Content area
Full Text
Companies are making record-breaking investments in digital transformation this year, up 65 percent from 2020. Nearly three-quarters of executives say they must radically transform their operations during the next two years to compete effectively in their industry. Across all sectors, companies need to focus on scaling technology solutions and realizing benefits as they step up their investments in high-priority projects. Despite these investments in transformation, the lack of available skills and talent to see them through to fruition can minimize their value and long-term success.
It's no surprise that areas such as data modernization, data visualization, intelligent automation, and advanced analytics have increased dramatically in demand over the last decade. A report by TECHNATION found that Canada's Al-related job postings increased 46 percent between 2015 and 2018 - and that was pre-pandemic. The accelerated move to digital in the last couple of years has only furthered the need for talent with the technical skills and expertise required to help companies innovate, evolve, and transform to navigate today's fast-paced and competitive environment.
Approaching Talent Agendas
As organizations become more data-driven and connected through digital technologies, they must find new sources of talent to help address these emerging areas. But where do you begin when every organization is going after the same people?
With talent scarce and competition fierce, companies need to be approaching their talent agendas differently. Both public and private sectors must think outside of the box to leverage members of the broader community. To build a sustainable workforce, they must look beyond a candidate's experience to their transferable skills and potential. By expanding horizons, organizations will realize that there are a number of highly skilled, underrepresented groups who can fill their talent gap.
One...