly attractive to the majority of digital employees. Implementing modern technology and automation streamlines the hiring process and allows digital talent to work more efficiently and creatively.
Conclusion
Talent shortages are a big problem for leaders and organisations worldwide. Hiring people is becoming increasingly difficult – especially for IT and digital jobs, given continuous and rapid technological advancements.
The responsibility lies with all parties to ensure the development and acquisition of new talent in the relevant areas. Hiring Managers must know what job seekers care about to attract and keep them by utilising this knowledge and investing in long-term strategies to entice and hire talented individuals.
How can PERSOLKELLY help you meet the challenge of digital skills recruitment?
We can effectively assist in meeting the challenge of digital skills recruitment through our specialised expertise and comprehensive resources. As a renowned talent solutions provider, we deeply understand the evolving digital landscape and the specific skills required in various industries.
Ready to break the barrier of digital skills recruitment? Please reach out to us today and unlock a world of talent to drive your organisation’s digital success.
