July/August 2018

More articles in this issue:

• Pay Dirt
• LiDAR Lights the Way
• Cryptocurrency Is Impacting Traditional Sports/Esports
• iRobot’s Colin Angle
• There’s No Place like a Smart Home

With an estimated shortage of 18 million high-skilled workers expected globally within the next two years, top performers will soon be as choosy as employers when it comes to hiring. The fastest way for your brand to attract and retain top talent isn’t to throw money at them. Millennials and Gen Zers are more motivated by opportunities to learn, grow and build lasting careers than a paycheck, as I discovered while researching Millennial Marketing: Bridging the Generation Gap. They’re also drawn to businesses who champion innovation, make an impact in the community and equip workers with the skills needed to succeed in tomorrow’s workplace. 

Finding the right hires is more important than ever. McKinsey Global Institute research indicates that highperformers are 400 percent more productive than their peers. When looking to attract and retain top tech talent, don’t just develop a favorable benefits package, also create a supportive environment that emphasizes personal growth and highlights opportunities to advance within the organization. A few desirable skills to look for when recruiting top performers include: 

Communications: The ability to effectively write, speak and listen is an essential talent to possess when it comes to leading, interpreting and giving direction. Likewise, a sense of emotional intelligence is vital. Employees need to understand where others are coming from so they can better empathize and act on this information, especially for management positions.

Multi-Tasking: Today’s consumer technology pro is often involved in multiple projects, tasks or initiatives – the ability to adroitly juggle responsibilities is essential. Employees must be well-equipped to manage multiple tasks, and complete work efficiently, correctly and with a minimum of stress, despite being pulled in many directions.

Dynamic Decision-Making: Effective problem solving requires the use of both creativity and logic. Workers with solid problem-solving skills are strategic thinkers that also can objectively interpret information. They can keep a cool head under duress and act thoughtfully when a solution is needed.

Organization: Possessing the self discipline to effectively gather data, conduct research and keep tasks on-schedule are important traits for any leader. Gaining these skills can help job candidates be better managers and contributors, and more efficient and productive in their roles.

Pro tip: To create more compelling job offers, analyze your ideal hire’s needs and customize benefits for each candidate. For example, Starbucks provides health insurance for employees working about 20 or more hours weekly, but also college tuition for candidates that are college-bound. Likewise, health and wellness provider NutraClick offers workers healthy snacks and access to life coaches, fitness trainers, and nutritionists to attract employees who fit its cultural values. Many consumer technology leaders are following suit, and shifting away from demanding that employees be chained to a desk during daytime hours to operating models which emphasize teleworking opportunities and flexible schedules.

Finally, remember that top performers often come and go as part of the normal employment cycle because they are eager to take on new challenges and acquire skills in other areas and industries. If a top performer desires to part ways with your business, by all means, make an offer to retain them – but don’t be afraid to let them go. These same workers may return to your company at a later date, wiser, more experienced and armed with greater insights to help you succeed. 

Essentially, finding more ways to work with peak performers – not just have them work for you – is the secret to attracting and retaining top tech talent. The more you can create win-win opportunities for everyone, the happier and more successful both you and they will be.