Recently, s.com and our sister tech recruitment companies in the UK took the decision to bring together our businesses and create one technology and transformation recruitment specialist: Lorien. This not only gets me much more frequent tickets to London and a chance to learn the oddities of the British language, but also represents a fantastic opportunity for both our businesses to capitalize on each other&rsquo;s strengths. I wanted to explain a little bit about what we gained in translating our brand to new markets &ndash; and what our clients gain too. For those that don&rsquo;t know, s.com is something of a legacy. We were built off the back of the telecom industry thirty-odd years ago. To illustrate our age, the period in s.com was put there long before .com and the internet emerged (causing a minor headache in URLs, but that&rsquo;s another story). We were there at the beginning, when tech and telecommunications was just starting to boom, and we&rsquo;ve stayed agile to the market, but it&rsquo;s unsurprising, in some ways, that things have still moved on.&nbsp; We&rsquo;ve kept pace with the US market, partnering with some fantastic tech brands &ndash; including start-ups, SMEs and large, household names. But the world is getting smaller and competition for tech talent is getting harder, especially because today every business is a tech business. We&rsquo;re also becoming more globalized, with more companies putting roots down overseas. Being competitive today means having a global strategy and having the talent to make it happen. And to do that, you need a partner that&rsquo;s also global.&nbsp; By combining Lorien and s.com, we&rsquo;ll cover both sides of the Atlantic. Lorien is a UK-based technology recruitment solutions specialist headquartered in London, but with bases in the UK, Ireland and Germany. For me, that means far more morning meetings (a great thing for an early riser like me), but also far more exciting opportunities for our clients.&nbsp;&nbsp; For example, as well as growing our international footprint, we&rsquo;ll be able to give our clients the scale and expertise to grow in new markets. As tech grows in demand, it&rsquo;s going to be essential for brands of all sizes and locations to grow their slice of the pie, especially as competition heats up. It&rsquo;s also important to recognize that changes are taking place in the recruitment market and the rise of remote working may make decentralized, global workforces a normality. Getting geographic footholds in early will be pivotal, as will having a provider that can cover multiple countries and regions. We&rsquo;ll be able to keep our clients ahead of the curve in other ways, too. We&rsquo;ll share resources, ideas and best practice (thanks already to a marketing team for punctuating my first pulse and refreshing our look and feel). And we&rsquo;ll bring new levels and depths of expertise both by discipline and geography, with our &lsquo;swim lane&rsquo; model (where our people are aligned to specific tech disciplines, like data and analytics, to cultivate genuine, on-the-ground, expertise) also a feature of Lorien UK.&nbsp; By pooling this knowledge, we&rsquo;ll also be able to tap into new markets and support our clients &ndash; both present and future &ndash; in new sectors. For example, Lorien is firmly established in financial services, banking and FinTech. Leaning on them, we can draw insight on the market and offer a compelling, expert-led service for clients in this space.&nbsp; What we gain in translation is a single, expert-led and tech-first solution. The synergies between former s.com and Lorien are amazing, not just in terms of our tech heritage (Lorien has an extra decade on us) but also the way we do business &ndash; putting the customer first, cultivating tech specialists in-house and always thinking ahead. This means that our clients will have a very simple but effective route for all their tech and telecommunications needs, no matter how big or small, competitive or niche, nearby or on the other side of the world.&nbsp; I think that&rsquo;s a really exciting premise, and one I can&rsquo;t wait to share with you. As Lorien, we&rsquo;re perfectly aligned to the future of the tech and telecommunications industry. Let us take you there too. And that&rsquo;s what we &ndash; and you &ndash; have gained in translation. If you have a requirement, I&rsquo;d love to show you how Lorien &ndash; with the heritage of s.com &ndash; can help. Please&nbsp;<a href="mailto:ryan.mcmahon@lorienglobal.com?subject=Gained%20in%20Translation%20-%20I%27d%20like%20to%20learn%20more!" target="_blank" rel="noopener">reach out to me</a>&nbsp;with any questions about Lorien and what working with us could mean for you.&nbsp;
<div>&nbsp;</div>

Lorien's President discusses the decision to bring together three businesses and create one technology, transformation and telecom recruitment specialist.

Gained in Translation: Why we became Lorien

Digital, transformation and technology recruitment specialist, Lorien, has been recognized as a &lsquo;Best Staffing Firm to Work For&rsquo;&nbsp;in the North America Staffing Industry Analysts (SIA) awards.
 The firm, which is part of the Impellam Group,&nbsp;was awarded the&nbsp;<a class="Hyperlink BCX0 SCXW132364128" href="https://www2.staffingindustry.com/eng/About/Media-Center/Press-Releases/SIA-Announces-2022-Best-Staffing-Firms-to-Work-For?cookies=disabled" target="_blank" rel="noopener noreferrer">accolade</a>&nbsp;for staffing firms with 51-200 employees.&nbsp;The SIA Best Staffing Firm awards recognize&nbsp;those recruitment businesses that put their people first and foster a strong&nbsp;development&nbsp;culture. The expert in&nbsp;tech&nbsp;recruitment solutions&nbsp;is also celebrating the&nbsp;recognition of its staff, with two members of the senior team&nbsp;being&nbsp;recognized&nbsp;in SIA&rsquo;s&nbsp;2022 edition of its Staffing 100 North America. Published for the 11th&nbsp;time, the list&nbsp;honors the bold leaders of the staffing sector.&nbsp;<a class="Hyperlink BCX0 SCXW132364128" href="http://si100.staffingindustry.com/claire-marsh/" target="_blank" rel="noopener noreferrer">Claire Marsh</a>&nbsp;&ndash; who started her career with Lorien in 1998 before becoming&nbsp;CEO of Impellam North America &ndash; and&nbsp;<a class="Hyperlink BCX0 SCXW132364128" href="http://si100.staffingindustry.com/ryan-mcmahon/" target="_blank" rel="noopener noreferrer">Ryan McMahon</a>, President of Lorien North America, have both made the list for the first time.&nbsp; Commenting on these recognition wins, Claire Marsh said: &ldquo;We&rsquo;re incredibly pleased to have been named as one of the best staffing companies to work for &ndash; particularly in such a tough talent market. As a business, Lorien &ndash; and indeed the wider Impellam Group &ndash; is in the midst of a significant growth period in the US, so achieving this accolade now demonstrates that our people-first strategy is working. Seeing members of the Lorien and Impellam Group senior teams also recognized in the SIA&rsquo;s Staffing 100 list further shows that what we&rsquo;re doing as recruitment leaders is working.&rdquo; Ryan McMahon added: &ldquo;I&rsquo;m delighted to have been recognized as one of the staffing sector&rsquo;s leaders. It&rsquo;s an unprecedented time for the recruitment industry and for Lorien, and there are more exciting times ahead. The SIA Staffing 100 list showcases the best in the business and I&rsquo;m honored to have been named in the 2022 edition alongside other inspirational colleagues and peers. I&rsquo;m especially pleased that our Lorien colleagues are so passionate about the work we do and the culture we have built.&rdquo; Lorien is a technology, digital and professional recruitment solutions specialist, with over 40 years' industry experience. We combine specialist recruitment with the scope, depth and breadth of large-scale talent solutions. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes, and tech needs. Our experience within a variety of sectors has given us a uniquely broad perspective &ndash; equipping us with the tools to create tailored solutions. This gives our clients the power to excel in tech and change, no matter their core discipline.

Lorien, which is part of the Impellam Group, was awarded the accolade for staffing firms with 51-200 employees. The SIA Best Staffing Firm awards recognize those recruitment businesses that put their people first and foster a strong development culture.

Lorien wins SIA award for Best Staffing Firm to work for

Limited Time Referral Incentive for Full-Time Equivalent (FTE) Reqs: Ends April 30
Each permanent req that you refer to us that generates a placement &mdash; either internal or external to your company, in the fields of Technology, Engineering, Life Sciences, and Professional Services &mdash; will receive a&nbsp;$250 donation&nbsp;to a charity of your choice. Designated charitable partners include:
<ul>
<li class="yiv8343472650MsoListParagraphCxSpFirst"><a href="https://www.feedingamerica.org/" target="_blank" rel="noopener noreferrer">Feeding America</a></li>
<li class="yiv8343472650MsoListParagraphCxSpMiddle"><a href="https://www.stjude.org/" target="_blank" rel="noopener noreferrer">St. Jude Children&rsquo;s Research Hospital</a></li>
<li class="yiv8343472650MsoListParagraphCxSpLast"><a href="https://www.woundedwarriorproject.org/" target="_blank" rel="noopener noreferrer">Wounded Warrior Project</a></li>
</ul>
There&rsquo;s no limit on FTE reqs, referrals, or donations. However, you need to act fast because this incentive program ends soon.
<a href="https://forms.office.com/e/haZQanxvX4">Submit Your Referral Now.</a>

At Lorien, powered by Impellam Group, we believe in the power of work. It should have a purpose and make a difference. Through the power of work, we build better businesses and help people lead more fulfilling lives. This is more true than ever as we invite you to make a lasting impact with this opportunity.

Every permanent placement can make a lasting difference

The tech ecosystem is becoming increasingly complex, and IT Services companies are feeling the impact. Many of the sector&rsquo;s clients today are running mature technology environments, each with specific requirements and strategies. These clients are demanding more sophisticated, customized and scalable models every day &ndash; but the challenge for IT Services is finding the talent to deliver it.
Technological complexity and talent need As business requirements become more layered, IT Services companies need advanced tech skills that can straddle multiple disciplines as well as demonstrating expertise in single areas. For example, as more businesses adopt hybrid cloud computing, there will be need for experts across not only cloud architecture, but also within networking, storage, and cybersecurity. This level of complexity is mutating existing skillsets &ndash; merging some disciplines to improve agility (e.g. DevSecOps), while creating greater definition and more offshoots in others (for example as cybersecurity becomes more wrapped into every facet of technology, new specialisms are emerging). This, combined with a constant need to keep up to date on emerging technology, is causing a talent crisis in IT Services. In addition, embracing emerging technology is becoming pivotal to both building and attracting new customer segments, with buyers now coming from different business areas.
Technology has become such an instrumental part of business, that tech strategy is often a board-level agenda. Covid-19 has also raised tech to the top of the agenda, with 90% of executives reporting that Covid-19 has changed how they view tech, and more than half planning to invest or refocus their business in digital technologies. Simplifying offerings while retaining the benefits of advanced, emerging tech will therefore become key for getting ahead. This means that IT Services providers need technologists that have the human skills to understand the services that sell, as well as deep tech expertise. But these candidates are in incredibly short supply, and very expensive.&nbsp; Cost is a real challenge for the sector. With more companies investing in skills in-house, clients often look to IT Services providers to deliver cost savings as well as improved efficiency and flexibility. IT Services providers need to stay operationally lean in order to contain costs and stay competitive &ndash; making niche talent even less affordable.
Covid-19 has also made the environment more complex, and many IT Services organizations are now hesitant about the future. According to CompTIA, only 37% of companies are planning on bringing on new headcount in 2021, and 13% are currently in a hiring freeze. Meanwhile, only four in ten businesses plan on maintaining funding at 2020 levels, with 13% predicting lower investment, and 14% unsure.&nbsp; But attracting skill short talent on a shoestring isn&rsquo;t an option. So how will IT Services providers find the candidates needed to meet ongoing customer demands? By changing the workforce model in the following ways.
Upskilling the permanent workforce One of the sectors&rsquo; biggest challenges is that disciplines are always on the move. This means that large parts of the workforce are quickly working with outdated skills.&nbsp; The popularity of DevOps is a good example of this in action. Over the last five years DevOps has become an attractive tool for companies looking to improve the speed and agility of their projects. However, DevOps, which combines development and operations, has until recently been an unusual candidate combination. Although teams could technically be made up of experts in both areas, it is now becoming more attractive to hire candidates that have mastered both. This has meant that both development and operations experts have been put under pressure to upskill into DevOps quickly. The gap between supply and demand is one that candidates are just as eager to fill, if companies can be patient. The rise in home working over the pandemic will offer more opportunities to upskill and self-learn for candidates. Meanwhile, previous barriers around accessibility and flexibility for diverse groups have been lifted by remote working &ndash; meaning new talent pools to tap into.&nbsp;
If companies invest in upskilling their permanent workforce, this could be mutually beneficial &ndash; driving costs down for employers, while futureproofing careers for employees.&nbsp; Pumping up the contractor workforce&nbsp; While the high cost of labor will mean more businesses invest in reskilling their permanent staff, any short-to-medium term demand will be plugged by using contractors. In 2020, three in ten IT Services businesses said they were planning on filling vacancies using contract workers.&nbsp; This follows a wider industry trend which is currently tilting towards contractors. According to recent Gartner research, even though many organizations initially responded to the pandemic by reducing their contractor numbers, 32% of businesses are now replacing full-time employees with contractors as a cost saving measure.
There are many benefits to a contractor workforce. Companies can be more flexible to disruption by scaling contractor use, they can be useful for cross-skilling and sharing expertise, especially in areas where the existing workforce lacks, and the speed at which contract talent is deployed means minimal delays to critical business projects.&nbsp; This means that the contractor market may become just as competitive for talent as the permanent market in the future.&nbsp; Considering other talent models The strength of need for skill scarce talent in IT Services is so deep that simply upskilling permanent resources or relying on contract talent alone will not be enough to plug the shortfall. As a result, many IT Services businesses may diversify their talent management approach. A mixed approach &ndash; using contract workers, Employed Consultant or SoW to plug short-term skills gaps, while upskilling permanent staff &ndash; could prove the optimum blend to gain the expertise needed in the short, medium and long-term. Naturally, one of the values of contingent talent is the ability to share knowledge and experience, which will be important in a skill scarce economy. Meanwhile SoW can be used to focus on time-critical projects and ECs can be a cost-effective route to trial talent. As a combination, this will provide a safety net for skill acquisition as permanent talent is being upskilled.&nbsp; Recent Gartner research also indicates that we may see an emergence of new job models seen during the pandemic to improve flexibility moving forward &ndash; such as talent sharing and 80% pay for 80% work.&nbsp;
Cracking the code to the optimum workforce in IT Services is going to be a challenge for many businesses. As well as maneuvering the changing requirements of clients and emerging skills needs, IT Services providers will need to keep half an eye on the commercial acumen of its tech people to upsell and simplify business offerings, and on its purse strings. These are complex requirements befitting a complex landscape &ndash; but the pay off for those IT Services companies that can get it right is significant.&nbsp; Are you trying to find the right balance in your talent pool? At Lorien, we can help you optimize your workforce and locate top talent in even the most challenging of environments. Contact me at matthew.dunham@lorienglobal.com for more information.&nbsp; &nbsp;

The tech ecosystem is becoming increasingly complex, and IT Services companies are feeling the impact. Many of the sector’s clients today are running mature technology environments, requiring more sophisticated, customized and scalable models every day – but the challenge for IT Services is finding the talent to deliver it.

Workforce models are changing in IT Services

&nbsp;
Today, we're thrilled to share the highlights of this enlightening discussion. Our trailblazing panelists represented a diverse range of expertise and perspectives: <a href="https://www.linkedin.com/in/danny-cohen-a44a991/">Danny Cohen</a>, Head of STEM, North America, Impellam Group Danny Cohen is a 20+ year STEM staffing executive, serving as Head of STEM, North America at&nbsp;<a href="https://www.impellam.com/">Impellam Group</a>. He champions equity, diversity, and inclusion (ED&amp;I) and founded the&nbsp;<a href="https://www.impellam.com/about-us/community/stem-council-for-good">STEM Council for Good</a>&nbsp;to create ethical pathways in STEM careers. <a href="https://www.linkedin.com/in/davidkestenberg/">David Kestenberg</a>, CIO, REE Medical David Kestenberg is a distinguished, data-driven technology executive with over 15 years in the tech industry. He currently serves as Chief Information Officer for&nbsp;<a href="https://www.reemedical.com/">REE Medical</a>, a leader in disability services dedicated to ensuring that veterans receive accurate and thorough Disability Benefit Questionnaires. <a href="https://www.linkedin.com/in/david-nava-awesome-engineer/">David Scott Nava</a>, Principal Solution Engineer, Salesforce David Scott Nava transitioned from a 20-year US Navy career to a Principal Solution Engineer at&nbsp;<a href="https://www.salesforce.com/">Salesforce</a>. With 19 Salesforce certifications, he currently serves on Salesforce&rsquo;s Department of Defense team. David also mentors military members, veterans, and spouses looking to enter the Salesforce ecosystem.&nbsp; <a href="https://www.linkedin.com/in/katherinebstoker/">Kate Stoker</a>, Executive Director &amp; Co-Founder, Merivis Kate Stoker is the Executive Direction and Co-Founder of&nbsp;<a href="https://merivis.org/">Merivis</a>, a non-profit empowering veterans and their spouses in tech and cloud computing pathways by &ldquo;transforming military years into tech careers.&rdquo; Kate is a seasoned executive with experience across the start-up, corporate, and non-profit sectors with a deep passion for leadership, professional development and philanthropy. <a href="https://www.linkedin.com/in/chrismcgrawohio/">Chris McGraw</a>, Director, Permanent Placement IT, Lorien Chris McGraw is&nbsp;<a href="https://www.lorienglobal.com/">Lorien's&nbsp;</a>Director of Permanent Placement IT, with 15 years of staffing and recruiting experience after serving as a US Army infantry squad leader. Chris' passion for mentoring transitioning veterans extends to causes like the&nbsp;<a href="https://fisherhouse.org/about/staff/">Fisher House</a>&nbsp;and&nbsp;<a href="https://www.legion.org/">The American Legion</a>.
Highlights from our Discussion: 
<ul>
<li>Embracing Diversity for AI Success:&nbsp;We highlighted the incredible strength of military and military spouse talent in driving innovation and promoting diversity within the AI field.</li>
<li>Navigating Opportunities and Challenges: We took a deep dive into the current landscape of the AI industry, uncovering exciting opportunities that thrive on diverse perspectives.</li>
<li>Powering Progress with Synergy:&nbsp;Our discussion illuminated why military veterans and spouses excel in AI roles. Their adaptable skills, collaborative nature, and solution-oriented approach make them a unique asset in this field.</li>
<li>Crafting Inclusive Strategies:&nbsp;We shared valuable insights and best practices for attracting, integrating, and nurturing military and military spouse talent within your organization, creating an inclusive and thriving environment.</li>
<li>Forging Collaborative Pathways:&nbsp;Together, we explored the collaborative efforts that bridge the gap between businesses, educational institutions, and military programs. These efforts amplify success for all stakeholders and contribute to a vibrant AI ecosystem.</li>
</ul>
Watch the Replay and Join the Conversation:
Did you miss our live webinar discussion on reshaping military career pathways in the AI and tech industry? Access our post-event insights designed to benefit both candidates and businesses alike. Catch the replay and join the conversation by clicking&nbsp;<a href="https://streamyard.com/watch/PYazj8MC93fJ">here&nbsp;</a>to access the webinar on demand. To stay informed with industry insights and the latest Lorien content, contact us at&nbsp;<a href="mailto:connect@lorianglobal.com?subject=Championing%20AI%20Careers">connect@lorianglobal.com</a>.

In our ever-evolving world, innovation is more than just a buzzword—it's a force that reshapes industries, transforms businesses, and fuels the way forward. Recently, we embarked on an exciting journey into AI careers and military veteran hiring in our Lorien Live webinar, “Championing AI Careers: Pioneering Military Pathways in the Age of Intelligence.”

Pioneering Military AI Career Pathways in the Age of Intelligence

Lorien staffing and recruiting leaders are building world-class IT talent communities for our clients &mdash; by attracting GDS, Program and Product Management, Data, Software Engineering, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.
Lorien Client Solutions Manager Trent Marbut specializes in sourcing GDS (travel software) and project management talent for employers of all sizes. He is on top of the latest trends in travel and hospitality industry hiring, including building a network of the top travel technology (GDS) talent. Travel industry trends for 2023 center on product, performance, and price, all of which link back to operational excellence and opportunities to improve post-pandemic travel. Airlines and airports, in particular, are tasked to upgrade their infrastructure in response to the traveling public&rsquo;s demands. &nbsp; &nbsp; &nbsp;
Strategic investments in innovative technology and talent can benefit industry leaders seeking to deliver on the quality experiences that consumers expect. And Lorien, part of Impellam Group, can help &mdash; with scalable IT and project management staffing solutions for travel companies based in the US and across the globe. The Lorien team has experience across a range of levels, from placing graduates to C-suite candidates. In 2022, Lorien filled over 335 IT roles in the travel and hospitality industry. The span of our clientele is global, ranging from ecommerce and financial service companies to smaller specialists and scalable start-ups. If you are looking to add top talent to your business, are interested in exploring the travel industry market, or are interested in joining our team, contact Trent Marbut today.

Lorien staffing and recruiting leaders are building world-class IT talent communities for our clients — by attracting GDS, Program and Product Management, Data, Software Engineering, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche and developing markets.

