Technology Recruitment

4 weeks ago

London, United Kingdom Distributed Full time

How CIOs can answer the board’s questions on talent and recruitment 27 Oct 2022
CIOs, especially those new to the role, have to reassure the board that they understand IT recruitment challenges.
And this has only continued since the Covid-19 pandemic, when the entire organisation relied on IT’s ability to pivot to home working, serving customers online and more. The CEO and board may steer the ship, but they rely on the CIO’s radar to know what’s coming.
And the pressure has only continued, demanding a shift in talent management practices.
People want to work more flexibly, rather than be tied to the office all the time. They will have questions about talent recruitment and retention, and they will be interested in efforts to increase diversity and inclusion. The pandemic made others reconsider their careers, with some taking early retirement and others seeking a change of sector.
This affects retention and recruitment. They might want greater flexibility in terms of working hours or time working from home. It could mean acknowledging that, with today’s technology, it simply isn’t necessary to be in the office everyday. These efforts will also pay off in recruitment, by making the business more attractive to prospective employees. How are cultivating the most diverse, equitable and inclusive tech team?
In the UK, women make up 49 percent of the workforce but only 19 percent of tech workers. Similar diversity problems can be identified around race, with African Americans making up 4.Diversity brings different experiences and perspectives into a team. This applies not just to racial and gender diversity but to sexual orientation, neurodiversity, social class, and even diversity of skillset.
Software developers, for example, are stereotyped as logical and methodical but lacking soft skills like communication and leadership. If that’s the case in your teams, then specifically recruiting people with different skill sets - perhaps from elsewhere in the business - can be a way to improve performance.
In addition to the approaches described above, CIOs need to demonstrate to the board that they understand emerging recruitment solutions, including a new employment model known as elastic teams. These are private ‘talent clouds’ of IT staff, all of whom are vetted by the company managing the team to ensure that they meet a sufficient standard. These are often the same highly talented individuals who have been leaving permanent roles in search of greater flexibility.
This shift in perspective must be communicated to the board: elastic teams allow businesses to share the best talent rather than stockpiling the best staff and seeking to ‘own’ them.
A company like Distributed handles all the management of the team and the admin for the developers, removing distractions from the freelance developers, and the company to focus on getting the job done.

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