Hiring talent is not easy — technical talent Even more so.according to Gartner research, which is one of the main reasons why many companies struggle to adopt emerging technologies and stay competitive. They simply can’t find quality talent.
This labor shortage is due, at least in part, to the tight talent market in recent years. But the barriers to finding talent also relate to the technology itself.
ahead of its time
The rapid pace of digital change means that what employees learn today may be obsolete tomorrow, or technology may be updated to new versions and languages, and the ability to teach It is a skill that is valued above all else.
Take for example a student who is currently learning to code. The person may be learning a version of the language that will be outdated by the time they graduate from the course. Education teams need to strategically update course content. We know that newer versions of the language have undiscovered bugs, so we need to ensure that version is applicable for learning the latest iterations.
However, finding talent can still be difficult. New digital options appear almost daily. Employees are often responsible for finding creative and strategic ways to apply technology to keep the company doing what it is good at.
always work in a state of learning
Employers obviously want to hire based on the skills needed for the role, but soft skills in technology are just as important. Candidates must demonstrate the ability to think critically in order to remain successful in the technology field.
They must demonstrate the ability and willingness to seek solutions to problems that are not yet foreseeable and to seek out opportunities where they can continually hone their skills. In other words, teachability is an important skill for tech recruits.
ability to be taught
Teachability is essentially the ability to learn quickly, enabling people to remain agile and flexible in an ever-changing business environment. Teachability helps people stay ahead of the curve and innovate continuously, which inevitably gives employers a competitive edge in the market.
It also helps new hires apply constructive criticism, admit their mistakes, ask clarifying questions, and seek guidance when needed. Without technical soft skills, the interview process becomes more important as even a promising new hire can quickly start to stagnate.
Identify Teachability of Candidates
Determining how to assess soft skills in an interview is easier said than done, because soft skills in the tech industry, or any other industry, are typically not as measurable or quantifiable as other skills.
Consider teachability, problem-solving ability, or rapid learning ability. You don’t usually get the same direct causal results as coding, programming, or regression analysis. As a result, companies must combine different strategies to determine the best talent for a particular role.
Keep in mind the appropriate evaluation
Pre-employment assessments can definitely help by providing companies with insight into whether a candidate has the soft skills, disposition, and personality traits needed to be successful and contribute to a team.
Evaluation is also a way to eliminate some of the trial-and-error and inherent biases that can arise during the interview process. With a little research, you can find out more about your hiring potential, determine if you have Willingness to learn and grow professionally.
Reveal evidence of rapid learning ability
As with most things in the selection and interview process, pre-employment reviews can tell you a lot about talent, but they don’t tell you everything. It is also important to seek anecdotal evidence of how the candidate has utilized soft skills such as teachability in previous positions.
Employers want specifics, so it’s important to be specific about learning a new skill in your interview questions. The goal here is to leave little room for confusion.
Gauge a Candidate’s Genuine Interest
Beyond job examples, employers can also ask candidates what news they keep up with or what soft skills they’ve recently added to their arsenal. These are also very useful in measuring a person’s willingness to learn.
If a candidate isn’t interested in what’s going on in the field, they may not be able to teach as much as their resume and answers to other interview questions suggest.
Support for teachability in technology
Providing professional development opportunities is the most obvious and effective way to develop teaching skills, but not all companies meet the standards demanded by today’s rapidly changing world.
a Global Impact Report of Talent Transformation Only 45% of employees revealed they were “completely or very satisfied” with the L&D programs available in their field. Meanwhile, 80% of companies believe their programs are at least moderately successful. The solution is to allocate more time and money and encourage people to take advantage of learning and development.
Encourage top talent
In addition, leaders should take a critical look at company promotions and promotions. development process Reward and recognize employees who go above and beyond in improving their skills.
Ultimately, retaining high-quality talent requires professionalism, especially given that 44% of companies in the same report said employee turnover is a hindrance to achieving their goals. Improvements in competence in the field should be properly recognized and evaluated.
Making the Right Choices in Talent and Talent Development
When hiring new talent in technology, you need growth-oriented talent. It also requires a teachable attitude to keep learning with rapidly advancing technology. Only finding people who can teach first part Become part of the larger hiring equation.
For the rest, companies often need to think differently about where to source their talent and engage in on-the-ground talent professional development that benefits employee and company growth. Recruiting for and cultivating teachability can bring your company into the modern age, support the adoption of new technologies, and (most importantly) make you more competitive.