Category: Talent strategy

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Talent Strategy Prioritization: How to Focus on What Matters Most

Talent Strategy Prioritization

When it comes to building a successful recruitment process, Talent Strategy Prioritization is essential. In today’s competitive hiring landscape, companies must know which steps to focus on to attract and retain top talent efficiently. From defining your vision to enhancing the candidate experience, prioritizing the right actions at the right time can make or break your strategy.

In this blog, we’ll break down the key components of a talent strategy and guide you on how to prioritize them effectively, ensuring long-term success for your business.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

Understanding Strategic vs. Tactical Actions

Before diving into prioritization, it’s essential to distinguish between strategic and tactical actions within a talent strategy. Both are important, but they serve different purposes:

  • 🎯Strategic actions: These have long-term implications and directly align recruitment efforts with the company’s overall vision and goals. Examples include market analysis and defining the company’s talent vision.
  • ⚙️ Tactical actions: These tend to address short-term goals or immediate recruitment needs. For instance, candidate experience improvements and job postings fall into this category.

The challenge? Knowing when to focus on strategic moves and when to zoom in on the tactical side to meet more urgent needs.

Also, read how to manage the onboarding of IT contractors in 5 steps

The Role of Vision Definition: Strategic but Simple

One of the most critical first steps in talent strategy is defining your company’s vision. This is often overlooked because it seems obvious, but a clear talent vision ensures your recruitment efforts are aligned with your company’s future growth.

  • Why it’s strategic: A strong vision informs everything from the types of candidates you want to attract to the values that will resonate with potential hires. It gives your recruitment efforts direction and helps in shaping job roles, expectations, and team structures.
  • Why it’s less complex: Vision-setting requires internal discussion, clarification of company objectives, and a look at your long-term goals. It’s less complex because it doesn’t involve external factors or market research, making it an ideal first step.

💡 Prioritization tip: This is a crucial starting point. Even though it’s a relatively simple process, defining your vision should always come first, as it sets the foundation for the rest of your talent strategy.

Talent Strategy Prioritization

Market Analysis: Strategic but Complex

Once your vision is clear, the next step is conducting a thorough market analysis. This involves understanding industry trends, salary benchmarks, and competitor strategies.

  • Why it’s strategic: Market analysis is essential to align your talent strategy with market realities. It helps you understand where to find the best talent, what salary ranges to offer, and how to differentiate your company in a competitive job market.
  • Why it’s complex: Market analysis requires significant data collection, industry research, and sometimes external expertise. You need to gather information about competitors, talent availability, and market shifts, making this a time-consuming but essential part of the process.

💡 Prioritization tip: Although complex, market analysis is critical for a well-rounded talent strategy. Prioritize this step early, especially if you’re entering a new industry or expanding into a new market.

Also, discover 3 Advantages of Working with an SAP Recruitment Agency

Candidate Experience: Tactical but Critical

While long-term strategic actions are important, don’t underestimate the power of candidate experience—a tactical but crucial aspect of your talent strategy.

  • Why it’s tactical: Candidate experience is more about operational efficiency than long-term strategy. From the moment candidates apply, they should feel valued and engaged. Streamlining your application process, providing regular communication, and delivering timely feedback are all essential for keeping top candidates interested.
  • Why it’s critical: In today’s job market, top talent is often in high demand. A slow or poor experience can result in losing great candidates to more responsive companies.

💡 Prioritization tip: Candidate experience may not be as strategic as market analysis, but it’s an area where you can make immediate improvements. Make sure your candidate experience is optimized, especially when you’re actively hiring.

You may also find interesting Top 5 Strategies to Overcome the AI Talent Gap

Employer Branding: Tactical but Complex

Building a strong employer brand can be a game-changer when it comes to attracting talent. However, creating a compelling employer brand takes time and requires consistency.

  • Why it’s tactical: Employer branding focuses on how your company is perceived by potential candidates. It’s not necessarily tied to long-term business objectives but can have immediate recruitment benefits by positioning your company as an attractive place to work.
  • Why it’s complex: Establishing a strong employer brand involves various touchpoints, from social media presence to employee testimonials. It requires ongoing effort and alignment between your HR and marketing teams.

💡 Prioritization tip: Employer branding should be a medium-term priority. If you’re struggling to fill positions, it’s worth investing in. But if you’re in the early stages of defining your vision or analyzing the market, those steps should come first.

Discover also our article: How to Manage the Offboarding of IT Contractors in 7 Steps

Prioritization in Action: When to Go Strategic vs. Tactical

So, how do you know when to prioritize strategic actions over tactical ones?

  • 🌱 Early-stage companies: If you’re just starting out or entering a new market, focus on strategic actions like vision definition and market analysis first. These will shape your long-term recruitment success.
  • 🔍 Actively hiring: If you’re in a rush to hire or competing for talent in a hot market, prioritize candidate experience and employer branding to secure short-term wins.
  • 📈 Growth phase: If your company is scaling, it’s critical to balance both. Strategic steps will help ensure long-term success, but tactical improvements will help you fill roles quickly without sacrificing quality.

Balancing the Two for Long-Term Success

Ultimately, an effective talent strategy is about balancing both strategic and tactical actions. Prioritizing one over the other at the wrong time can lead to missteps, but with careful planning, you can integrate both for maximum impact.

Regularly reassess your priorities as the market evolves and your company grows. What was tactical yesterday might become strategic tomorrow, and vice versa.

Conclusion: Focus on What Matters Most

The key to a successful talent strategy is knowing what to prioritize at each stage of your recruitment journey. Whether it’s defining a clear vision or optimizing your candidate experience, the right focus at the right time can help you attract top talent and set your company up for long-term success.

