Talent Identification: Upskilling Your Corporate Team

Jessica mitsch By Jessica Misch ● July 13, 2021
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Tal­ent iden­ti­fi­ca­tion is the first step in deter­min­ing the best can­di­dates for upskilling.
Demand for tech tal­ent is on the rise, so what bet­ter way to sat­is­fy the demand than by train­ing cur­rent employ­ees who are already com­mit­ted to the com­pa­ny? Upskilling presents a valu­able oppor­tu­ni­ty to take your busi­ness to the next lev­el while simul­ta­ne­ous­ly improv­ing tal­ent reten­tion rates. Invest­ing in non-tech employ­ees through tech­ni­cal train­ing cre­ates a more pro­duc­tive work­force tar­get­ed towards dig­i­tal transformation.
In order to begin cor­po­rate train­ing, HR man­agers must eval­u­ate exist­ing tal­ent and iden­ti­fy upskill-wor­thy can­di­dates. Let’s take a look at the qual­i­ties need­ed for an upskilling can­di­date to be suc­cess­ful in their new tech­ni­cal role.

Com­mit­ted and Knowl­edge­able About the Organization

Tal­ent iden­ti­fi­ca­tion should begin by iden­ti­fy­ing can­di­dates who are com­mit­ted to the orga­ni­za­tion and know its ins and outs. If you are going to be invest­ing in an employ­ee, it’s impor­tant to know that they are like­wise invest­ed in the com­pa­ny and its mis­sion. The val­ue of upskilling is that onboard­ing train­ing is not required. Iden­ti­fy­ing tal­ent means find­ing some­one with domain knowl­edge. This knowl­edge is an impor­tant asset that is trans­fer­able to new roles with­in the organization.

Entry-lev­el or Admin­is­tra­tive Employee

As com­pa­nies are under­go­ing dig­i­tal trans­for­ma­tions, many jobs have become obso­lete and cer­tain skills are required to remain pro­duc­tive. Look­ing to younger employ­ees or those in entry-lev­el posi­tions is a great place to start your upskilling strat­e­gy. They often offer the most poten­tial for growth while pos­sess­ing an eager­ness to learn and advance in the orga­ni­za­tion. Along with entry-lev­el, there may be employ­ees in admin­is­tra­tive posi­tions who are over-qual­i­fied for their roles. Many employ­ees at this lev­el have the intel­li­gence and abil­i­ty to learn new skills, but just aren’t being put to use. Through tech­ni­cal train­ing, admin­is­tra­tive posi­tions can be upgrad­ed to fit the IT needs of the organization.

Abil­i­ty to Adapt

The abil­i­ty to adapt is an impor­tant qual­i­ty to rec­og­nize through­out a tal­ent iden­ti­fi­ca­tion cam­paign. First, the employ­ee must be will­ing to under­go train­ing to learn new tech­ni­cal skills and even­tu­al­ly change roles with­in the com­pa­ny. This requires a great deal of flex­i­bil­i­ty. Sec­ond, the abil­i­ty to adapt is a nec­es­sary skill shared across many roles.
For exam­ple, web devel­op­ment train­ing is a com­mon path tak­en with tech­ni­cal upskilling. As a web devel­op­er, no day is the same and projects are con­stant­ly chang­ing as new prob­lems arise. Even when work­ing with­in one project, ideas aren’t always exe­cut­ed as planned. Adapt­abil­i­ty is an impor­tant skill to have as projects are scrapped and strate­gies are adjusted.

Strong Com­mu­ni­ca­tion Skills

If an employ­ee is work­ing in an admin­is­tra­tive posi­tion, they most like­ly have strong com­mu­ni­ca­tion skills. Admin­is­tra­tive roles typ­i­cal­ly involve answer­ing phone calls and serv­ing as the first point of con­tact between the busi­ness and con­sumer. Writ­ten and ver­bal com­mu­ni­ca­tion skills are essen­tial at all lev­els of an orga­ni­za­tion, espe­cial­ly in IT roles. So, iden­ti­fy­ing this skill in poten­tial upskilling can­di­dates is a good mea­sure­ment of future success.
IT pro­fes­sion­als and web devel­op­ers alike all uti­lize com­mu­ni­ca­tion when work­ing across teams and shar­ing ideas. Strong com­mu­ni­ca­tion skills are espe­cial­ly impor­tant in these roles as the job involves pro­vid­ing tech­nol­o­gy solu­tions for peo­ple who are not famil­iar with pro­gram­ming lan­guages or oth­er tech terms.

Prob­lem Solv­ing Skills

A strong can­di­date for tech­ni­cal upskilling will have expe­ri­ence with cre­ative prob­lem solv­ing. A major aspect of cod­ing is trou­bleshoot­ing and brain­storm­ing dif­fer­ent solu­tions to a prob­lem. Know­ing how to take a prob­lem, ana­lyze it, and rea­son through it is a process that will serve use­ful for any employ­ee as they tran­si­tion into a tech­ni­cal role.
Though prob­lem solv­ing may not be used in the same con­text across all roles in a com­pa­ny, exam­ples can be found any­where. Indi­vid­u­als in cus­tomer fac­ing roles often have to think on their feet to resolve con­flicts with a client and find a solu­tion that will leave both the con­sumer and the com­pa­ny happy.

How Momen­tum Can Help Upskill Tech Talent

Once your busi­ness has com­plet­ed the tal­ent iden­ti­fi­ca­tion process and cho­sen upskill-wor­thy can­di­dates, it’s time to start think­ing about train­ing options. Com­pa­nies like Momen­tum part­ner with busi­ness­es to pro­vide cus­tom cor­po­rate train­ing pro­grams and meet dig­i­tal needs. Con­tact our team today to learn how Momen­tum can help!

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