According to the World Economic Forum, one billion people will need to be trained in new and evolving skills by 2030, and it will come as no surprise that much of this global demand consists of tech skills. The figures make for a daunting prospect – so much so that 62% of respondents to Nash Squared’s global Digital Leadership Report believe they will never have enough tech staff.  

Even the spate of job losses at global tech giants over the last twelve months has only had a marginal effect on the talent markets. That’s why companies must take the right steps to improve their talent pools, keep their best employees, and improve the skills of their overall workforce. 

The War for Talent 

Companies need to focus on developing a comprehensive talent strategy to fix the mismatch of supply and demand in the tech talent markets and attract and retain their top talent to successfully implement their digital roadmaps.  

Programs to consider include:  

• Improving new hire onboarding to create an impactful and memorable experience that sets a strong foundation and plays a crucial role in employee retention and engagement.   
• Developing internal talent pipelines by investing in developing and retaining current employees. 
• Creating a digital academy to address talent and skills gaps, build technical skills, and cultivate leadership and digital strategy capabilities, while fostering a culture of learning and innovation.   

Improving the New Hire Onboarding Experience 

By creating an impactful and memorable onboarding experience, companies can set a strong foundation for their employees, fostering a sense of belonging and commitment from day one. Treating every new hire as an individual with unique needs and experiences is vital.  

Develop personalized onboarding plans tailored to each employee’s role, background, and goals. This approach shows that you value their contributions and are invested in their professional growth from the start. 

Transform traditional orientation sessions into interactive and engaging experiences. Incorporate team-building activities, games, and quizzes to help new hires connect with their peers and understand the company culture. Consider inviting senior leaders to share their experiences and visions, further reinforcing the company’s values. 

Continuous Learning and Training 

Onboarding should not end after the first week or month. Continuously provide learning opportunities and training to help new hires grow in their roles. Offer access to online courses, workshops, and seminars that align with their career aspirations and the company’s objectives. 

Maintaining open lines of communication with new hires is crucial. Schedule regular check-ins to discuss progress, address concerns, and offer feedback. This two-way dialogue demonstrates that the company cares about its development and success. 

Recognize and celebrate key milestones in the new hire’s journey, such as the completion of the probationary period or the successful completion of a challenging project. Acknowledging achievements reinforces a positive onboarding experience and boosts employee morale. 

The Potential Impact of a Digital Academy 

Technology is constantly evolving, and companies must prioritize digital skilling programs to create, attract and retain talent to remain competitive in the market.  Creating a Digital Academy is a strategic investment in your organization’s future.  

By addressing talent and skills gaps, building technical expertise, cultivating leadership and digital strategy capabilities, and fostering a culture of learning and innovation, your company will be well-prepared to navigate the challenges and opportunities of the digital era. Empowering your employees with the tools they need to succeed not only enhances their professional growth but also drives the success of your organization.  

As you build a dynamic and future-ready workforce, your Digital Academy will serve as a beacon of progress and innovation, propelling your organization to new heights of success and prosperity. 

Building a Foundation for Employee Retention and Engagement 

Attracting and retaining digital talent is a key factor in driving business success in the digital era. By cultivating a positive employer brand, offering competitive compensation packages, embracing flexibility, investing in professional development, fostering innovation, providing cutting-edge technology, offering meaningful work, and prioritizing diversity and inclusion, businesses can create an attractive and compelling environment for digital professionals.  

Remember that nurturing and retaining talent is an ongoing process that requires dedication and genuine care for employees’ growth and well-being. With the right approach, your business can secure the digital talent needed to thrive in the dynamic digital landscape. 

In the next blog post in the series, we will explore the cybersecurity risks introduced by digital transformation.  

Need help creating or optimizing your talent development strategy? Reach out to us here. 

Part 1: Talent Strategies to Accelerate and Secure Digital Transformation .

Part 2: Harnessing Digital Transformation to Do More with Less.

Part 4: Cybersecurity Risks Caused by Digital Transformation.