Ready to build a winning talent strategy? Explore the 10 essential steps in our full guide

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IT Decision-makers Talent strategy

10 Steps to an Effective Talent Strategy: Insights from a Seasoned Recruiter

Talent Strategy

In today’s competitive landscape, having a robust and efficient recruitment strategy is essential for businesses. A well-crafted talent strategy allows companies to attract, retain, and develop top talent, ensuring long-term growth and success. In this article, we’ll first reveal the 10 key steps to create a talent strategy that will help you stand out in the market.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

🎯 Step 1: Define Your Vision for an Effective Talent Strategy

First of all, a successful talent strategy begins with a clear company vision. Start by identifying your long-term objectives and the skills needed to achieve them. It’s also important to highlight the company’s unique values and culture, which can attract candidates who share similar principles.

📊 Step 2: Analyze Your Market for a Relevant Talent Strategy

Next, understand the recruitment market you operate in. Identify trends, challenges, and opportunities specific to your industry. Furthermore, evaluate salary expectations and potential market constraints. This analysis will help you fine-tune your strategy and differentiate yourself from competitors.

🤝 Step 3: Create an Exceptional Candidate Experience

The recruitment process is often a candidate’s first interaction with your company. Therefore, offer an outstanding experience from the beginning. For example, simplify the application process, maintain regular communication, and provide constructive feedback swiftly. Good candidates are in high demand, and slow internal processes can cause you to lose them.

Also read how to manage the onboarding of an IT contractor in 5 steps

🌐 Step 4: Use the Right Recruitment Channels

Moreover, it is crucial to identify the most effective recruitment channels for your sector and target audience. Utilize social media, online job platforms, and industry events to reach top talent. In addition, partnering with recruitment solutions can also help you target the right candidates, as they understand the market and the best messages to reach future hires.

💼 Step 5: Build a Strong Employer Brand

Similarly, develop a strong and attractive employer brand. Specifically, highlight the benefits and opportunities you offer employees, as well as your company culture. Employee testimonials can help reinforce your credibility. Don’t forget to include societal initiatives, which are increasingly important for attracting talent.

📝 Step 6: Craft Clear and Engaging Job Descriptions

Write clear, concise, and appealing job descriptions. Above all, focus on the responsibilities, required skills, and benefits of the role. Additionally, use engaging language to capture the attention of potential candidates.

🔍 Step 7: Implement a Rigorous Selection Process

Furthermore, develop a structured and rigorous selection process. Use behavioral interviews and skills assessments to objectively evaluate candidates. Involve key stakeholders in the selection process to make informed decisions, but be mindful of time to avoid delays.

Also, read how to manage the offboarding of an IT contractor in 7 steps

🚀 Step 8: Invest in Talent Development

Once you’ve recruited top talent, invest in their development and growth. Offer training programs, mentorship opportunities, and career advancement prospects to support their professional development within your organization.

🔄 Step 9: Regularly Evaluate Your Strategy

Regularly assess your talent strategy. Identify potential areas for improvement and adjust your approach as needed. Consider feedback from employees and candidates to continue refining your strategy.

🌍 Step 10: Adapt to Market Changes for an Effective Talent Strategy

The recruitment market is constantly evolving. Stay up to date with new trends, emerging technologies, and changes in candidate expectations. Finally, adapt your strategy accordingly to stay competitive.

In this article, we’ll break down the key components of a talent strategy and guide you on how to prioritize them effectively, ensuring long-term success for your business.

Conclusion: Crafting a Winning Talent Strategy

Developing a talent strategy requires time, effort, and a deep understanding of the recruitment market. By following these 10 key steps, you’ll be able to attract, retain, and develop top talent within your organization. Remember, every company is unique, so adapt these tips to your specific situation to create a talent strategy that truly sets you apart in the market.

Find your next assignment on our freelance and permanent IT recruitment platform, or join Mindquest so you don’t miss out on any job opportunity!

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ERP & SAP Hiring an IT consultant IT Decision-makers Job Descriptions Talent strategy

3 Advantages of Working with an SAP Recruitment Agency

SAP Recruitment Agency

Finding the right talent to manage SAP systems is essential for any business. Since SAP systems are complex and require specific skills, partnering with an SAP recruitment agency can offer significant advantages. Below, discover three key benefits of collaborating with an SAP recruitment agency.

1. Access to a Specialized Network of SAP Talent

An SAP recruitment agency provides access to a vast pool of qualified professionals. Because they focus exclusively on this field, they maintain an extensive database of experienced candidates. Whether you need an SAP consultant, developer, or administrator, an agency can quickly connect you with the right talent.

Furthermore, SAP recruitment agencies have in-depth knowledge of industry professionals. Therefore, they can accurately match your company’s needs with candidates’ skills. This approach ensures that the candidates presented are not only qualified but also a perfect fit for your organization.

Explore the role of the SAP FICO Consultant

2. Significant Time and Efficiency Gains in Recruitment

Recruitment can be a lengthy and complex process, especially for technical roles like those related to SAP. However, by working with an SAP recruitment agency, you can delegate this task, allowing your HR team to focus on other priorities.

In addition to this, agencies possess the necessary tools to screen candidates effectively. They handle pre-selection, initial interviews, and reference checks. As a result, you’ll only meet with the most qualified candidates, making the recruitment process faster and more efficient.

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3. Personalized Recruitment Advice Tailored to SAP Needs

SAP recruitment agencies don’t just provide candidates; they also offer tailored advice and solutions for your recruitment needs. Given their deep understanding of the SAP market, they can identify trends and candidate expectations.

Moreover, a good agency works closely with you to understand your specific needs. They can offer advice on the essential skills to look for, competitive salary benchmarks, and strategies to make your company more attractive to top SAP talent. This personalized approach ensures you attract and retain the right professionals.

