Laurie Chamberlin, director of North American recruitment solutions at LHH, a provider of embedded skills tracking solutions.
The biggest tech companies, such as Google, Amazon, Microsoft and Meta, are streamlining their workforces. In many cases, the rationale for those discounts is the same: those organizations massively and temporarily contracted the Covid-19 pandemic to meet demand, and will now have to downsize to adapt to the current climate. Since the beginning of 2023, more than 190,000 highly professional generation employees have re-entered the workforce.
For employers outside the generation sector, there is now an invaluable opportunity to fill critical skills gaps in their workforce by leveraging this pool of applicants for meaningful work. Technologists are key team members in almost every industry, including healthcare, hospitality, procurement and sourcing chain, financing, and even utilities. In particular, as organizations step up their efforts to digitize and incorporate AI into their workflows, former tech employees can bring the skills and experience needed to drive innovation and cope with the current moment. .
As a non-tech company, it intends to take advantage of this opportunity to grow its workforce and identify a pool of tech talent. This could arguably be the key to future-proofing your business and staying competitive while economic uncertainty persists.
Whether an organization specializes in knowledge analytics, healthcare, or banking, the ability to utilize generation well becomes a necessity. Business leaders are already working at full speed to use software and artificial intelligence as teams to meet their business needs. For example, in recruitment, I’ve noticed how HR leadersare looking at strategies to leverage knowledge tracked by AI to see how companies can cope with evolving skills challenges.
Companies that are at the forefront of innovation are taking notice and hiring tech-savvy talent. Companies that need to remain competitive can no longer be left behind with their generation infrastructure. However, many organizations are struggling to fill this skills gap, which is, first and foremost, largely underestimated. Since generation-related positions in the U. S. are expected to be held in the U. S. If the U. S. is growing twice as fast as overall employment, being proactive and hiring technical skills can help business leaders reach their productivity goals.
Despite lingering concerns about layoffs, the tech skills festival persists. Recently laid off tech staff don’t stay unemployed for long, especially when they find new roles outside the industry. The unemployment rate for tech professionals remains remarkably low, and those employees have shown increased interest in applying for jobs in sectors such as hospitality and health care. Based on this, organizations want to act temporarily and propose competitive offers to attract highly professional technological personnel.
If you’re hiring workers leaving the classic tech sector, there are several tactics to position yourself as the employer of choice.
First, it’s to motivate confidence in the suitability of your business. In the face of mass layoffs in the tech sector, its prospective employees crave stability and security. Transparency is key, so blatantly communicate about existing expansion plans and business goals. A clear vision for the long term can help alleviate the concerns of generation candidates about longevity.
Current staff (in all functions) also place a top priority on flexibility. At LHH, our report “Risks and Opportunities in Workforce Dynamics” highlighted how other people need their lives as brokers, adding the ability to work flexibly and expand their skills and careers. In fact, 49% of employees cited the characteristics of flexible paints as an important reason for keeping their current position. Offering flexible paint configurations can help you meet the changing expectations of new technological skills and ensure greater retention.
Finally, as burnout persists, staff are looking for organizations that prioritize wellness, especially after challenging downsizing events. As a long-term employer, it is very important to recognize the demanding situations of transitioning to a new role and sector. You want to provide comprehensive help and resources during the onboarding process so that your new employees can thrive in their roles. By prioritizing painter wellness, fostering a supportive work culture, and implementing methods to avoid burnout, be well placed to attract technology professionals seeking a healthier, more fulfilling art environment.
As tech corporations streamline their workforce, organizations outside the industry have a unique opportunity to tap into this pool of highly professional workers. The technological revolution is imminent and everyone will have to adapt and embrace this transformative dynamic. Technology workers and organizations across all sectors can improve their generation infrastructure, drive innovation, and remain competitive.
To attract and retain the most sensible tech skills, corporations will need to proactively recruit those skills, offer competitive offerings, and meet changing employee needs such as flexibility and a supportive culture. With this skills strategy, business leaders can be more confident in their abilities to future-proof their business.
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