What Tech Companies Should Do To Shape and Foster New Talents


Human talent has long been the most valuable asset to tech companies, allowing them to thrive and innovate. The rapid evolution of technology demands a constant influx of fresh ideas and skills, making acquiring and cultivating new talents imperative for sustained success.

Experts are now more interested in undertaking tasks within a company with more exciting approaches to work than getting a higher salary and changing the workplace. The longevity of skill is around 2.5 years, so tech workers and corporations have started paying more attention to skill sets and ways to make them more durable, transferable, and in demand. For organizations, this has become a competition to seek and discover new talents and provide all the conditions to retain them and let them realize.

A New Tech Worker: Who Is It?

Today’s tech workers blend creativity, design acumen, and emotional intelligence, breathing new life into organizations and driving innovation like never before. The modern tech worker leverages cutting-edge technologies, such as AI tools and low-code/no-code platforms, to tackle diverse tasks with finesse and efficiency. They can also substitute experts from other departments. By knowing how to use design tools, a versatile tech worker can resize video online or glance at a video ad and suggest changes to make it more fascinating.

According to experts from Deloitte, this paradigm shift reflects an industry-wide recognition that creativity, problem-solving, and other distinctly human abilities have become increasingly prevalent and vital. While technical skills remain crucial, the ability to think critically, approach challenges from different angles, and collaborate effectively has taken center stage. The new tech worker embodies this fusion of technical prowess and human-centric qualities, allowing companies to thrive in an era where innovation and adaptability are paramount.

Sourcing these unique talents has become a monumental challenge for organizations. The demand for skilled tech professionals has skyrocketed, leading to fierce competition among companies to locate and attract these new, talented experts. It is now imperative for companies to shed traditional orthodoxies and embrace the versatility of these new workers. The rigid boundaries that once confined tech roles are no longer applicable in this dynamic environment. The new worker brings a multidimensional skill set that transcends conventional job descriptions, enabling them to contribute across various domains and collaborate seamlessly with professionals from diverse backgrounds.

Fixing the Talent Shortage

It has become clear that a universal approach to talent sourcing is no longer practical. The new reality dictates new rules and a more nuanced, personalized strategy that considers prospective employees’ individual needs and ambitions. Compensation and work-life balance are still crucial, no doubt. However, they are no longer the sole determinants of talent attraction.

To fix the talent shortage, companies must focus on creating an environment that goes beyond monetary benefits and addresses the holistic needs of the workforce. It includes fostering a solid and inclusive company culture that aligns with the values and aspirations of potential workers. Doing so allows organizations to attract talents who are not only seeking financial stability but also a sense of belonging and purpose.

Reskilling and upskilling can also be game-changing factors for retaining high-valued talents. Companies can implement reskilling/upskilling programs to allow employees to acquire new or brush up on present skills, thus staying ahead of the rapidly evolving tech landscape.

team process creation

Flexibility is another critical aspect that cannot be overlooked. In today’s world, employees increasingly value working remotely, having flexible hours, and maintaining a healthy work-life balance. Providing options for remote work, flexible scheduling, and supportive policies can significantly enhance a company’s attractiveness to potential talents.

Pivoting Toward Talent Models That Center on Skills Rather Than Jobs

Rather than seeking workers for predetermined positions, companies are now focusing on identifying the specific skills needed to drive success in their respective domains. Such a skills-based approach empowers organizations to align their talent acquisition strategies with long-term goals and objectives. It involves segmenting their talent needs into categories, including hard technical skills like data science, tech-oriented skills like customer success, and crucial human skills like resilience.

The effectiveness of this skills-based method lies in its ability to surpass traditional job boundaries. It recognizes that transferable skills can be applied across various roles and responsibilities. This approach also opens up new possibilities for talent placement and internal mobility, enabling employees to explore different areas of interest and contribute to multiple projects. A skills-based method promotes a culture of continuous learning and growth, as employees are encouraged to develop a diverse skill set that aligns with the organization’s evolving needs.

Implementing this talent model requires a comprehensive understanding of the skills landscape and a proactive approach to talent development. Not only do organizations need to listen to employees and analyze their aspirations, but they should also invest in robust skill assessment frameworks and leverage data-driven insights to identify skill gaps and potential areas of improvement. Doing so will ensure that the company’s workforce remains adaptable, competitive, and capable of driving innovation.

Versatile Sourcing

While hiring new talents is essential, it is equally important to consider individual preferences and explore alternative options such as outsourcing, offshoring, training, or retaining existing employees.

One of the critical advantages of versatile sourcing is the ability to tap into a vast pool of diverse talents and expertise outside the traditional employment model. By crowd-sourcing talent through gig workers and freelancers, organizations can access a wide range of specialized skills and knowledge that may not be readily available. This approach not only enhances the organization’s capacity to handle various tasks but also enables it to adapt to changing demands and market trends quickly.


Moreover, versatile sourcing allows companies to manage their internal resources effectively. By outsourcing specific tasks or projects to external experts, companies can free up their internal teams to focus on more demanding and exciting work that aligns with their core competencies. It increases productivity and fosters a sense of motivation and engagement among workers.

Additionally, brands can implement more initiatives, including:

  • Mentoring to provide valuable guidance and support to employees

  • Externships to allow people to work in external organizations and industries

  • Rotational programs to gain exposure to different business areas and promote cross-functional collaboration.


In the fast-paced world of technology, the need for exceptional talent is indisputable. As the backbone of innovation, tech companies must continuously shape and nurture new talents to stay ahead of the curve and maintain a competitive edge. Gathering top-notch, flexible individuals under a roof ensures inescapable success. If cultivated correctly, these talents can lead to something breakthrough.