Conclusion

In conclusion, partnering with an SAP recruitment agency offers clear advantages: access to a specialized network, significant time and efficiency gains, and personalized recruitment advice. Therefore, by collaborating with SAP recruitment experts, businesses can ensure they have the necessary skills to optimize their SAP systems and remain competitive.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

Create an account with Mindquest
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Hiring an IT consultant IT Decision-makers Talent strategy

Audit Industry: Why Hiring Freelance Auditors is the Solution You Need

Hiring Audit Freelancer
Hiring Audit Freelancer

Audit companies face numerous challenges, including managing seasonal workload fluctuations and finding auditors with specialized skills. Moreover, the growing focus on environmental, social, and governance (ESG) policies has introduced new considerations for stakeholders and investors. Additionally, the shrinking talent pool has prompted firms to improve workflow through automation, while compliance measures impact both auditors and clients. Then, to navigate these complexities, hiring freelance auditors has emerged as an effective solution. This article explores the benefits of hiring freelance auditors and how partnering with an IT recruitment company can help meet your staffing needs.

Need advice on how to start or develop your freelance consulting business in Finance? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

What is a Company Audit?

What is a Company Audit?

Firstly, a company audit is an independent review of a company’s financial records, conducted to ensure compliance with legal record-keeping requirements. Audits also assess various financial statements and produce a report for the company, providing valuable insights for investors, stakeholders, and banks. Both large enterprises and small companies are subject to audits, regardless of their legal structure.

The Process and Types of Audits

Process of an Audit

Audits typically follow four fundamental stages:

The Process and Types of Audits

Planning Stage: Firstly, gather details about the audit’s procedures and objectives.

Internal Controls Stage: Reviewing financial records to assess internal controls.

Testing Stage: Evaluating the accuracy of the company’s financial statements.

Reporting Stage: Presenting findings on the financial accuracy and overall audit results.

Types of Audits

Types of Audits

Internal Audit: The report is reviewed internally by executives and the audit committee.

External Audit: Public companies are required to share the audit report with stakeholders and investors.

Challenges and Changes Within the Audit Industry

The audit industry faces several key challenges that impact its ability to deliver high-quality services efficiently. These challenges also include managing seasonal workload fluctuations, addressing the increased focus on environmental, social, and governance (ESG) issues, navigating talent acquisition and retention difficulties, leveraging technology and innovation, adapting to mergers and acquisitions (M&A) activities, and ensuring compliance with ever-evolving regulations.

Therefore, understanding and addressing these issues is crucial for audit firms to stay competitive and meet the growing demands of their clients and stakeholders. But, let’s see them in details.

1. Increased Focus on ESG

Increased Focus on ESG

Auditors must now also consider ESG factors, which are under increasing scrutiny from stakeholders and investors. This shift presents significant challenges for firms, as they need to upskill their auditors or invest in new talent with ESG qualifications. To address these challenges, initiatives like the International Sustainability Standards Board (ISSB) are working to improve ESG reporting standards.

2. Talent Acquisition and Retention

Talent Acquisition and Retention

The talent pool is shrinking, requiring auditors to navigate vast data sets and utilize new technology. While emerging technologies present opportunities for the audit industry, they also necessitate ongoing training and come with high costs. However, cloud-based audit technology and AI can enhance efficiency and improve work-life balance, making them valuable investments despite the challenges.

3. Technology and Innovation

Technology and Innovation

Audit firms are leveraging technology by using cloud-based systems and AI tools to enhance workflows and data accuracy. However, balancing innovation and risk management is crucial. Firms must adapt to digital reporting demands while managing risk and compliance effectively, ensuring that technological advancements align with industry standards and regulations.

4. M&A Activity

M&A Activity

Navigating M&A transactions involves ensuring accurate valuations and seamlessly merging financial systems, which require diverse knowledge and specialized compliance skills. Moreover, auditors must ensure reliable and accurate financial reporting associated with these transactions, making it essential to have expertise in both areas. By doing so, they can guarantee the integrity and reliability of the financial information presented during and after mergers and acquisitions.

5. Ensuring Compliance

Ensuring Compliance

Managing compliance challenges involves outsourcing or engaging compliance consultants to help auditors stay current with regulations. Additionally, leveraging AI and predictive analytics can effectively flag potential compliance risks. Furthermore, continuous training and development in data analytics, tools, and technology are essential for auditors to meet the evolving demands of their clients.

Why Hiring Freelance Auditors Is the Solution You Need

Freelance auditors offer practical solutions to industry challenges. They also provide flexibility, specialized skills, cost savings, and the ability to quickly scale the workforce. By leveraging freelance auditors, firms can manage workloads, access up-to-date expertise, and maintain high-quality, compliant services efficiently. But let’s see them in details.

1. Seasonal Workload Fluctuations

The Benefits of Hiring Freelance Auditors- Seasonal Workload Fluctuations
  • Adapt to Workload Fluctuations: Scale your workforce according to demand, hiring freelancers during peak periods and reducing team size afterward.
  • Quick Response to Urgent Needs: Hire freelancers on short notice to meet unexpected project demands without compromising quality.

2. High Overhead Costs

The Benefits of Hiring Freelance Auditors - cost effectiveness

Reduce overhead costs by hiring freelancers, who are typically paid for the hours they work or on a project basis. This leads to substantial cost savings. Additionally, by paying only for the specific services required, companies can manage budgets more effectively, ensuring financial resources are allocated where they are most needed.

3. Specialized Skill Gaps

The Benefits of Hiring Freelance Auditors- specialized skills

Freelancers provide a unique advantage by tapping into niche expertise that can be challenging to find among full-time employees. Their specialized skills not only meet specific project needs effectively but also bring a fresh perspective to the table. Moreover, freelancers stay updated with industry trends through diverse client experiences. This exposure ensures they are well-versed in the latest practices and innovations, making them invaluable assets for staying ahead in a rapidly evolving audit landscape. As audit firms navigate complex challenges and seek to enhance their capabilities, leveraging freelancers offers a strategic solution to both expertise gaps and staying current with industry advancements.

