The digital landscape is changing fast. It’s by far the most rapidly evolving professional eco-system with skills, platforms, best practices and methodologies changing constantly. The relative immaturity of the space means we are faced with a talent shortage, especially for senior level resources. As a result talent acquisition is fast becoming the top priority for businesses seeking modern day transformation.

Some key considerations

We are now living, thanks to the rise of digital, in the most connected world ever. Twenty years ago you’d have to buy a newspaper for a list of jobs, only to post a hard copy of your CV to an address and hope for a phone call within a few days.

Nowadays, we have unlimited access to jobs on demand at any given time. This is made possible due to the following: the ability to apply to jobs via mobile devices, both social and professional networking sites allowing us to follow possible employers, jobs being recommended to us based on our user profiles and transparent access to companies, contacts and searchable opportunities.

Perceptions of a “career” have changed too as a result. Not said for all industries, but in many – the thought of staying with one employer through to retirement is just not a consideration anymore.

From a recent survey we conducted with our audience

  • 25% think about looking for a new job on a daily basis
  • 60% consider 2-5 years an adequate/loyal period of time to spend with an employer,
  • compared with just 10% voting for 5+ years.

Key actions

  • Have a structured hiring strategy for your business, taking into account the characteristics and difficulties of hiring in this space.
  • Some questions to ask yourself: Should skills be out-sourced, or in-sourced? Do you have skills development plans and a training partner, either internally or externally? Are you staffed correctly now and for the direction your business is heading in? Do you have the right HR support and external recruitment partners to assist with skills acquisition?
  • Plan and strategise each and every hire. It’s a common misconception to assume that because someone is interviewing with you – they want to join your business. When meeting hard-to-acquire talent – whilst you’re assessing their suitability – you are also in a ‘pitch’ to win their signature as they’re most likely considering numerous options.
  • Assess the marketplace to understand where you will find talent, what tools you need to acquire them and how to successfully evaluate their skills.
  • Culture and identity have become absolutely vital for a businesses to recruit successfully, develop and retain staff.
  • Far too many businesses skip over culture as the ‘fluffy’ stuff and simply have an expectation for staff to come to work, do a good job and do it again the next day. This is just not enough in the current climate.
  • In a market when you’re competing for talent, the cultural aspects are those that will add value to this process. Let’s consider a ‘’ but instead of user reviews on Hotels and Restaurants, it’s Companies that get reviewed and rated by those either currently or previously employed. Rating on things like salaries, communication, staff satisfaction, opportunities for growth, company ethics, energy, positivity and productivity.

It’s no surprise that some of the largest and most successful businesses in the world consider culture the most important of their businesses success – using creative strategies to keep staff happy, interested and productive. For a great example about creative hiring strategies and culture, check out Buffer’s values and how they act on them daily.

where to find us

304 manhattan place, 130 bree street, cape town, 8001 / 021 424 6865