Regardless of size, vertical market or revenue, service providers and developers often struggle to recruit and retain top professionals in multiple disciplines. As a result, some have tossed the traditional rule book in favor of more creative means to reach high-quality prospects.
By considering tactics from a spectrum of non-technology industries, operators and developers expand their scope and may well find a trove of untapped talent. In-demand skills like big data, security and sales may not necessarily require a technology background if prospects bring with them curiosity, adaptability and business skills and an operator provides quality training in technical areas.
Many technology fields demand business know-how. They also might require extensive communication skills, the ability to educate or complex project management experience. By complementing existing recruitment programs with imaginative measures, service providers and vendors open up their ranks to a more diverse, creative workforce, reducing the IT skills gap and enhancing their overall value.
Here's how some organizations are filling the technology skills gap:
5 Hours a Day
Having read a CFO magazine article about the productivity (and job satisfaction) boost Tower Paddle Boards enjoyed after switching to the five-hour workday, David Rhoads, CEO and founder of Blue Street Capital, decided to put that theory into action at his firm, he tells the New IP Agency. Today, the channel-finance company operates from 8:00 a.m. to 1:00 p.m., although sales professionals are available whenever its service or solution provider financing customers need them, he notes. And, at busy periods, office hours can extend. For the most part, however, employees enjoy the abridged workdays and are extremely productive. "I'm overwhelmed with applications since switching work hours on August 1," Rhoads says. "These are mainly highly qualified finance and sales professionals who might well have never even heard of us, never mind actually apply to us, if we still had traditional work days."
With this new schedule, Blue Street attracted more mothers who could continue seeing off their children and re-enter the workforce. Veterans, leery of sitting at a desk for eight hours, were interested in learning about opportunities at the company. And employees at larger, better known firms submitted resumes because of the work-life balance, says Rhoads.
While abbreviated days to reap maximum productivity may be a pipe dream for large organizations or every department, it's certainly worthwhile considering whether a group has some flexibility with its workday, he says.