4. Scalability Issues

The Benefits of Hiring Freelance Auditors- High Overhead Costs

Audit projects vary in scope and complexity, necessitating quick team adjustments. Freelance auditors provide the agility to scale teams efficiently, whether for large projects or specific expertise.

5. Recruitment and Training Time

The Benefits of Hiring Freelance Auditors- efficiency

Experienced professionals bring significant benefits to audit teams, requiring minimal training and thereby reducing onboarding time. Their seasoned expertise enables them to seamlessly integrate into projects, ensuring efficient execution and quick turnaround times. Freelancers excel in managing their schedules independently, fostering streamlined processes that enhance overall project efficiency. This autonomy allows them to respond swiftly to project requirements, maintaining high standards of delivery and client satisfaction.

How Mindquest Can Help

Mindquest IT recruitmernt company

At Mindquest, we connect audit firms with highly qualified freelance auditors through:

Comprehensive Screening: Rigorous screening and vetting to ensure only the best candidates are selected, including background checks, skills assessments, and interviews.

Wide Talent Pool: An extensive database of freelance auditors with expertise in various areas, from financial audits to IT and compliance audits.

Support Services: Onboarding support and project management services to ensure smooth integration and successful project execution.

Conclusion

Hiring freelance auditors offer numerous benefits, from managing seasonal workloads and reducing overhead costs to providing specialized skills and enabling rapid scalability. By partnering with Mindquest, audit firms can access a diverse pool of highly qualified freelance auditors, ensuring they are well-equipped to handle any audit project with confidence and precision.

Enhance your audit capabilities and navigate industry challenges effortlessly. Contact Mindquest and learn more about our freelance auditor solutions and discover how we can help you achieve your business goals. Visit our website or schedule a consultation with one of our experts now.

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Hiring an IT consultant IT Decision-makers Talent strategy

Why Your Company Needs an SAP FICO Consultant: 5 Key Benefits

SAP FICO benefits
SAP FICO benefits

Here are 5 key benefits of hiring an SAP FICO consultant for your company to streamline financial processes and gain an understanding of your financial data.

In today’s complex business world, effective management of financial resources is critical to the success of any company. However, implementing and maintaining an SAP FICO system requires specialized knowledge and expertise that most companies do not possess. This is where an SAP FICO consultant can be an invaluable asset.

Moreover, to help companies achieve a successful SAP implementation, this whitepaper explains SAP implementation best practices. It also presents a case study from the global leader sportwear company ADIDAS as an example of successful SAP implementation.

Whether you are a business leader, IT professional, or project manager, this whitepaper will help you understand how to plan, execute, and manage a successful SAP implementation that delivers tangible benefits and ROI.

SAP Implementation Best Practices: ADIDAS case study

What does an SAP FICO Consultant

Firstly, an SAP FICO consultant is a professional who specializes in the implementation and maintenance of SAP FICO systems. They are responsible for analyzing a company’s financial requirements and designing and configuring an SAP FICO system that meets those needs. Additionally, SAP FICO consultants provide ongoing support and maintenance to ensure that the system operates efficiently and effectively.

Also read our SAP FICO Consultant Job Description

Why your company needs an SAP FICO Consultant

There are several reasons why it is important for a company to have an SAP FICO consultant. One of the primary reasons is that they can help a company optimize their financial processes. By understanding a company’s financial requirements, an SAP FICO consultant can design and configure an SAP FICO system that automates and streamlines financial processes, such as accounts payable and accounts receivable. This can save a company time and money, and free up resources to focus on other critical business activities.

Another reason why an SAP FICO consultant is important is that they can help a company gain a better understanding of their financial data. By analyzing and interpreting financial data, a SAP FICO consultant can provide insights and recommendations that can help a company make more informed business decisions. This can help a company improve their financial performance and achieve their business objectives.

In addition, an SAP FICO consultant can help a company ensure compliance with regulatory requirements. They can also ensure that financial transactions are recorded accurately and in compliance with local and international accounting standards. This can help a company avoid penalties and legal issues that can arise from non-compliance.

But let’s take a closer look at 5 key benefits of having SAP FICO on board for your company.

5 Key Benefits of SAP FICO

As businesses grow and expand, their financial management requirements become more complex. This is where SAP FICO consultants come in. Here are 5 key benefits of hiring an SAP FICO consultant for your company.

1 Improved Financial Management

Key benefits SAP FICO

An SAP FICO consultant can help your organization improve its financial management processes. They can implement SAP FICO modules that automate financial transactions, which saves time and reduces errors. Additionally, SAP FICO consultants can help you generate financial reports that provide insights into your company’s financial performance, helping you make informed decisions.

2 Cost Savings

Key benefits SAP FICO

Implementing SAP FICO modules can help your organization save money in several ways. Firstly, it can automate financial processes, reducing the need for manual labor. Secondly, it can reduce errors in financial reporting, which can result in costly penalties or fines. Lastly, it can help you identify areas where you can reduce costs and optimize your financial operations.

3 Compliance

Key benefits SAP FICO

Compliance with financial regulations is critical for any organization. Failure to comply with regulations can result in severe penalties and reputational damage. SAP FICO consultants can help ensure that your organization complies with financial regulations, such as GAAP (Generally Accepted Accounting Principles) and IFRS (International Financial Reporting Standards).

4 Scalability

Key benefits SAP FICO

As your organization grows, your financial management requirements will become more complex. SAP FICO modules are designed to be scalable, which means they can grow with your organization. An SAP FICO consultant can help you implement SAP FICO modules that can scale as your organization expands, helping you manage your financial operations more efficiently.

