Speaking at the Castille workshop titled 'Talent Acquisition in a Full Employment Economy’ at this year’s FHRD (Foundation for Human Resources Development) conference, Gilbert Galea, General Manager at Castille, discussed how with the advancements of technology we have today, we’re seeing the growth of automated tools and frameworks, which by all means, increases the productivity and reduces the barrier of entry, however, Mr. Galea asks, at the expense of what?
‘With the advancements of technology we have today, we’re seeing the growth of automated tools and frameworks.’
He goes on to explain that this would be at the expense of understanding and appreciating what is actually happening under the hood. This becomes very handy when one wants to customise that platform to their needs as well as when it comes to handling project management skills. Mr. Galea went on to mention how at Castille Labs, the team is doing fifteen to twenty software development interviews a week, and uses this technique to separate the wheat from the chaff, as he puts it. This is done in order to understand whether the candidate in front of them knows what is going on under the hood and to gauge how candidates react ones the blocks are removed.
‘Great people seek great careers, and therefore need to be provided great options.’
This is a chronic problem being seen all across the board. What is happening currently in the market is that organisations want to partner up with providers of talent who can first and foremost give access to great talent and support in the retention of that talent too. As a result, what can be seen in areas such as those of Blockchain, Artificial Intelligence and Machine Learning as well as Fintech, is an increase in the demand and pull of great talent. Fundamentally, Mr. Galea says that great people seek great careers, and therefore need to be provided great options.
On a separate note, Mr. Galea explained how today organisations are partnering up with providers of talent that can assist them in transforming their core. This is because the talent required to transform the core of a company is the same talent which there is a shortage in. This therefore shifts the perspective, as now organisations want that partnership to be a long-term one. In addition, organisations want this partnership to have any boundaries for knowledge transfer removed, with their partners being there when needed.
‘Today organisations are partnering up with providers of talent that can assist them in transforming their core.’
Moving on, Mr.Galea stated that only 16% of organisations said they have policies and procedures in place to handle the Gig workforce. Further to this, 38% of HR functions actually said that they are not even involved in the selection of the freelancers and contractors in their enterprises. This is indeed a reality, he went on to say, as it is usually the technical hiring managers who link directly with these freelancers. Moreover, only 29% said that they have a way to measure compliance to the individual contracts by freelancers. That being said, one can better understand what improved opportunities there are available here for companies to get access to this great talent in the Gig workforce and also being able to manage it.
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