Want Successful Tech Talent? Make Sure They Match Your Organizational Values
The Tech Industry is in a State of Change
You know how it is — a new innovation comes along and changes the way that people and businesses do anything from communicating in work environments to ordering groceries for our families. These changes seemingly redirect the way we live and do work in ways that no one expected or saw coming.
More and more businesses are replacing the productivity tools that companies used for decades with SaaS solutions that are easier to implement, manage, scale, and even afford, thanks to monthly fees that have replaced costly enterprise contracts.
These changes aren’t just happening within the tech industry and technology itself, however. Industries like healthcare, travel, entertainment, and countless others are investing in their own technology — leaving the tech giants of the world behind in favor of their own development teams that they can mold and point toward their own goals.
Despite These Changes, Two Things Remain Constant
The first is the need for qualified tech talent. These positions are required for organizations to succeed in their technology goals — from implementing and managing new SaaS platforms and ensuring their companies are safe from the breaches that pervade the industry to developing and launching new B2B and B2C products.
The second constant in this scenario is the fact that the tech industry is overwhelmingly crowded. Never before has there been so great a demand with so little supply. It’s so competitive in fact, that according to LinkedIn, the tech sector has the highest turnover rate of any other industry — 13.2 percent.
These constants create a challenge for companies looking to fill tech roles. The demand is there, meaning that someone you hire could potentially (and easily) leave your company for another opportunity at any time. And because the demand is so high and supply is so low, that means your competitors are willing to compete for talent. If one company is willing to provide a compensation package that you can’t match, you may be out of luck.
(But don’t worry — compensation isn’t everything. Candidates that leave their position with your company for a slight bump or even a more moderate increase probably weren’t the right fit for you anyway.)
In a time when talent is looking for the best opportunity, how can tech companies identify and attract talent that helps them maintain their competitiveness? Just as important, how can tech companies retain that talent longer than the industry average of just one year?
Discover Your Organization’s DNA to Attract and Retain Tech Talent
Download our free eBook on what organizational DNA is, why it matters, and how to determine your own for hiring success.
Focus on Your Organizational Values to Find and Keep Talent
Organizational values are the attributes that define who your company is, what it believes, and why it does what it does each and every day. Remember that your company is made up of people. Despite the products you make, the services you offer, and so on, your company is still comprised of people. They’re the ones that build the products and provide the services. They’re also the ones that collectively create your culture.
Sure, not all of your employees will share every single trait or quality, but those that exist across all of your team members — and particularly in your top performers — are the traits that comprise your organizational values. These are the attributes that you must look for in candidates applying for all of your positions, not just your tech roles. Without those organizational values, those candidates will not succeed, regardless of their experience.
If you’re curious about what organizational values might look like, we’ll be covering some examples in upcoming posts soon. But, why wait to find out?
Download our new eBook on discovering your organizational DNA. In it, you’ll find specific examples of business values that all of your candidates and employees should model in their roles. We’ve also provided best practices and recommendations on how you can analyze your top performers to determine your DNA and share it with current employees.