5 Expertise

Key benefits SAP FICO

Implementing and maintaining SAP FICO modules requires specialized expertise. SAP FICO consultants are trained and certified in implementing and maintaining SAP FICO modules. They have the expertise to help you get the most out of your SAP FICO modules, which can help your organization achieve its financial management goals.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

Create an account with Mindquest
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Hiring an IT consultant IT Decision-makers Talent strategy

Top 5 Strategies to Overcome the AI Talent Gap

overcome the AI talents gab
overcome the AI talents gab

Artificial Intelligence (AI) has become a key driver of innovation and digital transformation in today’s business landscape. However, the demand for qualified AI talent far exceeds the available supply. This creates a talent gap that poses challenges for companies that want to harness the power of AI. As companies across industries seek to leverage AI to gain a competitive edge. It is crucial to implement effective strategies to overcome the AI talent gap.

In this article, we will explore the top 5 strategies that you can adopt to address this challenge and build a robust AI team.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

1 Invest in Training and Upskilling Programs

Overcome the Ai talent gap: Invest in Training and Upskilling Programs

One effective strategy to overcome the AI talent gap is to invest in training and upskilling programs for existing employees. Identify employees who show potential and interest in AI. Then, provide them with relevant training programs, workshops, or certifications to enhance their AI skills. This not only helps in filling the talent gap internally but also fosters a culture of continuous learning and development within the organization.

For example, a you can partner with AI training institutes or online learning platforms. This is to provide comprehensive training programs on machine learning, natural language processing, computer vision, and other AI-related skills. Additionally, you can offer incentives or rewards for employees who complete the training programs and demonstrate proficiency in AI.

Also read the Top 3 Mistakes to Avoid When Hiring an IT Contractor.

2 Foster Collaborations with Academic Institutions and Research Organizations

Overcome the Ai talent gap: Foster collaborations with academic institutions and research organizations

Collaborating with academic institutions and research organizations can be an effective strategy to bridge the AI talent gap. Many universities and research organizations conduct cutting-edge research in AI. Therefore, they have access to a pool of talented researchers and students who can contribute to solving real-world AI challenges.

You can establish partnerships, joint research projects, or internships with academic institutions to tap into their expertise and talent pool. This can provide you with access to fresh perspectives, novel ideas, and potential candidates for future hiring. Additionally, you can also sponsor AI-related events, conferences, or competitions organized by academic institutions to create awareness and attract talent.

We have just the resource to help you do that. An email template that provides you with a compelling, concise, and persuasive framework to initiate these crucial collaborations and overcome the AI talent gap. Don’t miss out on the opportunity to tap into the wealth of fresh, innovative talent emerging from academia.

3 Create an Attractive Employer Brand for AI Talent

Overcome the Ai talent gap: Create an Attractive Employer Brand for AI Talent

Building a strong employer brand is crucial to attract and retain top AI talent. You should showcase your commitment to AI innovation. State-of-the-art technology infrastructure, challenging projects, and career growth opportunities to position your company as an attractive employer for AI professionals.

You can leverage your website and social media to highlight your projects, successes, and testimonials from existing AI team members. You can also showcase your company culture, values, and commitment to diversity and inclusion. These are important factors that AI professionals consider when evaluating job opportunities.

Also read How to manage the onboarding of IT contractors in 5 steps.

4 Implement Competitive Compensation and Benefits Packages

Overcome the Ai talent gap: Implement Competitive Compensation and Benefits Packages

Offering competitive compensation and benefits packages is essential to attract and retain AI talent. Due to the high demand for AI professionals, they are often in a position to negotiate higher salaries and better benefits.

Also read 5 Online Courses to Get You Up-To-Speed with AI

Your company should conduct market research to understand the prevailing compensation trends and benchmarks for AI professionals in your region and industry. You should then align your compensation and benefits packages accordingly to ensure that your are competitive and attractive to AI talent. This may include offering performance-based bonuses, stock options, flexible work arrangements, and other perks that are highly valued by AI professionals.

Also read How to Manage the Offboarding of IT Contractors in 7 Steps

5 Foster a Diverse and Inclusive Workforce

Overcome the AI talent Gap: Foster a Diverse and Inclusive Workforce

Building a diverse and inclusive workforce is not only a moral imperative but also a strategic move to address the AI talent gap effectively. Diversity brings different perspectives, ideas, and approaches to problem-solving, which can result in more innovative and creative AI solutions.

You should implement diversity and inclusion initiatives, such as unbiased recruitment processes, diversity training programs, employee resource groups, and inclusive policies and practices. Creating a supportive and inclusive work environment where all employees, regardless of their background or identity, feel valued and included, can attract a broader and more diverse pool of AI talent.

You can also read : 20 AI Experts You Should Follow

Conclusion

By adopting these strategies, your company can position as attractive employers for AI talent. Moreover, you can develop a skilled AI team, and drive innovation through AI-driven projects.

It is crucial for companies to proactively address the talent gap in order to stay competitive in the rapidly evolving landscape of AI and harness its full potential for business success.

Would you like to find out more about our recruitment service for IT consultants? Post your requirements now, or find out more about our job offers directly on our Mindquest platform!

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IT Decision-makers Talent strategy

Why Company Culture Is Key in Times of Crisis

Why company culture is key in times of crisis
Company culture has been key to business resilience and adaptability during the pandemic and should keep being so in the emerging new reality.

Company culture is deeply rooted in its values. They unite employees and serve as a beacon in a world that is constantly changing. To a company, its values are its DNA, the source code from which to develop. For the individual employee, it is the compass that guides them through the storm. It is the force of conviction that prevents them from stalling in the acceleration phase. But what happens when, amidst a global health crisis, everything is shaken to the core? Will the company’s values be swept away? Or will the company manage to adapt those values to the new context? These questions are fascinating and, above all, crucial.

by Melchior du Boullay, General Manager, Mindquest

Company culture eats strategy for breakfast

It probably hasn’t escaped your notice: the younger generations are increasingly sensitive to the values conveyed by their employer. As a result, corporate culture is now a real point of differentiation and a strong lever of attractiveness.

