How to Attract and Retain Top Technology Talent LinkedIn

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1 Provide learning opportunities that help careers take off. 2 Make work meaningful, 3 Develop a culture that advances employees from within. 4 Employ managers committed to helping employees grow. Interview How LinkedIn retains its top tech talent. Conclusion, Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 2. It s as simple as 1s and 0s,Why yes if you re Mark Zuckerberg But for the. majority of us in the world of tech competition, Attracting and for top talent is fierce In fact IT pros receive. twice as many LinkedIn InMails versus the, retaining the best average LinkedIn member and software.
engineers get more than two and a half,tech talent times as many. As a technology leader in one of the most,competitive job markets it s your responsibility. to hire retain grow and lead the most epic,team possible Technology talent is driving. innovation and business transformation in the,21st century making your leadership role all. the more important,So how do you attract the best tech talent.
And get them to stick around Well we studied,IT pros say they. that exact issue uncovering insights from,your peers in the LinkedIn tech community. receive 32 job, Here s what you need to know about attracting solicitations each. the best tech talent and keeping them from week winning. aborting mission Career Builder,101101000111010010101011010110100011. Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 3. Two words career opportunity, It s the key to attracting and retaining top tech talent.
LinkedIn research found that the main reason a person leaves an organization and the main. reason someone joins an organization are the same career opportunity. Why they left Why they joined, Concern for career advancement Hope for career opportunity. Top reasons people left their old job global average Top reasons people joined their new job global average. I was concerned about the lack of Stronger career path. opportunities for advancement 45 more opportunity 59. I was unsatisfied with the leadership, of senior management 41 Better compensation benefits 54. I was unsatisfied with the The work sounded,work environment culture 36 more challenging 47. I wanted more Better fit for my,challenging work 36 skills and interests 47. I was unsatisfied with the, compensation benefits 34 More ability to make an impact 42.
I was unsatisfied with the rewards I believed in the. recognition for my contributions 32 company s overall 39. Source LinkedIn Job Switchers Report, Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 4. Compensation and benefits are no longer More than two thirds. the holygrail as job candidates decide of millennials believe. whether to join an organization or leave a job it s the manager s job. Opportunity to develop a career is clearly the to provide development. most important factor opportunities 1,As a technology leader it s in your best interest. to provide your tribe with career growth,So how do you do this We ll walk you through. five key ways to show you care about your,employees careers As an added bonus we. interviewed the former head of IT here at,LinkedIn to get his inside scoop.
Deloitte University Press Becoming irresistible A new model for. employee engagement, Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 5. 1 Provide learning,opportunities that,help careers take off. Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 6. 1 Provide learning opportunities,that help careers take off. As a technology leader who wants to retain talent a good place. for you to start is providing learning that inspires and engages By. investing in each employee s development you re helping them get. closer to achieving career goals That s a good thing as 78 percent. of employees say they would remain longer with an employer that. provided a clear career path 1 Employees who don t believe they can achieve. their career goals with a current employer are, Tips for providing learning opportunities to your tech team 12 times more likely to consider leaving. Provide opportunity for hands on experience outside of. the day to day With new employees the number skyrockets to. Offer on demand training resources that support about 30 times more likely 2. ongoing development, Be transparent about organizational challenges and direction.
Invite questions and suggestions on these issues, Coach with clear and constructive feedback during meetings. and regular one on one conversations, When planning work ask employees to identify how they can. Find out how the head of,contribute and what they want to learn. LinkedIn IT kept employees,inspired and engaged, Mercer One in Three Employees Claim To Have A Job Rather Than A Career New Mercer Survey Finds. Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 7. meaningful, Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 8.