Hiring Solutions for the Travel and Hospitality from a Lorien Solutions Manager

Job seekers are in the driver&rsquo;s seat. Make their candidate journey a positive one. In the United States, millions of critical jobs remain unfilled. Hiring managers are well aware that a talent crisis is underway. Worker shortages are slowing the pace of innovation. While upskilling and reskilling efforts can help over time, the immediate need is not being met. Take the technology sector for example. Workers are in such high demand that they may be entertaining several job offers at once. Recruiters are calling, texting and emailing on a daily basis. The same goes for healthcare, pharma and other industries where there is a deficit of talent. Candidates are in the driver&rsquo;s seat, and they know it. Companies know it too. But not all are making the necessary adjustments to attract and nurture top talent. In particular, there remains a disconnect between what job seekers expect from the hiring process and what employers are able to deliver. &nbsp;
Are you getting ghosted? There are a lot of reasons that job seekers ghost recruiters and hiring managers. They have the upper hand and are quick to dismiss opportunities that don&rsquo;t feel right. Software company Greenhouse took a deeper look at these reasons in their Candidate Experience Report. The majority of job seekers have little tolerance for long applications and even longer interviews. They are tired of interviewers who are unprofessional and unprepared. Delayed feedback and follow-up are also pet peeves. Most (75%) of those surveyed have been ghosted by recruiters, as well. The good news is that all of this is fixable with a renewed commitment to candidate care. Analytics and advisory firm Gallup found that a positive candidate experience begins with a recruiter who truly cares and is invested in hiring the best match.
The two other must-haves are consistent and timely messaging throughout the candidate journey, and a respectful professional interview process. Let&rsquo;s take those one a time. &nbsp; It takes talent to find talent. A great recruiter is priceless. Their engaging personality draws in top talent and leads them through the hiring process as an influential partner. Job seekers can tell when a recruiter is invested in their success as a candidate. Job seekers want to work with recruiters who are: able to make a real human connection, treating each candidate as a uniquely talented individual. culturally aligned to the organization with a strong understanding of the business. excited about the company, serving as a brand champion who is well-versed in what makes it a different and special place to work. transparent about the responsibilities and requirements, as well as the perks, of the opportunity. accessible throughout the process, answering questions and getting answers they might not have. high-touch natural communicators that engage with candidates throughout the hiring process. To support a positive candidate experience, recruiters must be able to immerse themselves fully in the process.
An investment in automated tools and technologies can make staffing easier. A recruiter buried in paperwork can&rsquo;t deliver on the promise of finding and guiding top talent to the finish line. &ldquo;With the addition of tools and automation, it&rsquo;s key to keep the candidate and client experience top of mind. Where possible, we recommend implementing an 80/20 rule for automation and personalization/customization,&rdquo; said Ryan McMahon, President of Lorien North America. &ldquo;There are lots of opportunities for recruiters to partner with hiring managers to develop best practices and lean recruiting processes, with a focus on increasing efficiency, while simultaneously removing barriers that cause friction for candidates. In today&rsquo;s hot market, it&rsquo;s important to recognize that candidates are becoming more selective around which hiring processes they are willing to invest in and engage with. Companies who are willing to audit their current candidate attraction, recruiting, and hiring processes will position themselves to create better candidate experiences and decrease the chances of candidate drop-off during the hiring process.&rdquo; &nbsp; The intangibles matter. Yes, there will be conversations around salary, benefits, remote work and flexibility. Ghosting can happen at this point too. So, it&rsquo;s important that candidates build an affinity with the intangibles of the company from the very first contact. This is done by creating &ndash; and communicating &ndash; a meaningful employer value proposition (EVP). Going beyond company mission, vision and values to accurately describe the culture and career environment. A strong EVP will define what the company and its people stand for, what matters most, and the pillars on which the organization is based. A company&rsquo;s EVP serves as the heart of its employer brand. It is an expression of give and get. What the employee is expected to give of themselves (passion, integrity, teamwork, etc.) and what they will get in return (opportunities, rewards, a sense of purpose, and so on). All internal and external employment-related communications should reflect the EVP, laddering back up to the core principles, with consistent and authentic messaging. Harvard Business Review breaks employer branding down into three essential elements &ndash; reputation, proposition (EVP) and the employee experience &ndash; saying: &ldquo;If that reputation is strong enough, top talent might be willing to overlook a tedious experience. But if your employer brand is poor, even the best employee experience won&rsquo;t get you onto the radar of most in-demand job seekers.&rdquo; After the upheaval of the Great Resignation, people have a much better sense of where they belong and why. Creating an authentic EVP and memorable employer brand is no longer optional if you want to find top talent in an exceedingly competitive market.
Creating an EVP. SHRM, the Society for Human Resource Management, identified &ldquo;employer branding on the rise&rdquo; as one the top business predictions for 2022. With remote work increasingly available, candidates have a much wider choice of employers than ever before. Companies with strong employer brands will stand out among the clutter of opportunities. Employer branding is all about telling a story. At the center of the story is the EVP. An EVP is part elevator pitch, part manifesto. It is inspirational, as well as aspirational. It should spark the imagination of job seekers while &ndash; and this is key &ndash; being 100% believable to current employees. The way to create an EVP that is true to the employee experience is by asking the right questions of the right people. To get started: ASK employees at all levels how they would describe the company, what they like most about working there, and how they would sell a friend on joining the company. ASK leadership what they see for the company moving forward, how they operate on principle, and what serves as their North Star. ASK new hires why they chose the company over other employers, what made a positive impression on them during the hiring process, and what they think of their decision to join. ASK long-tenured employees why they stay at the company, what do they get here that they won&rsquo;t find anywhere else, and if they have ever referred anyone to join. Do interviews. Conduct surveys. Have focus groups. Hire an external partner to help if the task seems unsurmountable internally.
The goal is to look for common themes that can build out messaging that will tell job seekers what they want &ndash; and need &ndash; to know about the company culture. Find the differentiators. Why should top talent choose the company, beyond the practicalities of salaries and benefits? &nbsp; Consistent, meaningful communications. If a company can communicate its EVP throughout every milestone of the hiring process, there is a better chance of hiring people who fit. That is the essence of employer branding: integrated and consistent storytelling across all candidate touchpoints. This includes: Career website Job postings Social media Targeted advertising Recruiter communications Candidate relationship management Interview requests Follow-up communications Offer letters Take an inventory of how the company communicates through the hiring process. Look at the materials through the candidate&rsquo;s eyes. Is the EVP clear? Do the communications feel like they are from one company with a consistent story to tell? If not, what needs to be improved? &ldquo;The relationship between employer and employee has changed. Today&rsquo;s talent must be cultivated. An organization&rsquo;s employer value proposition (EVP) demonstrates that the investment in people is beyond just a paycheck and truly signals the company&rsquo;s purpose. We will continue to see those organizations that have developed a differentiated EVP thrive because they engage talent in unique and meaningful ways.&rdquo;&nbsp; - Ann Bookout, Head of Culture &amp; Fulfillment, Impellam Group &nbsp; &nbsp;
A better experience benefits everyone. A CNN piece, titled &ldquo;The Race for Talent,&rdquo; highlighted accelerated hiring strategies. Some companies are streamlining their applications to the bare minimum, so candidates can easily apply from their phones. Others are shortening interview cycles and making faster job offers, including same day hiring in some sectors. All in an attempt to secure top talent before another employer does. The interview portion of the hiring process, in particular, needs to be viewed from the candidate perspective. Think about the differing needs of each individual and ask: How well does the interview process accommodate busy schedules? How much time does the job seeker need to invest? Are subsequent rounds of interviews redundant or overlapping? Are the interviewers well-prepared, professional and attentive? Is there a formal rubric for assessing candidates against requirements? How soon are hiring managers providing feedback to recruiters? How quickly can a job offer be made? Where are the obstacles to efficiency and how can they be removed? &ldquo;Organizations need to listen more closely than ever to their customer (candidate) and work on creative strategies to streamline interview processes and make the candidate journey as effortless as possible. Candidates in the current market usually have multiple choices when it comes to making a final decision, so the need to listen to feedback, to meet the candidates where they are, and become more agile in the process is critical in gaining the best talent.&ldquo; - Pete Nelson, Director of Talent Acquisition, Impellam Group &nbsp;
Achieving success. Economists predict that fast hiring (and quitting) will continue throughout 2022 (CNBC). The candidate experience needs to be accelerated. Yet, it must also be thoughtful &ndash; catering to job seekers who expect to be respected and cared for throughout the hiring process and beyond. Improving the candidate journey might be a matter of a few quick fixes from a talent acquisition team that can pivot on a dime. However, for most companies, it&rsquo;s going to take more work. Candidate care starts at point A and continues to the finish line&hellip;where the employee experience begins. &nbsp; To learn more about our candidate experience consulting and recruiting services, please click here. &nbsp; &nbsp;

Candidates are in the driver’s seat, and they know it. Companies know it too. But not all are making the necessary adjustments to attract and nurture top talent. In particular, there remains a disconnect between what job seekers expect from the hiring process and what employers are able to deliver.

When did you last audit your candidate experience?

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Despite some instability in the broader tech jobs market, the AI arms race is creating unprecedented demand for certain segments of tech talent. According to CBRE, US data center space grew 26% last year&ndash;a frenzy on par with the construction pace of the first dot-com boom. The talent demand that comes in the form of IT resources needed for the global buildout of infrastructure is profound, as well as the need for those who can develop and train future iterations of this new tech. &nbsp;
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It&rsquo;s no surprise that with this huge demand comes higher pay expectations. The trends uncovered by <a href="https://www.lorienglobal.com/us/insights/technology-digital-salary-survey-north-america-2024" target="_blank" rel="noopener">Lorien&rsquo;s 2024 Technology and Digital Salary Survey</a> show us which roles are heating up, and the role location plays in driving spikes in compensation.&nbsp;
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<h2 class="Paragraph SCXW222926640 BCX0">What are today&rsquo;s most in-demand tech jobs?&nbsp;</h2>
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The data center construction boom has led to ample career opportunities for mechanical and electrical technicians and engineers. The construction of data centers itself requires a large number of contingent talent&ndash;from project managers and architects to networking specialists and security personnel (physical and cyber). In particular, energy experts, especially those with a background in renewable resources, and networking specialists with copper and fiber optic expertise are in high demand. &nbsp;
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Once operational, a wide range of permanent employees are then responsible for managing and maintaining the hardware infrastructure, including setting up and configuring servers, troubleshooting, conducting inspections, and overseeing regular software and hardware upgrades. Typical job titles include Data Center Technicians, Systems Engineers, Network Administrators, and Electrical/Mechanical Maintenance Technicians.&nbsp;
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<h2 class="Paragraph SCXW173573542 BCX0">Where demand for talent is strongest&nbsp;</h2>
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Companies like <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.bloomberg.com/professional/insights/data/amazon-bets-150-billion-on-data-centers-required-for-ai-boom/" target="_blank" rel="noreferrer noopener">Amazon</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.crn.com/news/cloud/2024/google-pours-billions-into-new-u-s-data-centers-here-s-where?itc=refresh" target="_blank" rel="noreferrer noopener">Google</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.datacenterdynamics.com/en/news/meta-plans-37bn-digital-infrastructure-investment-in-2024/#:~:text=So%20far%20the%20company%20has%20two%20of%20the,reliance%20on%20GPUs%20from%20vendors%20such%20as%20Nvidia." target="_blank" rel="noreferrer noopener">Meta</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.datacenterdynamics.com/en/news/microsoft-to-double-new-data-center-capacity-this-year-report/" target="_blank" rel="noreferrer noopener">Microsoft</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.oracle.com/" target="_blank" rel="noreferrer noopener">Oracle</a>, and <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.reuters.com/business/autos-transportation/musk-pushes-plan-china-data-power-teslas-ai-ambitions-2024-05-17/" target="_blank" rel="noreferrer noopener">Tesla</a> are investing enormous sums to develop data centers around the world. Again, according to <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.cbre.com/insights/reports/global-data-center-trends-2024" target="_blank" rel="noreferrer noopener">CBRE data</a>, North American data center inventory grew by 24.4% year-over-year in Q1 2024, with vacancies reaching new lows. Other parts of the world aren&rsquo;t far behind, with inventory growing by 22% in Asia Pacific and 20% in Europe. &nbsp;
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The market with the highest inventory&mdash;an indicator of demand for data center-specific talent&mdash;is in Northern Virginia, which boasts 2,500 megawatts of capacity. This is nearly 2.5 times more than London, the next largest market. Tokyo, Frankfurt, and Sydney round out the top five.&nbsp;
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Dallas-Fort Worth is the second largest market in the US with a record 372.2 megawatts of inventory under construction. Hyperscale and AI companies are driving the growth here, hiring aggressively to support their buildout. Chicago, the Silicon Valley, and Boise are also attracting investments, although Idaho faces greater challenges in attracting talent than other metro areas.
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<h2 class="Paragraph SCXW118674938 BCX0">Creating an effective talent strategy&nbsp;</h2>
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As AI and cloud companies grow their data warehouse footprint, they&rsquo;ll need to prioritize talent recruitment and retention. One important consideration here is talent supply, given the strict location requirements for data centers. Access to talent in large metro areas like Northern Virginia or Dallas-Fort Worth will be easier than in areas with smaller populations such as Nebraska.&nbsp;
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Compensation is another piece of the puzzle. <a class="Hyperlink HyperlinkGateOff SCXW118674938 BCX0" href="https://www.lorienglobal.com/us/insights/technology-digital-salary-survey-north-america-2024" target="_blank" rel="noreferrer noopener">Our 2024 report</a> shows that compensation for many key roles has risen between 4% to 5% year over year, well above the national average for all jobs. However, it can vary significantly based on location.​​ For example, data architects make around $140,000 on average in the US, and close to $153,000 in high-demand areas. Database administrator salaries are approximately the same.&nbsp;&nbsp;
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As always, developing a powerful employer value proposition will be key to winning talent. Competitive pay, a healthy work-life balance, career advancement opportunities, and learning and development resources are always powerful motivators for attracting candidates. Additionally, a strong culture backed by compelling values and a clear mission will help employers stand out. &nbsp;
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<h2 class="Paragraph SCXW173573542 BCX0">Connect with our team of experts today to power your data center growth with the right tech talent </h2>
With data center infrastructure scaling at unprecedented rates in North America and around the world, the companies transforming the global economy can only succeed with the right talent fueling their AI innovation. Reach out here to discuss how we can help you attract, hire, and retain the skilled professionals driving the AI and data center boom.&nbsp;&nbsp;
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Despite some instability in the broader tech jobs market, the AI arms race is creating unprecedented demand for certain segments of tech talent. 

Fueling the Data Center Boom with the Right Tech Talent 

Companies are only as extraordinary as their people, so how do you hire the best? Let’s start by understanding ‘What Tech Candidates Want’ from their employers.  

What do tech candidates really want? (And how I can hire the best talent for my team?)

Is a lack of career advancement and progression getting you down? Learn how to overcome career roadblocks and advance your career. 

Unhappy at work with no progression in your career?

Explore the implications of the FTC's landmark ruling banning non-compete clauses and discover proactive strategies to safeguard your workforce and recruitment efforts in our latest blog by Mike Johnson, Lorien leader and Recruitment Process Outsourcing (RPO) expert.

How Employers Can Respond to the FTC's Ban on Non-Compete Clauses 

<h2>Navigating the New Cybersecurity &amp; Cloud Landscape</h2>
As we step into the evolving landscape of the second quarter of 2024, the technology sector faces a transformative era marked by two critical trends: the relentless growth in cloud migration and investment, and an unprecedented demand for specialized cybersecurity talent. These dual forces are altering how companies strategize their staffing and operations and shaping the future of technology and business agility.
<h3>Accelerating Investments in Cloud Migration</h3>
The financial commitment to cloud computing continues to soar, with worldwide spending on public cloud services <a href="https://www.gartner.com/en/newsroom/press-releases/2023-11-29-gartner-says-cloud-will-become-a-business-necessity-by-2028">forecasted</a> to reach $679 billion in 2024, and expectations to surpass the $1 trillion mark by 2027. This robust investment signifies the growing indispensability of cloud computing in the infrastructure of modern businesses.
<h3>Return on Investment (ROI) through Enhanced Security &amp; Reduced Breaches</h3>
Looking ahead to 2026, it's <a href="https://www.gartner.com/doc/reprints?id=1-2G6U1RDP&amp;ct=240109&amp;st=sb">predicted</a> that organizations prioritizing their security investments in line with continuous threat exposure, will witness a remarkable two-thirds reduction in breaches. This strategic focus on cybersecurity is crucial for businesses operating in cloud environments, emphasizing the need for significant security measures.
<h3>Cloud-First Strategies and Remote Work</h3>
The pivot to cloud-first strategies has become mainstream. With 89% of enterprises <a href="https://info.flexera.com/CM-REPORT-State-of-the-Cloud?utm_source=google&amp;utm_medium=ppc&amp;utm_content=NB_FinOps_NAM_State_Of_The_Cloud&amp;lead_source=PPC&amp;cq_cmp=14731352630&amp;cq_term=flexera%20cloud&amp;cq_plac=&amp;cq_net=g&amp;cq_plt=gp&amp;gad_source=1&amp;gclid=CjwKCAjwh4-wBhB3EiwAeJsppNCMxRT5ayNs3qG12oYM3zziHUIVdGwVXzryVu0_jQPlFqSU2xhWlRoCl_kQAvD_BwE">adopting</a> multi-cloud strategies, the pandemic-driven shift to remote work has further expedited cloud migration. This transition facilitates remote access and application use, reflecting a critical adaptation in today's business models.
<h2>The Urgent Need for Specialized Cybersecurity Talent</h2>
The technology staffing and recruiting sector, especially in cybersecurity, is experiencing significant changes due to the rising complexity and frequency of cyber threats. This evolution has led to a sharp increase in the demand for skilled cybersecurity professionals and companies worldwide are facing challenges in filling these critical roles.
&nbsp;According to a recent <a href="https://www.kaspersky.com/about/press-releases/2024_infosec-experts-shortage-almost-half-of-companies-struggle-with-understaffing">report</a> by Kaspersky, around 40% of companies globally are struggling to fill cybersecurity positions. This difficulty in sourcing skilled professionals is alarming, especially considering the current workforce numbers and future projections.
&nbsp;In 2023, the cybersecurity job market <a href="https://www.mckinsey.com/capabilities/risk-and-resilience/our-insights/cybersecurity/cybersecurity-trends-looking-over-the-horizon">saw</a> about 5.5 million people employed, yet there was still a shortfall of approximately 3.5 million professionals. This gap between the demand and supply of skilled cybersecurity personnel is expected to continue, and perhaps even widen, in the coming years. The US Bureau of Labor Statistics <a href="https://www.bls.gov/ooh/computer-and-information-technology/information-security-analysts.htm">anticipates</a> a substantial growth in cybersecurity roles, projecting an increase of 35% over the next decade.
&nbsp;These statistics highlight a critical cybersecurity staffing issue: a significant and growing skills gap. This disparity emphasizes the urgent need for effective strategies to attract, develop, and retain cybersecurity talent to address the evolving security challenges faced by businesses globally.
<h3>Emerging Roles in Cybersecurity</h3>
The demand for specialized roles like Cloud Security Architects, Vulnerability Management Specialists, Cyber Intelligence Specialists, DevSecOp Engineers, and AI-Based Threat Detection Engineers is more pronounced than ever. As businesses move to the cloud, they encounter unique threats and vulnerabilities, demanding a depth of expertise that is presently rare in the job market.
<h3>Partnering with Specialist Firms for Talent Acquisition</h3>
To confront the dual challenges of cybersecurity, talent scarcity, and the intricacies of cloud migration, forward-thinking companies are increasingly collaborating with specialist staffing and recruiting firms. These partnerships provide crucial advantages such as:
<ul>
<li>Speed and Efficiency: Specialist firms expedite the hiring process significantly.</li>
<li>Access to a Wider Talent Pool: These firms tap into vast networks of qualified professionals, including those not actively seeking new opportunities.</li>
<li>Expertise in Emerging Tech Roles: Specialist firms are in tune with the latest trends and required skills in technology and cybersecurity.</li>
</ul>
<h3>Seizing the Future of Cybersecurity &amp; Cloud Innovation with Talent</h3>
The trends of Q1 2024 highlight an essential demand for specialized cybersecurity talent, propelled by the increasing prominence of cloud migration and investment. As cloud computing transitions from a disruptive technology to an essential element of business operations by 2028, the requirement for specialized expertise will only intensify. By strategically partnering with expert staffing firms, companies can gain a decisive advantage, equipping themselves to meet the challenges and seize the opportunities of a digitally evolving landscape.
<h4>Ready to Bridge the Cybersecurity Talent Gap?</h4>
Connect with <a href="mailto:hris.mcgraw@lorienglobal.com">Chris McGraw</a> today to navigate these dynamic changes and secure the specialized talent your organization needs for a more secure and efficient future.

Chris McGraw, Lorien client solutions leader and cybersecurity talent expert, explores Q1 2024's tech staffing trends, highlighting the growing demand for specialized cybersecurity talent essential for protecting expanded cloud environments.

Securing the Cloud: Cybersecurity Talent Trends and Insights for 2024

<h1>&lsquo;What Tech Recruitment Candidates Want&rsquo; Lorien report &ndash; 2024</h1>
Find out the real truth in recruitment and job hunting from candidates across the US in the 'What Tech Candidates Want' report, to be released April 15, 2024.&nbsp;This comprehensive report explores the current trends and expectations of professionals in technology, digital, and change sectors, especially during their job search.&nbsp;<span class="EOP SCXW237987702 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:300,&quot;335559740&quot;:279}">&nbsp;
<h2><span class="EOP SCXW230475373 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:300,&quot;335559740&quot;:279}">Key headline results from the report include:</h2>
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85% of candidates expect to look for a new role in the next 12 months<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:210,&quot;335559739&quot;:210,&quot;335559740&quot;:279}">&nbsp;
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74% of candidates expect to look for a new position within the next six months<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:1,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:253}">&nbsp;
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<li class="OutlineElement Ltr SCXW224215627 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="2" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">
7% of candidates would prefer to work in the office full-time<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:1,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:253}">&nbsp;
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95% of candidates want the end-to-end recruitment process to be completed within four weeks<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:1,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:253}">&nbsp;
</li>
</ul>
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In May 2024, following the report's release, we will host an informative global webinar. This insightful event will explore the report's findings and feature our global subject matter experts and industry leaders. These experts will provide deeper analyses and offer strategies to attract and retain top tech talent.<span class="EOP SCXW134500477 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:300,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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Make sure to download your complimentary copies of the US and UK reports on April 15, 2024. These global reports will be an essential resource for anyone looking to understand the shifting dynamics of the tech talent landscape. <span class="EOP SCXW134500477 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335557856&quot;:16777215,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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Stay up to date with more details about our upcoming May webinar and other insights by following us on <a class="Hyperlink SCXW134500477 BCX0" href="https://www.linkedin.com/company/lorien/" target="_blank" rel="noreferrer noopener">LinkedIn</a> or visiting our&nbsp;<a href="https://www.lorienglobal.com/us/insights" target="_blank" rel="noopener">insights page</a>.<span class="EOP SCXW134500477 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335557856&quot;:16777215,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
</div>
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Discover the latest recruitment report What Tech Candidates Want in 2024. It explores trends and expectations of professionals during their job search

Discover What US Tech Candidates Want in 2024

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In the dynamic landscape of technology, International Women&rsquo;s Day serves as a pivotal moment to acknowledge and celebrate the trailblazing women who have left an indelible mark on STEM. As we navigate the digital frontiers of today, it&rsquo;s imperative to recognize the visionary female innovators who have played pivotal roles in shaping the technological landscape.&nbsp;&nbsp;
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Here, we unfold the narratives of remarkable women whose contributions have advanced the field and have set the stage for a more inclusive and diverse future in technology.&nbsp;&nbsp;
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These visionary women in technology have not only contributed to significant technological advancements but also paved the way for future generations of women to follow in their footsteps. They remind us that in the world of technology, the possibilities are limitless.&nbsp;
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Highlighting Top Women Innovators in Technology&nbsp;
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<ul>
<li class="Paragraph SCXW120631882 BCX0">Ada Lovelace:&nbsp;Widely acknowledged as the first computer programmer, Lovelace's work on Babbage's Analytical Engine laid the groundwork for future computing. Her notes on the engine included the first algorithm intended for processing by a machine, making her a visionary in computer science.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW120631882 BCX0">Grace Hopper: A computer scientist and U.S. Navy Rear Admiral, Hopper's development of the first compiler for a computer programming language was a significant step forward in making computing accessible. She was also a pioneer in the development of COBOL, one of the first high-level programming languages.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW120631882 BCX0">Sheryl Sandberg: As the Chief Operating Officer of Facebook, Sandberg has played a crucial role in transforming the platform into a global powerhouse. Her leadership has \ fueled the growth and monetization of Facebook and highlighted the significance of female leadership in the tech industry. Sandberg&rsquo;s achievements testify to the impact women can have at the forefront of technological giants. &nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW120631882 BCX0">Susan Wojcicki: As the CEO of YouTube, Wojcicki has overseen the platform's exponential growth and transformation into a primary source of video content globally. Her vision and leadership have been fundamental in shaping the digital media landscape.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW120631882 BCX0">Megan Smith: As the US Chief Technology Officer, Smith was pivotal in fostering technology and innovation in government policy. Her work has significantly impacted how technology is integrated into various aspects of governance and public service, setting a precedent for future technological advancements in government operations.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW120631882 BCX0">Angelica Ross: Angelica Ross stands out as a tech innovator and advocate for inclusivity, particularly for transgender individuals. As the founder of TransTech Social Enterprises, she focuses on providing tech training and career opportunities for the transgender community, highlighting the importance of diversity and representation in the tech industry.&nbsp;</li>
</ul>
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<ul>
<li class="Paragraph SCXW120631882 BCX0">Rana el Kaliouby: El Kaliouby is a pioneer in the field of artificial emotional intelligence, co-founding Affectiva to develop emotion recognition software. Her work enables machines to interpret human emotions, with applications ranging from enhancing customer service to supporting mental health. El Kaliouby advocates for ethical AI, emphasizing the need for technology that is empathetic and understands human emotions.&nbsp;</li>
</ul>
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As we reflect on the stories of these extraordinary women in technology, it becomes clear that their legacy extends beyond individual accomplishments. International Women&rsquo;s Day provides a platform to honor their transformative contributions and to recognize the pivotal role of diversity in shaping the future of STEM. These visionary leaders have not only pushed the boundaries of innovation but have also inspired generations to come. As we celebrate the limitless possibilities within technology, let us carry forward their spirit of inclusion, perseverance, and excellence. These women remind us that the pursuit of knowledge knows no boundaries&ndash;a testament to the enduring impact of women in Technology.&nbsp;&nbsp;
</div>

In the dynamic landscape of technology, International Women’s Day serves as a pivotal moment to acknowledge and celebrate the trailblazing women who have left an indelible mark on STEM. As we navigate the digital frontiers of today, it’s imperative to recognize the visionary female innovators who have played pivotal roles in shaping the technological landscape.

