How to manage tech talent in the new reality

In 2021, the lack of a comprehensive skills management strategy can cost you a lot of money. Statistically, roughly one in every ten specialists in your tech team will leave (see:1). You will lose several projects to your competitors because of a failure to provide the right tech skills at the right time. You will spend up to 60,000 USD per new IT hire (see:2), to get the appropriate skills on board. You will also have to develop reskilling/upskilling strategies without a deeper understanding of people’s actual capabilities. Sounds familiar? You can ease some of these pains with Talent Analytics and the Human Cloud.

Learn about the potential of your own team

The era of remote working is apparently upon us. According to Gartner, 60% of companies are already working remotely, with 74% of companies planning to utilize the remote working model even more in post-Covid-19 times. In an atmosphere of uncertainty and change, knowing the strengths and weaknesses of employees in a company has become of paramount importance. It's crucial to look closer at the talents we already have. Mercer's study shows that even before the pandemic, around 40% of companies were unaware of the capabilities their workers possessed. However, Talent Analytics can help you to solve this problem by providing relevant information about people’s strengths. The Human Cloud, supported by Talent Alpha, can be a great tool to easily measure, manage, access and share talent. For example, an AI-enabled platform provided by Talent Alpha can index over 3,500 unique tech skills in mere hours (see:3). A better understanding of employees’ real abilities, their soft skills, personality traits, and cognitive capacity, improves the chances of successfully matching a specific person with a specific task. Taking this detailed information about employees on board leads to better, data-driven decisions and helps to identify people with a greater potential, for example, in re-/up-skilling and internal mobility.

A better fit for productivity

According to the ‘’Living to Work’’ report, in the last few years, motivation levels have been on the decline. Nearly one third of employees (see:4) admitted that they were not sufficiently motivated at work. If motivation drops so does productivity, which against the backdrop of the pandemic, is now of even greater significance. What does have an impact on an employee’s motivation is the team they are working in, and well-tailored projects in which they can prove their worth. To successfully find the right team and project, we need to better understand our specialists and their needs. However, in these times of remote working, we cannot easily identify those important soft skills, especially when it comes to new employees. But help is at hand as Talent Analytics can assist in bringing these skills into sharper focus. By using the correct tools, you can gain essential information in a matter of minutes. This includes the measurement of working memory, perceptual speed, and the ability to switch between tasks, as well as being able to predict future performance by mapping thinking styles and creative behaviours. It also helps in having a better understanding of employees’ personality traits, motivation, and abilities which improve their engagement, satisfaction and ultimately work performance.

Talent Analytics and AI/ML solutions are in pole position to significantly help companies to effectively discover the actual and future potential of professionals’ skills. These solutions make it possible to match the best people with the right opportunities, even in diverse teams which are scattered around the world. The understanding of specialists’ soft skills and finding them a place in better-performing teams will boost their satisfaction and motivation levels through augmentation and will also better serve clients through agility. To learn more about how the Human Cloud and Talent Analytics can help you today, visit:

1 Talent Alpha
2 Yello
3 The Future of Work Report
4 Employee Motivation 2018: Living to Work