Industry Article

How To Build High Performing Tech Teams

Right now, those who work in roles related to IT or technology are in an extremely enviable position. With such professionals able to pick and choose their next role, this candidate led market is creating some considerable challenges for would-be employers hoping to attract the talent they need for their organization.

A Considerable Challenge

The fact is that most of the high performing tech specialists out there are already employed. With a small pool of available candidates currently available, the onus is on employers to make their proposition the most attractive one on offer. As a result, competition between would-be employers is now extremely fierce; but, fortunately, you don’t have to leave the success of your recruitment drive to chance. There are many actions that can be taken in order to make your job offer really appealing to the right candidate.

This should involve sitting down and creating a clear picture of exactly what the role – and your organization – can offer the right person. What career prospects could they expect, and what career development initiatives do you run? Do you offer other benefits such as the option for flexible or remote working practices, which could open up the job opportunity to more talented individuals rather than limiting your search to those who can be present in your offices day in, day out? Think, too, about the projects and tasks that the successful candidate will likely be working on: Bright capable people will want challenges and diversity, so highlight the scope of the work that you will provide.

It’s Not All About The Money

This may come as a surprise to many in the business world, but today’s top talent isn’t always motivated by money alone. Of course, a great competitive salary and benefits are always going to be appealing; but for many younger applicants in particular, other factors are just as persuasive when it comes to picking a new employer.

In fact, environmental issues are an extremely high priority for Millennial and Gen Z job hunters, with preference given to organizations who demonstrate commitments to sustainability and other green practices. As an employer, enrolling your business in a carbon offsetting scheme or highlighting other environmentally friendly initiatives, such as a move towards paperless offices or subsidies for green transport methods, can prove influential in attracting bright and committed young professionals.

Other aspects which can give an organization the edge (without resorting to padding out the pay on offer) include a great workplace environment, with a clear shared ethos and vision for the future. Of course, such a positive environment cannot be achieved overnight, but must instead be fostered carefully with each and every new hire. Making sure that a new employee is a good fit for your corporate values will help to both reduce the risk of a bad hire (which as well as costing your business in time and resources, can also threaten staff morale) and help to ensure that your existing staff aren’t tempted away to new pastures.

Team Work Helps With Hiring

A great way to take the stress out of the recruitment process is to work with the experts. At Coltech, we understand your needs for a talented, high-performance workforce, who will share your aims for the future and strive to achieve them. With many years of specialized recruitment experience, we can work with you to find the perfect candidate for each role you need to fill. Discover how you can benefit from our global technology talent pool today, by getting in touch at:

Coltech Global
2021 Guadalupe Street,
Dobie Center, Suite 260,
Austin, Texas
TX 78705, United States
Phone: +1 5127177490
Email: info@coltech.io

Protecting Secrets in Tech: Podcast

In the latest We Get Work podcast by Jackson Lewis, experts discuss “Protecting Secrets in Tech.”

Listen Now. 

In light of the regulatory activity aimed at limiting covenants not to compete, and the increased prevalence of remote work, how do tech companies protect their trade secrets?

About the We Get Work podcast: In the face of evolving challenges in labor and employment law, Jackson Lewis attorneys identify issues dominating the modern workplace and answer the question on every employer’s mind – how will my business be impacted? Stream episodes of our podcast program on the platform of your choosing.

Why Hiring a Candidate Who Requires Up-Skilling Can Be a Winning Formula

In a successful business, you’ll be surrounded by a team of skilled, dedicated employees. They each have defined roles which they fulfil to the high level you’ve come to expect. But is that really sufficient? Wouldn’t it be better for them and for you if they had the benefit of a system of personal development? Not only do they grow as employees, but their contribution to the business increases.

At the same time, remember that change is inevitable in business and it can be sparked by many different catalysts, including fluctuating market trends, economic conditions, technological innovation, the political climate, new regulatory regimes. With any change comes the need to adapt and develop new skills to meet the challenges of the new environment.

Whatever the business conditions in which you find yourself operating, the value of up-skilling cannot be over-stated. It may sound like another fashionable buzzword, but as a policy it can make a huge difference to the competitiveness of your firm. It will help your employees to raise their game by equipping them with new skills and keeping them fully apprised of the latest trends and developments within your industry sector.

It also means that many of them will be qualified to step into roles that would previously have been beyond their capabilities, possibly even moving up into senior positions. It allows you to turn a good team into a great one — agile, knowledgeable, motivated, and bursting with initiative.

While it may seem counter-intuitive when recruiting to consider hiring a candidate who needs up-skilling from the outset, the inverse is true. If you think about it for a moment, this is precisely how the best lawyers and doctors are created — in fact, the ancient notion of apprenticeship is founded on the practice. Of course, we’re not talking about anything as formal as a barrister’s pupillage or a medical residency, but the principle of inviting talented, energetic individuals into your company and helping them grow into their potential is a powerful one.

Up-skilling a new employee creates a bond which is valued on both sides and helps to integrate them into the company culture. It has huge implications for productivity, enabling them to face ever greater challenges, initiate new ideas and solutions, and generally achieve considerably more in less time.

It’s well established that an employee with improved productivity rates feels happier, more fulfilled and likely to be motivated to greater successes. Building confidence — especially in a new recruit — is an important part of the onboarding and training process.

If employees feel they are valued and their abilities are developing, they will have little incentive to leave. On those occasions when it does happen, the disturbance to the fabric will be less severe if your team is properly up-skilled and able to absorb the loss and the change.

It’s also about preparing for contingencies. As technology advances — particularly in the digital sector — you need a team with the skills to adapt and assimilate. You want the skillsets of your employees to be equal to the next task, not just the last one. It’s also important to remember the value of soft skills, those non-technical and often interpersonal abilities that contribute so much to the functioning of any team: communication, empathy, resilience.

Any up-skilling program needs to be designed with measurable outcomes in mind. Of course, it benefits your employees, but it needs to translate into positive performance and growth targets. With the right ethos, it will transform your employees into engaged, driven, highly-skilled participants in your success.

Finding the right candidates who will grow the most from being up-skilled is not simple, but at Coltech our expertise in devising staffing solutions has been proven time and again. We pride ourselves on sourcing the top 5% of talent across the tech sector. Let us help you find the best and brightest candidates with the potential to grow into your company’s finest assets.

Why not call us today on 0203 946 2721 or email info@coltech.io.

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