The Women Who Shaped STEM - Pioneering Digital Frontiers for Future Generations 

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At Impellam, we are driven to affect positive change in the world of work&mdash;shaping diverse and inclusive workplaces is our guiding ethos.&nbsp;&nbsp;
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Our unwavering dedication to fostering meaningful conversations is at the core of driving this transformative change. Our commitment involves sharing insights, sparking discussions, and cultivating a community where positive change becomes a collective endeavor.&nbsp;&nbsp;
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This commitment to dialogue is precisely the goal of our collaboration with The Staffing Stream, Staffing Industry Analysts' platform for guest commentary and thought leadership. In this exclusive series, Claire Marsh, CEO of Impellam Group North America, shares invaluable insights into trends reshaping the female workforce in the tech sector.&nbsp;&nbsp;
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Check out <a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/03/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-one/" target="_blank" rel="noreferrer noopener">Part One</a> and <a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/10/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-two/" target="_blank" rel="noreferrer noopener">Part Two</a> of Claire's article to join the conversation to drive positive change in the way we work.&nbsp;
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Staffing Stream is SIA&rsquo;s platform for guest commentary and thought leadership.&nbsp; Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. The company's proprietary research covers all categories of employed and non-employed work, including temporary staffing, independent contracting, and other types of contingent labor.&nbsp;For more information on SIA, please visit the <a class="Hyperlink SCXW229402853 BCX0" href="http://www.staffingindustry.com/" target="_blank" rel="noreferrer noopener">SIA website</a>.&nbsp;
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First Seen on the Staffing Stream:&nbsp;&nbsp;
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<a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/03/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-one/" target="_blank" rel="noreferrer noopener">Shrinking the Gap: How Today&rsquo;s Workforce Trends are Empowering Women at Work, Part One</a>&nbsp;
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<a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/10/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-two/" target="_blank" rel="noreferrer noopener">Shrinking the Gap: How Today&rsquo;s Workforce Trends are Empowering Women at Work, Part Two</a>&nbsp;
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Empowering Women in Tech: A Glimpse into Claire Marsh's Exclusive Staffing Stream Series 

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What is Recruitment Process Outsourcing (RPO)? <span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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Recruitment process outsourcing (RPO) is a workforce solution in which a business transfers all or part of its permanent recruitment to an external provider. An RPO provider is responsible for the management of the permanent recruitment within a company and typically has outsourced recruiters based onsite or virtually, and often embedded within the HR or people function of the business. An effective RPO program installs or augments an organization's talent acquisition team, the latest recruitment technology, and agile recruitment processes. <span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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What are the top reasons to consider RPO?&nbsp;<span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW193679476 BCX0">1. Access to High-Quality, Diverse Talent&nbsp;<span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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<span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;An RPO provider's primary mission is to secure the best permanent hires, even in&nbsp;the most challenging markets. Through expert sourcing, screening, and onboarding, an RPO partner can ensure your business attracts and retains top-tier talent. In the competitive race for talent, RPO providers build strategic talent pipelines, leveraging extensive global databases and innovative strategies to tap into passive and underutilized talent pools, ensuring your business stays ahead of the competition. <span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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Recognizing the vital role of diversity in fostering success, research shows that companies prioritizing diversity reported a significant 45% increase in market share growth from the previous year. In line with this understanding, RPO providers actively engage diverse talent pools, offering businesses a strategic advantage in accessing and harnessing the full potential of a diverse workforce.<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW51649636 BCX0"><span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;2. Enhanced Scalability &amp; Flexibility <span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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Business needs are dynamic, and staffing requirements can change rapidly. RPO offers unparalleled scalability and flexibility, allowing employers to scale their workforce up or down efficiently. This adaptability is crucial for navigating market fluctuations, accommodating growth spurts, or swiftly adjusting to unexpected changes, ensuring your workforce remains agile and responsive.&nbsp;
<h3 class="Paragraph SCXW51649636 BCX0">3. Cost Efficiency&nbsp;&amp; Resource Optimization<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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Traditional in-house recruitment processes can be resource-intensive and costly. RPO brings cost efficiency to the forefront, leveraging economies of scale, specialized tools, and streamlined processes. By leveraging RPO, employers can optimize their recruitment budget, redirect resources toward core business activities, and achieve a higher return on investment in talent acquisition. <span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW51649636 BCX0"><span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;4. Cutting-Edge Technology Integration&nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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Staying ahead in the digital era requires embracing advanced technologies. RPO providers invest in state-of-the-art recruitment technologies, including applicant tracking systems, artificial intelligence, and data analytics tools. By aligning with a tech-centric RPO partner, employers gain access to these innovations, enhancing the efficiency and effectiveness of their recruitment processes and ensuring they stay at the forefront of industry best practices.&nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW51649636 BCX0" style="text-align: left;">5. Strategic Time-to-Hire Reduction&nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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With the race for high-demand, skills-short roles becoming more competitive than ever, compressing time-to-fill ratios is essential. RPO streamlines the hiring process, leading to a significant reduction in time-to-hire. RPO services are designed to ensure that employers secure top talent promptly, providing a competitive advantage in attracting and retaining skilled professionals before the competition. <span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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As forward-thinking employers, integrating a new staffing and recruiting model is pivotal for sustained success. With its 45+ years of industry leadership, Lorien is at the forefront of RPO services, offering specialized expertise, scalability, cost efficiencies, cutting-edge technology, and strategic time-to-hire delivery. By considering RPO for business-critical staffing needs, employers can unlock a strategic approach to talent acquisition that aligns with growth objectives and positions their companies as industry leaders. &nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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Find out more about Lorien's <a class="Hyperlink SCXW51649636 BCX0" href="../../../../../business-solutions/rpo-total-talent-acquisition" target="_blank" rel="noreferrer noopener">recruitment outsourcing workforce solutions</a> or <a class="Hyperlink SCXW51649636 BCX0" href="mailto:connect@lorienglobal.com" target="_blank" rel="noreferrer noopener">connect with our team</a> today.<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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In a world where innovation and agility are paramount for business success, the need for top-tier tech and other niche talent has never been more critical. To remain competitive and innovative, businesses must adapt how they engage and acquire permanent talent.    In this blog, we explore the top five reasons employers should consider the game-changing approach of Recruitment Process Outsourcing (RPO) for their business-critical staffing needs.  

Elevate Your Tech Hiring Game: The Top Five Reasons Employers Should Consider RPO

&nbsp;- Tech talent &ldquo;hoarding&rdquo; led to indiscriminate hiring and subsequent wage inflation and, later, headcount reductions&nbsp; &nbsp;
-&nbsp; Demand for AI-related skills on job boards has increased an astonishing 450%
&nbsp; - Global shortage for Cybersecurity professionals reaches 3.4 million&nbsp;&nbsp; &nbsp; &nbsp;
September 12, 2023 &ndash; Atlanta, GA:
Global technology, digital and professional talent solutions specialist <a href="https://c212.net/c/link/?t=0&amp;l=en&amp;o=3247609-1&amp;h=3468999441&amp;u=https%3A%2F%2Fwww.lorienglobal.com%2Fen%2Finsights%2Florien-named-as-an-industry-leader-in-nelsonhall-2021-cws-and-msp-neat-evaluation&amp;a=Lorien" target="_blank" rel="noopener">Lorien</a>, powered by Impellam Group, has unveiled its inaugural<a href="https://www.lorienglobal.com/us/insights/salary-survey-us-2023"> </a><a href="https://www.lorienglobal.com/us/insights/salary-survey-us-2023" target="_blank" rel="noopener">2023 Technology and Digital Salary Survey</a> report, marking a significant milestone in its commitment to delivering value insights to the tech industry.&nbsp;
Despite a tech hiring slowdown that began last year, workers in many sectors continue to demand sizable salaries in today&rsquo;s dynamic labor market, the report revealed. Offering unique insights into market rates and candidate movement across the North American tech industry, the report concluded that while wage inflation has peaked for months, many workers are still insistent on highly competitive compensation packages.
The report, which details the salaries of roles across 11 job families, provides insights into trends affecting pay practices in the world&rsquo;s largest tech talent market. Among key trends are the proliferation of AI tools and platforms, strong demand for specialty cloud skills such as Kubernetes, and a shift in UX/UI skills requirements. Sustained demand for other skills, such as project management and QA testing, is also keeping salaries at high levels.
&ldquo;Employers need to understand that demand for tech skills remains strong despite the recent hiring slowdown in the sector. With many companies continuing to invest in digitalization and transformation, long-term needs for specialized skills will continue,&rdquo; said <a href="https://www.linkedin.com/in/ryanmcmahon2022/" target="_blank" rel="noopener">Ryan McMahon</a>, President of Lorien in North America. &ldquo;Additionally, the promise of AI is leading many companies to seek out talent that can optimize the use of such technologies, which will further drive demand today and in the future.&rdquo;
The job clusters include AI, data and analytics, cloud and DevOps, CRM and ERP, cybersecurity, infrastructure and data centers, mobile, project/program management, change management and business analysis, quality assurance and testing, software engineering, telecom, and UX/UI.
Other developments cited in the report include that openings for Cybersecurity professionals are expected to grow 35% in the next decade. Rising demand for e-commerce skills is leading to increased hiring of mobile specialists into the third and fourth quarters of 2023. Wages for UX/UI are up 10% in the United States and 20% in Canada from last year.&nbsp;&nbsp;
Offering detailed salary data, the report is designed to inform and strengthen organizations&rsquo; hiring strategies and ensure that tech leaders can make data-driven decisions to attract the best candidates in the market. The report will prove to be a useful tool for benchmarking and broadening the necessary understanding of today&rsquo;s complex job market.
For more information and to download the report visit the<a href="https://www.lorienglobal.com/us/insights/salary-survey-us-2023" target="_blank" rel="noopener"> Lorien 2023 Technology and Digital Salary Survey.</a>
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About Lorien:
We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions. We combine tech expertise with the scope, depth and breadth of large-scale talent organizations.&nbsp;
Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.&nbsp;
Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.&nbsp;
Press contact:&nbsp;
Tracy Monsour&nbsp; SVP, Marketing, Impellam Group&nbsp;
tracy.monsour@impellam.com &nbsp;

Global technology, digital and professional talent solutions specialist Lorien, powered by Impellam Group, has unveiled its inaugural 2023 Technology and Digital Salary Survey report, marking a significant milestone in its commitment to delivering value insights to the tech industry.

Inaugural North America tech salary and trends report from Lorien

As the business world becomes increasingly complex and fast-paced, it's no surprise that many companies are turning to contingent workers to help them remain agile and flexible for scale. Tech temp workers, in particular, are in high demand due to their specialized skills and expertise.&nbsp; Leveraging temp workers to extend your company&rsquo;s workforce can provide you with an innovative competitive edge, but managing payroll for these workers can be a daunting task.&nbsp;&nbsp; Here is where Lorien&rsquo;s Payroll Solution is creating real business impact for our client partners. With over 25 years of experience processing payroll for businesses and contingent tech teams of all sizes&ndash;from start-ups to enterprise companies&mdash;we designed our payroll management solution to address your company&rsquo;s distinct challenges and catalyze your continued innovation and growth.&nbsp;&nbsp;
<h4>Benefits of&nbsp;Lorien&rsquo;s&nbsp;Temporary Worker Payroll Solution:&nbsp;</h4>
<ul>
<li>Specialized Expertise: We know the tech industry. We understand the unique payroll requirements of tech talent. Our Customer Engagement Team works closely with you to design a program to foster the best contractor experience.&nbsp;&nbsp;</li>
<li>Compliance Expertise: Staying compliant with ever-changing payroll regulations is challenging. We are experienced in all the intricacies of managing temp workers and will ensure your payroll program complies with all applicable laws and regulations.&nbsp;&nbsp;</li>
<li>Improved Efficiency: The internal management of payrolling can be a strain on your internal team. By outsourcing to Lorien, we save your team time so you can focus on the core business functions that drive growth.&nbsp;</li>
<li>Controlled Costs: The management of contractors is nuanced. A partnership with Lorien minimizes payroll errors and lowers staff and technology costs associated with managing contingent workers.&nbsp;</li>
</ul>
Outsourcing payroll for tech temp workers is a strategic business move for modern companies. It saves time and money, improves compliance, and fosters better relationships with your workforce.&nbsp; &nbsp; Want to find out more about how Lorien&rsquo;s white-glove Payroll Solution for contingent workers can transform your business?&nbsp;<a href="mailto:connect@lorienglobal.com">Connect</a>&nbsp;with the Lorien team today!&nbsp;

As the business world becomes increasingly complex and fast-paced, it's no surprise that many companies are turning to contingent workers to help them remain agile and flexible for scale

Transforming payroll management - a strategic solution for modern businesses

As the banking industry continues to grapple with an ever-changing technology landscape, it is essential to understand the environment that shapes it. According to Everest Group's report How to Achieve More for Less - Maximizing Value, the global economic environment is changing rapidly, with increasing regulatory pressures and a shift towards digitalization. As the report states, "Macroeconomic factors are putting significant pressure on financial institutions to reduce costs while maintaining a focus on innovation and customer experience."
Also, highlighted in the recent report from the Everest Group's IT Service Providers 2023 Forecast: The Top 5 Themes for Growth and Wallet Share, "The banking industry is under immense pressure to remain competitive and offer a differentiated customer experience. To achieve this, banks are investing heavily in digital technologies and services." This emphasizes the importance of IT staffing in the banking industry and the need for skilled IT professionals to help banks achieve their ambitious goals.
The pressure to achieve more for less has made it even more crucial to pay attention to IT staffing trends in the banking industry.&nbsp;
<h4>Here are the top five trends for 2023:</h4>
<ul>
<li>Cybersecurity -&nbsp; As banks become more reliant on technology, cybersecurity is a top priority. American Banker notes that banks are looking for IT professionals who have expertise in cybersecurity. The increasing prevalence of cyber threats means that banks need professionals who can identify and mitigate potential risks to their systems and data.</li>
<li>Cloud Computing -&nbsp; The banking industry is increasingly moving towards cloud computing solutions. According to the U.S. Department of the Treasury, banks are looking for IT professionals who have expertise in cloud computing, particularly in managing the migration from legacy systems to cloud-based solutions. This trend is expected to continue in 2023 and beyond as banks seek to improve scalability and flexibility while reducing costs.</li>
<li>Data Analytics -&nbsp; Banks are also looking for IT professionals who can help them make sense of the vast amounts of data they collect. According to Deloitte, data analytics is a key area of focus for banks in 2023. IT professionals who have expertise in data analytics, machine learning, and artificial intelligence are in high demand as banks seek to use data to gain insights and make better business decisions.</li>
<li>Emerging Technologies -&nbsp; As mentioned by Forbes, banks are seeking IT professionals who have experience with emerging technologies, such as artificial intelligence, machine learning, and blockchain. These technologies have the potential to revolutionize the banking industry, and banks are eager to stay ahead of the curve by hiring professionals with the skills to implement them.</li>
<li>Collaborative Working -&nbsp; Finally, banks need IT professionals who can work collaboratively with other departments. As technology solutions often involve multiple stakeholders, IT professionals who can communicate effectively and work well with others are in high demand.</li>
</ul>
In conclusion, as the global environment changes rapidly, the banking industry must adapt to new challenges and stay ahead of the curve in terms of technology adoption. The demand for skilled IT professionals in the banking industry is expected to continue to grow demonstrably in 2023, with a focus on cybersecurity, cloud computing, data analytics, emerging technologies, and collaborative working. With a shortage of skilled IT professionals in the industry, banks are turning to IT staffing firms to help them find the right talent. The right IT professionals can help banks achieve more for less by driving innovation and improving the customer experience, all while reducing costs.&nbsp;
<h4>About Lorien</h4>
Lorien, is a technology, transformation, and digital talent solutions specialist. We are powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions. We combine tech expertise with the scope, depth, and breadth of large-scale talent solutions.
Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes, and tech needs &ndash; from start-ups to established banking companies and those who use tech to propel them further.
Lorien has a Center of Excellence (CoE) team which can provide Market Rate Analysis (MRA) from proprietary and industry-renowned data sources to better support our Fortune 500 and other client companies and to leverage these insights for enhanced client talent attraction, competitive positioning, and workforce planning.&nbsp;&nbsp;
Our CoE, our Lorien Sr. Director of Strategy, and our North America marketing team partner together to create a unified commercial engine of insights to arm our clients with market research and competitive intelligence around trends, key skillsets, and current salary trends.&nbsp;&nbsp;&nbsp;&nbsp;
&nbsp;
&nbsp;If you are interested in further exploring IT Staffing Trends for Banking, please contact Esther Maria Swaty, Lorien, Sr. Director of Strategy.

As the banking industry continues to grapple with an ever-changing technology landscape, it is essential to understand the environment that shapes it.

5 IT Staffing Trends in Banking

As we continue to dive into insights from Lorien subject matter experts, we’ll share valuable information from staffing and recruiting leaders who are building world-class IT talent communities for our clients and attracting Software Engineering, Program and Product Management, Data, User Experience (UX), User Interface (UI), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.

Pro tips for job seekers: the UX UI edition

The Impellam Group North American organization, the STEM Council for Good and Lorien recently hosted a Lockheed Martin Career Showcase LinkedIn Live event.

The world of cybersecurity with Lockheed Martin

As we continue to dive into insights from <a href="http://https//www.lorienglobal.com/" rel="noopener noreferrer">Lorien</a>&nbsp;subject matter&nbsp;experts,&nbsp;we&rsquo;ll&nbsp;share&nbsp;valuable information&nbsp;from staffing and recruiting leaders who are building world-class&nbsp;IT&nbsp;talent&nbsp;communities for our&nbsp;clients&nbsp;and&nbsp;attracting Software Engineering, Program and Product Management, Data, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.
Associate Director&nbsp;<a class="Hyperlink SCXW46078034 BCX8" href="https://www.linkedin.com/in/andydalmau1/" target="_blank" rel="noopener noreferrer">Andy Dalmau</a>&nbsp;specializes in DevOps permanent placements, a&nbsp;relatively&nbsp;new&nbsp;market&nbsp;that&nbsp;emerged&nbsp;around 2008-2009&nbsp;and&nbsp;has&nbsp;since&nbsp;gained massive popularity over the past decade. Most Fortune 500 companies are adopting DevOps or have already incorporated it into their organization. Andy primarily&nbsp;hires&nbsp;DevOps Engineers, Cloud Engineers, Senior Software DevOps Engineers, DevOps Cloud Architects&nbsp;and&nbsp;DevOps Delivery Managers.
Meet our DevOps Subject Matter Expert, Andy Dalmau
<img src="../../../../../../-/media/lorien/lorien---us/andy-dalmau.jfif?h=322&amp;w=325&amp;hash=7D3E3D0EB0AD89ED34CBFB0E0E9E139D" alt="Andy">
<a class="Hyperlink SCXW146953672 BCX8" href="https://www.linkedin.com/in/andydalmau1/" target="_blank" rel="noopener noreferrer">Andy Dalmau</a>&nbsp;is&nbsp;Associate Director of the Executive Search team at&nbsp;<a class="Hyperlink SCXW146953672 BCX8" href="../../../../../../" target="_blank" rel="noopener noreferrer">Lorien</a>.&nbsp;With a background as a Financial Planning Counselor at JWU for over ten years,&nbsp;and&nbsp;key&nbsp;recruiting&nbsp;roles&nbsp;at&nbsp;Fortune 500 companies such as Disney and Carnival Cruise Lines, Andy has the following&nbsp;to say&nbsp;about his tenure in the industry,&nbsp;&ldquo;One of the key things you learn is that culture and collaboration are the most important aspects of the job. You focus on people first, then everything else will fall into&nbsp;place. &ldquo;&nbsp;
Outside of work, you can find Andy with that same passion cheering on the Miami Dolphins.
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If you are looking to add top talent to your business, are interested in exploring the perm and DevOps market, or want a confidential conversation about your career aspirations and the current state of the market,&nbsp;<a class="Hyperlink SCXW85753133 BCX8" href="mailto:andy.dalmau@lorienglobal.com" target="_blank" rel="noopener noreferrer">contact</a>&nbsp;Andy Dalmau.&nbsp;&nbsp;

Associate Director Andy Dalmau specializes in DevOps permanent placements, a relatively new market that emerged around 2008-2009 which has since g...

