The digital landscape is rapidly evolving, how can you acquire talent with experience in an emerging technology?
Adaptability and flexibility
There’s no denying that technological advancements have altered the landscape of recruitment in recent years. Technology has also made it easier for recruiters to connect with the top talent all around the world, as well as introduced several new assessment techniques.
However, emerging technology inevitably produces its own set of problems that must be addressed. When new technologies are first introduced, the talent pool for candidates is bound to be limited. Only individuals involved in the development of new processes will have a thorough understanding of how they work and what they might be capable of in some circumstances. When it comes to new technology recruitment, these considerations will need a more flexible strategy.
Personality is more important than experience
It suffices to say that experience is rarely the deciding factor when it comes to selecting the best candidate for a position. A bad attitude or a lack of commitment may easily overshadow an employee’s experience, and what seemed like a safe bet could fail at the first hurdle. As a result, while personality has always been an important part of the recruitment process for new technology, it may need to be given much more importance.
Recruiters look for key core skills in their candidates in addition to experience. Time management, commitment, a willingness to learn new capabilities, and a will to succeed are examples of these qualities. Such capabilities may be more beneficial to a company in the long run than a thorough understanding of emerging technologies. Recruiters should also be comforted if a prospect can demonstrate their learning abilities by presenting evidence of prior research. This could provide the applicant a distinct advantage if it is tied to existing technologies.
Acquiring knowledge collectively
According to a 2016 Indeed survey, 86 percent of recruiters stated finding and hiring tech talent is difficult. According to research conducted in 2018, only 11% of UK firms predict a shortage of competent technology experts in the next 12 months. Even if you are an experienced applicant, it is nearly impossible to get into a new post and hit the ground running.
Every business operates in its own way, employing a variety of software and following its own set of processes and procedures. It’s a tall order to expect someone to come in and comprehend everything right away. In such cases, and especially when new technology is involved, a blank slate approach may be the best option. If technology is new and unproven, studying together could be extremely beneficial to the entire staff. And what benefits the staff improves the organisation. This shared experience could become a crucial component of new technology hiring.
Most new technologies are built on the shoulders of previous generations. As a result, it is rare for a newly constructed process to be fully self-contained, and some technological overlap with pre-existing systems is almost inevitable. Even though the new technology works in a different way and has different goals, having prior knowledge in that subject is certainly advantageous.
A candidate with technical expertise and critical thinking skills will be capable to apply their previous experience to new difficulties. Simultaneously, many of the technical abilities needed to master one subject are likely to be transferable to another. A candidate’s familiarity with standard digital tools and procedures could give them an advantage, as these are the types of talents that can be transferred to new technology research and development, for example. Those companies who accept new technology first will need to figure out how to use it to their advantage. Those with experience in similar processes are likely to be the greatest candidates to help build such technology.
The best fit
It’s perhaps unsurprising that when it comes to making that all-important hiring choice, we return to that elusive phenomenon known as personality. To put it another way, is the candidate a good fit for your company? We’ve already talked about an applicant’s commitment and eagerness to learn, but what about the individual as a person? Will they fit in with the current staff and provide value to the company?
Bringing the candidate into the workplace to meet future co-workers will improve the candidate experience significantly. It also enables recruiters to make a more accurate judgement of how well a potential employee might fit into the business culture. Most organisations utilise social media profiles to learn more about potential employees, and these sources can provide insight into their life outside of work. This, too, can play a role in determining whether an applicant is the proper fit for the job value to the company?
When it comes to new technology recruitment, employing all your resources will assist you in making the best decision. Whether your strategy to hiring for new technology involves recognising transferrable talents or assessing candidates’ personalities, Adeptis Group can assist you in locating qualified candidates. Our team has filled several positions in new technological areas by using our experience and adjusting our strategy.
Contact us today for additional information and assistance on recruitment for new technology.