As Peter Drucker, the eminent business management theoretician and consultant, once wrote: culture eats strategy for breakfast. This does not mean that strategy plays a minor role in development and success, but rather that only a strong corporate culture, with strong values, will be able to mobilize and unite all employees to lead them on the road to success. Moreover, there is a difference between what we say and what we do, and we must therefore always ensure that our values and strategy are well aligned. Corporate culture can only exist if company leadership is in line with it and embodies it in their daily actions. One can no longer present oneself as a defender of ecology and form dubious partnerships with polluting companies. The situation has changed.

Companies need now to change their culture in accordance with our evolving society. It is okay to suddenly claim a company value that will be well perceived internally, but it is necessary to apply it in a concrete way. Otherwise, your collaborators will feel neither concerned nor involved.

Values need to be concrete

The values of a company are not abstract. They reflect the company’s activity, its size and its employees. They cover a way of being and acting, behaviours and rites, rules and processes. I firmly believe that a strategy that suddenly deviates from its axis without being based on values is doomed to fail.

In the event of accelerated development, crisis or a pivot, the company’s culture must adapt, but in no way deny itself. To do this, we must start by listening to what our employees have to say. Values, unlike strategy, do not come from the top but from the bottom. They are the foundations, a guarantee of solidity that makes the company’s culture a kind of superior authority. It is thus not uncommon to hear employees refer to it easily, or even with defensiveness, as if invoking culture as an answer to everything: “we do it this way because it is part of our culture”.

And it is not for nothing that the operational efficiency of a company relies heavily on internal communication. It is necessary to constantly remind people of the values we intend to share and to have those who put them into practice every day be vocal about them. This is all the more true in a crisis situation. A value is not just a word that gets thrown around. What matters first and foremost is the way in which each person makes it their own, embodies it and embeds it in their work.

Drawing on values to prepare for the future

A company that goes through a major crisis will always bounce back thanks to the involvement of its employees. Just look at what has happened since the beginning of the pandemic. Company culture has played a determining role in everyone’s ability to adapt. Confronted with an unprecedented situation, people have been able to readjust their values.

Let’s take the example of autonomy. Today, as in the past, the word remains the same, but the reality it covers has totally changed. Until two years ago, being autonomous meant being free to act within one’s own area of competence, without having to refer to one’s manager on a daily basis. With Covid and the rise of teleworking, the notion has broadened. Many people now manage everything themselves: their schedule and their work organization. And everyone will have to learn from this period.

This is the main challenge that awaits companies that want to be ready for the future. How can they evolve their values without disengaging their workforce and, above all, how can they capitalize on their achievements during the health crisis? They will have to go back to the drawing board: question their values, create new working groups, and pay attention to the feelings, experiences and desires of each individual employee.

It has become critical to know the differences between the world before and after the pandemic to identify the right processes and the most efficient action plans. A great and exciting adventure!

This article was originally published on Forbes France.

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Summer: The Time To Work on Your IT Recruitment Strategy

Summer: The Time To Work on Your IT Recruitment Strategy
When was the last time you took a deep look at your IT recruitment strategy? Summer downtime is the perfect opportunity to build your talent pipeline.

When was the last time you had a chance to properly work on your IT recruitment strategy? Summer brings with it a slowdown in activity for most businesses. Employees, clients and external partners out on vacation; ongoing projects are momentarily put on hold. But good news: you will finally have some time to reflect on how things are going and update your route map.

One of the key steps in this process is conducting a thorough review of your department’s talent strategy. Here are some tips on how to best anticipate your personnel needs and build a solid IT talent pipeline for the months ahead.

Take inventory of your team and outline IT recruitment needs

Firstly, where are your projects in relation to the objectives set? What skills are missing from your team? What specialists can you foresee you will need for the coming months? Take the time to chat with your staff and other department managers, then define your ideal team and the profiles to target based on your available budget.

Talking with individual team members will also provide you with more insight into their personal and professional needs and goals. Another friendly reminder: ensuring that your existing employees are comfortable and have enough room for development is as important as incorporating new talent.

Evaluate potential IT recruitment strategy partners

Summer can also be a good time to prospect recruitment partners and review existing ones for your IT recruitment strategy. It is also important that you take the time to do a deep analysis and avoid making choices in a rush. Choosing the right IT recruiting partner is crucial in today’s ultra-competitive talent market.

When meeting with potential recruiters, make sure you touch on all the technical specifications of your projects and provide as much information on your business as possible. Although a good recruiter will have a good base understanding of your industry and needs, the better you communicate, the more productive your relationship will be.

Think also of the kind of professional that you need. If you are looking for mainly freelance technical profiles, for example, you are better off orienting yourself towards a specialized player who knows well the talent market you are targeting.

You can also read : How to Assess the Technical Skills of IT Candidates

Take advantage of a less competitive talent market

Okay: many candidates are on vacation. But recruiters too! This means fewer companies competing for top talent.

Moreover, it is a good idea to start your search in the months of July-August, especially if you are looking for rare or “short-term” profiles. These positions tend to be fewer in number and will require more time.

In the case of freelancers, many independent consultants are looking for assignments to start with the school year (or even before) and are likely to be in active search during the Summer months.

Short or Long Assignments: Which Ones Are Best When You Are an IT Freelancer?

Plan your onboardings before for the start of the school year

In addition, keep in mind that things quickly pick up the pace at the end of the Summer. The September rush will probably not give you much time to prepare the reception of future members of your team. Therefore, take advantage of this in-between period to review your onboarding process as a whole and outline a cohesive standard procedure.

Whether they are permanent or temporary employees, new recruits must be properly introduced to the company and integrated into the team. Do not neglect the transmission of information and the provision of all the necessary equipment, tools and resources.