The Latest in DevOps from an Experts Perspective

As Lorien continues to build a robust Quality Assurance (QA) specialist talent pipeline, you can trust our team to source top candidates and deliver recommendations on the talent marketplace to ensure you meet your growth objectives. We&rsquo;ll share insights from staffing and recruiting leaders that are building world-class IT talent communities &mdash; by attracting Quality Assurance (QA), Software Engineering, Program, and Product Management, Data, and User Experience (UX) experts &mdash; as well as talent for competitive, niche, and developing markets.&nbsp;
We continually place candidates with specialized QA skill sets and are determined to provide a deeper level of insight and sustain relationships with candidates we know have the potential to make a difference on a team and develop outstanding experiences.&nbsp;
Quality Assurance (QA) Overview
Quality Assurance professionals will typically work with manual and automation QA engineers in evaluating existing automation frameworks, building new test frameworks, writing and designing automation scripts from scratch, and maintaining automated test scripts to ensure quality control standards are achieved.
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Example Quality Assurance (QA) Job Description&nbsp;
The core job responsibilities and requirements of a Quality Assurance Engineer include:
<ul>
<li>Implementing functional test cases for testing various software components, such as Frontends, REST APIs, Mobile Apps, and Backend Microservices; describing and clearly documenting test plan/procedure and test results</li>
<li>Collaborating with Product Owners, Software Architects, Software Developers, and DevOps on best practices, process changes, and standards as part of continuous process improvement</li>
</ul>
Qualifications/Certifications
<ul>
<li>BS in Computer Science or equivalent experience and 2-3 years of industry experience testing software, including mobile applications and/or consumer electronic devices</li>
<li>Experience with QA processes and software development life cycle</li>
<li>Proficiency in working in a Linux/Unix environment &bull; Strong verbal and written communication skills</li>
</ul>
Key Terminology
Most industries and positions have their own set of technologies, terms, and jargon. The more recruiters and candidates understand and speak this language, the more they are positioned for a competitive advantage.
<ul>
<li>Test Case&nbsp;- A test case is a document that has a set of test data, preconditions, expected results, and post-conditions developed for a particular test scenario to verify compliance against a specific requirement.</li>
</ul>
<ul>
<li>Negative Path Testing&nbsp;- Negative testing is performed to ensure that the product or application under test does NOT fail when an unexpected input is given. The purpose of negative testing is to break the system and to verify the application response during unintentional inputs.</li>
</ul>
<ul>
<li>Exploratory Testing&nbsp;- Exploratory testing combines the experience of testers along with a structured approach to testing. Exploratory testing is often performed as a black box testing technique; the tester learns things that, together with experience and creativity, generates good new tests to run.</li>
</ul>
<ul>
<li>Integration Testing&nbsp;- The purpose of integration testing is to verify the functionality, performance, and reliability of the modules that are integrated.</li>
</ul>
<ul>
<li>Defect&nbsp;- A software bug arises when the expected result doesn&rsquo;t match with the actual results. It can also be an error, flaw, failure, or fault in a computer program.</li>
</ul>
<ul>
<li>Smoke Testing&nbsp;- Smoke testing, also called build verification testing or build acceptance testing, is a non-exhaustive software analysis that ascertains that the most crucial functions of a program work but does not delve into</li>
</ul>
Core Technical Concepts&nbsp;
<ul>
<li>Strong knowledge of system testing and software quality assurance best practices and methodologies</li>
<li>Hands-on experience in designing front- end automated solutions and frameworks with Selenium WebDriver and/or Appium</li>
<li>Experience with API automation testing</li>
<li>Experience with writing performance/load testing</li>
<li>Experience with SQL Server preferred</li>
<li>Understanding of CI/CD automation pipelines using Jenkins Gitlab a plus</li>
<li>Familiarity with the agile software development life cycle</li>
</ul>
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Expertise
<ul>
<li>Does the candidate have strong logic skills and good basic programming skills?</li>
<li>Is the candidate comfortable preparing testing notes, test cases, and documentation for a variety of scenarios? Do they have a strong grasp of QA methodology?</li>
<li>Do they show strong creativity in their work? Can they think up relevant use cases independently and test accordingly? Do they test to break?</li>
<li>Can they thoughtfully interpret test results and advocate for quality throughout the development process? Do they carefully track and monitor issues through resolution?</li>
<li>Do they have strong debugging skills? Are they able to analyze issues and their root causes?</li>
<li>Are they familiar with your team&rsquo;s go-to test automation tools (e.g., Selenium)?</li>
</ul>
Team Compatibility
<ul>
<li>Will the candidate be happy working on the &ldquo;behind the scenes&rdquo; side of development?</li>
<li>Are they team-oriented and diplomatic? Can they tactfully work with a diverse mix of developers (spanning many job functions,&nbsp; experience levels, and personalities)?</li>
<li>Do they have a knack for process? Can they manage and maintain quality procedures?</li>
<li>Do they have strong technical communication skills (both verbal and written)? Can they report issues with clarity and accuracy?</li>
<li>Are they comfortable with self-direction?</li>
</ul>
Power Skills
<ul>
<li>Is the candidate careful and detail-oriented to a fault?</li>
<li>Does the candidate have strong non-technical communication skills (both verbal and written)? Can they relay technical concepts to non-technical stakeholders (e.g., product and support)?</li>
<li>Can the candidate stay calm under pressure? Are they comfortable acting as the final approver for their team&rsquo;s work?</li>
<li>Is the candidate able to triage requests based on priority and severity? Can they maintain a laser focus on their task list?</li>
<li>Does the candidate have strong business and product savvy? Can they quickly grasp the business objectives of a new project?</li>
<li>Is the candidate reliable? Do they show strong ownership of their deliverables?</li>
</ul>
<a href="http://https//www.hackerrank.com/blog/qa-engineer-checklist/" target="_blank" rel="noopener noreferrer">Source: [Checklist} Key Skills of an Effective QA&nbsp;Engineer</a>
Career Pathways
Candidates that seek out Quality Assurance (QA) roles aren&rsquo;t always pursuing careers in QA. Entry-level developers, especially, will sometimes pursue QA roles as a stepping stone to development work, or to get a foot in the door at your company.
Make sure you understand the candidate&rsquo;s long-term vision. Are they looking to stay in QA long term? Or is QA only one step in their career path? There isn&rsquo;t a wrong answer. Both types of candidates can add value to your organization; it all depends on the needs of your team.
Align with your hiring manager on what they need. Are they willing to create a career path to software development? Or are they looking for a tried-and-true QA veteran? No matter their answer, make sure they&rsquo;re aligned with your candidate. It&rsquo;ll help shore up retention down the line.
<a href="http://https//www.hackerrank.com/blog/qa-engineer-checklist/" target="_blank" rel="noopener noreferrer">Source: [Checklist] Key Skills of an Effective QA Engineer</a>
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&nbsp;<img src="../../../../../../-/media/lorien/lorien---us/0001/qa-all.png" alt="">
&nbsp;
Emerging Trend&nbsp;
The QA market is gradually shifting towards a unified role of a testing professional that is able to automate, develop testing tools, and even write production code when necessary.
Additional Resources
<ul>
<li><a href="http://https//www.altexsoft.com/blog/engineering/qa-engineering-roles-skills-tools-and-responsibilities-within-a-testing-team/" target="_blank" rel="noopener noreferrer">QA Engineering Roles: Skills, Tools, and Responsibilities in a Testing Team</a></li>
<li><a href="http://https//www.ziprecruiter.com/Career/Quality-Assurance-Specialist/What-Is-How-to-Become" target="_blank" rel="noopener noreferrer">Quality Assurance Specialist &ndash; What Is and How to Become One</a></li>
<li><a href="http://https//www.ziprecruiter.com/Career/Quality-Assurance-Specialist/Resume-Keywords-and-Skills" target="_blank" rel="noopener noreferrer">Quality Assurance Specialist &ndash; Resume Keywords and Skills</a></li>
<li><a href="http://https//www.ziprecruiter.com/Salaries/Quality-Assurance-Specialist-Salary" target="_blank" rel="noopener noreferrer">Quality Assurance Specialist Salary</a></li>
<li><a href="http://https//www.linkedin.com/learning/programming-foundations-software-testing-qa" target="_blank" rel="noopener noreferrer">Programming Foundations Software Testing QA</a></li>
<li><a href="http://https//blog.qasource.com/12-great-qa-resources" target="_blank" rel="noopener noreferrer">12 Great QA Resources</a></li>
<li><a href="http://https//www.h2kinfosys.com/blog/tools-and-resources-for-software-quality-assurance-testing/" target="_blank" rel="noopener noreferrer">Tools and Resources for Software Quality Assurance Testing</a></li>
<li><a href="http://https//www.indeed.com/career-advice/career-development/quality-assurance-skills" target="_blank" rel="noopener noreferrer">Quality Assurance Skills: Definition, Examples and Tip</a></li>
</ul>
Contact Our Team to Learn More!
If you or someone you know is seeking a job in QA, reach out to Molly.Kopera@lorienglobal.com. Or if you are a client seeking Quality Assurance (QA) talent for a project or direct hire role, please contact us at info@lorienglobal.com.
The team has experience across various levels, from placing graduates to C-suite candidates. Whether you are looking for QA Engineers and/or functions that range to QA Managers, we will be able to source the right candidate for you!

As Lorien continues to build a robust Quality Assurance (QA) specialist talent pipeline, you can trust our team to source top candidates and deliver recommendations on the talent marketplace to ensure you meet your growth objectives. 

Quality assurance career resources and hiring guide

Welcome to Lorien&rsquo;s new content series featuring subject matter experts from across our organization. We&rsquo;ll share insights from staffing and recruiting leaders who are building world-class IT talent communities for our clients &mdash; by attracting Software Engineering, Program and Product Management, Data, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets. Leading off will be Lorien Technical Recruiter Molly Kopera, who sources system testing and software QA talent for employers of all sizes. She immerses herself in the candidate&rsquo;s world to ask the right questions and target the right skills. She&rsquo;s also on top of the latest trends in IT QA hiring, including the expanding and evolving role of QA testers as full-stack test engineers. Look for Molly's next update, a complete Career Resources &amp; Hiring Guide specifically for individuals looking for dynamic tech roles in the field of Quality Assurance.&nbsp; Meet our Quality Assurance Subject Matter Expert, Molly Kopera Molly Kopera, 27, Lorien Technical Recruiter, based in Fairfax, Virginia, has spent the past four years with Lorien and the past two years specializing in the Quality Assurance space managing a large enterprise client on behalf of the Lorien team. Molly adapted to the fast-paced industry that recruiting has to offer, and with guidance and training from Lorien Manager Matt Grimes, Molly was able to position herself as a subject matter expert, shifting into engineering and robotics, saying,"Anyone can be a recruiter, but it takes someone exceptional to be a specialist. &nbsp; Q&amp;A 1. Can you provide a few reasons why you chose the path of recruiting? What motivates you to achieve day-to-day success? I joined recruiting because supporting others brings me an element of fulfilment. I love to make others happy, and I typically put others before myself. I left the mortgage industry for recruiting because I wanted to join the tech sector and build more personal relationships with professionals all over the US, assisting and guiding them in one of the most important aspects of life - finding a job. I want to grow my network and be the person others can reach out to for professional assistance and/or to find their next career opportunity. It is one of the best feelings to see how you have helped positively impact someone&rsquo;s life and how rewarding that can be. My daily motivation stems from just that. Recruiting is not an easy job, to say the least; there are a lot of ups and downs that go into your days, weeks, or even months. I stay motivated by working hard and enjoying the reward of the gratefulness candidates express for helping them and guiding them through the entire process. It really does pay off. 2. What about Quality Assurance is driving you to become a subject matter expert? What do you do/use to stay in the loop about market trends and topics? Since day one of my recruiting career, QA (Quality Assurance) is a skillset I dove into from the very beginning. I was not particularly familiar with the terms and industry lingo when I first started sourcing for QA roles, but the more I sourced for that skill set, the more comfortable I was in finding qualified candidates. I was driven by the impact QA has on companies and their customers, and how critical it is to their overall success. If a company does not have a strong QA operation, they are more than likely not going to satisfy or keep customers, no matter what service or product is being offered. To become more comfortable with the skills required for QA roles, I conduct my own research prior to sourcing. I like to know what the client is looking for from an in-depth perspective&hellip;not just a keyword or search term. Some candidates will also inform me of new and innovative technologies that they have either worked with before or wish to work with in their next opportunity. 3. What are the top skills or traits needed to be successful in Quality Assurance? Are there any interview tips you think would help make a candidate stand out? You need a strong attention to detail and problem-solving skills in QA to successfully determine the root cause of bugs or defects in products or services. You need excellent communication and time management skills because you are usually collaborating with different departments or teams and need to be able to provide effective updates, typically in both written and verbal form. You must love data. QA is about analysis and detecting problems with the data or product so you can determine how to improve or fix the issues. You will need technical training and/or knowledge specific to the field, such as a specific programming language and knowledge of various testing methods, and you can often learn that independently or through specific courses. Some interview tips would include conducting research on the company so you can learn about what services/products they offer and to get a better idea of what you can expect to be, if hired. You should determine a few of the larger or more challenging projects you worked on previously and use those experiences to express how you overcame struggles and became more confident in your work. You should be able to speak to the different testing methods you have used and why you used them, as well as being able to walk the interviewer through creating a test plan. 4. Where do you see QA going in the next 5-10 years? How will the industry be impacted? &nbsp; QA is part of the IT world; it is ever evolving. Companies are always going to need quality IT services, and QA will be needed to make that happen. We live in a world where automation is becoming more prevalent every day, and technology is making things easier in every aspect of our daily lives, including QA testing. The ability to make a testing process automated means greater overall efficiency and compressed solution times. Automation is still advancing every day, and it will become more of a necessity for companies. The most prominent trending area of IT is AI/AR (Artificial Intelligence/Augmented Reality). These fields will only become more common in the future, and customers/users seeing advancements in these industries. I see the industry being impacted in a positive way. There will be more demand for QA professionals as companies transition into further automated processes, which increases employment opportunities for the future. The industry is intriguing, and you will find yourself applauding these professionals for what they can achieve. The field of QA will continue to grow for the foreseeable future, offering outstanding career opportunities for tech professionals looking for a dynamic and ever-changing sector. Join our team of global technology recruitment professionals. &nbsp;

Lorien’s new content series featuring subject matter experts from across our organization. We’ll share insights from staffing and recruiting leaders who are building world-class IT talent communities for our clients — by attracting Software Engineering, Program and Product Management, Data, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.

Pro tips for candidates -the quality assurance edition with Molly Kopera

While there are many considerations when it comes to making a career change, there are fundamentals in knowing what skills will be transferable to a potential new role, and how to showcase these on a resume.

How Our Recruiters Leverage Transferrable Skills for Candidate Career Growth

Gartner predicts that worldwide 5G network infrastructure revenue will reach $4.2bn in 2020, recording year-over-year growth of 89%. Pegged as a game-changer across many different industries, demand is likely to surge over the coming years, and telecommunications companies will need to manage this substantial change in traffic. 5G has also faced some resistance to its rollout &ndash; from concerns over long and expensive implementations, to its limitations, and even worries over public health and safety. The last year has helped telecoms calm these doubts, as well as demonstrate the many potential use cases for 5G. And this will pave the way to early adoption &ndash; here I explore why.&nbsp; The value of superfast connectivity and high broadband width
The pandemic has shown the inevitability of a digital world, and the role that quick, seamless connections and high bandwidth can make in improving our day-to-day lives. The value of 5G will be more apparent today than it ever has been before, pushing back on resistance. In addition, knowing that the telecommunications industry can handle a demand change of that scale, and giving customers the reassurance that they can access vastly improved connectivity without compromising their security, will facilitate the expansion of the network.&nbsp; Lockdown has also revealed a lot of new use cases for 5G and the general role of telecommunications in the future, which will accelerate adoption. Industries like healthcare, retail and education already had strong use cases for 5G and going remote will have only made this need more clear.&nbsp; For example, online education &ndash; already&nbsp;<a href="https://www.businesswire.com/news/home/20191218005467/en/350-Billion-Online-Education-Market-Global-Forecast">projected to be a $350 billion industry by 2025</a>&nbsp;&ndash; will have skyrocketed over lockdown. From video conferencing in real-time to e-learning software and apps, this is an industry where low-latency and reliability is essential. There are also strong indicators for in-roads for AR and VR in education, both of which are vastly improved with 5G and edge computing. Its value will have also been made clear to businesses that could not so easily go remote, such as manufacturing. Manufacturing, logistics and operations are experimenting with technology such as robotic process automation (RPA), AR, AI and digital twin technology to deliver results at a distance and boost efficiency. This technology, which either augments or goes beyond human intervention, will be vastly improved by fast, reliable 5G. It&rsquo;s important to underline that 5G isn&rsquo;t the only telecommunications technology that companies may be empowered to adopt following lockdown. 5G is for many enterprise businesses the gateway to edge computing. Edge computing creates a faster, hyper-personalized and more interactive experience, that when combined with 5G leads to a superior user experience. Edge computing lends itself to tech that requires low latency and high bandwidth, such as AR, VR and video analytics which perform better when processing and rendering is done instantly, or in places where speed is of the essence &ndash; like robotic process automation (RPA). Edge computing also gives businesses the choice on latency, bandwidth and data sovereignty requirements, meaning much more flexible and customizable content and product creation.&nbsp;&nbsp; <a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/technology-media-telecommunications/us-tme-tmt-outlook-2020.pdf">With 45% of IoT-generated data stored, processed, analyzed and acted upon close to or at the edge of networks in the next three years</a>, early adoption of 5G and edge computing will be pivotal to competitive edge. Speed, resilience and customization are all key for sectors that are trying to retain customers and maintain productivity during harsh market conditions. And even when it stabilizes, if people continue to work remotely and spend locally, the market will need to adapt. What&rsquo;s next for telecommunications?
Of course, the flip-side to this refreshed enthusiasm for more sophisticated networks and connectivity is that the pandemic has highlighted the importance of getting 5G right. At the moment, the communications industry is effectively propping up the US economy by keeping us all connected. Covid-19 has thrust the telecommunications industry into the spotlight, and now it is under pressure to continue delivering. Under lockdown, telecommunications must continue to develop its own offering and press on &ndash; which is lucky as lockdown actually presents a lot of opportunity. With millions of people at home, switching between devices and connections, there&rsquo;s potential to understand the nuances of consumer behavior and use patterns better than ever before. And that goes for re-evaluating internal processes and models too, such as the need for retail space when customers have adapted to lower-cost digital channels for sales and support, or the strength and flexibility of the supply chain to continue product development and launches. As we come to understand more about 5G, its capabilities and limitations, we will also see new applications for its use and a growth of network, infrastructure and equipment vendors &ndash; and the telecommunications industry must be ahead of the game on this. As more industries wake up to the potential benefits of telecommunications, the sector has a fantastic opportunity to capitalize on its success with managing the crisis. The telecommunications industry has proven its value by keeping the US afloat during an incredibly dark and challenging time &ndash; and as things become a little brighter, that value is unlikely to be forgotten. And with so much game-changing technology currently in development, such as 5G and edge computing, telecoms could be the sector that changes all others.&nbsp; How is your telecommunications business faring under lockdown? Do you think this is the beginning of transformation in the industry, and what do you think the knock-on effects will be for other sectors? Let us know your thoughts &ndash; and if you&rsquo;re prepping for the future of telecoms by boosting your workforce, let us know how we can help get you ahead. Contact me at&nbsp;<a href="mailto:jeff.boden@lorienglobal.com?subject=Telecommunications%20and%205G">jeff.boden@lorienglobal.com</a>&nbsp;to discuss!&nbsp;

The Covid-19 pandemic has shown how the telecommunications industry can withstand monumental change.  This is a significant milestone for telecommunications, firstly in gaining consumer trust and secondly to gear up for the rollout of 5G and edge computing - the need for which will be more apparent today than ever before.

How lockdown will accelerate adoption of 5G and edge computing

As my fifth year celebrating International Women&rsquo;s Day as the CEO of global technology and telecom recruitment company Lorien, and my second year celebrating it as the CEO of the Impellam Group&rsquo;s North American portfolio of specialist staffing businesses, I&rsquo;m reflecting on what it&rsquo;s taken to get here. Female leaders aren&rsquo;t simply created &ndash; they&rsquo;re the product of hard work, support, and opportunity. Here&rsquo;s where I found mine.
The opportunity It is frightening sometimes to think that I joined this business before some of our employees were born. When I joined Impellam in 1998, recruitment wasn&rsquo;t really recognized as a &ldquo;career&rdquo; choice, so I assumed it was a short-term option to pay off my student debts. But I was wrong, the business and the sector have changed significantly in that time. We&rsquo;ve adapted and evolved in line with the needs of our customers and that has presented lots of opportunities for me along the way. Coming through the ranks, I performed almost every operational role in the business, which gave me a fantastic grounding. I have constantly been challenged, inspired, and driven by the people around me &ndash; who have also ensured we had fun along the way! My opportunities at Impellam as a female have been varied and numerous &ndash; from helping to shape client solutions, to leading high impact initiatives, and most recently realizing a career ambition to take on a global role.&nbsp; For the last two consecutive years, I&rsquo;ve been honored to feature on SIA&rsquo;s Global Power 150 &ndash; Women in Staffing List. That&rsquo;s a long way to come from &lsquo;falling into&rsquo; recruitment, and I&rsquo;m grateful for every opportunity I&rsquo;ve been given to develop new skills and expertise and build a career in a sector that I love.&nbsp; Over the past 12 months, I have watched some of the women (and men of course!) in this business juggle an unbelievable amount of pressure, adding full time childcare and full-time teaching assistant to their already hectic schedules. Covid-19 was a catalyst for the worldwide adoption of remote working as a viable option and I believe that this shift will open up more opportunities for females to move up the career ladder, allowing them the flexibility that they need to manage the demands of both their careers and a family. Covid-19 gifted us a 12 month &ldquo;trial period&rdquo; which levelled the remote working playing field for everyone and I think that we have all been surprised by the positive results that we have seen.&nbsp; The real privilege of having a long tenure and visible presence in our industry is that it enables me to be the kind of &ldquo;influencer&rdquo; that makes me truly proud, someone who can create great opportunities for great people and play my part in ensuring they are recognized for their success.&nbsp; As I wrote in&nbsp;<a href="../../../../../../en/insights/influencing-the-influencers-the-2019-sia-top-100-european-influencers-list">my 2019 blog on women in staffing</a>, &ldquo;we have a shared responsibility (to recognize female leaders). As an industry and as business leaders we need to shine more of a spotlight on the breadth of talent within our sector; we need to use our voices to create the platform to showcase their achievements. Not just to give them &ldquo;a warm fuzzy feeling&rdquo;, but to ensure that they too can be seen as role models by the next generation&rdquo;. My commitment for the long term is to continue to cultivate an environment which is welcoming and inclusive to people from all walks of life. I want everyone to have access to the same opportunities that I did. With the right balance of encouragement, support, recognition, and hard work, we can all thrive.&nbsp; The support I have always been lucky to work with supportive leaders who gave me a push at the right time. They encouraged me to move beyond my comfort zone to fulfil my potential. My advice is to not let self-doubt or perfectionism stop you from moving forward. You won&rsquo;t always have all the answers or the experience to deal with every situation that life throws at you. But in the right organization, with the right people, you should always feel encouraged to be bold and to step outside of your comfort zone, safe in the knowledge that your team are willing you to succeed and are there to support you. At Impellam, we are a huge support network for each other.&nbsp; My advice to women, in staffing or otherwise, is therefore: "Don&rsquo;t hold back." If you have an idea or an opinion, then make sure that you voice it. We can&rsquo;t expect to be heard or listened to if we don&rsquo;t speak up. My job is to create an environment and culture where everyone is encouraged and empowered to voice their opinion and contribute to our thinking. No one person can have all the answers and having multiple opinions from diverse groups can unlock new ideas and ways of approaching a problem.&nbsp; Working for a company where I can count many of our employees as friends, and some of them almost as family, is amazing. Watching people develop and grow in their careers, while also raising families and dealing with whatever life generally throws at them, is a constant source of inspiration for me.&nbsp; Moving forward Driving inclusion and diversity is an ongoing process, but in recent years I&rsquo;ve seen a lot of progress, and I&rsquo;m confident that today there are more businesses working collectively to turn the dial on diversity than there has ever been before. And that&rsquo;s a great position to be in.&nbsp; I am proud to work for a business that is so authentic about ED&amp;I. When I moved to the US just a little over a year ago, one of my first initiatives was to replicate the internal diversity and inclusion group we&rsquo;d set up in the UK. We launched &ldquo;Unity&rdquo;, our North American ED&amp;I group last summer, which was founded and chaired by our employees who are passionate about driving ED&amp;I within our organization. I have been inspired and impressed by the contribution that they have made to the business in such a short space of time.&nbsp; I&rsquo;m also excited to be leading our growth across the US. Over the next two years, we are planning to double our workforce, which means excellent growth opportunities for our existing employees, but also exciting opportunities for new people to come and join us. If you are currently looking for a new opportunity in staffing, and want to join a business that will really invest in your development, that will support your individuality and will give you the opportunity to fulfil your potential, please take a look at&nbsp;<a href="https://www.impellam.com/join-our-team">our vacancies</a>. I&rsquo;d love to have you on board for our journey.&nbsp;

After five years' celebrating International Women’s Day as the CEO of a global technology and telecom recruitment company Lorien, and two years' as the CEO of the Impellam Group’s North America portfolio of recruitment businesses, CEO Claire Marsh reflects on what it’s taken to get here.

