The digital transformation 2.0 is here, we all know it.
Some refuse to embrace it, some live in denial, some might have already accepted it, while the recruiters have no choice but to understand how digital transformation has changed the nature of work, workplace and demands new age skills required for successful implementation of strategies.
In this rapid & well accepted transformation, it can be challenging for recruiters to identify, recruit and retain right talent at the same time. The rising demand is coupled with the shortage of talented candidates. To overcome this challenge you can look for new talent with proficiency in new age skills like Data Science, AI, Blockchain etc. or up skill existing workforce. To hire the right people for your digital transformation journey you must consider understanding the next gen job-roles and digital 2.0 skillset required for them.
This blog is to help recruiters- grumbling about not being able to identify the right talent but want to live up to hiring manager’s high expectations and help them get the best resources for the digital 2.0 team.
So, here are the two best ways to build effective digital 2.0 workforce.
Step-1 Be aware of digital 2.0 job roles & skills mapping
With the advent of Digital 2.0, it includes Digital technologies: Data Science, Artificial Intelligence, Machine Learning, Cloud, Big Data, Block-chain, Augmented Reality, and Robotics Process Automation.
Let’s understand them one by one with new-gen job roles & digital 2.0 skillset
1. Data Science– refers to obtaining the information from unstructured as well as structured data. It uses algorithms, statistical, mathematical concepts as well as scientific processes and methods for analyzing the voluminous data.
- Data science job roles: Data analyst, data scientist, data engineer, data science consultant, data architect, Data mining analyst, Data specialist, Machine leaning developer, solution architect, statistician, research scientist, database developer, database administrator.
- Data science skills: Data modeling, Data mining, Data warehouse, Data integration, Distributed architecture, Automating machine learning, Data visualization, Dashboard and BI, Data engineering, Deployment in production mode, Data analytics, MATLAB, Statistical, predictive modeling.
2. Artificial Intelligence: AI is the science of creating intelligent machines and computer programs that can be used to mimic human intelligence. Al is been used by many organizations to solve the complex business problems.
- AI Job-roles: AI developer, Deep learning developer, RPA developer, NLP developer, Neural network developer, AI engineer, Blockchain developer, AI/Ml developer, Deep learning architect, Algorithm specialist, Research scientist, BI developer, Business intelligence developer.
- Al Skills: ML, Dl, NLP, Blockchain, Neural networks, Statistical learning, Predictive analysis, pattern recognition, cluster analysis, Robotic, probabilistic methods: Bayesian network, Hidden MarKov Model, Kalman filter etc.
3. Machine Learning: Ml is the science that uses statistical techniques to analyze the data, learn from the data & to make future predictions depending upon its analysis.
- ML Job-roles: ML Developer, ML Specialist, ML Engineer, ML Expert, ML learning Researcher, Data analyst, Research scientist, Predictive Modeler, Data Science Engineer, Algorithm specialist.
- Machine Learning Skills: Supervised machine learning, Unsupervised machine learning, Reinforcement learning, Neural network, SVM/CRF/HMM, Anomaly detection, Programming skills: R or Python, Regress analysis, Data exploration, Expertise in handling TensorFlow/ Apache Mahout/Torch/ Accord.net
4. Big Data: It involves study and application of large & complex data set (structured, semi-structured and unstructured form). Big data helps to address business problems by providing trends, patterns, better insights for business to make strategic moves.
- Big data Job-roles: Big Data Developer, Big Data Analyst, Big Data Engineer, Big Data Architect, Hadoop Developer, BI Engineer, BI Architect, Database Administrator, Hadoop Engineer, Hadoop Architect.
- Big Data Skills: Docker, Flume, Hadoop, HDFS, Hive, Map Reduce, Oozie, Pig, Spark, Sqoop, Strong coding skills: Java, Python, and Perl, Shell scripting, Strong SQL and exposure to RDBMS platforms.
5. Cloud Computing: It refers to the delivery of computing services such as servers, storage, databases, networking, software, and analytics through a cloud services platform or internet.
- Cloud computing Job-roles: Application lead: AWS/Cloud/Azure, Cloud Technical Architect, AWS Developer, Microsoft Azure Developer, Cloud Computing Analyst, Functional Analyst, AWS Engineer, Cloud Data Architect, MuleSoft Architect, Security Architect.
- Cloud computing skills: AWS, Azure Machine Learning, DevOps, Linux, Puppet, Chef, VMware, Database language: SQL, MSSQL, MongoDB, Programming skills: Python, Java, Perl, .NET, Ruby, PHP
6. Information/ Cyber Security: It helps to protect organizational data, hardware, and software from online attacks or unauthorized sources.
- Information/CyberSecurity Job-roles: Security Engineer, Application Security Analyst, Information Security Expert, Information Security Specialist, Cyber Security Analyst, Cyber Security Specialist, Cyber Security Administrator, Data Security Engineer etc.
