Saturday, September 24, 2022
Published 2 Years Ago on Thursday, Dec 10 2020 By Mounir Jamil
The challenges brought on by COVID-19 have prompted businesses to realize the importance of having the right tech team on board and thinking outside the box when it comes to tech recruitment post-pandemic.
The rapid demand for tech ensued by the pandemic required candidates to have strong remote work skills. More precisely, people with cloud-based skills proficient in deploying systems such as Azure, AWS, and Oracle among others.
The pandemic changed the way we do most things, introducing new modes of behavior. Take work from home as an example; several gaps and vulnerabilities where noticed when comparing work from home to being in the office – namely communication issues, cybersecurity, and digitization.
When it comes to tech recruitment post pandemic, organizations need candidates that can ensure employees are working smoothly in a secure environment while quickly deploying new systems.
Data analysts and scientists also witnessed a rise in demand as they proved to be a central agent for governments and health services in crunching COVID-19 case numbers for predictive analysis. They saw private sector demand with businesses seeking to understand change in their risk profiles.
With the pandemic entering its endemic phase, companies are thinking more about their digital and tech talent strategies. We highlight some fundamental tech recruitment strategies post-pandemic.
Given tech’s constantly changing landscape, technologies that are currently working for business aren’t guaranteed to continue working in the future, that is why it is imperative to plan ahead.
Some critical areas to focus on while thinking about futureproofing technologies are cybersecurity measures, scalability – both upward and downward scalability of operations, ability to adapt to evolving trends and streamlining operations.
The start of the pandemic pressured companies to set up remote work and digitize operations. Right now, most enterprises understand that COVID-19 might be around for a while and are implementing a proactive future-focused approach rather than a reactive one.
For many, digital transformation programs were already in place prior to the pandemic, COVID-19 helped organizations identify new priorities based on evolving employee and customer needs. Some saw room for improvement by integrating tools used to engage and facilitate customer relationships (virtual shop windows, websites, applications).
Forward-looking businesses are using a planned approach that identifies the program of work and tech recruitments needed to enable digital change and transformation. Given their agile or semi-agile modes of apparatus they are in search for skills that foster change and software developers that can build and develop the applications they need.
To be successful in such a highly competitive market, business tech recruitment processes have to evolve quickly. Several companies deployed a video platform to expedite the process, however, adoption was generally poor.
Forward thinking companies move in an agile way, being early advocates of change. They are the ones familiar with new tech and they push for it. The pandemic brought forward cultural change in non-native digital organizations as well.
Human Resources teams need to step up their game. As hiring options expand beyond geographical boundaries, HRs can tap into a much wider pool of talent.
When tech workers attempt to integrate new systems in an organization, the process of change is rather stagnant as other employees won’t adapt quickly. The pandemic has forced us to rapidly adopt new technologies and has changed the way we use and understand tech.
This change has catalyzed organizations from working in an office to a fully remote environment. Many teams demonstrated their ability to adapt, making them more prepared and open-minded to new systems in the future.
Organizations are eyeing hybrid solutions where employees will work both from home and in the office. From a strategic standpoint, they must make sure they are in a safe position that enables them to continue operating and thriving.
This hybrid move is pushing down on the pedal of digital transformation, which will add to the requirements for proper tech recruitment. Legacy skillsets will need to be retrained so candidates have the skills required in the new world.
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