Employer of the Future
Companies that successfully attract and retain top talent recognize that employees today are looking for more than just competitive pay and benefits.
Talent may top the list of things that cause CEOs in competitive markets to lose sleep. In order to succeed as an employer of the future, businesses may need to future-proof their talent strategies to attract, develop and retain top talent.
Attracting, Developing and Retaining Talent
The recipe for future-proofing your talent strategy begins with creating a holistic plan. More than ever, prospective employees want to work at a company that has:
- The right culture
- Challenging, impactful work
- Career development opportunities
In tech recruiting, entry-level engineers want to hear from employees with similar educational backgrounds. Building a strong company culture may help you find employees who are willing to champion your brand and mission at campus activities and recruiting events—a large source of junior tech talent.
In addition to high-performance work environments and competitive pay, junior tech recruits want impactful projects and career development opportunities. Technologists at JPMorgan Chase can get involved in our Technology for Social Good program, which provides them the opportunity to solve technical challenges while giving back to their local communities.
Countering Bias and Fostering Inclusion
Culture is the gateway to talent, but attracting, developing and retaining talent today goes beyond a simple job posting—think about designing fair and consistent end-to-end experiences for your candidates, beginning with interviews. And, for those prospective candidates that may not have been exposed to formal computer or technical training, find ways to reach or create opportunities for them, from re-thinking your technical tests to establishing entry-level programs that may help build those skills.
As a recruiting or business leader, it’s important to educate your teams about the systemic barriers that have prevented certain communities from being exposed to computer or technical training. Find ways to reach and create opportunities for them, from entry-level programs that build technical skills to rethinking your interview process.
Traditional screens and technical tests may introduce unconscious bias into your recruitment and selection stages. To help lower the chances of this happening, remember to:
- Be consistent. When evaluating a candidate’s technical skills during the interview process, it’s critical to ensure consistency across phone and résumé screens, virtual assessments and in-person interviews. Ask yourself: Are you hiring for potential or experience?
- Use data to inform your outreach strategy. Artificial intelligence and machine learning technologies based on employee data may help you identify new recruitment opportunities, match common traits and make data-driven decisions about your applicant pool.
- Get involved. Students and experienced technologists are often part of online communities. It’s important to get involved to better understand their interests and create similar opportunities for collaboration and knowledge-sharing within your organization.
Increasing Tech IQ
As technology trends change over time, increasing tech IQ across your organization will be key. Skill-mapping exercises can help determine which core skills need further development. Based on existing skills gaps, you can identify development opportunities for your employees and create a comprehensive learning agenda that may include internal workshops as well as partnerships with local colleges for technical courses. By continuing to educate and train your employees, you’ll be building a workforce that’s more agile and prepared to solve future business challenges.