- Information/CyberSecurity Skills: DevSecOps, Strong understanding of operating system Linux, windows, TCP/IT, Coding skills: C, C++, PHP, Perl, Java, Python, Ruby, Security certification: CISSP & Comp TIA Security, Cloud Security, Fundamentals of IT and system administration, Threat intelligence, Vulnerability management.
Step-2 Build effective Digital 2.0 Workforce:
1. Understand recruitment needs to attract right talent: Many recruiters make the mistake of recruiting before clearly defining each role and skills required for the role. To avoid the risk of bad hires find out:
- The reason you are hiring for each role: Be clear with the reasons why are you hiring for each role, what each role is expected to accomplish and the responsibilities associated with it. This will help you to understand desirable & critical qualifications for the roles and write a better job description to attract job fit candidates.
- The next gen skills and traits: Once you know each job-role you are hiring for. Now it’s time to find out both must have and good to have next gen skills and traits of employees to match them to their job requirements. After knowing all the necessary skills, if you still have difficulty in deciding who it is exactly you should consider, you’ll know who not to consider.
- The right people you want to hire: When you seek good people and start posting an open position on your website or job portals. There is a possibility that you manage to attract active candidates and miss out significant audience: qualified people who are not looking for a job, but may be open to new opportunity. Be creative in tapping both types, try to know them as much as you can, know what do they do in their free time, what LinkedIn groups are they in? Also, make the most of your own connections and approach the desired candidates.
2. Build pipeline to find and engage new talent: Sourcing talent proactively is the skill of identifying, pipelining and engaging with potential candidates before having a position available within an organization. It is being used by most of the HR professional because it saves you from re-designing the hiring strategies for every role, reduces time-to-hire and leads you to hire quality candidates.
- Decide the type of pipeline: Try to prioritize the skills, business needs to recruit repeatedly and role that are difficult to hire for. It helps fill those role quickly, reduce time-to-hire as well as cost per hire.
- Give importance to quality over quantity: Before placing a candidate in to your pipeline, identify if the candidate is suitable for your organization. You may get many candidates with desired profiles but give priority to those who possess the right skills and are job fit.
- Form a partnership: To build a pipeline with the best candidates, consider the requirements of your hiring manager and try to work on the same page. Keep a record of everything you do to build a pipeline ex. Candidates contacted and responses. So that hiring managers can also keep a track of it.
- Stay in touch with your pipeline: Do not consider your pipeline as just a database. The more you communicate with them and keep them engaged the more they are likely to turn up for you in future. Keep the communication alive with the help of online communities, blogs, and videos or ask them their opinion on the same.
- Personalized text- Send them personalized messages on their work anniversary, on promotions or a simple birthday message will be helpful. But have a genuine reason before approaching them. This could be least proffered way by most of the recruiters but it can defiantly help you to form a good relation with your candidates
3. Evaluate digital 2.0 skills of your digital workforce: To hire and build your digital 2.0 workforce, it’s important to evaluate the candidates who have proficient knowledge in next gen skills like Analytics, Data Science, Artificial Intelligence, Machine Learning, Big Data, Cloud Computing, Information/CyberSecurity and Blockchain depending upon the job role.
If you want to hire the skilled workforce for your digital 2.0 team then assess them on following parameters.
- Technical skills
- Statistics or analytical skills
- Business acumen
- Communication skills
- Cognitive ability
To assess these competencies you need to select an appropriate pre-employment assessment. For every job role there should be the customized skill assessment tests based on your recruitment needs, preferences, and position within the company. It also gives you understanding of candidate’s level of technical and quantitative aptitude required to perform day-to day tasks.
Alternatives to skill assessments:
If the position for which you are hiring doesn’t have a skills assessment component. For example, to get an idea of how a coder will perform in a job. Then, an online job simulator will serve the purpose. This will help you to measure all key aspects of a job candidates and keep things interesting for the candidate at the same time. The intention here is to use these simulator which lets you dig in to candidate’s skills in ways that cannot be evaluated based on questions answer sessions, written tests and interviews without bias.
4. Ask your employer for internal resource up-skilling: If you are launching a digital transformation project and want the existing resources to work on the same, who are heavily engaged in the business instead of hiring new talent. Then, resource up skilling is the first important step you should consider while building your digital 2.0 workforce. Many corporate leader are also in a favor to update the knowledge and skills of their existing employees before launching a transformation project. Up skilling with the next gen skills helps employer to fill the gap between employee’s current skills and skills needed for a new project.
In order to create up skilling in your organization you can consider the following points.
- Identifying the right internal people: To build your Digital 2.0 team select the people with better understanding of the business. Because the chunk will be representing each aspects of the areas of technology and business that will get affected by transformation.
- Personal development plans: Encouraging resources to develop their up skilling program is key to the success of the up skilling training. That includes skills that they want to improve upon and
- Job specific up skilling: You can design job-specific training to enhance their current skills. ex, for the Data Science job-role you can offer training sessions to develop skills like Data modelling, Data mining, Data Warehouse, Data Engineering, Data Analytics and so on.