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Digital Talent
Use Data to Find the Right Digital
Talent — in Unexpected Places
EDITED BY
Jeremy Citro, Talent Management Customer Success Director
© 2018 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc.
or its affiliates. For more information, email info@gartner.com or visit gartner.com. PR_385699
Contents
03 07 12
Digitalization Clouds Build Your Digital Data Reveals New
the Talent Picture Talent Profile Opportunities to Find
Digital Talent
Digitalization
Clouds the Talent
Picture
Since when do automakers hire people who As digitalization continues to disrupt business, all sectors of the
economy feel pressure to hire talent with digital skills, not just sectors
have no experience making cars? once viewed as sitting on the leading technological edge. Those
skills, such as big data, 3D printing, cloud hosting and virtual reality,
Since those cars began to drive themselves, of course. When Tesla are in demand across companies, sectors and industries. That
needed a head of autopilot software and hardware, the company also means more and more companies need new skills that are not
turned to a veteran executive from Apple. Yes, it’s true, the maker historically part of their core competencies.
of the iPhone is investing heavily in cars — or at least in the study
of machine learning and automated systems that enable self-driving
cars. Welcome to the digital world.
In 2017, Gartner found 47% of job
postings for S&P 100 companies
were for the same 37 roles.
Amid this talent crunch for digital skills and capabilities, Big data clarifies digital talent picture
companies must hire talent with which they had little
experience prior to the rise of digital business. Automakers, You can cut through the confusion around digital talent with
for instance, traditionally built their talent strategies around a rigorous approach, driven by big data, that homes in on the
core competencies in manufacturing and engineering, but job functions and skills you need for growth and locates talent.
as they race startups and tech giants to deploy autonomous Data also supports fact-based dialogue between key stakeholders
vehicles, they need experts in sophisticated software and around, for instance, the time it takes to fill positions or the
emerging technologies like artificial intelligence (AI). This leaves availability of qualified candidates.
companies under enormous pressure to fill unfamiliar roles.
“Labor market data is the essential ingredient in finding the talent
you need for the digital age,” says Jeremy Citro, talent management
customer success director at TalentNeuron, now offered by
“Labor market data is the essential Gartner. “There is a significant missed opportunity to leverage
external supply and demand data to drive how we make decisions
ingredient in finding the talent you need about the digital capabilities we need (forecast) and attract and
for the digital age.” hire these professionals (find).”
To capitalize on digitalization, it is important To capture the opportunities of digitalization, BFSI firms need
capabilities — among others — in robotics process automation
to identify the current state of your business, (for automating certain tasks, activities and processes that once
how it will be transformed and what that required human interaction), machine learning (computerized
detection of data patterns from big data) and artificial intelligence
means for your talent needs. (to power the chatbot that provides quotes).
Labor market data helps you spot emerging skills within an industry
or across industries that are growing in demand before they
The first step is to identify:
become commoditized and are on all your competitors’ hiring
• Upcoming new skills for existing roles radars. TalentNeuron tracking of jobs posted and skills for those
• Entirely new roles that are emerging roles in highest demand shows demand is converging across
industries for the same, highly specialized digital skills.
AI Expert A AI Expert B
235%
Machine
Software Intelligence
Engineers Engineer
200%
Data
Scientist
Data
Engineer 175%
Machine Learning
Scientist
325%
Program Machine
Manager/Project Language
Manager Researcher
200%
2011 Machine Learning: Since 2011: 6 new roles have surfaced solely
A specialized skill; part dedicated to machine learning. The need
of a data engineering or for some of these specialists has increased
programming role by 300% during that time
Data Reveals
New Opportunities
to Find Digital
Talent
Ontario
Montreal
Kitchener-Waterloo
Seattle
Denver-Boulder
San Diego
2. Check out cities with emerging talent pools. Digital talent Data provides important insight into current market conditions and
searches often target established hubs, but data identifies the next emerging sources of talent. In the U.S., Denver hosts an emerging
tier of cities where digital talent pools are nascent. In these locations, supply of certain software developers, but demand there is not
you can stretch limited recruiting resources and pull specific HR yet that strong. In cloud computing, talent pools are emerging
levers like recruitment advertising or relocation packages to expand beyond established hubs like the Bay Area of California and Seattle.
your pipeline of suitable candidates and build your talent pool. Austin and Baltimore, Maryland, for example, offer growing pools
of professionals for cloud security roles, given that Baltimore has
a growing aerospace and defense industry and Austin is home
to Dell, a leading cloud storage and IT services provider.
Sustainable
Hiring
Example: Software
Developers in the U.S.
New York
Washington D.C.
Chicago
Denver-Boulder
Austin
Consider Alternative
Cities With Emerging
Talent Pools
Example: U.S. Cloud Computing Beyond established hubs (black),
the next tier of cities (blue) can
be good additional locations for
Installed talent is: expanding the candidate pool.
Greater than 10,000
5,000 – 9,999
Seattle
Minneapolis Boston
New York
Chicago
Bay Area Baltimore Philadelphia
Denver-Boulder
St. Louis Washington D.C.
Los Angeles
Phoenix Atlanta
San Diego
Dallas
Austin
Miami
3. Mine adjacent companies and industries. As you search 4. Analyze roles internally to fill the talent pipeline. Labor
for digital talent, you may bump up against adjacent industries market data also helps you identify potential internal capabilities
and companies looking for the same people. Don’t just see this for high-growth digital roles. For example, you can look at what
new competition as a threat — see the opportunity. Use data jobs or titles were previously held by the professionals you currently
to discover which companies are actively hiring for the talent you employ in key roles. By looking at how people typically progressed
want, and add these nonobvious sectors to your own sourcing to a given role, you can look into your organization to identify people
criteria to build a larger, more viable candidate pool. who might be good candidates for grooming into key digital roles.
Consider roles in digital operations. Even within the tech sector, Data also shows predecessor roles in given industries. This can
a diverse range of companies across IT sectors (e.g., software, be especially helpful when looking for talent designated as critical
wireless and IT services) are all hiring digital talent with skills in key for business growth. And some pathways are consistent across
functions like marketing, search engine optimization and cloud industries. For instance, because iOS developer is an entry-level
computing. Big names like Amazon, Oracle, Microsoft, IBM, Dell role, companies often hire graduates with computer science and
and Apple are all in the market for these same skills, but so are related degrees at the entry level and provide training, but most
healthcare insurers looking for online advertising professionals iOS developers have backgrounds as software engineer/interns or
and banks looking for quality assurance skills. software developers.
Data highlights pockets of hiring activity — in adjacent segments 5. Search untapped graduate talent pools. Given the
within a core industry or in totally separate sectors — that can hypercompetition for mature and emerging digital roles, it’s important
be an unexpected source of talent for your pipelines. to target entry-level talent pipelines that are the foundation of future
capability growth. Recruiters are always keen to build relationships
with flagship schools well-known for producing certain IT capabilities.
Data helps you go beyond the schools with big-name notoriety to
uncover potential pools of skills you may not be considering. For
instance, career or technical institutes may be producing IT talent
for certain job families like software engineering. These schools have
an ancillary, but potentially lucrative, role in campus hiring programs.
The good news is that labor market analytics give you an edge
in forecasting and finding digital talent. You can use data to:
© 2018 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc.
or its affiliates. For more information, email info@gartner.com or visit gartner.com. PR_385699