Discover ours articles :

Remote Hiring is Here to Stay: a Fresh Take on IT Recruitment and Interview Tips: 5 key questions to ask to an IT freelancer during an interview

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IT Careers: Towards a Freelancisation of Permanent Tech Roles?

IT Careers: Towards a Freelancisation of Permanent Tech Roles?
The freelancisation of tech roles: how teleworking and the war for talent in IT are pushing for more flexible working conditions for employees.

The ‘freelancisation’ of tech roles. How the spectacular democratisation of teleworking and the war for talent that is raging in the technology sector are pushing companies to offer ever more flexible working conditions to their employees.

Originally published on JDN.

Freelancisation of Tech Roles: Teleworking and flexible working hours as the new standard

Long before the global pandemic, remote work and flexible working hours were already major trends in the creation of the world of work of tomorrow. But the Covid-19 pandemic has accelerated the adoption of these ways of working. For a large majority of employees on permanent contracts, in all sectors. No more traditional working days at the office from 9 a.m. to 6 p.m., with a break by the coffee machine, etc.

And this is obviously to accommodate their demands. According to a study conducted by Malakoff Humanis in June 2020, 84% of employees wanted to request telework after confinement.

On the business side, the flexibility of work also seems to convince. According to a recent study by Capgemini, employee productivity increased by 63% in the third quarter of 2020. Better still; 70% of companies seem convinced that the productivity gains generated by teleworking can be sustained once the pandemic over.

The employees of tomorrow will see their daily working lives marked by an increasingly flexible framework similar to that of freelancing.

The IT talent war and the “freelancisation” Tech Roles & of job vacancies

In the world of tech and IT, another phenomenon reinforces this tendency towards flexibility: the talent shortage.

Companies are struggling to recruit technical profiles and are engaged in a fierce battle to attract the best candidates. As a result, they are sometimes ready to bend over backwards to meet the requirements of the most popular professionals. And that includes offering more flexible conditions to candidates.

To recruit the best developers on a permanent contract; for example, some companies are ready to offer them full remote control and total flexibility in their working hours. This is attracting profiles who were already partial to freelancing.

“Freelancisation” or simple flexibilisation?

So yes, in the world of tech and IT, the trend is undoubtedly to make working conditions more flexible. But to speak of a “freelancisation” of tech roles would amount to reducing the status of freelance to remote work and flexible hours.

To work independently is to have an entrepreneurial mindset. It is to wear several hats including that of accountant and that of commercial, it is to alternate periods of mission and periods of inactivity… In short, a very different reality to that of a permanent position even with very flexible conditions.

It should be noted that the opposite phenomenon also occurs: freelance work sometimes takes some resemblance of a permanent gig. This is particularly the case of very long-term assignments under management. Working for example on large-scale SAP projects over several years.

Tech and IT: the classic permanent contract has not said its last word

But speaking of a widespread flexibilisation of jobs in the worlds of technology and IT would be wrong. The reality is in fact more nuanced.

Not all professions are suitable for teleworking, and flexibility generates many points of friction within organizations. The cohesion of the teams is weakened by the distance. Management methods are struggling to adapt.

Most IT departments are not ready to perpetuate the flexibility of working conditions across all workstations. And even less to abandon the traditional model of face-to-face work and fixed hours.

On the employee side, we find a bit of the same. Telework yes, but not too much. According to a survey conducted by Apec in mid-December, if the vast majority of private sector executives now want to telecommute. Nearly half want to use it only “two to three days a week”. In fact, not all employees enjoy teleworking, and some even dream of one thing: being able to return to the office.

Additionally, the freelancisation of tech roles is rather relative: salaried employment as we know it still has a bright future ahead, and the “traditional” permanent contract is not about to disappear. However, it is obvious that the worlds of classic salaried employment and the freelancing model are increasingly coming close to one another. Businesses and workers alike want the best of both worlds now more than ever.

In tech and IT more than in any other sector, we are now juggling the two statuses. The silos between freelance and permanent contract are gradually disappearing, offering ever greater flexibility and possibilities to both professionals and organisations.

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20 Amazing Women Leading Europe’s Tech Revolution

20 Amazing Women Leading Europe’s Tech Revolution
The IT gender gap remains a big issue. We celebrate International Women's Day by looking at some of the amazing women leading Europe’s tech revolution

One more year, International Women’s Day prompts the public eye to focus on a problem for which a single day of reflection is never enough. The gender gap in IT remains broad reaching across industries and roles. Despite improvements, the women-to-men ratio is still lower than in other sectors. Furthermore, 44% of female IT professionals acknowledge that men climb up the career ladder at a faster pace than they do. That’s why we wanted to give a nod to some of the amazing women leading Europe’s tech revolution. 

Suffice to say a list of 20 is merely a starting point regarding women in Tech. So, stay tuned throughout this month for additional articles highlighting the many adventures of female technologists across Europe.  

Discover 20 Amazing Women Leading Europe’s Tech Revolution

Maggie Philbin – United Kingdom 

CEO TeenTech CIC 

Firstly, Maggie Philbin, a long-time science and technology reporter for the BB. Philbin is indeed a passionate technology advocate who founded and directs TeenTech CIC, a series of events aimed at helping young people and their support network understand the breadth of STEM careers and the skills needed to pursue them.  

Maja Pantic – United Kingdom 

AI Scientific Research Lead at Facebook & Professor at Imperial College London 

Secondly, an authority in artificial intelligence specialising in the machine analysis of human non-verbal behaviour and its application to human-computer, human-robot, and computer-mediated human-human interaction. Pantic also combines teaching at the Imperial College with research for Facebook London. 

Zoe Adamovicz – Germany 

Co-Founder & CEO at Neufund 

Then, a serial entrepreneur, Adamovicz has founded many successful technology companies including Neufund, a blockchain-based investment platform connecting innovators and investors to fund and launch innovative ventures. She’s also a mentor at Gaza Sky Geeks, supporting tech entrepreneurship in the area. 