From rookie to CEO: Claire Marsh's journey

Despite the lows and the losses of 2020, last year was also ground-breaking. We were forced to adapt to a new way of living and working, and that&rsquo;s brought up a lot of opportunities to improve the way we were doing things before.&nbsp; At Lorien, as usual, we&rsquo;re gearing up for change. Current reports reckon that the market will boomerang, and in sectors such as technology and telecom, demand is already picking up. As a result, we are currently on a big internal hiring drive, with plans to double our workforce over the next two years (contact us to check out our opportunities).&nbsp; This level of growth, and the changes brought on by the pandemic, has left me thinking of the other changes I&rsquo;ve experienced in my career. I wanted to give some insight into our past, present and the future of our business.&nbsp; Remember ties? Back in the day, wearing a tie showed you were serious about work. Today, I only wear suits and ties when I have no other choice. I think the suit up/dress down culture shows an evolution of the office from a place of presenting the best version of yourself, to bringing your full self to work. When I interview people, I&rsquo;m looking for sincerity and drive. You can&rsquo;t tell that from a pinstripe.&nbsp; This echoes wider culture. Today, our offices are open plan; I don&rsquo;t sit in a glass cage locked away from everyone. There&rsquo;s no exclusive clubs, we all go out together. And we speak often, both formally and informally, so there&rsquo;s no top-down culture.&nbsp; How I see our future &ndash; I think flat business structures are becoming more popular for agility. You need to trust people to make the right decisions for you. At Impellam (our parent company) we believe in a culture of Virtuosity, where we encourage individuals to fine tune their strengths, share expertise and lead from the front. We have a program that teaches people how to both become and breed virtuosity, and I&rsquo;d like to continue building on that this year. When offering to make a coffee round didn&rsquo;t take half a morning. When I first started, we were ten people working between an office in downtown Miami and downtown San Francisco. It&rsquo;s incredible to me that since then, our team has grown sevenfold and that by the end of the year, we&rsquo;ll have grown by a further 50%. The best part is that we&rsquo;ve retained that small company feel, where everyone knows everyone, and there&rsquo;s no real sense of hierarchy. But I do miss being able to remember who takes sugar.&nbsp; How I see our future &ndash; keeping that family-feel is really important to me, but that&rsquo;s hard to do at a distance. We&rsquo;ve been sending new starters care packages, but there will still be a push when we&rsquo;re back in the offices to connect everyone again. We&rsquo;ll organize social events and mix old faces with new. At the same time, it&rsquo;s important to recognize the value of being part of a larger organization. Since becoming Lorien last year, we have unlocked so many global opportunities, and I want us to make the most of that too. The little black book Lorien is one of the oldest tech recruitment companies, and when we first started out go-to recruitment platforms like Monster and Dice were only just bubbling up. There was no LinkedIn, no Glassdoor, no major job boards. Everything came down to your networks. We&rsquo;ve always been proud of our focus on expertise &ndash; our people know their vertical markets inside out &ndash; and I think that comes back to our heritage. We still like to cultivate that in people today, as I believe the job boards can only take you so far. We train our people in their verticals and will sponsor people to level up their knowledge through courses or events where needed. We also help them cut through the noise by investing in external training to become snipers at finding the right candidates.&nbsp; How I see our future &ndash; expertise is never going to get old. I think the real difference will be in ensuring we&rsquo;re investing in the right tools and techniques. This year I&rsquo;ll be looking at ways that we can help our people to build their personal profiles and improve stakeholder relationships.&nbsp; The 9-5 I get so much more from being around people &ndash; energy, ideas, inspiration &ndash; that I never could have imagined remote working before. I like to think we&rsquo;ve always supported people that needed flexibility &ndash; accommodating different working hours for parents, for example &ndash; but the reality is that we were never really free of the 9-5 work structure.&nbsp; Now, I&rsquo;ve seen people thriving from that alone time, being more productive, more creative, and actually healthier because of greater flexibility. That&rsquo;s not something I want to lose when we go back. Of course, our offices will open &ndash; I personally think that we all need that face-to-face interaction for our mental health, but I want to strip back some of the pressure to &lsquo;turn up&rsquo;. It&rsquo;s okay to work wherever you feel most comfortable, it&rsquo;s okay to have off days, and it&rsquo;s okay to need a degree of flexibility in working hours.&nbsp; How I see our future &ndash; one where productivity and merit speaks for itself, and where people have the freedom to work how they want to, in the way that suits them. Of course, we&rsquo;ll need to think about parameters to ensure fairness, but I&rsquo;d like to move towards more flexibility. Conclusion 2020 was a year of change, adaptation, and success. We rebranded from s.com to Lorien, establishing a new global identity to better serve our clients; we adapted to the climate and embraced full remote working for the first time; and we beat our financial targets, showing tenacity in a tough market. We adapted to unprecedented change, and we will continue adapting.&nbsp; For me, the future of Lorien is undeniably exciting. We&rsquo;re working in an industry that is exploding with opportunity, and we&rsquo;re fantastically positioned for it. 18 years ago I joined Lorien, and the difference between then to now is staggering. Just think what will change in even a year&rsquo;s time. Do you want to join our journey? We&rsquo;re currently on the lookout for tech and telecoms recruitment professionals of all backgrounds and experience levels. Contact us to learn more about our opportunities and apply. &nbsp;

US President Ryan McMahon explores the past, present and future of Lorien - including how the business is gearing up for change and rapidly growing its workforce

Stories from the ghosts of Lorien's past, present, and future

2021 presents a new opportunity for digital innovation, based on the learnings of 2020. Low latency 5G and IoT connectivity are accelerating digital change in a remote world, and this is causing more organizations to reconsider how their business operates. For many, this is bringing cloud strategy &ndash; and especially edge computing &ndash; to the top of the agenda. But what is edge computing? What is influencing its growth? And what challenges does it face for adoption?
What is edge computing? Edge computing brings execution resources (like computing and storage) closer to end users, at or near the source of the data. In traditional cloud architecture models, processing is completed in centralized locations, typically far away from the source of activity. By moving storage, processing functions and analysis closer to devices, latency is reduced, so applications can perform better, and networks become faster.&nbsp; Edge computing unlocks a lot of possibilities for businesses to get closer to customers, for applications to perform better, and for faster, more immersive, digital experiences.&nbsp; What&rsquo;s driving growth in edge computing? 
There are several different tech trends for 2021 that will put edge computing in the crosshairs for acceleration. These include cloud computing, 5G and the growth of AI and analytics capabilities.
 Cloud Computing Adoption rates for cloud computing will skyrocket post-pandemic as organizations look to cloud to improve scalability, cost efficiency and resilience to disruption. According to Gartner,<a href="https://www.gartner.com/en/newsroom/press-releases/2020-11-17-gartner-forecasts-worldwide-public-cloud-end-user-spending-to-grow-18-percent-in-2021">&nbsp;70% of organizations using cloud services today plan to increase their cloud spending due to the pandemic</a>. As a result, Gartner is predicting that&nbsp;<a href="https://www.gartner.com/smarterwithgartner/the-cios-guide-to-distributed-cloud/">cloud will make up 14.2% of the total global enterprise IT spending market in 2024, up from 9.1% in 2020</a>.&nbsp; Within cloud, both hybrid and distributed cloud are growing in popularity. Hybrid cloud combines public and private cloud computing to create a more flexible architecture that wraps security and expertise into it; meanwhile, distributed cloud will enable businesses to run a public cloud infrastructure in multiple different locations, including at the edge, with the cloud partner taking overall ownership of the service.&nbsp;<a href="https://www.gartner.com/smarterwithgartner/the-cios-guide-to-distributed-cloud/">By 2024, Gartner predicts that most cloud service platforms will provide at least some distributed cloud services that execute at the point of need</a>.&nbsp;&nbsp; As more organizations invest in developing more nuanced cloud environments, and work more closely with cloud providers, edge computing will be a natural evolution to improve competitive edge within the ecosystem.&nbsp; Artificial Intelligence The growth of AI, machine learning and data and analytics capabilities, as well as the growing maturity of the IoT network, will amplify edge computing needs.&nbsp; According to the IDC,&nbsp;<a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/technology-media-telecommunications/us-technology-tmt-outlook-2020.pdf">45% of IoT generated data will be stored, processed, analyzed and acted upon close to or at the edge of the network in the next three years</a>. And this will in part be driven by improvements in AI and analytics &ndash; with more data slicing capability to improve customer experience, generate insights and affect personalization, the IoT network will be lent on to produce more data, and edge computing to do so in real-time. Crunching more data, more quickly, will give businesses an edge in understanding everything from consumer use to functionality, and will in turn affect everything from applications to autonomous driving vehicles.&nbsp; 5G and private networks Edge computing will go hand-in-hand with 5G because they both target latency issues.&nbsp;<a href="https://www.ericsson.com/en/edge-computing?gclid=CjwKCAiAl4WABhAJEiwATUnEF-JwpKOxKHubgjU67OeN_7JyCTZzlnCIha6ypgDshtnLzzq73t0CaRoCTeQQAvD_BwE&amp;gclsrc=aw.ds">5G will be responsible for roughly one-fifth of all mobile data traffic by 2023, and 25% of this will depend on edge computing</a>.&nbsp; Before 5G is adopted publicly though, we will see the growth of 5G private networks. The pandemic has produced multiple use cases for high speed connectivity, and I see the biggest industry implications for edge computing happening in the sectors that have been challenged, and thrived, under lockdown &ndash; including eCommerce, digital healthcare, operations and logistics, and gaming. In the public sector, 5G, edge, AI and IoT will play an important role in the development of smart cities. For example, robotic process automation (RPA) in logistics will be a big topic as the industry looks for ways around its reliance on physical workers. RPA performs at its best when connectivity is fast, so actions, issues and opportunities can be identified, analyzed, and resolved quickly. The combination of IoT to give multiple touchpoints, 5G to reduce latency, and edge computing to speed up interactions between devices is therefore a powerful one. As a result of this dual demand for 5G and distributed cloud, we are seeing a growing trend in cloud service providers partnering with telecommunication companies to extend their edge capability.&nbsp; What challenges are there for edge computing? There are still some sizable challenges to widespread edge computing adoption. This includes managing both scale and complexity within the environment as more components are added. Edge deployment is not a simple set-up, requiring server, storage and networking equipment, as well as supporting infrastructure (e.g. power and cooling) to run. And as these networks are built up, each touchpoint will need to be properly configured in order to monitor performance and raise issues early on.&nbsp; Security will also be a key challenge to adoption, especially due to the escalation in cybercrime seen over the pandemic. With more people working remotely from different devices, edge computing may be considered high reward, high risk. This will spur on the adoption of secure access service edge (SASE) services &ndash; with Gartner predicting that&nbsp;<a href="https://www.techrepublic.com/article/will-edge-computing-become-the-new-cloud-in-2021/">40% of enterprises will have plans to adopt SASE by 2024</a>. And lastly the complexity of edge computing also means that specialist talent is required &ndash; which can be expensive and difficult to find. Experienced staff will be needed to manage all aspects of edge computing deployments and management, and teams will need to be properly set-up to ensure that the different components are looked after. If you&rsquo;re looking for specialist talent within cloud or telecommunications, please reach out! Conclusion &lsquo;Edge computing&rsquo; is one of those technologies that it feels may never live up to the hype. With so many links to other &lsquo;hyped up&rsquo; tech &ndash; IoT, 5G, AI, VR/AR &ndash; sometimes it all feels hypothetical. But edge computing &ndash; like these other technologies &ndash; is not only real, but it&rsquo;s here. And 2021, with its spotlight on digital transformation, remote connectivity and analytics, might be the year that we finally see its potential in action. For better or worse, Covid-19 has pushed us all to the edge, and now we just need to take the leap.&nbsp; Do you agree that edge is here to stay, or do you think we&rsquo;ll see another year of lost potential? I&rsquo;d love to hear your thoughts. Lorien works with cloud, telecommunications and IT services providers everyday &ndash; so whether you&rsquo;re looking to hire or ready for your next move, we can help.&nbsp;<a href="mailto:Michael.Guilday@lorienglobal.com">Reach out to me</a>&nbsp;to discuss.&nbsp;

Low latency 5G and IoT connectivity are accelerating digital change in a remote world, and this is causing more organizations to reconsider how their business operates. For many, this is bringing cloud strategy – and especially edge computing – to the top of the agenda. But what is edge computing? What is influencing its growth? And what challenges does it face for adoption?

5G and IoT will move cloud computing to the edge

After 2020&rsquo;s earth shattering year, we&rsquo;ve seen a realignment of tech trends. Some trends, that were on the rise but still immature in 2019, have been catapulted to the top of the CIO agenda. Meanwhile others have faded into the background (although not altogether disappeared) as more pressing matters took priority. 2021 sets out a very different landscape to the one predicted in 2020. It&rsquo;s also important to note that these tech trends collide with wider changes happening in the workforce, which you can read about in our&nbsp;<a href="https://www.lorienglobal.com/en/insights/tech-through-adversity-dynamic-learning">Tech Through Adversity</a> series. Here&rsquo;s our top five trends for the year ahead.
<h3>5G and improved connectivity</h3>
Already poised as a high-growth trend in early 2020, the coronavirus pandemic placed new pressure on the importance of 5G and connectivity in a world gone remote. 5G&rsquo;s low latency and optimal connectivity means rapid, frictionless networks. With more people relying on technology to keep them connected &ndash; from keeping in contact with loved ones to online shopping &ndash; as well as mass homeworking, the value of 5G in today&rsquo;s world cannot be underestimated. But 5G is also so much more than that. A lot of the emerging technology we see today (including the trends we discuss here) are reliant on high-speed networks. Hyperautomation, artificial intelligence and machine learning, digital twin technology, RPA and augmented reality/virtual reality, are all examples of where speed is of the essence. As our use cases for tech become more sophisticated, from automated workforces to mapping condition changes on power grids or using big data and machine learning to predict environmental changes, we&rsquo;ll be increasingly reliant on 5G to boost our efficiency.&nbsp;
<h3>Artificial intelligence</h3>
AI has been given a reboot in the Covid-19 era. In recent years, organisations have picked up AI to support with service personalisation, strategic decision-making and organisational efficiency. But now both operational models and consumer behaviour have changed. In 2021, businesses will reshape their operations to support complex modelling and empower AI to make its own decisions &ndash; and not just as a tool to support human-decision making &ndash; as well as to understand new customer preferences. To facilitate this, many businesses will improve their engineering capability, including applying DevOps principles across data modelling (DataOps) and machine learning (MLOps) to improve speed and scale AI.
It&rsquo;s also important to highlight that AI has found fresh energy within digital health tech, which is itself fast-growing. Examples include mapping NHS capacity to cope, monitoring and predicting changes in transmission rates, and using self-learning algorithms to spot connections, developments and anomalies in contact tracing data.&nbsp;
<h3>Cloud</h3>
Cloud-based technology thrived under lockdown, as businesses went remote. 2021 will see even more organisations harness cloud technology to drive digital transformation and improve scalability, flexibility and reliability. In recent years, we&rsquo;ve seen a move towards distributed cloud and hybrid cloud environments, and this is likely to continue as businesses look to breathe agility into their infrastructure and improve resilience to disruption, while leveraging cost savings and expertise. Responding to the pandemic, technology architectures are becoming more composable and fluid. As a result, growth in cloud will also reignite trends in serverless, edge computing and containerisation, as well as adding fuel to the fire of cybersecurity as a key interest point this year.
<h3>Cybersecurity</h3>
Cybercrime became more insidious last year, with hackers targeting healthcare organisations and research centres, as well as remote business infrastructure and vulnerable individuals. As a result,&nbsp;<a href="https://www.forbes.com/sites/louiscolumbus/2020/12/15/the-best-cybersecurity-predictions-for-2021-roundup/?sh=267ad7a45e8c" target="_blank" rel="noopener">Cybersecurity Ventures now expects global cybercrime costs to grow by 15% over the next five years</a>. This imminent threat, as well as a definitive move towards cloud-based environments and home working, will see cybersecurity soar to the top of the business strategy agenda in 2021. In fact, a recent PwC survey found that&nbsp;<a href="https://www.forbes.com/sites/louiscolumbus/2020/12/15/the-best-cybersecurity-predictions-for-2021-roundup/?sh=1f7e09805e8c" target="_blank" rel="noopener">96% of executives have shifted their cybersecurity strategy due to Covid-19, with 55% planning to increase their cybersecurity budgets and 51% adding full-time cyber staff &ndash; despite 64% also saying that they expect business revenue to decline</a>. Areas of growth in cybersecurity spending include next-generation Identity and Access Management, messaging security, network security and mobile device security. 2021 will also see both investment and rationalisation of cybersecurity, as companies review their existing practices against new technology they want to implement and optimise spending while mitigating risk.
<h3>Robotics, RPA and drones</h3>
RPA and drone technology are still relatively new in terms of adoption, but 2021 might be the year where we start to see hypothetical use cases put into more mainstream practice. Amongst the most likely applications are greater workforce automation, especially in industries like manufacturing, logistics, operations, and facilities management, where workers need to be physically present (e.g. in a warehouse), but work can also be easily automated. We can expect RPA and drone technology to filter into many other industries too though, including data processing, engineering, healthcare and monitoring the environment. For example, drone technology can be used in construction and civil engineering to create aerial surveys and monitor the conditions of a site, such as bridge, to improve safety. Or it could be used to deliver healthcare supplies to the vulnerable, while robotic assistants provide on-demand care. A more well-known example of robotics is driverless cars, which are quickly scaling up, with leaders including Waymo, Cruise, Lyft and AutoX piloting their models last year.
<h3>Conclusion</h3>
It might seem bold to make predictions about 2021 when 2020 was so chaotic and unforeseeable. These tech trends mirror that turbulence &ndash; they&rsquo;ve given new depths to emerging trends, cast light on new ones and eclipsed others. We can only imagine these trends going from strength to strength as businesses adapt to the new climate, and to the unknown.&nbsp;
What do you think will be the most influential tech trends of 2021? And how are you preparing for them? Reach out to us at&nbsp;<a href="mailto:info@lorienglobal.com?subject=Global%202021%20Trends" target="_blank" rel="noopener">info@lorienglobal.com</a>&nbsp;to let us know your latest initiatives and how we can help you find the talent to take you there.&nbsp;

From 5G and AI to Cybersecurity, cloud and RPA, we explore the latest trends shaping the tech sector and set out our predictions for 2021

2021 Global Tech Trends

<h1>We are the house of global tech recruitment</h1>Lorien is a digital, transformation and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.

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<h1>What are the 3 C’s of Talent Management?</h1> The "3 C’s" of talent management—Competence, Commitment, and Culture—are the foundational elements that drive a successful talent management strategy: <ol start="1" type="1"> <li> Competence: Employees need to have the right skills, knowledge, and abilities to perform their roles effectively. By offering continuous learning, professional development opportunities, and the necessary resources, organizations help employees build and maintain their competence. </li> <li> Commitment: Building employee commitment is crucial for long-term retention and engagement. Organizations foster commitment by valuing employees, supporting their growth, and aligning their goals with the company’s mission. </li> <li> Culture:A strong organizational culture binds the team together and shapes how employees interact, make decisions, and perceive their roles. By creating a positive, inclusive culture, organizations attract top talent, boost employee satisfaction, and encourage collaboration and innovation. </li> </ol> <h1>What is the process of talent management?</h1> The talent management process is about aligning your organization’s human capital with your business goals, ensuring that the right people are in the right roles at the right time. Key components of a talent management process include workforce planning, talent acquisition, onboarding, learning and development, performance management, succession planning, and retention strategies. <h2>What is a great talent management process?</h2> A great talent management process involves a strategic and comprehensive approach to managing the entire employee lifecycle. It starts with identifying the organization's talent needs and continues through recruitment, development, performance management, and succession planning. Effective talent management addresses immediate staffing needs and prepares your organization for future challenges by fostering a culture of continuous improvement and growth. A great talent management process takes an integrated, ongoing approach rather than a series of isolated activities, creating a sustainable competitive advantage through their people.

