Creating a Tech Talent Pipeline in Kerry
If you’re like most technology companies in Kerry and elsewhere, you probably have a fairly ad hoc approach to recruitment: A vacancy arises, you look at internal talent, post an ad, and then you start interviewing. Your need for new talent is growing all the time, however, so what if you could develop a system that gave you a bank of talent to tap into whenever you need to hire a developer?
It’s called a tech talent pipeline.
What are the benefits?
- Planning becomes easier when personnel are in place to meet goals and objectives.
- Productivity is enhanced, due to the smooth functioning facilitated by a consistent supply of talent.
- Gap-to-hire intervals are reduced because you don’t have to spend time investigating available talent each time a gap emerges.
- Hiring decisions are superior as a result of the time spent building relationships with possible candidates.
- Job candidates have a better experience because they get a feel for the company and the work involved before they join.
How do tech talent pipelines work?
Companies and even cities (New York City launched an initiative in 2011) can create a stream of critical talent by adopting the following measures:
- Gauging the tech talent needed to meet overall goals
- Calculating the shortfall between the talent available and the talent required to meet those goals
- Implementing strategies to nurture and attract the talent needed to address the shortfall
What talent will you need?
The first step on the route to securing a tech talent pipeline is to assess your company’s current and future needs. Don’t make the mistake of centring your plans on current realities and ignoring future possibilities. Consider what would happen to your progress toward those goals if a key player left the company.
What talent is available?
Examine your current talent inventory, both to determine what skills and competencies are needed to succeed in those roles and to identify which internal candidates could be developed for critical positions. By analysing promotion and churn rates within your company, you may discover that your approach to development needs to be reviewed. If few people are advancing within the company and more are leaving than expected, you are wasting your talent.
Here are some questions you should ask when assessing your current talent:
- What experience should candidates have before advancing to higher positions?
- What knowledge of the company should candidates have to move forward?
- What skills will they need to achieve your company’s goals?
- What personality traits prevent candidates from advancing even though they have the necessary experience, knowledge, and skills? Coaching can help candidates overcome such shortcomings.
How can you fill the gaps?
Once you’ve taken stock of your internal tech talent, you need to decide how to attract external talent to fill the gaps and meet your goals:
- Identify talent sources that have been successful in the past.
- Build relationships with local educational institutions, such as the Institute of Technology in Tralee (ITT). The ITT has developed strong contacts with both indigenous and multinational companies for recruitment purposes.
- Attend relevant conferences and join industry associations and social networks that fit well with the tech role profile required.
- Incentivise employees to refer suitable contacts for positions.
Tech Talent Pipeline Success
Building a tech talent pipeline is becoming more important and more challenging as competition for talent becomes more intense. To maximise your chances of success, two elements are vital:
- Senior management buy-In
- Alignment with the needs and corporate values of your organisation
If these are in place, you are in a good position to start building your tech talent pipeline in Kerry.