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Strategies for IT Talent: Recruit, Retain, Retrain

Learn effective strategies for recruiting, retaining, and retraining IT talent in a competitive job market. Discover tips for finding and keeping top tech professionals. Gain insights on employee lifecycle stages, retention practices, and development approaches.

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Strategies for IT Talent: Recruit, Retain, Retrain

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  1. Recruit, Retain, Retrainand Pray, Pray, Pray Ann F. Harbor The University of Memphis EDUCAUSE Southeast Regional Conference June 28, 2001

  2. Agenda • IT Employment Realities • Recruitment Strategies • Retention Strategies • Retraining Necessities • Needed Next Steps • What Works For You?

  3. IT Employment Realities (“It’s a Seller’s Market”) • 800,000 Unfilled IT Positions • Recruiting contacts • Deep techies hardest to fill • Turn-over costs • Need for unique competencies • Misalignment with HR business processes and structures

  4. 1 Company 30 Years 1-3 Positions Low Risk Low Payoff 4-6 Companies 4-5 Years on Staff Multiple Positions Some Risk Increased Payoff Employee Lifecycle

  5. Recruitment(“Find ‘Em, Get ‘Em”) • Ad placement (where to advertise) • Ad style (content and look) • Job descriptions/minimum quals • Local/regional layoffs, relocations • Consider apprentices • Call former employees

  6. Find ‘Em/Get Em’ (cont’d) • Direct contact minority businesses & schools • Word of mouth and staff referrals • Search Firms • Help from Advancement • Participate in National IT Day or Student Recruitment Fairs

  7. “Find ‘Em/Get ‘Em” (cont’d) • Emphasize competitive differentiation • Benefits package • University culture, relaxed work environment • Cool projects • Cool equipment • Training opportunities • Quality of life at work • Tuition remission • Every day’s Casual Day • Recruit all year long!

  8. Don’t rush the process Interview in teams Include IT client officers Tell the truth Ask probing questions about: Technical skill sets Soft skill sets Career ambitions Attitude Make reference checks Select “best matched” Selection(“Screen ‘Em)

  9. Retention (“Keep ‘Em”) • Orient thoroughly • Mentor • Pay for performance & value • Create more of a Dot.Com culture • Live your values & lead with distinction • Invest heavily in people • Recognize lifecycles

  10. Employee Lifecycle Stages(people³ - A Gartner Company) High Providing Diminishing Applying Learning Low

  11. Retention (“Keep ‘Em”) • Expect and support teamwork • Be inclusive with decision-making processes • Have meaning project and Provide meaningful reviews (performance management system) • Practice L.O. principles • Provide flexibility • Recognize and Reward Excellence

  12. Development(“Retrain ‘Em) • Invest in education • Technical Skills – J.I.T. • People Skills – O&O • Leadership Skills • Organizational expectations • Train for needs as well as desires • Job Share • Tell your story

  13. Employment 47% 1-3 years 23% 3-5 years 15% 5-15 years 15% over 15 years Reasons for Leaving 68% Higher pay/career growth 11% Return to school 11% Moved from area 5% Retirement 5% Other Satisfiers Safe & adequate work space Fair & impartial treatment Supportive management Prof. development opportunities Collegial coworkers Participative planning process Fair & meaning evaluations Dissatisfiers Communication (top down) Equitable compensation Opportunity for advancement UofM Exit Interview Findings

  14. What Next? What More? • Continue to leverage scarce resources • Pay competitively • Continue working with HR on: • Shorter cycle time for hiring process • Process redesigns for better fit • Out of cycle increases • In-position promotions • Retention bonuses • Sign on bonuses

  15. Pray, Pray, Pray Now I lay me down to sleep, I pray our employees we will keep. If they should go before it’s time, May we find others--without spending a dime!

  16. Discussion: What Are You Doing?

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