i3 - July/August 2018 - 36

Business

By Scott Steinberg

FO RWA R D ST R AT EG I E S

 W 

ith an estimated shortage of 18 million high-skilled workers expected globally within the next two years, top performers will soon be as choosy as employers when it comes
to hiring. The fastest way for your brand to attract and retain top
talent isn't to throw money at them. Millennials and Gen Zers are
more motivated by opportunities to learn, grow and build lasting
careers than a paycheck, as I discovered while researching
Millennial Marketing: Bridging the Generation Gap. They're also
drawn to businesses who champion innovation, make an impact in
the community and equip workers with the skills needed to succeed in tomorrow's workplace.
Finding the right hires is more important than ever. McKinsey Global
Institute research indicates that highperformers are 400 percent more
productive than their peers. When
looking to attract and retain top
tech talent, don't just develop a
favorable benefits package,
also create a supportive environment that emphasizes
personal growth and highlights opportunities to
advance within the
organization. A few
desirable skills to
look for when
recruiting top performers include:

Communications - The ability to
effectively write, speak and listen is an
essential talent to possess when it comes
to leading, interpreting and giving direction. Likewise, a sense of emotional intelligence is vital. Employees need to
understand where others are coming from
so they can better empathize and act on
this information, especially for management positions.
Multi-Tasking - Today's consumer
technology pro is often involved in multiple
projects, tasks or initiatives - the ability to
adroitly juggle responsibilities is essential.
36

JULY/AUGUST 2018

Employees must be well-equipped to manage
multiple tasks, and complete work efficiently,
correctly and with a minimum of stress, despite
being pulled in many directions.

Dynamic Decision-Making -

Effective problem solving requires the use
of both creativity and logic. Workers with
solid problem-solving skills are strategic
thinkers that also can objectively interpret
information. They can keep a cool head
under duress and act thoughtfully when a
solution is needed.

Organization - Possessing the self-

discipline to effectively gather data, conduct research and keep tasks on-schedule
are important traits for any leader. Gaining
these skills can help job candidates be better managers and contributors, and more
efficient and productive in their roles.

Pro tip: To create more compelling job
offers, analyze your ideal hire's needs and
customize benefits for each candidate. For
example, Starbucks provides health insurance for employees working about 20 or
more hours weekly, but also college tuition
for candidates that are college-bound.
Likewise, health and wellness provider
NutraClick offers workers healthy snacks and
access to life coaches, fitness trainers, and
nutritionists to attract employees who fit its
cultural values. Many consumer technology
leaders are following suit, and shifting away
from demanding that employees be chained
to a desk during daytime hours to operating
models which emphasize teleworking opportunities and flexible schedules.

If a top performer
desires to part ways with
your business, by all
means, make an offer to
retain them - but don't
be afraid to let them go.

Finally, remember that top performers often come and go as part of the
normal employment cycle because they
are eager to take on new challenges and
acquire skills in other areas and industries. If a top performer desires to part
ways with your business, by all means,
make an offer to retain them - but
don't be afraid to let them go. These
same workers may return to your company at a later date, wiser, more experienced and armed with greater insights
to help you succeed.
Essentially, finding more ways to work
with peak performers - not just have them
work for you - is the secret to attracting
and retaining top tech talent. The more
you can create win-win opportunities for
everyone, the happier and more successful
both you and they will be.
Scott Steinberg is the author of Millennial
Marketing: Bridging the Generation Gap.
His website is AKeynoteSpeaker.com.
I T I S I N N O VAT I O N

Bagotaj/Getty Images

How to Recruit and Retain
Top Tech Talent


http://www.AKeynoteSpeaker.com

Table of Contents for the Digital Edition of i3 - July/August 2018

Contents
i3 - July/August 2018 - Cover1
i3 - July/August 2018 - Cover2
i3 - July/August 2018 - Contents
i3 - July/August 2018 - 2
i3 - July/August 2018 - 3
i3 - July/August 2018 - 4
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