Today, every organisation is going through a transition phase. And leaders who take care of this are open to the idea that redefining their organisation’s culture is a must to stay to competitive. From large enterprises to fast-growing startups, digital transformation is a common theme.
The factors that lead them to embrace digital transformation may be different, but it tends to have a degree of urgency. As a result, to have a future-proof business, organisations look to onboard digital experts who can strategize next-gen products, stir code, and troubleshoot. In order to fix the talent crunch enterprises tend to focus more on the present and look for hefty certifications, high-end academic pedigree, or even years of experience. There is often less emphasis on hiring groomed freshers with relevant hands-on experience.
You can have a team of certified nerds, but the focus on employees’ accolades and credentials can scare off really good candidates from applying for open positions at your organisation. A recent Forrester survey states that “97% of 675 global digital transformation leaders struggled to find qualified talent”. 9 out of 10 tech giants are making AI their priority but more than half of them struggle to find the right talent to support that ambition. It is also reported that the cybersecurity industry is estimated to have 3.5 million unfilled cybersecurity positions by 2021.
Hiring Talent on Demand
A successful digital transformation strategy requires a flexible approach to talent recruitment. Bulk hiring of freshers from the best universities is no longer the only way to ensure a healthy talent pool. Freshers anyway have to go through a long and ‘not’ very engaging learning & development session before their first billed day. At times when technologies are short-lived, the time to billability remains a decisive factor and time taking and traditional campus recruitments will not allow you to deploy talent in time.
A perfect scenario would be to hire ‘trained freshers’ on-demand and straight away deploy them on projects from day one. This way organisations save the time and spent on uncertain campus placements, in-house l&d, and waiting for projects to deploy hires.
Next, many organizations prioritize candidates with experience in previous companies and job hopper are put into the ‘no’ category. But today, the Gen Z is job-hopping all of the time and is “the norm”. While vital factors like learning agility and adaptability towards technology, Gen Z becomes the favourite. Freshers and recent graduates trained on technologies seem to perform better than experienced professionals at digital workplaces.
Talent on Demand aims to train fresh engineering graduates with an opportunity to kick start their IT careers with 300+ recruiters. The program is designed to transform freshers into job-ready professionals. IIHT shortlists the bright minds from 3000+ engineering campuses through Launchpad, a series of online assessment tests that assess mathematical, analytical, and programming aptitude of students. This is followed by hands-on training on technologies so that they can learn & execute modern-day IT skills on industry-sized projects before they are ready to be deployed. Talent on Demand enables enterprises to have control over the quality, quantity, time and certainty of the skills they are hiring for.