As the digital age continues to steadily evolve, companies across all industries are aligning their focus towards digital transformation and innovation to set themselves apart in today’s data-driven markets. The acquisition of top talent thus becomes an ever-growing concern, as leading organisations exceedingly strive to source, assess and recruit professionals with the right skillsets who can hit the ground running on the job.
The Challenges & Opportunities of the Digital Age
Consequently, professionals specialising in areas of Tech and Finance are now more than ever before being presented with greater opportunities for career progression, this as a result of the technological advancement of our time which is seeing Big Data and Blockchain technology becoming more infused into company operations. As these two sectors continue to merge, the results are extended branches of ever-evolving segments such as Fintech, Insurtech and Regtech, spheres which possess rapidly moving technological landscapes offering newly developed and exciting opportunities for Tech and Finance professionals in Malta.
However, as of present the job market supply is certainly not satisfying the growing demand for specialists with the required skills and experience to fulfil the roles available. Moreover, the skills gap is a reality which organisations continue to witness and struggle with - the sourcing of the right talent has become a hot-point of talk and focus, with work being done to attract the right people on a time-sensitive basis. Thus, companies attempt to structure the best employer branding strategies to lure in top talent through their front doors, yet in a time defined by digital innovation, the most essential component of the recruitment process is often forgotten.
The Need Human Engagement
This component is that of human interaction. The need for social engagement within a professional environment is of sheer importance in any recruitment process in order to maintain consistent understanding to allow good discussion and sharing of ideas and vision. As technology progresses, we must not abandon the human element which lays the foundation of any successful relationship or partnership. Thus, this means that the need for a human element demands professionals to directly engage with candidates in the job market to source, assess and tailor a suitable approach to provide them with the right job opportunities from a wide range of industries.
On a final note, recruitment may not only be based on hard skills but also on the essence of being a desirable person to work with, which also directs focus towards soft skills of interpersonal, organisational and an overall feel-good factor which cannot be properly assessed through technology. Although the recruitment process is being driven by digital innovation, it takes pride in the human element, demanding interaction, instinct and soul.
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