What do a health insurer, a car maker and a bank have in common when it comes to their talent searches? The answer is they are probably competing for many of the same people — people with skills that, until recently, were only on an IT recruiter’s radar.
Those skills, such as big data, 3D printing, cloud hosting and virtual reality, are what companies now need to pursue digital opportunities, from product enhancements like mobile- or chat-based applications to vastly disruptive business transformations of product offerings, go-to-market channels and operations.
Simply put, it is even harder today — than say 3-4 years ago — to plan for, find and hire the talent we need. Across industries, digital transformation initiatives are creating an enormous strain on defining capability needs, as well as enormous competition for new talent skilled in navigating and manipulating the digital environment. Simply put, it is even harder today — than say 3-4 years ago — to plan for, find and hire the talent we need.
So you are not imagining it if you feel there is a convergence in the demand for talent today. In fact, 47% of all jobs posted by S&P 100 companies in 2017 were for the same 37 roles, according to an analysis of data from CEB TalentNeuron, now offered by Gartner.
Data can reveal untapped opportunities, though. When it comes to both forecasting your digital talent needs, and finding that talent, “Data is the essential ingredient for the digital age,” says Jeremy Citro, customer service director at TalentNeuron. “Laying different datasets over one another provides clarity and insight with which real decisions can be made about sourcing strategies during digitalization.”
Data Reveals New Opportunities to Snag Digital Talent
First, even before you look at labor market data, pin down the talent requirements and criteria you need for a particular role or to grow a particular capability. For example, now that automakers are developing self-driving cars, they need a wide range of IT capabilities, from artificial intelligence engineers to software developers and machine learning specialists.
What kinds of skills and capabilities will you need as you create digital products, customer experiences and operational efficiencies?
Having pinned down those needs, data can help you identify untapped or less obvious talent pools to augment current approaches to sourcing talent for emerging digital roles. Here are just five examples of opportunities you might not have considered, but data can reveal:
There is no question that digitalization is making it increasingly harder to find digital talent. The good news is that labor market analytics can give you an edge in forecasting and finding digital talent, helping you leverage tactics that go beyond the norm, and identify talent pools both within your own company/industry (in predecessor roles) and beyond the most established markets.
Dion Love, principal executive advisor at Gartner authored this article, which can also be found here.
The views and opinions expressed in this article are those of the author and do not necessarily reflect those of CDOTrends and HR&DigitalTrends.