Comments on: 5 critical recruitment truths when securing tech talent in this digital age https://ict-pulse.com/2023/01/5-critical-recruitment-truths-when-securing-tech-talent-in-this-digital-age/?utm_source=rss&utm_medium=rss&utm_campaign=5-critical-recruitment-truths-when-securing-tech-talent-in-this-digital-age&utm_source=rss&utm_medium=rss&utm_campaign=5-critical-recruitment-truths-when-securing-tech-talent-in-this-digital-age Discussing ICT, telecommunications and technology Issues from a Caribbean perspective Sun, 29 Jan 2023 10:53:37 +0000 hourly 1 By: Kamutula https://ict-pulse.com/2023/01/5-critical-recruitment-truths-when-securing-tech-talent-in-this-digital-age/#comment-172509 Sun, 29 Jan 2023 10:53:37 +0000 https://www.ict-pulse.com/?p=167768#comment-172509 With reference to point 1. I think there is always some tight rope to walk when recruiting. Senior management or junior on the one hand and small business or highly specialised position on the other.

Putting out a loose, “scalable” advert can attract a whole bunch of applicants thereby making it nearly impossible to pinpoint the right talent with the most suitable skill set. Conversely, a very tight job advert, may yield no applicant, thereby delays in acquiring the needed talent.

With reference to point 2 regarding high staff turnover, and in agreeing with the points cited, I think it is important to include, specifically, the serious effect which high staff turnover has on revenue-generating. If staff (and the support staff) that are crucial to revenue-generating are not there, there won’t be revenue, and hence nothing to even cover the cost of recruiting new ones. Spiralling into the proverbial “race to the bottom”.

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