<h1>What are the 5 C’s of Talent Management?</h1> The five C’s of talent management provide a comprehensive framework for building and sustaining a strong workforce, particularly in the tech industry. These elements focus on different aspects of managing talent, each playing a critical role in achieving organizational success. <ol start="1" type="1"> <li> Culture: A strong organizational culture sets the tone for how employees interact, collaborate, and grow within the company. By cultivating a positive, inclusive culture, companies create an environment where innovation and creativity thrive. </li> <li> Competence: Developing and maintaining competence is essential for a workforce that can meet current and future challenges. Investing in employee training and development helps tech companies stay competitive by equipping their teams with the latest skills and knowledge. </li> <li> Compensation:Fair and competitive compensation is a key motivator for attracting and retaining top talent. In the tech industry, where skilled professionals are in high demand, offering attractive compensation packages is crucial. </li> <li> Career DevelopmentSupporting employees in their career growth leads to greater job satisfaction and loyalty. By providing clear paths for advancement, companies can keep their talent engaged and committed to long-term success. </li> <li> CommunicationOpen and effective communication fosters trust and alignment within the organization. When employees understand the company’s vision and their role in it, they are more likely to contribute positively to its goals. </li> </ol> These five components of talent management work together to create a cohesive strategy that drives business success. By focusing on these areas, tech companies can build a resilient and innovative workforce. <h1>What Are the 5 Stages of the Talent Management Model?</h1> The talent management model provides a structured approach to managing the entire lifecycle of employees within an organization. It’s a comprehensive framework that guides companies in identifying, nurturing, and retaining the talent that drives business success. By following this model, organizations can align their workforce strategies with their overall business objectives, creating a cohesive plan that supports both current and future needs. The model typically includes five main stages: attracting talent, recruiting and selecting talent, onboarding and integrating new hires, developing employees, and retaining talent. Each stage plays a critical role in building a workforce that is not only capable but also engaged and committed to the company’s mission. This approach helps companies create a dynamic and resilient team that can adapt to changing business environments and sustain long-term growth. <h1>What Are Talent Management Processes?</h1> Talent management processes are the specific actions and strategies that organizations implement to manage their workforce effectively. These processes are designed to cover every aspect of the employee lifecycle, from recruitment to retention to offboarding, and everything in between. In the tech industry, where the demand for skilled talent is high and the pace of change is rapid, having well-defined talent management processes is essential for maintaining a competitive edge These processes involve a variety of activities, including identifying skill gaps, sourcing and hiring talent, providing training and development opportunities, and implementing performance management systems. By systematically managing these processes, companies can create a talent management system that aligns with their strategic goals and drives business success.

<h1>What are the 5 core functions of talent management?</h1> <ol start="1" type="1"> <li> Workforce Planning and Analysis: Organizations forecast future talent needs by analyzing their strategic objectives. They evaluate current workforce capabilities and identify gaps that must be filled to support growth and innovation. </li> <li> Talent Acquisition and Recruitment: Acquiring the right talent is essential. Companies attract, source, and select candidates who meet both the technical requirements of the job and fit well with the company culture. </li> <li> Learning and Development: Organizations ensure continuous learning to keep their workforce agile and competitive. They provide training programs, leadership development, and upskilling initiatives to help employees grow and prepare for future challenges. </li> <li> Performance Management: Companies align individual contributions with their strategic goals through effective performance management systems. They set clear expectations, offer regular feedback, and recognize achievements to maintain high levels of engagement and productivity. </li> <li> Succession Planning and Career Development:{" "} Organizations prepare for future leadership needs by identifying and developing internal talent for key roles. They also provide clear career paths to help employees advance within the company. </li> </ol>

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<h1>Talent Management Strategy</h1> An organization’s ability to attract and retain high-quality employees can be the X-factor in achieving success. It’s not just about finding people to fill roles—companies are often looking for specific skill sets and experience levels, which makes it more difficult—yet all the more important—to create a highly-qualified workforce. This underscores the importance of talent management and implementing a successful talent management strategy—whether that means adding new employees on a permanent basis, a contingency basis, or a combination of the two.{" "} Let’s back up a bit. What is talent management? According to{" "} <a href={ "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management" } target="_blank" > McKinsey </a> , it “includes all the ways that organizations bring employees on board, keep them happy and productive, and help them continue to develop their skills over time.” In other words, the scope of talent management touches virtually every stage of the employee lifecycle—including talent acquisition, development, and retention—making it important to create a comprehensive strategy. Additional components include strategies for recruitment, onboarding, performance management, development, and succession planning. That way, your company can find the right talent at the right time and achieve positive business outcomes.

<h1>About Us</h1>Lorien is an award-winning digital, transformation and technology recruitment specialist with over 45 years' experience in the industry. Driven by both clients and candidates, with locations over Europe and the US, we pride ourselves on offering an innovative service for all sectors, sizes, and needs.

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<h1>What Are the Common Approaches to Sourcing Talent in Tech?</h1> Depending on the organization’s current needs and both short- and long-term strategic priorities, they may opt for permanent or contingent solutions—or a combination of both. How do you know which is right for your organization? Let’s take a closer look at each of these segments that define traditional talent management approaches. <ul> <li> Permanent workers are employed on a long-term, often salaried basis—the traditional or go-to approach for most companies. They are typically entitled to employee benefits (like PTO and retirement benefits), and contribute to the overall organizational culture. </li> <li> Contingent workers are not usually considered “employees” of the company in the same way permanent workers are, yet their contributions can be just as vital to the success of the organization. They can be brought on to work on specific projects, offering support to your permanent workers. </li> </ul> As you can imagine, for many companies, the best results come from combining these two approaches. By doing so, employers benefit from maximum flexibility, as well as an improved ability to optimize hiring budgets and get crucial roles filled with qualified talent. This is especially true for tech companies, which often have a balance of long-term employees and project-specific teams of contingent workers.{" "} No matter where you’re at in the process of talent management and strategy development, {" "} <a href="/us">Lorien is ready to help</a> . Whether you’re working to assess your needs, or you’re looking for the best talent to fill one or more specific roles, we can provide you with the insights you need to make the best possible staffing decisions for your organization. Once you’re familiar with the fundamentals of talent management, you’re ready to start thinking through what an effective talent management framework looks like for your organization. Then, you can develop and fine-tune specific staffing strategies in response to the needs of the business.

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<h1>What Are the 7 Components of the Talent Management Process?</h1> While every organization’s talent management framework should be tailored to their particular needs and priorities, there are seven components that the most successful frameworks are built around: <ul> <li> Talent Acquisition:&nbsp;Determining personnel needs and developing a strategy for bringing the right talent into the organization. </li> <li> Employee Experience: Ensuring that new hires feel welcome, included, and set up for success. </li> <li> Performance Management: Developing a framework for incentivizing and improving employee performance throughout the organization. </li> <li> Change Management: Helping the organization to navigate change through effective communication and employee empowerment. </li> <li> Learning &amp; Development:Investing in employee growth by offering meaningful opportunities to develop new skills and grow professionally. </li> <li> Organizational Design: Aligning talent management strategies with the short- and long-term priorities of the organization in order to increase efficiency. </li> <li> Succession Management:Creating a framework to identify and encourage internal candidates to fill current vacancies, as well as those that emerge over time. </li> </ul> In addition to the seven talent management framework elements listed above, the most effective talent management strategies are those that best understand the talent management life cycle. When developing a strategy, be sure to take concrete and data-driven steps to enhance the ability to attract and retain the best talent by optimizing each step of the talent management life cycle.

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<h3>Send Us Your CV/Resume</h3>With a strong focus on learning and development and a culture that encourages you to spread your wings, we&rsquo;re all about giving people the room to try new things and thrive in a role they really enjoy. Join somewhere you can be yourself, be your best, and be part of something special. Join Lorien today.

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<h2>Get in Touch</h2>Are you looking for talent to transform your business? Or are you looking to take the next step in your tech career?Whatever your ambition, we&rsquo;ve got the experience and expertise to get you there.&nbsp;Register your resume and job preferences with our team to start your new career journey or search current vacancies.We&rsquo;re more than happy to help with any questions.

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<h2>Get in Touch!</h2>Unresolved query? Let us help. Get in touch with the Lorien Contractor and Candidate Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.&nbsp;<h5>Our hotlines are:</h5>

For all other enquiries, please complete our form or reach out to us on <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">0207 654 1000.

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<h2>Ask David - Lorien's Managing Director</h2>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.If you&rsquo;re a current contractor at Lorien with a question, concern or request, then get in touch with Lorien's Managing Director, David Gettins With more than 20 years&rsquo; experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can&rsquo;t, he&rsquo;ll put you in touch with someone who can).

<h1>Contractors</h1>Your success is our priority. That’s why we’re here to support you every step of the way in your contract career. We want to make sure we really get to know you and your goals - so you'll be appointed a dedicated tech recruitment specialist to find the contract opportunities suited to you. Learn more about how to kick-start your new contract career.

<h2>Our CSR Partners</h2>We’re determined to build a better future for everyone. In 2022 Lorien, alongside sister brands SRG and Carbon60, appointed Chris Blackburn as our Head of CSR. Chris is helping us find ways to give back to our local community and to solve key issues our world faces – such as STEM skill shortages, equal opportunities, and access to resources.&nbsp;We’re working with a number of partners to help us achieve this, including MAMA.codes, Lucy Air Ambulance for Children and TechGirls. Find out more about these amazing businesses and charities below.

For all other enquiries, please complete our form or reach out to us on <a href="tel:02039109446" rel="noopener noreferrer" target="_blank">02039109446</a>.

We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. Lorien is a leader in technology and digital recruitment, and as part of the Impellam Group, we work closely with our sister brands, SRG (a specialist scientific recruitment business), and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.

<h2>Ask David</h2>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.As a concept, it’s simple: if you’re a current contractor at Lorien with a question, concern or request, then get in touch using the below contact form and David will respond directly to you himself within 24 hours. With more than 20 years’ experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can’t, he’ll put you in touch with someone who can).

<h1>CSR &amp; Partnerships</h1>Lorien's purpose is to unlock untapped potential in people, enhance ways of working, and give back to the local community. We&rsquo;re determined to build a better future for everyone and work towards solving the key issues our world faces.

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<h1>What Is an Example of a Talent Strategy Framework?</h1> One practical example of a talent strategy framework is the 9-cell matrix for talent management. This well-known talent management framework that{" "} <a href={ "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management" } target="_blank" > McKinsey </a> {" "} promotes allows companies to identify high-potential employees, plan for their development, and align their growth with the company’s future needs. The 9-cell matrix is a tool used to evaluate and categorize employees based on their performance and potential. This matrix divides employees into nine categories, allowing you to identify top performers, those with high potential, and areas where improvement is needed. High performers with high potential might be identified for leadership development programs, while those with lower performance might receive targeted coaching or training. This approach helps you make informed decisions about talent development, succession planning, and where to focus your resources. You can adopt this approach internally, using the matrix to assess and develop your team. However, many companies partner with experts like Lorien to implement such frameworks effectively. With our deep industry knowledge and experience, we can help you integrate tools like the 9-cell matrix into your broader talent strategy, ensuring you’re making the most of your workforce and positioning your company for success. Whether you take this approach alone or collaborate with a partner like Lorien, leveraging a structured framework like the 9-cell matrix will help you manage your talent more strategically and align your workforce with your long-term business goals.

<h1>What Are Some Examples of Talent Management?</h1> At Lorien, we understand that effective talent management requires a diverse set of strategies tailored to meet the specific needs of your organization. Below are some of the key services we offer that illustrate different talent management approaches, each designed to help tech companies build, manage, and retain a top-tier workforce. <ul> <li> Contract & Permanent Recruitment: Whether your company needs short-term contractors to handle peak workloads, or permanent employees to drive long-term growth, Lorien’s recruitment services ensure you find the right talent. We specialize in connecting tech companies with skilled professionals who fit their specific needs, helping to fill critical roles quickly and efficiently. </li> <li> Executive Search: Leadership plays a pivotal role in steering your company toward success. Our Executive Search service focuses on identifying and recruiting top executives who align with your company’s culture and strategic objectives. We tap into our extensive network and industry expertise to find leaders who can drive innovation and growth within your organization. </li> <li> Managed Service Provider (MSP) & Contingent Workforce Solutions (CWS): {" "} Managing a contingent workforce can be complex, but our MSP and CWS solutions simplify the process. We take on the responsibility of managing your temporary workforce, from sourcing and onboarding to compliance and reporting. This allows your company to scale up or down with ease while maintaining control over quality and costs. </li> <li> Project Recruitment: When working on critical projects with tight deadlines, finding the right talent is essential. Lorien’s Project Recruitment services provide you with specialized teams that are ready to jump in and contribute immediately. We manage the entire recruitment process, so you can focus on delivering your projects on time and within budget. </li> <li> Recruitment Process Outsourcing (RPO): Outsourcing your recruitment process can free up valuable time and resources. Lorien’s RPO services take over your recruitment function, from candidate sourcing to onboarding, allowing your HR team to focus on strategic initiatives. We customize our approach to meet your specific needs, ensuring you attract and retain the best talent in the market. </li> <li> Services Procurement Management: For tech companies that rely on external vendors, managing service contracts can be challenging. Our Services Procurement Management solutions help you streamline the procurement process, ensuring that you engage the right suppliers and manage contracts effectively. We handle everything from vendor selection to contract negotiation, so you can focus on your core business activities. </li> <li> Specialist Markets: The tech industry is vast, and finding talent with niche skills can be difficult. Lorien specializes in recruiting for specialist markets, whether you need experts in cybersecurity, data science, or software development. Our deep industry knowledge and targeted approach help you find professionals with the specific skills your business requires. </li> <li> Statement of Work (SOW) / Managed Services Delivery:{" "} Managing projects with clear deliverables and timelines requires a precise approach. Our SOW and Managed Services Delivery solutions allow you to define project requirements and outcomes, while we handle the talent and execution. This service is ideal for companies that need to deliver complex projects without the hassle of managing individual resources. </li> </ul> Each of these examples demonstrates how Lorien’s talent management services can help your tech company thrive. By offering a range of solutions tailored to your needs, we empower you to build a workforce that drives innovation and success. To learn more about how we can help you, explore our{" "} <a href="/us/business-solutions">business solutions</a> , or{" "} <a href="/us/contact-us">contact us </a> {" "} today to start a conversation.

<h1>What Is the First Step of the Talent Management Process?</h1> The first step of the talent management process involves deciding how you will approach talent management within your organization. This critical decision shapes the entire strategy that follows and can significantly impact your success in attracting, developing, and retaining top talent. One of the primary talent management approaches is determining whether to handle the process internally or to partner with an expert like Lorien. Managing talent internally means dedicating resources, time, and expertise to every aspect of the employee lifecycle—from recruitment and onboarding to development and retention. This approach can work well for companies with a robust HR infrastructure and a deep understanding of the industry’s specific talent needs. However, many tech companies find that partnering with a talent management expert like Lorien offers distinct advantages. With our extensive experience and specialized knowledge, we help you navigate the complexities of the talent market, ensuring that your strategy aligns with your business goals. Whether you’re looking to scale quickly, fill niche roles, or retain top talent in a competitive market, we provide the support and expertise needed to build a strong, capable workforce. On the other hand, some companies choose a hybrid approach—partnering with an expert like Lorien for one component of their talent management, like an executive search or performance management—while using their internal resources to manage the rest of the talent management process. Choosing the right talent management approach is the foundation of your strategy. By making an informed decision at this stage, you set the stage for a successful talent management process that drives your company’s growth and innovation.

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<h1>How Do You Turn a Framework into a Strategy?</h1> Once you’ve thought about each of the essential components, you’re ready to start fleshing out the details, ultimately constructing your own talent management strategy framework. Knowing how to build a talent management model that works for your business probably isn’t as difficult as you think, and it can have a giant impact on your ability to attract and retain your organization’s most valuable talent. Next, let’s break down the process for developing and implementing a typical talent management process, in 5 steps: <h4>Step 1: Setting/Aligning Organizational Objectives</h4> First, determine or review your strategic business priorities. That way, you can take a tactical approach to identifying and filling recruitment and staffing needs. Is now the right time to expand? What skills should we look for in potential job candidates? The more focused your priorities are, the easier it will be to develop the ideal talent strategy. Once you&rsquo;ve reviewed your priorities, you can set specific objectives and milestones. Ideally, you can work to collaborate and align with stakeholders throughout the organization, to better ensure strategic alignment throughout the process. <h4>Step 2: Forecasting/Gap Analysis</h4> Assess/audit your current employee lifecycle, paying special attention to challenges. As far as talent is concerned, where are the biggest gaps? By assessing present needs and forecasting for the short- and long-term future, you can develop a strategy that is well aligned and conducive to business objectives. An important part of forecasting and gap analysis relates to the employee experience, since a positive experience has a direct correlation with employee retention. Which aspects of your current employee lifecycle are working well? Are there any blockers or persistent challenges in need of solutions? Thinking through these questions can help you zero in on the aspects of the employee lifecycle that provide the biggest opportunities for improvement. <h4>Step 3: Choosing the Right Model/Approach</h4> There&rsquo;s no &ldquo;one right way&rdquo; to approach the development of talent management strategies. Rather, these strategies should be custom-designed so they align with the priorities and objectives of the business. Start by determining whether you can address talent gaps in-house or if you should consider outsourced{" "} <a href="https://www.lorienglobal.com/us"> talent acquisition solutions </a> . If you&rsquo;re going to need outside help, your next question should be whether{" "} <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment"> full-time/permanent </a> ,{" "} <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment"> project-based </a> , or{" "} <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions"> part-time/contingent </a>{" "} solutions make the most sense. Consider which talent management practices will provide the biggest impact/lift, and start with those. When it comes to talent management, any improvement can provide significant advantages, and any time is a great time to start reaping the benefits. Keep in mind, too, that the best strategies should evolve as your business needs change, meaning no talent management strategy should ever be considered &ldquo;done.&rdquo; <h4>Step 4: Developing/Executing the Strategy</h4> Once you&rsquo;ve identified and prioritized your objectives and decided on a talent management approach/solution, it&rsquo;s time to start putting together the actual strategy&mdash;and putting it into action. This includes a few specific steps, like: <div> <ul> <li> Conceptualizing ideal HR workflows for talent management. {" "} Streamlining existing processes and experimenting with modern tools for incorporating AI/automation are excellent ways for organizations of all sizes to take steps toward improvement. Think through each stage of the employee lifecycle and talent management framework, looking for areas that could be improved or optimized.&nbsp; </li> <li> Determining individual roles/responsibilities related to talent management strategy development and execution.&nbsp; Which teams/departments should be involved in developing the strategy, and who takes the lead? Who will direct or oversee its implementation? Based on your priorities and objectives, it&rsquo;s important to assemble the right team of stakeholders to ensure alignment.&nbsp; </li> <li> Providing meaningful training and development opportunities to empower employees and help them to grow their skill set.&nbsp; Depending on the needs of the business&mdash;and the resources available&mdash;even a little training can go a long way toward a more supportive and inclusive workplace. Upskilling existing employees doesn&rsquo;t just improve employee engagement, it&rsquo;s also much more cost-effective than recruiting and bringing new talent on board.&nbsp; </li> </ul> </div> <h4>Step 5. Establishing Accountability Measures/Metrics</h4> How do you know if your strategy is working? You&rsquo;ll want to start by revisiting your strategic objectives. Ideally, you&rsquo;ve set specific and measurable objectives&mdash;like increasing headcount by 10% by the end of the quarter&mdash;so it&rsquo;s relatively easy to define success.&nbsp; On a point by point basis, determine what strategies or strategy components have been effective, and which have not been as successful. There are a number of worthwhile indicators to consider when setting or evaluating objectives, such as turnover rates, productivity metrics, and employee engagement scores.

<h1>What Does a Good Talent Strategy Look Like?</h1> A good talent strategy is tailored to your organization’s needs, goals, and challenges. It’s not a one-size-fits-all solution, but a customized plan that aligns your workforce with your company’s long-term objectives. In the fast-paced tech industry, where the right talent can make or break your success, having a well-defined talent strategy is crucial. Talent strategy examples vary depending on the unique requirements of each business. For some companies, the focus might be on aggressive recruitment to quickly scale up operations. For others, it might involve developing existing employees to fill critical roles or building a culture of continuous learning and innovation. What’s important is that your strategy directly supports your business goals and is flexible enough to adapt as those goals evolve. A talent strategy company like Lorien can help you craft a strategy that goes beyond generic solutions. We understand that using a talent strategy framework template can be tempting, but it’s not the best approach. A pre-made template might not consider the nuances of your industry, the specific skills you need, or the culture you want to build. Instead of relying on a one-size-fits-all template, we work with you to create a strategy that’s as unique as your business. By partnering with a talent strategy company, you gain access to expertise and insights that help you design a strategy tailored to your needs. Whether you need to attract top-tier talent, develop your existing workforce, or plan for future growth, a customized approach will give you the competitive edge you need to thrive. At Lorien, we help you build a talent strategy that’s both effective and adaptable, ensuring your company is well-positioned for success in the ever-evolving tech industry. <h1>What Is Your Talent Strategy?</h1> At Lorien, we believe that your talent strategy should be as dynamic and forward-thinking as your business. A well-crafted strategy aligns your workforce with your company’s goals, drives innovation, and positions you for long-term success. Whether you’re looking to attract top talent, develop the skills of your current team, or prepare for future growth, your strategy needs to be tailored to your unique needs and challenges. We work closely with you to design a talent strategy that’s more than just a plan—it’s a roadmap to success. By leveraging our industry expertise and deep understanding of the tech landscape, we help you build a strategy that supports your vision and adapts as your business evolves. From identifying the right talent to creating development programs that keep your team engaged and competitive, we’re here to support you every step of the way. Let’s create a talent strategy that’s built for your business. <a href="/us/contact-us">Contact us</a> {" "} today to learn how Lorien can help you develop a customized approach that drives growth, innovation, and long-term success. Your future starts with the right strategy—let’s build it together.

<h1> What does a good talent strategy look like for the tech industry? </h1> A strong talent strategy in the tech industry starts with understanding the unique challenges of the field. The competition for skilled professionals is intense, and the rapid pace of technological change means that today’s in-demand skills might become obsolete tomorrow. In tech, where innovation drives success, companies must attract and retain talent that can keep up with these rapid advancements. A well-rounded strategy will not only focus on hiring the right people but also on nurturing their growth and equipping them with the tools to thrive in a constantly evolving environment. This includes offering opportunities for continuous learning, fostering a culture that encourages creativity and problem-solving, and providing clear pathways for career progression. Talent management strategy examples in the tech industry often include a mix of innovative recruitment practices—it doesn’t have to be a solitary effort! Many tech companies benefit from partnering with experts like Lorien, a company that understands the unique nuances of the industry. Rather than relying on a generic talent strategy template, companies like Lorien can craft a talent strategy tailored specifically to your company, providing guidance on everything from innovative recruitment techniques to employee retention strategies. One significant advantage of working with Lorien is access to extensive talent pools and specialized communities. By tapping into these networks, tech companies can reach highly skilled candidates who may not be accessible through traditional channels. This access, combined with Lorien’s industry expertise, helps build a more effective and resilient talent strategy, ensuring your company remains competitive and innovative in the fast-paced tech landscape.