2 Make work,meaningful,Purpose driven,Employees who understand their purpose and. contribution to a company s mission are more employees. committed Passionate work brings clarity drive and. happiness If work is meaningful they ll be more likely. to stick with it which means your tech team is more. likely to be successful,6 in 10 millennials cite a sense. of purpose as the reason they,longer tentures,chose to work for their current. employers 2,Inspire employees with a vision set challenging. goals and articulate a clear purpose Don t rely, solely on incentives like bonuses stock options or more likely to be in.
raises to engage employees In today s workplace leadership positions. your employees want more than a fancy title and,competitive paycheck They want work that brings. purpose and meaning, But not everyone experiences the joy of meaningful. more likely to give a thumbs,Mission driven companies up to their employer. work According to State of the American Workplace have 30 higher levels of. an annual report from Gallup only 30 percent of innovation and 40 higher levels. workers in the U S are engaged in their work This, means 70 percent are either not engaged or actively. disengaged Yikes,of retention 3,higher levels of fulfillment.
Carol Cone on Purpose Is Purpose Just Another Buzzword for Our Workplace. Deloitte Millennial Survey 2015, Deloitte University Press Becoming irresistible A new model for employee engagement. 101101000111010010101011010110, Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 9. Quick tips for creating a meaningful workplace, Give employees decision making power and we re not just talking. about picking which Star Wars accent lamp suits them best although. they are really cool, Help employees create a clear career development path and don t be shy. about chatting often with them about career goals Check out this 5 minute. video Developing career paths for employees straight from our leadership. expert Todd Dewett, Build a community one that is supportive yet values challenge.
A little competition can be a good motivator Internal hackathons are a. great way to build community and foster innovation. Create a connection between effort and reward to celebrate bigwins For. example if a software migration is completed on time with little change. management recognize the talent involved in making the project a success. Throw a pizza party because c mon Pizza, Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 10. 3 Develop a culture that,advances employees from,within It s a win win. Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 11. 3 Develop a culture that advances,employees from within It s a win win. By adopting a team culture that values advancing,employees from within you ll be a superstar to. employees and your organization,A promote from within culture supports career.
opportunity for employees leading to higher,engagement and retention and also helps keep an. organization s leadership pipeline filled with strong. internal candidates It s a win win,Plus it s ridiculously hard to fill technology. IT is a top job function,and engineering positions So why not grow. that Hiring Managers are looking to hire for,competitive candidates from within. Congrats you guys are a hot commodity, Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 12.
To grow competitive candidates who are eligible,to promote you need a way to help them develop. in demand skills That s where learning programs,come into play 71. of Hiring Managers, An effective learning program empowers say it s difficult to find. employees to gain competitive hard and soft the right soft skills of Hiring Managers say it s. skills With a learning program in place it just got a in IT candidates difficult to find the right. whole lot easier to build the most epic technology. technical hard skills,team possible,in IT candidates. Virtual Ownership taking initiative is the 1 soft skill Hiring Managers. high five are looking for in IT professionals but it s challenging to find. Place hand here, 72 of Hiring Managers trying to hire IT professionals agree.
that The lack of soft skills among candidates is limiting my. organization s productivity 1,LinkedIn Hiring Managers survey 2016. Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 13. It s expensive and time consuming,to recruit external candidates. Save yourself time and money by hiring from within. The average amount,U S companies,spend to fill an,The average time. it takes to fill,an open position,open position, Bersin by Deloitte Talent Acquisition Factbook 2015. Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 14. On the flip side, You may be thinking to yourself wait if I m promoting from within this means.
the junior level positions need to be backfilled which also can be a challenge. Yes this is true However learning programs are a great way to build a pipeline. of junior level technology professionals as well as senior. How do we accomplish this at LinkedIn Through a kick butt internship. program designed to build and retain the best of the best. of interns are,offered full time,positions post,of these full. internship,time offers are,accepted 1, National Association of Colleges and Employers 2016 Internship and Co Op Survey. Intro 1 Opportunities 2 Meaning 3 Culture 4 Managers Interview Conclusion 15. average LinkedIn member and software engineers get more than two and a half times as many As a technology leader in one of the most competitive job markets it s your responsibility to hire retain grow and lead the most epic team possible Technology talent is driving innovation and business transformation in the

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