Strategically developing a company for growth in today’s fast-changing markets is certainly no easy feat. Structuring the right digital approach is essential to maintain an efficient internal framework of operations and to provide high-end solutions to users, and so acquiring the right talent to fulfil company objectives becomes vital.
With areas of Blockchain and Big Data becoming increasingly implemented in the functions of organisations, and now forecasted to grow exponentially on Maltese shores, local companies must identify the areas of expertise needed to move forward and innovate. Banks and financial institutions in Malta might be considering the acquisition of talent in Tech to act as the spring in their step to develop greater digital growth. However, Tech professionals working in areas of A.I. and Blockchain occupy a niche pool of talent, of which there is high demand for. The availability of such professionals is already problematic, and those who are available are challenging to financially maintain, should they be recruited. Sourcing specialised talent is becoming more difficult in a fluctuating digital landscape which is seeing the implementation of evolving technologies to form new data analysis techniques for companies to learn and execute for innovation.
‘Sourcing specialised talent is becoming more difficult in a fluctuating digital landscape which is seeing the implementation of evolving technologies’
What companies must first understand however, is that as a result of digital innovation, working practices are evolving through advances in technology, and so this also means that workplace culture is too, moving towards a culture of innovation. What does this mean for attracting talent, then?
‘Companies need to keep in touch with the trending working lifestyles of the talent they are trying to attract’
In simple terms, companies need to keep in touch with the trending working lifestyles of the talent they are trying to attract. Working methods differ according to the individual, and one thing to keep in mind is the growing population of freelance workers, particularly in areas of Tech. Forming part of the evolving gig economy, these individuals migrate from one full time role to another, taking on short-term projects which contribute to companies on a variety of levels. This working culture is being practiced more extensively by Millennials who desire more flexibility in their working hours, and wish to move from one job to the next in an effort to always have something new to bring to the table for a variety of companies in multiple industries.
As this segment of the working population is on the rise, these individuals are expected to possess a rich portfolio of work which stands out from their fellow full-time peers. Moving from industry to industry, these professionals look towards the bigger picture whilst taking great pride in their work, playing a part in the development of various companies in diverse sectors.
‘As companies out-source different tech-related work to different freelance professionals specialising in different areas, they are sustaining the development of these gig workers.'
Getting in touch with such individuals for short-term recruitment is thus a practical and cost efficient way of acquiring specialised talent to fulfil company objectives. This allows both the company and gig worker the opportunity to grow a great working relationship with one another. The practicality of out-sourcing work to talented individuals is beneficial to both parties, as the company is diversifying its working culture whilst the gig worker is playing a vital role in the growth of organisation, adding to their work experience and enriching their portfolio.
‘Embracing the evolving working practices of our day means taking into consideration that great talent is changing the way they work.’
Additionally, as companies out-source different tech-related work to different freelance professionals specialising in different areas, they are sustaining the development of these gig workers. This certainly does not imply that companies should not make use of their in-house expertise - valuable employees should be noted for their merit. Rather, upon identifying a skills gap, companies need not solely seek professionals for full-time recruitment.
‘The next step for a company is to tune into the ways of working of the gig economy in order to achieve the fruition of this segment of talent who are capable of taking a company to greater heights in the digital age.’
Talent is now available on-demand. The accessibility of professionals in Tech is becoming more straightforward as the increasing options of short-term, project-based contracts means that companies can recruit talent for specific jobs. Embracing the evolving working practices of our day means taking into consideration that great talent is changing the way they work. The next step for a company is to tune into the ways of working of the gig economy in order to achieve the fruition of this segment of talent who are capable of taking a company to greater heights in the digital age.
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