<h2>Featured Guides &amp; Reports</h2>

<h2>Largest IT Staffing Firm in the UK!</h2><div class="d-flex gap-3">We are thrilled to have been ranked #1 largest IT staffing firm in the UK by Staffing Industry Analysts (SIA).</div>

<div class="d-flex flex-column gap-0"><h3>Leaders in Everest Group PEAK Matrix&reg; 2024 for UK IT Contingent Talent and Strategic Solutions.</h3><div class="d-flex gap-3 align-items-end"><div class="d-flex flex-column gap-4">&nbsp;We are thrilled to have also been ranked #1 largest IT staffing firm in the UK by Staffing Industry Analysts (SIA)!</div><img class="ratio ratio-21x9" style="min-width: 200px; max-width: 80px; height: auto; object-fit: contain;" src="/site-assets/images/SIA_2024_ListLogos_LrgstStaffng_IT_UK.png" alt="tes"></div></div>

<h2>It's What We Do</h2>Transforming careers, businesses and tech strategies. At Lorien we are always adapting to the digital world, providing our clients with tech recruitment solutions across the full digital spectrum.

<h2>Awards &amp; Industry Recognition</h2>

<h2>Featured Jobs</h2>Find the best technology and digital career opportunities.

<h1>We are the house of global tech recruitment</h1>Lorien is an award winning digital, transformation and technology recruitment specialist. With over 45 years' experience, we work with clients of all sectors, sizes, and tech needs–from digital giants to tech-enabled businesses–to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.

<h1> How to create an effective talent management strategy for your tech company </h1> At Lorien, we understand that creating an effective talent management strategy for your tech company requires more than just a checklist—it demands a tailored approach that addresses your unique challenges and goals. We work closely with you to develop a strategy that aligns with your business objectives, attracts top talent, and fosters a culture of continuous growth and innovation. We start by conducting a thorough analysis of your current workforce and identifying gaps in skills and capabilities. From there, we help you design a talent management framework that covers every aspect of the employee lifecycle—from recruitment and onboarding to performance management and succession planning. Our expertise in the tech industry means we know how to find the right talent, develop their potential, and keep them engaged in a fast-paced, ever-evolving environment. But we don’t stop at strategy development. We partner with you every step of the way to implement and refine your talent management processes, ensuring that they remain aligned with your company’s evolving needs. Whether you’re scaling up quickly or navigating the complexities of new technologies, we provide the support and expertise needed to turn your talent strategy into a powerful driver of business success. Ready to build a talent management strategy that propels your tech company forward?{" "} <a href="/contact-us" target="_blank">Contact us today</a> {" "} to learn how Lorien can help you achieve your goals.

<h1>How Do You Write a Talent Management Strategy?</h1> When it comes to the question of how to formulate a talent management strategy capable of achieving key objectives, what works perfectly for one company may not meet the needs of another. That’s why it’s so important for companies to develop their own specific strategies, and to revisit and strengthen them over time. There are several steps involved in developing a talent management strategy and putting it into practice, including a number of what amount to must-have inclusions. Let’s start with the latter point, and what your talent management strategy should include or account for—and then we’ll move on to the actual strategy development points. <h1>What Is Included in a Talent Strategy Framework?</h1> The most successful talent management strategies are those that bridge the gap between organizational strategy and measurable results. They’re also custom-designed to achieve specific objectives or overcome specific challenges, and yet agile enough to be modified and adjusted as needed. Despite the amount of variation between different organizations’ talent strategies, we can still identify some key inclusions that every strategy should address. Organizations like Gartner have determined the key factors the most effective strategies have in common, for example, even creating a talent management strategy template you can{" "} <a href="https://www.gartner.com/en/human-resources/trends/talent-management-strategy-template"> download </a>{" "} from their website. It outlines seven vital{" "} components of talent management: <ol start="1" type="1"> <li> Talent Acquisition:&nbsp;Finding the right talent for achieving positive organizational outcomes </li> <li> Employee Experience: Creating an inclusive and productive workplace where employees can thrive.&nbsp; </li> <li> Performance Management: Developing a framework for assessing employee performance and incentivizing growth.&nbsp; </li> <li> Change Management: Maintaining effective communication and principles of employee empowerment during times of transition.&nbsp; </li> <li> Learning &amp; Development: Prioritizing employee empowerment and providing meaningful opportunities to upskill and advance.&nbsp; </li> <li> Organizational Design: Increasing efficiency by aligning the talent management strategy to specific business needs, initiatives, and priorities.&nbsp; </li> <li> Succession Management: Developing a framework for identifying internal candidates to fill current and future positions.&nbsp; </li> </ol> While you may work from a template or sample process, each organization&apos;s talent management strategy should be unique&mdash;to that business and to its most pressing objectives. Additional elements often include activities related to workforce planning, employee retention, diversity and inclusion initiatives, and even compensation and benefits.&nbsp;

<h1>Importance of Talent Management </h1> Without the right talent in place, an organization’s ability to meet its objectives is severely limited. Learn why talent management is so important, and where to start.

<h1>The Importance of Talent Management</h1> What would you say is the most difficult part about attracting and retaining high-quality talent? We would venture to guess that if we were to ask a half-dozen different companies, we might anticipate just as many different answers. <ul> <li> Some would quickly point to the challenges of recruiting and competing for potential talent, especially in the tech industry. </li> <li> Others might point to difficulties related to effectively onboarding new talent or helping new members quickly feel like a valued part of the team. </li> <li> Finally, some companies are well aware that their learning and development programs might not be up to par—while others see offboarding as the trickiest piece of the talent management puzzle. </li> </ul> Clearly, though, there is one thing each of these talent hypotheticals has in common—each dilemma falls within the scope of talent management, and each plays a role in an effective talent management strategy. By creating strategies that align with each stage of the talent life cycle, companies can avoid many of the challenges of attracting, recruiting, and retaining the best talent available. Before we get too deep into the objectives of talent management, it’s important to define what, exactly, we’re talking about when we use the term. What Is Talent Management? According to{" "} <a href={ "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management" } target="_blank" > McKinsey </a> , there are five main components of talent management: <ul> <li> Identifying, hiring, and retaining the right people. {" "} The productivity gap between high-performing employees and the rest is significant, with high-performing employees being “up to eight times more productive than others.” </li> <li> Empowering employees to learn, grow, and thrive within their role.{" "} Encouraging employees to develop their skill set not only empowers them, it also demonstrates that the organization values its employees and wants them to be successful. </li> <li> Providing meaningful incentives around employee performance and productivity. {" "} Incentivizing performance is far from a new concept, but not every organization understands how to motivate their employees in meaningful ways. By tracking the right metrics and helping employees understand what matters most, you can start building a culture that champions improvement. </li> <li> Understanding and optimizing the employee experience. {" "} It’s difficult to overstate the impact a positive employee experience—one where employees feel understood, valued, and supported—can have on an organization’s ability to retain their highest-performing talent. </li> <li> Optimizing workforce planning strategies{" "} Especially in tech, the most in-demand skills can quickly change, so companies shouldn’t be hesitant to adjust or refocus their strategy as an organization’s needs inevitably evolve over time. </li> </ul> As McKinsey notes, establishing a “talent-first culture” can help virtually any company to “improve organizational performance and potentially gain a competitive advantage.” (You can learn more about this by reading the{" "} <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"> full article </a> .)

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<h1>What Are the Pillars of Talent Strategy?</h1> A solid talent strategy stands on several key pillars, each essential to building a strong and effective team: <ol start="1" type="1"> <li> Workforce Planning: Analyze your current workforce and predict future needs based on your business goals. Effective workforce planning includes understanding the skills required and planning how to acquire or develop them. </li> <li> Talent Acquisition: Attract the right talent to your organization by focusing on sourcing, recruiting, and hiring individuals who possess the necessary skills and align with your company culture. </li> <li> Employee Development: Invest in continuous development to keep your team engaged and growing, including training programs, mentorship, and opportunities for career advancement. </li> <li> Performance Management: Regularly assess and manage employee performance to keep everyone aligned with your business goals. Set clear expectations, provide feedback, and recognize achievements to drive continuous improvement. </li> <li> Retention and Succession Planning: Focus on retaining top talent and planning for future leadership needs. Create an environment where employees want to stay and grow, ensuring a smooth transition when leadership changes occur. </li> </ol> These pillars work together to create a talent strategy that drives business success and supports long-term growth. <h3> What Is the Difference Between HR Strategy and Talent Strategy? </h3> HR and talent strategy serve distinct purposes within an organization, yet they often overlap. HR strategy covers the broader management of human resources, including compliance with labor laws, managing benefits, handling payroll, and maintaining workplace safety. The framework governs how your organization manages its people on an operational level. Talent strategy, on the other hand, takes a more focused approach. It zeroes in on how your organization attracts, develops, and retains the talent crucial for achieving business goals. While HR strategy handles the day-to-day management of employees, talent strategy is about building a workforce that aligns with your company’s long-term vision and drives its success. In short, HR strategy manages the "how" of employee relations and operations, while talent strategy focuses on the "who" and "why"—who you need on your team and why they are essential to your company’s future.

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<h1> Lorien: Providing Custom Human Capital Solutions to Meet Your Needs </h1> The end-to-end process of talent management strategy development might sound like a lot for one individual or department to keep track of—yet each step plays a vital role in an organization’s ability to meet its staffing challenges in the most efficient and cost-effective ways. Fortunately, expert help is available! At Lorien, we provide a variety of dynamic workforce solutions, all developed to help tech companies find the talent they need, when they need it.{" "} Our workforce solutions experts are ready to collaborate with your organization to enhance its talent acquisition and recruitment capabilities with customizable and scalable workforce solutions that can grow and evolve along with your business. Learn more about all we offer by{" "} <a href="/us" target="_blank"> visiting our website </a> , or{" "} <a href="/us/contact-us" target="_blank"> reaching out to us{" "} </a> directly.

<h1> What Is the Purpose (and Benefits) of a Talent Management Strategy? </h1> The primary role of a talent management strategy is to serve as a well-rounded and effective framework for identifying talent needs, attracting the right candidates, and empowering employees to thrive. In other words, optimizing the talent management process and strategy helps to ensure each stage of the talent management life cycle is considered. Over time, organizations can fine-tune and adjust their strategy as needed. Taking this approach—rather than having to start from scratch every time you have roles to fill—is much more cost-effective and helps to ensure business continuity.

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<h1>What Are the Seven Steps of Talent Management?</h1> A successful talent management strategy involves a series of structured steps that guide the entire process from start to finish. These talent management process steps are crucial for building a workforce that is aligned with the company’s objectives and capable of driving growth and innovation. <ol start="1" type="1"> <li> Workforce Planning: The first step is understanding your current and future workforce needs. This involves analyzing your organization’s goals and determining the types of talent required to achieve them. </li> <li> Talent Acquisition: This step focuses on sourcing and attracting the right candidates. Using a targeted approach, you can identify individuals with the skills and potential to contribute to your company’s success. </li> <li> Recruitment and Selection: After identifying potential candidates, the next step is recruitment and selection. This involves evaluating applicants based on their skills, experience, and cultural fit, ensuring that you bring the best talent on board. </li> <li> Onboarding: Once new hires are selected, onboarding helps them integrate into the company. This step is critical for helping employees understand their roles, the company culture, and how they can contribute to the organization’s success. </li> <li> Learning and Development: Continuous development is key to keeping employees engaged and ensuring they remain competitive in their roles. This step involves offering training, mentoring, and career development opportunities. </li> <li> Performance Management: Monitoring and managing employee performance is essential for maintaining alignment with company goals. This step includes setting clear expectations, providing regular feedback, and recognizing achievements. </li> <li> Retention and Succession Planning: The final step focuses on retaining top talent and preparing for future leadership needs. This involves implementing strategies to keep employees engaged and committed, as well as planning for their long-term growth within the company. </li> </ol> By following this talent management process step by step, companies can build a robust talent management process model that supports both immediate needs and long-term objectives. These talent management process steps create a foundation for sustained success in a competitive and rapidly changing industry.

<h1> What Are the 6 Core Functions of a Talent Management Strategy? </h1> The best talent management systems are tailored to the needs of the business and tend to include at least six core functions: recruitment, orientation, engagement and motivation, learning and development, retention, and offboarding and outreach. Let’s briefly define each of these, and how each can impact an organization’s overall talent management strategy. <ul> <li> Recruitment: The effectiveness of an organization's recruitment strategies greatly affects its ability to attract and retain great talent. Recruitment includes spreading awareness, promoting the company as an employer, and seeking out talent at job fairs or similar events. While tech recruiting can be challenging, working with a staffing partner like Lorien can have an invaluable impact. </li> <li> Onboarding/Orientation: Once a candidate accepts an offer, their onboarding and orientation process is meant to provide valuable information about the company as well as their specific role and responsibilities. This includes educating them about workplace expectations, employee benefits, and other practical matters. </li> <li> Engagement and Motivation: The onboarding and orientation process naturally leads to the next core function of talent management: engaging and motivating employees. No matter what industry they work in, people do their best work when they feel valued, respected, and included in the company culture. While it shouldn’t be your primary motivation, there’s also a direct correlation between employees’ happiness with their employer and their productivity. </li> <li> Learning and Development: Especially in dynamic industries like tech, it’s hard to overstate the importance of committing to employee development. There are plenty of statistics to support this connection, including the fact that a majority (86%) of professionals “said that they would change jobs if a new company offered them more opportunities for professional development,” as one study found. </li> <li> Retention: Replacing employees is expensive—so is leaving vacant positions unfilled. In fact, turnover costs U.S. businesses an estimated $1 trillion annually due to lost productivity and the disruption of operations. In many ways, reducing employee turnover is among the most significant benefits of having a solid talent management strategy in place. The keys to retention can be found in the previous points: finding the right people, engaging and motivating them, and committing to their growth. </li> <li> Offboarding and Outreach: Departing employees can be an invaluable resource for understanding the employee experience and where it could be improved in order to increase retention. Through exit interviews, companies that ask the right questions can uncover actionable insights that can enhance their ability to secure the best talent over time. </li> </ul> <h1> The Right Talent Is Out There. We’ll Help You Bring It Aboard. </h1> At Lorien, we have deep experience with navigating the distinct <a href="https://www.forbes.com/consent/ketch/?toURL=https://www.forbes.com/councils/forbestechcouncil/2024/01/22/why-its-difficult-to-hire-and-retain-quality-tech-talent/" target="_blank" > {""} challenges of talent acquisition and retention in tech, </a> {" "} like the increasing demand for—and price of—high-quality tech talent. We understand that every organization is unique, and we are committed to helping companies find the right talent at the right time. Whether you’re looking to fill roles on a permanent or contingency basis, we can help you develop and implement the right talent management strategy for your needs. Visit our website to learn more about our solutions, or{" "} <a href="/us/contact-us">get in touch</a> {" "} today to speak with one of our experts.

<h1>What Are the Six Primary Talent Management Strategies?</h1> While every organization’s talent management strategy should be tailored to its specific needs and priorities, there are certain strategies that talent management programs should include in one form or another. The goal is to ensure that each stage of the employee life cycle is optimized, organized, and consistent. Some of these stage-based strategies include: <ol start="1" type="1"> <li> Understanding and Improving the Employee Experience:&nbsp; With so much competition for high-quality talent, the best candidates tend to have plenty of options to consider. Making yourself an attractive destination with a reputation for employee empowerment is a great way to remain competitive. </li> <li> Adopting a Flexible Mindset: In an industry as unpredictable and innovative as tech, &ldquo;traditional&rdquo; approaches to staffing and the employee experience aren&rsquo;t always going to cut it. Today&rsquo;s candidates have evolving preferences and ways of working that employers often must cater to if they want to attract the best talent. This might even include working with a workforce solution like those provided by{" "} <a href="https://www.lorienglobal.com/us"> Lorien </a> &mdash;who can help with everything from talent strategy development to finding the perfect candidate for any opening. As it applies to talent management, a flexible mindset also means considering different types of workforce solutions, such as direct or statement of work (SOW) hires.&nbsp; </li> <li> Creating a Culture of Learning and Growth:{" "} Tech workers are just as aware as their employers should be of the importance of meaningful development opportunities. Companies should make learning and development a core component of their culture, empowering employees by encouraging and incentivizing them to grow their skillsets. </li> <li> Developing Clear Objectives:&nbsp;Creating a winning talent management strategy requires clear strategic objectives. This includes, among other things, thinking carefully about the organization&rsquo;s short- and long-term priorities and seeking out candidates with the optimal skillset. </li> <li> Managing Performance: Employers can&rsquo;t improve what they aren&rsquo;t measuring, so an effective performance review process&mdash;including meaningful follow-up&mdash;is an absolute must. Engaging in productive dialogue with employees to identify areas for growth and outline steps for improvement should be an empowering process. It&rsquo;s less about &ldquo;fixing&rdquo; an employee&rsquo;s shortcomings and more about showing them they are valued by setting them up for success. </li> <li> Career Pathing:&nbsp;Many tech employees leave companies because they feel stuck at their current level or in their present position. By providing clear career development paths and upskilling opportunities, employers can ensure that their best talent remains fully engaged (rather than complacent). </li> </ol>

<h2>Our Delivery</h2>Our experts have real world experience and understand what is required to deliver immediate value and achieve results. We begin by conducting discovery sessions to analyse your project, identify your goals, define the scope, and establish key milestones. We work closely with you to understand the challenges you face, then provide the necessary capabilities to execute your projects successfully.&nbsp;Our teams work collaboratively with yours to drive discovery, boost productivity, enhance delivery capability, and promote continuous learning.&nbsp;&nbsp;<h2>Why choose us?</h2>A Statement of Work offers an alternative to conventional recruitment models. Instead of supplying resources on an hourly basis, a SOW provides fixed costs for achieving set milestones or deliverables. Our Project Delivery team manages the process with expert PMO governance, implementing tracking and constant evaluation to ensure the outcome meets the objectives.&nbsp;

<h1>Statement of Work (SOW) / Managed Services Delivery</h1>&nbsp;Technology is changing the world. We help deliver that change.In a rapidly evolving, technology-driven world, digital transformation has become vital for businesses to stay relevant. We empower our clients to embrace agility, bridge capability gaps, and build better businesses, by combining local insights with deep tech expertise in key areas such as Cloud, Data, Cyber Security, AI, Software, and more.&nbsp;Led by industry experts, we combine deep tech sector knowledge with advanced analytics and years of experience in specialist project and programme delivery to solve critical business challenges. This solution is managed by the technology specialism within Impellam Project Services.&nbsp;

<h2>What is a Statement of Work?</h2>A Statement of Works agreement is a contract that captures the details of the services that we will deliver. It typically outlines the work that needs to be completed, or the scope of work being delivered, project milestones, timelines, work locations, and payment terms. By offering meaningful metrics and strategic reporting on a weekly, monthly, and quarterly basis, we supply you with concrete data and insights into our team&rsquo;s performance. We prioritise setting up the right framework from the outset of any project to ensure that our clients&rsquo; expectations are clearly understood and met.

<h2>What are the benefits to a Statement of Work solution?</h2><details><summary>Transparency</summary>At the beginning of our service, we set realistic timeframes that deliver you the best results in the shortest timeframe. Our service is a collaborative journey. We promote visibility and control through weekly and monthly operational meetings, business reviews, progress updates and project performance reports.</details><details><summary>Efficiency</summary>Partnering with us allows you to refocus on core operations and business goals, reducing labour costs and boosting profitability.</details><details><summary>Governance</summary>Our team deliver solutions in accordance with a robust governance framework, supported by our expert Account Directors and Project Services teams.</details><details><summary>Reduced Risk</summary>We understand the importance of maintaining a fluid workflow, whilst allowing for agility, accountability, and risk management. Partnering with us allows you to transfer many of the risks involved in delivering complex, business-critical projects.</details><details><summary>Expertise</summary>We have been at the forefront of technology for over 45 years, so we understand today&rsquo;s business challenges. Our experts are highly skilled and vetted, empowered by our ethos of virtuosity, best in class training and a culture of continuous improvement. Our team are passionate about delivering change and driving for results.</details><details><summary>Management</summary>Our team are passionate about delivering change and driving for results, we ensure your project is managed end-to-end.</details>

<h1>Steps in talent development</h1> <ul> <li> Workforce Planning and Analysis:The first step in the talent management process involves assessing the current workforce and identifying future talent needs based on the organization’s strategic goals. Companies analyze their current capabilities, identify gaps, and plan for future staffing requirements. This proactive approach ensures that the right talent is available at the right time to support the organization’s growth and innovation. </li> <li> Talent Acquisition and Recruitment: Once the workforce needs are identified, the organization moves on to attracting and recruiting the right talent. This step involves sourcing candidates, evaluating their fit with the company culture, and selecting those who possess the necessary skills and experience. Effective recruitment strategies, such as leveraging technology and employee referrals, play a crucial role in securing top talent. </li> <li> Onboarding and Integration: After hiring, the focus shifts to onboarding and integrating new employees into the organization. A well-structured onboarding process helps new hires acclimate to the company’s culture, understand their roles, and build relationships with their colleagues. This step is critical in setting the stage for long-term employee engagement and productivity. </li> <li> Learning and Development: Continuous development is a cornerstone of a successful talent management strategy. Organizations invest in training programs, leadership development, and upskilling initiatives to help employees grow in their roles. By fostering a culture of learning, companies ensure that their workforce remains agile, competitive, and equipped to meet future challenges. </li> <li> Performance Management: Regularly assessing and managing employee performance is essential for aligning individual contributions with organizational goals. Performance management includes setting clear expectations, providing feedback, and recognizing achievements. This step helps maintain high levels of engagement and productivity while identifying areas for improvement. </li> <li> Succession Planning and Career Development:{" "} Preparing for future leadership needs and providing employees with clear career paths are vital for long-term success. Succession planning involves identifying and developing internal talent to fill key roles, while career development focuses on helping employees advance within the organization. This ensures business continuity and reduces the risk of talent shortages in critical areas. </li> <li> Retention and Engagement: Retaining top talent is as important as attracting it. Organizations foster retention by creating a positive work environment, offering competitive compensation, and providing opportunities for career growth. Engaged employees are more likely to stay with the company, contribute to its success, and act as advocates for the organization. </li> <li> Offboarding and Transition: The talent management process also includes offboarding employees who are leaving the organization. A structured offboarding process ensures a smooth transition, captures valuable feedback, and maintains positive relationships with departing employees. This step can also provide insights into potential areas for improvement in the overall talent management strategy. </li> </ul>

<h1>What Are the Steps in the Talent Management Life Cycle?</h1> Depending on their chosen approach and specific needs, an organization’s talent management lifecycle may consist of anywhere from a handful of steps to nearly a dozen (or more) different activities. At a minimum, virtually every organization’s talent lifecycle addresses at least five key focus areas, including… <ul> <li> Recruitment: Identifying and attracting the right talent at the right time. </li> <li> Onboarding: Getting new hires up to speed and acclimated to the work environment. </li> <li> Engagement: Demonstrating that employees are valued, through developing an inclusive workplace culture, recognizing individual contributions, and ensuring that new hires feel welcome and supported. </li> <li> Learning and Development: Providing opportunities for employees to grow their skill set through learning and development initiatives. </li> <li> Offboarding: Gaining valuable insights into the employee experience through meaningful exit interviews and efficient offboarding processes. </li> </ul> As noted earlier, these routine activities are not always as simple or straightforward as they seem, especially for tech companies. And this is precisely how partnering with Lorien can strengthen your organization and help you compete for (and secure) the best talent on the market. Our workforce and recruitment solutions can be tailored to meet your needs, so you can spend less time recruiting and more time innovating.

