Hiring The Right Tech Talent

Chief Information Officer for WalkMe

In the face of widespread layoffs by tech giants throughout the industry, Singapore remains resolute in its commitment to invest in local tech talents. Surprisingly, it is not only the tech companies that are driving this demand, but also sectors such as financial services, hospitality, and retail, recognizing the necessity of incorporating digital solutions into their daily operations. As businesses increasingly undergo digital transformations, the demand for tech talents continues to rise. The Digital Adoption Platform Software Market, for instance, is projected to experience a remarkable compound annual growth rate (CAGR) of 15.5 per cent by 2027. 

CIO World Asia Spoke speaks with Uzi Dvir, Chief Information Officer,  of WalkMe on the landscape of hiring in the tech industry.

The Rampant Hiring and Bloating of Tech Companies

The global lockdowns imposed during the peak of the pandemic has forced businesses and customers alike to migrate to digital platforms. This sudden surge in digital demand placed immense pressure on tech companies to expand their workforce to meet the needs of their clients effectively.

Singapore, in particular, experienced a substantial increase in job postings for data mining analysts and cybersecurity professionals, as revealed by a Randstad report. Between 2020 and 2021, the number of these job openings nearly doubled, indicating the growing significance of these roles in the evolving digital landscape. Furthermore, the demand for chief information officers (CIOs) also witnessed a significant rise, with positions increasing by 65 per cent, soaring from 541 to 892 during the same period.

As the world slowly transitions towards a post-pandemic normalization phase, tech companies find themselves faced saddled with the additional challenges of inflationary pressures. Consequently, these companies are now re-evaluating their IT investments and workforce to ensure optimal efficiency and productivity.

Amid the mounting pressure to achieve more with limited resources, organizations must prioritize the implementation of effective digital adoption strategies. Such strategies not only facilitate a shift in management approaches but also foster employee collaboration, thus preventing burnout among senior staff. While implementing a well-designed digital adoption strategy may initially appear challenging, leveraging the right technologies that empower users in decision-making can prove to be a game changer. These technologies enable the creation of smarter employees who can significantly contribute value to the business.

The Rising Demand for Digital Adoption Platform (DAP) Careers

The Randstad report not only highlights the surge in tech-related job postings but also sheds light on the specific skills that are currently in high demand in Singapore. Proficiency in middleware, web analytics, and quality assurance has become increasingly sought-after as organizations strive to keep pace with the evolving digital landscape. Moreover, mastery of programming languages like SQL, Python, and Java is highly preferable as tech companies prioritize innovation and the development of new business applications. This trend is primarily driven by the widespread adoption of digital products and services in economic sectors such as manufacturing, healthcare, and retail.

As the drive for modernization continues to intensify, organizations must proactively equip their employees with the necessary skills and capabilities to leverage new technologies and accelerate innovation. Upskilling and reskilling programs play a vital role in bridging the skills gap and enabling employees to effectively utilize these technologies within their respective functions. When designing such programs, companies must carefully consider the needs of their employees to ensure that their existing routines and responsibilities are not hindered.

Digital Adoption Platform (DAP) professionals play a crucial role in organizations aiming to optimize their technology investments while minimizing digital friction arising from new technologies. These experts possess the expertise to navigate and implement digital adoption strategies, ensuring seamless integration and utilization of new technologies within the organization. By leveraging the skills and knowledge of DAP professionals, organizations can maximize their technology investments and drive digital transformation successfully.

The Impact of a Skilled Digital Workforce on Strengthening Business Digital Solutions

When it comes to selecting the right tech talent in the tech industry, prioritizing the appropriate skill sets should be the primary consideration. Hiring managers should shift their focus from job titles to assess candidates based on their achievements and prior experience. After all, job titles alone do not provide an accurate depiction of an individual’s work scope.

For instance, an individual may be a business analyst in title but he or she may not utilize data to evaluate project outcomes and feasibility although your organization calls for such a skillset. Conversely, user experience positions demand individuals who possess a deep understanding of customer needs and can translate them into features and services that optimize user retention.

However, the process of cultivating talent does not end once an employee is on boarded. Companies need to acknowledge that new hires do not enter the workforce as finished products, fully equipped with all the necessary skills to hit the ground running from day one.

Therefore, organizations need to establish formal training programmes and rely on technology, particularly easily adaptable software solutions, to enhance productivity right from the start. By leveraging user-friendly software tools, companies can accelerate productivity and bridge any skill gaps, ensuring efficient utilization of available resources.

Recognising the difference between upskilling and reskilling is key to staying competitive.

What’s the difference between upskilling and reskilling? Plenty, it seems and it comes to discussing it is important to establish a clear distinction between these terms that are frequently used interchangeably in the tech industry.

Upskilling primarily involves acquiring advanced skills that are essential for one’s current occupation. This can be achieved through various methods such as training sessions, on-the-job training, or even technology platforms like digital adoption tools that guide employees through complex workflows.

In contrast, reskilling focuses on acquiring relevant skills necessary for transitioning into new occupations, whether within the same sector or in entirely different industries. It offers individuals an opportunity to adapt to evolving job market demands and explore new avenues for professional growth.

For jobseekers, they can tap on a range of programs and initiatives to enhance their skill. One such initiative is the mid-career pathway program, which enables workers to learn alongside industry-leading organizations, gaining valuable experience and relevant skills. Engaging in such programs not only prepares individuals for future careers but also expands their professional network, opening doors to new opportunities.

Another noteworthy example is the career conversion program (CCP), designed to facilitate skill conversion for sectors or occupations that offer greater prospects for progression. This initiative proves beneficial for organizations as well, as it broadens the pool of candidates from which they can choose, bringing in individuals with diverse backgrounds and skill sets.

By recognizing the distinction between upskilling and reskilling and exploring these initiatives, job seekers can proactively navigate the dynamic job market, stay competitive, and position themselves for success in their chosen fields.