Malaysian Investment Development Authority (Mida) reportedly helms dedicated initiatives and programs to encourage graduates by providing them with comprehensive skills and needs of IR4.0, especially in the Internet of Things (IoT), Industrial IoT (IIoT), robotics, AI, big data and cybersecurity. These initiatives do not shy away from establishing roadmaps for future talents to acquire a combination of technical and soft skills. Importantly these talents will be trained and seasoned to demonstrate flexibility and adaptability to start at junior levels and progress quickly with the right know-how and leadership. After that, it is all up to the fluidity of the job market to employ talents based on respective businesses and their competency matching measures.
Given the scarcity of existing tech talents, it should not come as a surprise for their demands and hyper-competitiveness for employers to ‘snatch’ these talents. Of course, there are effective hiring solutions to employ the right skills for your business; however, it is more complex than a fixed ‘how-to’ manual. Through the lens of a potential candidate, what are your expectations when it comes to job offers? Is money still a driving factor? Does job security mean staying in the same company for more than five years? All these questions are crucial and need to be deliberated by recruiters when mapping out talent acquisition strategies. One of the prominent factors for keeping your people is understanding that tech talents want to be in an environment with opportunities to try out new technology. Companies should walk their talk when it boils down to tech adoption and investment because it is pointless to look for tech talents if you do not make technology transformation one of the main verticals in your core business. In addition to this, it comes hand-in-hand with nurturing a conducive environment, with a thriving working culture rich with a diverse workforce and camaraderie.
Talent development is not far off when discussing tech talents. As earlier mentioned, Malaysia, amongst other countries, mapped out programs to cultivate a new breed of skills as well as reskill and upskill existing receptive and potential candidates to grow our talent pools. It is pertinent to ensure that career growth opportunities exist. Suppose organisations can offer skill development training to upskill employees internally and set up returnship programmes for those looking for a career change within the sector. In that case, employees will feel that they can grow. Alternatively, companies could tap into the gig economy pool to engage with experts on a freelance basis both locally and internationally.
Essentially, your organisations and technology must be compelling enough for tech talents in ways that benefit both parties. Another important takeaway is to focus your companies’ brand around its purpose bigger than profits. Share your conviction about your companies’ missions, especially on why what you do matters. This creates a sense of familiarity and, in a way, ‘humanising’ your business when our world is rapidly automated. Authenticity always speaks volume, and when your team succeed, the more likely they are to refer quality talent to join the team, too.