<h1>What Are the Steps of the Talent Management Life Cycle?</h1> While every organization’s talent management strategy should be tailored to its specific needs and priorities, there are certain strategies that talent management programs should include in one form or another. The goal is to ensure that each stage of the employee life cycle is optimized, organized, and consistent. Some of these stage-based strategies include: <ol start="1" type="1"> <li> Recruitment: Evaluating organizational needs and working to identify and attract the best talent available. </li> <li> Orientation: Setting new employees up for success, including acclimating them to the company culture and work environment. </li> <li> Engagement: Making sure new hires feel welcome and valued by creating an inclusive and supportive workplace and recognizing individual contributions. </li> <li> Learning & Development: Investing in the organization’s best asset—its talent—by providing meaningful opportunities to grow their skill set and/or advance their career. </li> <li> Retention: Reducing employee turnover through the entire process. </li> <li> Offboarding & Outreach: Ensuring that when an employee leaves the organization, it’s on the best terms possible—and leadership understands their motivations or reasons for leaving. </li> </ol> While these phases may overlap or occur out of order in some cases, it’s important to develop individual strategies for each. This ensures that there are no blind spots in the strategy or weak points within the employee lifecycle. Let’s take a closer look at each of these six core functions.

<h1>Talent Management Strategy</h1> A company’s ability to attract high-quality talent can be one of its biggest indicators of success. Learn what it takes to build a winning talent management strategy.

<h1>Why Is Talent Management So Important?</h1> The importance of talent management in the workplace essentially comes down to its beneficial impact(s) on an organization’s productivity and culture. The right talent management strategy can positively impact an organization on multiple fronts, with its key benefits including the ability to: <ul> <li> Improve business performance and outcomes. When the right people are in the right roles, it makes success much, much easier to come by. By carefully considering the approach to talent management and putting a talent management framework in place, organizations can put themselves in the best possible position to succeed. </li> <li> Reduce costs. Not only is great tech talent costly and frequently difficult to attract and retain, there is also a major (negative) cost impact that comes from unfilled positions. When crucial positions go unfilled, it hinders innovation and productivity. Replacing departed talent is expensive, too, underscoring the importance of underscoring the importance of recruiting and securing the best talent available. </li> <li> Empower employees. Most modern business leaders understand the importance of employee experience within their organizations, including its impact on their ability to attract and retain talent. While some employee churn is inevitable, effective talent management strategies help to make employees feel understood and valued—leading to increased productivity and loyalty over time. </li> <li> Unlock competitive growth. One of the biggest competitive differentiators among today’s employers is their ability to attract and retain the best talent on the market. When the right talent is in place, teamwork, collaboration, and innovation also tend to improve. Finally, implementing a comprehensive talent management strategy helps companies find the right talent without up-ending their budgets. </li> </ul>

<h1> Talent Management in Tech: What Are the Biggest Challenges to Overcome? </h1> Within virtually every modern industry, effective talent management can make or break an organization’s ability to innovate and succeed within a competitive marketplace. There are often significant challenges to overcome, underscoring the importance of a well-designed talent management strategy. Some of the top talent management challenges facing these companies include: <h4> Challenge #1: The Increasing Demand for (and Price of) Talent </h4> Especially since the COVID-19 pandemic redefined many aspects of how many people live and work, &ldquo;IT has risen in prominence as an engine for business sustainability and growth across all industries,&rdquo; according to{" "} <a href="http://cio.com"> CIO.com </a> .&nbsp; As such, there is increased competition for a limited number of highly-qualified candidates for any given role, as the demand for tech-aligned talent has increased &ldquo;by 50% to 60% in the last two years.&rdquo; In response, many executives and decision-makers are increasingly open to outsourcing and other non-traditional staffing avenues. <h4>Challenge #2: Finding the Right Skills and Talent</h4> Another major barrier facing modern companies (and their IT departments) is a widespread{" "} <a href="https://www.impellam.com/insights/lack-of-technical-expertise-has-fuelled-skills-shortage"> lack of technical expertise </a> &mdash;responsible for roughly one-third of current vacancies in tech. This isn&rsquo;t a brand new concern; instead, the &ldquo;skills shortage&rdquo; has been developing over the course of the last two decades.&nbsp; And it&rsquo;s not just an inconvenience for employers; it&rsquo;s a strategic riddle in need of a solution, one that&rsquo;s causing organizations to leave positions open despite a pressing need to fill them. According to{" "} <a href="https://www.forbes.com/sites/forbestechcouncil/2024/03/19/expect-to-see-these-technical-skills-gaps-in-the-next-year/"> Forbes </a> , these gaps are expected to persist, with the National Institute of Standards and Technology (NIST) estimating that there&rsquo;s a current shortage of over 3 million cybersecurity professionals.&nbsp; <h4>Challenge #3: Increased Competition for Limited Talent</h4> Identifying potential candidates for open positions is just the start of the battle. When you have an increasing demand for talent, paired with increasing skills shortages, you wind up with a real challenge. High-quality candidates are simply in too high demand.&nbsp; Talent is also expensive and{" "} <a href="https://www.cbre.com/insights/books/scoring-tech-talent-2023/how-is-tech-talent-quality-vs-cost-measured"> its quality can be tricky to evaluate </a> , especially in industries like tech. Some of the leading skills shortages facing the industry today relate to areas like generative AI, cybersecurity and data privacy, and cloud computing. <h4>Challenge #4: A Poor Employee Experience</h4> Another reason it&rsquo;s hard to find great tech talent is that there&rsquo;s a{" "} <a href="https://www.prnewswire.com/news-releases/tech-worker-dissatisfaction-foreshadows-brain-drain-for-employers-302139745.html"> growing dissatisfaction among tech workers </a> ; recent data indicates that a majority&mdash;between 85% and 90%&mdash;of North America&rsquo;s current tech talent pool is actively seeking new opportunities. This, of course, isn&rsquo;t just a &ldquo;tech industry&rdquo; problem; it impacts a wide range of industries. These workers&rsquo; reasons for moving on from their current company include not just the desire for a different career but also &ldquo;dissatisfaction with current employers&rdquo; and &ldquo;preferred ways of working.&rdquo; The better an employer understands what their employees want or expect, the better position they&rsquo;ll be in to retain quality talent once acquired.&nbsp; What do today&rsquo;s workers really want? Career advancement, flexible work environments, and meaningful learning and development opportunities top the list. <h4>Challenge #5: Inefficient Hiring and Onboarding Processes</h4> For all too many organizations, lengthy recruiting and hiring practices work against them in the fight for quality talent. It&rsquo;s a tricky situation, since talent is in-demand and yet finding the right candidate isn&rsquo;t often an efficient process. Logistically, this causes problems for both recruiters (who may miss out on the best candidates) and candidates looking for work. If hiring teams can&rsquo;t find better ways to identify, recruit, and hire new talent, they risk missing out and losing great candidates to competing organizations. Another problem associated with long hiring and onboarding processes is that the most in-demand technical skills seem to be in a constant state of flux. In extreme cases, the very skills that companies were looking for weeks or months ago can become obsolete by the time new talent is fully onboarded. Gartner research actually found that over half (58%) of the tech workforce will need to{" "} <a href="https://www.gartner.com/en/newsroom/press-releases/2021-02-03-gartner-hr-research-finds-fifty-eight-percent-of-the-workforce-will-need-new-skill-sets-to-do-their-jobs-successfully"> develop new skills </a>{" "} in order to perform their responsibilities. This is precisely why many companies opt to partner with a{" "} <a href="https://www.lorienglobal.com/us"> staffing or recruiting agency </a> . But we&rsquo;re getting ahead of ourselves. What is the typical talent management, and what are the challenges companies face when trying to attract and retain high-quality talent? In this article, our ultimate guide to talent management strategy development, we&rsquo;ll answer these questions and more.&nbsp;

<h1>Talent Management Process </h1> Discover effective talent management strategies for tech companies, from recruitment to specialized services, that drive growth and success.

<h1>Talent Management Process</h1> Building a strong team is critical for any tech company aiming to stay competitive. A well-executed talent management strategy plays a vital role in attracting, developing, and retaining the right talent to drive your business forward. But where do you start? What is the process of talent management that leads to success? In this article, we’ll explore key examples of talent management solutions that can help your company thrive, from recruitment to specialized services that align with your strategic goals. <h2>What Is Talent Management and Its Benefits?</h2> Talent management is the strategic process of attracting, developing, and retaining the right talent to meet a company’s goals. In the tech industry, where competition for top talent is fierce, managing talent effectively is crucial. This process involves more than filling positions—it’s about fostering an environment where employees can grow, innovate, and contribute to the company’s success. The benefits of talent management are clear. Companies that invest in their people see higher engagement, reduced turnover, and a more agile workforce. In fact, 72% of organizations believe they can drive higher company performance if they have the right talent management strategies in place. By focusing on talent management, tech companies can build a team that is capable of driving innovation and adapting to industry changes. This approach can improve performance and create a workplace that attracts and retains high-caliber professionals, ultimately leading to long-term success. You don’t have to do it alone. Lorien’s talent management solutions are designed to help tech companies stay ahead in this competitive landscape. By partnering with Lorien, you can ensure that your organization not only finds the best talent but also develops and retains them, fostering an environment where your team can thrive and drive your company’s success. Whether you need permanent hires or flexible workforce solutions, Lorien’s tailored approach will support your talent management goals and help you build a winning team. <h3>What Is the Key Point of Talent Management?</h3> While there can be many objectives of talent management, the key point is to align the company’s human resources with its strategic goals. In other words, it’s about ensuring that the right people are in the right roles and equipped with the right skills to achieve the organization’s long-term objectives. This alignment not only supports current business needs but also positions the company for future growth and success. By strategically managing talent, companies can optimize their workforce, drive innovation, and maintain a strong competitive edge in the tech industry.

<h1>Talent Management Strategy</h1> A company’s ability to attract high-quality talent can be one of its biggest indicators of success. Learn what it takes to build a winning talent management strategy.

<h1>Talent Management Strategy Examples </h1> Discover how to build a talent management strategy that aligns with your tech company’s goals, driving growth, innovation, and long-term success.

<h1>Talent Management Strategy Go-To Steps</h1> In today’s tech-driven world, your company’s success relies heavily on how you manage your most valuable resource: your people. A well-defined talent management strategy is key to building a workforce that is skilled and fully aligned to your business objectives. This strategy serves as a blueprint for attracting, developing, and retaining talent that can propel your company forward. Effective talent management involves more than just filling open positions. It’s about understanding the unique strengths and potential within your team and creating an environment where they can thrive. By focusing on both the present needs and future growth of your workforce, you can cultivate a culture of continuous improvement and innovation. Partnering with experts like Lorien can enhance your talent management efforts by providing access to specialized talent pools and industry insights that align with your unique needs. In this blog, we’ll explore the core components of a successful talent management strategy, tailored specifically for the tech industry. Whether you’re navigating rapid growth or facing the challenges of a competitive talent market, the right strategy will help you harness the full potential of your team and drive long-term success.{" "} Let’s dive into the fundamental principles that can shape your approach to talent management and help your company achieve its goals.

<h1>Talent Strategy Framework </h1> Learn how to build a talent strategy framework that aligns your tech workforce with business goals, driving growth and long-term success

<h1>Talent Strategy Framework</h1> Building a successful tech program requires more than innovative ideas and cutting-edge technology—it requires the right people in the right roles working towards a common goal. That’s where a solid talent management strategy comes into play. This framework is the foundation that guides how your organization attracts, develops, and retains talent, ensuring that your workforce is aligned with your business objectives and capable of driving long-term growth. But what exactly does a talent strategy framework involve, and how do you create one that truly supports your company’s vision? In this article, we’ll explore the key components of an effective framework, discuss how it differs from general HR practices, and provide insights into how you can customize the framework to meet your specific needs. Whether you’re a startup looking to scale quickly, or an established firm aiming to maintain your competitive edge, a well-crafted talent strategy framework is essential for building and sustaining a high-performing team. Let’s dive into what makes this strategy so crucial and how you can start building one today. <h2>What Is a Talent Management Framework?</h2> A talent management framework is a structured approach that outlines how an organization will attract, develop, and retain its workforce to meet business objectives. It serves as a blueprint, guiding all talent-related activities and ensuring they align with the company’s long-term goals. In the fast-moving tech industry, where the competition for skilled professionals is intense, having a well-defined framework is essential for maintaining a strong, capable team. Talent management framework examples vary depending on the needs and priorities of the business. A common framework might include workforce planning, talent acquisition, employee development, performance management, and succession planning. Each component plays a critical role in building a workforce that is engaged, motivated, and aligned with the company’s mission. For instance, a talent management framework example might focus heavily on continuous learning and development, ensuring that employees keep their skills up-to-date in a rapidly evolving field. Another example might prioritize succession planning, preparing the next generation of leaders to step into key roles as the company grows. These frameworks are more than just guidelines—they’re strategic tools that help you build and maintain a workforce capable of driving your business forward. Using a tailored talent management framework, you can create a cohesive strategy that supports your company’s unique goals and ensures long-term success.{" "} <h2> What Are Talent Strategies? What Is a Talent Strategy Framework? </h2> Talent strategies and talent strategy frameworks are the comprehensive plans that support your talent management framework. Ultimately, your strategies will determine how your company attracts, develops, and retains the talent needed to achieve its business goals. These strategies align your workforce with long-term goals, helping you build a team that supports both current needs and future growth. Creating talent strategies involves identifying the skills your organization needs, developing programs to grow those skills internally, and retaining top talent. By focusing on what drives your business forward, a talent strategy acts as a roadmap to build and sustain a workforce that’s capable, motivated, and aligned with your company’s vision.

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<h1>About Us</h1>We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions.&nbsp;&nbsp;We combine tech expertise with the scope, depth and breadth of large-scale talent organizations. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.&nbsp;&nbsp;Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.

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<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0">Do you have any questions? Don't hesitate to contact our Lorien Contractor Team for quick answers!&nbsp;<span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</div><div class="OutlineElement Ltr SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to help you through your journey with Lorien. No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.<span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;&nbsp;</div><div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;">Contractor Benefits </h5><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;">Benefits offered by Lorien may include: &nbsp;</h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Integrated prescription benefits with your medical plan&nbsp;</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Two standalone PPO dental plans (one plan includes orthodontic benefits for adults) &nbsp;</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Savings&nbsp;programs: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</li></ul><ul><li class="Paragraph SCXW135433514 BCX0">Direct deposit (weekly payroll) &nbsp;&nbsp;</li></ul>&nbsp;</div><h2>Our hotlines are:</h2>

<h4>Professional Referrals<span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</h4><div class="OutlineElement Ltr SCXW175820273 BCX0">At Lorien, we believe in the power of professional connections to fuel our industry's future. That's why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names—they're seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career. <span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</div><div class="OutlineElement Ltr SCXW175820273 BCX0">When a contractor refers a candidate to us, it's a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent. <span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</div><div class="OutlineElement Ltr SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients. Please speak to your recruiting contact to discuss our referral bonus program in greater detail.</div>For all other questions, please complete our form or reach out to us at 954.433.4100

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<h1>We are the house of global tech recruitment</h1>Lorien is a digital, transformation, and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.

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<h2>Want to be featured as an Employer?</h2>At Lorien, we support world-leading organizations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Lorien. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.

<h2>Specialist Markets</h2>As the house of global tech and transformation recruitment, we specialise in bringing talent solutions across the full digital spectrum to life. Each one of our solutions is built to the specific needs of our clients, with great variety in size, shape, and scale of design, but with a unifying core of deep tech sector expertise.This gives our clients the unique advantage of tech specialism at scale. Naturally, our background means that we cover all digital skillsets, but there are specific sub-sectors where we provide even deeper levels of insight&ndash;often in the places where skills are niche, rare, competitive, or just developing.We call these our Specialist Markets.

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<h1>What is a talent management strategy?</h1> A talent management strategy is a blueprint that guides organizations in how they attract, develop, and retain the talent needed to meet their business objectives. This strategy connects the goals of the company with its workforce, creating a path that drives growth, innovation, and long-term success. Rather than just filling roles as they arise, a solid talent management strategy takes a proactive approach to managing talent across the entire employee lifecycle. When companies start developing a talent management strategy, they typically begin by analyzing their current workforce to identify any gaps in skills or capabilities. This analysis helps clarify what kind of talent is necessary to achieve specific talent management strategic objectives. From there, they design a talent management strategy framework that outlines key initiatives, like those listed above. Beyond these core functions, a robust talent management strategy also emphasizes creating a workplace culture that resonates with workers. By cultivating an environment where people feel valued and have clear opportunities for advancement, organizations can attract and retain the best talent, turning their workforce into a competitive advantage. A talent management strategy is about more than just filling seats. It’s about shaping a workforce that’s capable, motivated, and aligned with your company’s vision for the future. A thoughtful talent management strategy plan can be a powerful tool for driving both immediate results and sustainable success.

<h1> What Is a Talent Management Strategy, and Why Do You Need One? </h1> An organization’s talent management strategy outlines its approach to the employee lifecycle—including attracting and recruiting talent, onboarding and developing employees, and even optimizing offboarding practices through automation. But do you really need one? Next, let’s explore a few of the key advantages. <ul> <li> Improve Business Performance and Outcomes:&nbsp; For many companies, the ability to develop and implement an effective talent management strategy has a direct impact on business performance and outcomes. One{" "} <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/winning-with-your-talent-management-strategy"> McKinsey </a>{" "} survey actually found that & 99 percent of respondents who reported their company's talent management was very effective said they outperform their competitors, compared with 56 percent of all other respondents." </li> <li> Reduce Costs:&nbsp;Not only does employee turnover hinder a company's ability to innovate, compete, and grow&mdash;it also costs the company a lot of money. According to{" "} <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx"> Gallup's </a>{" "} conservative estimate, the cost to replace an employee & can range from one-half to two times the employee's annual salary. By contrast, upskilling and developing existing talent is typically a much more cost-effective approach. Companies are also starting to understand the true costs of not{" "} filling roles within the organization, further underscoring the importance of effective talent management strategies. </li> <li> Empower Employees: When companies aren&rsquo;t able to reliably attract and retain high-quality talent, it doesn&rsquo;t just hurt the organization. It also impacts the morale of otherwise loyal employees, potentially driving them away from the company. This is especially problematic when top talent goes elsewhere; as{" "} <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx"> Gallup </a>{" "} puts it, &ldquo;Losing your best people means losing your reliable winners, your constant innovators and your most effective problem-solvers.&rdquo;&nbsp; </li> <li> Unlock Competitive Growth:&nbsp;Within the tech industry, the ability to find great talent is increasingly viewed as a competitive differentiator separating the best from the rest&mdash;especially when an organization understands the candidate journey and the importance of filling crucial roles and retaining key talent. The revolving-door effect of employee turnover holds organizations back from a productivity and innovation standpoint. And since tech workers are in such high demand, employees often demonstrate less loyalty than in years past. Today&rsquo;s employers are competing for talent like never before, and those with the best talent management strategies are in the best position to find&mdash;and hire&mdash;the best candidates. </li> </ul> All too often, organizations struggle to overcome key talent management challenges, which puts them in a difficult position where the available talent never quite matches the needs of the business. Left unaddressed, excessive employee turnover erodes employee morale, making it even harder to attract and retain talent over time. The importance of a talent management strategy is difficult to overstate, especially for larger organizations or those with complex staffing needs. A well-rounded talent management strategy brings about many benefits, many related to an increased ability to attract and retain high-quality talent that meets the needs of the organization. Other benefits include the ability to: <ul> <li> Identify and attract in-demand talent through a strong brand/reputation. </li> <li> Develop a more streamlined and agile talent pipeline that prevents or minimizes staffing-related disruptions or delays. </li> <li> Increase efficiency and effectiveness throughout the organization, leading to greater productivity and growth. </li> <li> Reduce costs related to attracting, recruiting, and onboarding new talent by slowing down the revolving door of hiring and attrition. </li> <li> Enhance the capacity for innovation by building strong, diverse teams with the exact skills needed for any given role. </li> </ul> Just having a talent management strategy isn’t always enough to guarantee positive results—especially within the ever-growing and ever-evolving tech industry, where roles are constantly being redefined as strategic priorities shift. Next, let’s look at some of the unique challenges in finding high-quality tech talent.

<h1>What is the purpose and benefits of talent management?</h1> Talent management serves as the backbone of an organization's ability to attract, develop, and retain top-tier talent. At its core, talent management is about more than filling positions—it’s about creating a strategic framework that aligns human capital with business goals. The importance of talent management lies in its ability to drive organizational success by ensuring that the right people are in the right roles at the right time. A well-executed talent management strategy offers numerous benefits, including: <ul> <li> Enhanced Organizational Performance: Companies with effective talent management practices often see improved business outcomes, as they can better leverage their human resources to meet strategic goals. McKinsey research shows that companies with strong talent management are more likely to outperform their competitors. </li> <li> Reduced Costs: Effective talent management reduces the high costs associated with turnover and unfilled positions. By investing in employee development and retention, organizations can decrease the frequency and impact of turnover, leading to significant cost savings. </li> <li> Increased Employee Engagement and Retention:{" "} When employees feel valued and see opportunities for growth within an organization, they are more likely to stay. Talent management fosters a culture of continuous improvement and development, which is crucial for retaining top talent. </li> <li> Competitive Advantage: In today’s competitive market, having a strong talent management strategy is a differentiator. Organizations that excel in this area are better equipped to attract and retain high-quality talent, giving them a competitive edge. </li> </ul>

<h1>What Should a Talent Strategy Include?</h1> A comprehensive talent strategy should include several key elements that address the entire employee lifecycle: <ol start="1" type="1"> <li> Workforce Planning: Assess your current workforce and identify future needs. This helps you anticipate gaps in skills or resources and plan accordingly. </li> <li> Talent Acquisition: Develop a strategy for sourcing, recruiting, and hiring the best talent. This could involve using advanced recruitment technologies or tapping into new talent pools. </li> <li> Employee Development: Create programs that support continuous learning and skill development, keeping your team engaged and prepared to meet the demands of the industry. </li> <li> Performance Management: Implement processes for evaluating and improving employee performance. Regular feedback, goal setting, and recognition are key components. </li> <li> Retention and Succession Planning: Develop strategies to keep your top talent engaged and prepare for future leadership needs. This might include career development opportunities and succession plans. </li> <li> Culture and Engagement: Foster a company culture that aligns with your values and encourages high levels of employee engagement. </li> <li> Diversity and Inclusion: Ensure your talent strategy promotes a diverse and inclusive workforce, which is crucial for innovation and growth. </li> </ol>

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