Jasmine Anteunis – France 

Chief Product Officer – SAP Conversational AI and co-founder at Recast.AI (exit SAP)  

Further, Anteunis founded AI chatbot company Recast AI in 2015, bought by ERP giant SAP in 2018. Also known as the SAP Conversational AI, the tool lets businesses deploy powerful conversational interfaces with comprehensive, end-to-end bot building. 

Chantelle Bell – United Kingdom 

Co-founder at Syrona Health 

Moreover, having founded Syrona Health in 2018, Bell is a British entrepreneur who has built the digital female health platform to democratise women’s health and help women monitor their chronic gynaecological and uterine conditions.  

Sue Black – United Kingdom 

Professor of Computer Science and Technology Evangelist, Durham University 

Dr Black is a digital skills expert, social entrepreneur and also international keynote speaker well known for her activism around social inclusion and advancing women’s role in IT. Moreover, she led the successful campaign to save Bletchley Park, the World War II code-breaking site. 

Francesca Bria – Italy 

Chairwoman/President CDP Venture Capital SGR- Fondo Nazionale Innovazione at CDP Cassa Depositi e Prestiti 

In addition, Bria is a digital rights champion leading Europe’s DECODE data sovereignty project. Moreover, she is an expert in digital cities and rights, serving as a senior adviser on these issues for the United Nations. She is also the former chief digital technology and innovation lead for the city of Barcelona.  

Margrethe Vestager – Belgium 

European Commissioner for Competition and Executive Vice-President of the European Commission 

Then, Vestager is a Danish politician serving as the European Commissioner for Competition and Executive Vice President of the commission for A Europe Fit for the Digital Age. She also leads Europe’s anti-trust efforts, holding the world’s biggest tech companies to account. 

Corinne Vigreux – Netherlands  

Founder, Codam College and co-founder and CMO at TomTom 

Then, we continue this list with a co-founder and chief marketing officer of GPS pioneer TomTom, Vigreux is an active campaigner for women in the workforce and better social mobility through education. Also, in 2018, she founded Codam College, an Amsterdam-based coding school with a revolutionary peer-to-peer value proposition. 

Kinga Stanislawska – United Kingdom 

Co-founder and Managing Partner at Experior Venture Fund 

Last but not least, Stanislawska is the co-founder of the Polish venture capital fund Experior Venture Fund, Europe’s first VC founded exclusively by women. She is also the founder of the European Women in VC community, which comprises nearly 250 senior VC professionals from over 20 European countries. 

Betül Susamis Unaran – Switzerland 

Chief Strategy and Digital Officer, Executive Board Member at Zur Rose Group 

Unaran leads the digital efforts of the Zur Rose Group, Europe’s biggest eCommerce player in the healthcare space. She is driven by her mission to make a difference in people’s lives through data and digital initiatives that transform the lives of patients. 

Raffaela Rein – Germany   

Founder of WildWildVentures and CareerFoundry 

Raffaela Rein is a German start-up entrepreneur who founded venture lab WildWildVentures and CareerFoundry, a leading school focusing on careers in the digital economy. She also sits at the board of the German Start-Ups Association. 

Luz Rello – Spain 

Founder of Change Dyslexia and Accessibility Consultant at Apple 

The first Spanish person to receive the European Young Researchers’ award, Luz Rello is founder and CEO of Change Dyslexia, an organisation helping screen and treat dyslexia through a research-based platform. She is also an accessibility consultant for Apple. 

Colette Ballou – United Kingdom 

Investor at Ballou Capital and Chairman at Ballou 

Named one of Europe’s Most Influential Women in the Start-up & VC Space by EU Start-ups, Colette Ballou is a serial investor and frequent speaker on the topic of angel investing. Her successful communications and strategy agency, Ballou, allowed her to invest in an impressive range of start-ups. 

Karen Boers – Belgium  

Co-founder at BeCode, BeCentral and Boers & Peusens 

Boers is a passionate social entrepreneur who has founded and established a series of projects focusing on empowering others and help them achieve their dreams and goals. These include BeCode, a coding school centred on re-skilling talents into web development and other in-demand IT careers.  

Moojan Asghari – France 

Founder & CEO at Thousand Eyes On Me and co-founder of Women in AI 

Asghari founded the personal branding and development platform Thousand Eyes On Me to help women and minorities unleash their full potential and move up the career ladder. She is also the co-founder of Women in AI, a global network of female artificial intelligence experts. 

Lauren Kisser – United Kingdom 

Director, Alexa AI – Knowledge International at Amazon 

Formerly the director of engineering at Amazon Web Services, AWS S3, Lauren Kisser is now the Director of the company’s Alexa AI – Knowledge International. She is a self-described STEMinista and diversity champion who sees gender diversity as the key to power tech innovation. 

Nell Watson – United Kingdom 

AI Ethics expert at IEEE Standards Association, Singularity University 

Watson is an interdisciplinary researcher in emerging technologies including machine vision and AI. She focuses on AI ethics, working with the IEEE Standards Association and the Atlantic Council, among others. She is also AI Faculty at Singularity University and chairs various prosocial organisations. 

Mary-Jo de Leeuw – Netherlands 

Director Cybersecurity Advocacy EMEA at (ISC)² 

Mrs De Leeuw is a career cybersecurity consultant and serial entrepreneur whose work and affiliations include serving as the director of cybersecurity advocacy for EMEA at training and certifications organisation (ISC)².  

Sonja Betschart – Switzerland 

Co-Founder and Chief Entrepreneurship Officer at WeRobotics 

Betschart is a “tech for good” entrepreneur focused on using emerging technologies to empower and people, businesses and communities. She co-founded and leads WeRobotics, a non-profit organisation committed to solving local problems through robotics.  

Want to read more about women in Tech ? Discover our article: Women in Tech: Women Must Claim Their Spot in the IT World