THE WAR FOR TALENT
key digital trends, shaping our future
Today, I focus on the fifth trend in our series: "The War for Talent."
This challenge is of course not just confined to Digital & Technology alone. Functions like warehousing and distribution are very much struggling to find the right talent. However, as technology increasingly integrates into every facet of life, the demand for Tech and Data professionals has surged. These experts are no longer just "keeping the lights on"; they are pivotal in executing company strategies—developing new applications, safeguarding data, and leveraging AI to drive business intelligence. In today's competitive landscape, every company is in a race to secure the brightest tech minds.
Recruiting top tech talent has become significantly harder than it was a decade ago. It's not just the tech-native firms; traditional companies like banks, oil majors, and CPG giants are now aggressively vying for the best talent. At HEINEKEN, we face this challenge continuously—positions remain unfilled, which is costly and risks losing valuable expertise. Therefore, excelling at both recruitment and retention is not just important—it's critical.
Research indicates that skilled digital professionals seek more than just a competitive salary. They prioritize roles that align with their passions, offer growth and learning opportunities, and provide flexibility in both work hours and location. Increasingly, alignment with a company's values and purpose is becoming a key factor. At HEINEKEN, we've conducted extensive research into the needs of digital talents across areas like DevOps, Data Management, and Cyber Security, uncovering global differences and specific preferences.
The conclusion? A multifaceted approach is necessary to attract and retain top digital talent. Companies must showcase what makes them unique and how they enable employees to make a real impact. Clear opportunities for career growth, both locally and globally, are essential. The trend of larger-scale "tech hubs" with diverse career paths is on the rise.
Some examples of companies around ?Talent Recruitment and Retention:
领英推荐
?
Training and personal development are crucial to attracting and retaining key talent. Employees expect investments in online development tools and value certifications that enhance their employability. Work-life balance and remote work options are now non-negotiable in the post-COVID world—these are the new "table stakes." Offering competitive pay is a given, but in technology, total compensation has been outpacing inflation in recent years, though not uniformly across roles.
Building a strong employer brand is crucial for all companies. While digital natives like Alphabet, Meta, and Netflix are renowned for "digital careers," traditional companies must actively promote their digital transformation journeys. Engaging in events and university outreach is essential to demonstrate the exciting learning opportunities and careers available in these companies.
In conclusion, winning the War for Talent is critical for any business aiming to stay ahead in the fast-paced digital world. Companies must step up their game and offer what tech professionals value: challenging work, growth opportunities, a supportive work environment, and competitive compensation.
To become the best-connected brewer, HEINEKEN needs the best talent. Just as we’ve always needed top talent to innovate, build brands, and strengthen customer relationships, we now require exceptional Tech & Data professionals to remain competitive in our increasingly digital world.
I'd love to hear your thoughts! Share your examples, of suggest new trends.
#BestConnectedBrewer #trends #WarForTalent #Talent
Global Procurement Innovator | Transformation & Strategic Sourcing Expert | Driving Procurement Excellence & Workforce Optimization | Open for Interim Leadership Roles
1 个月Thanks for sharing this Ronald. I fully agree that we need to adapt, be flexible, and innovate to address the “war for talent.” What I believe is that we also need to address the critical role of the contingent workforce in the skills-focused landscape. Contingent workers—whether contractors, gig workers, or consultants—are a vital resource for businesses to "borrow" specialized talents when needed. The contingent workforce brings more than flexibility—it injects expertise exactly when needed. Whether filling niche skills for a project or providing temporary support during peak periods, this talent pool offers adaptability in a fast-changing environment. As companies increasingly rely on contingent workers, it’s essential to integrate them into broader skills-based hiring strategies. A well-planned integration with permanent staff, supported by tools like Total Talent Management incl a company wide implemented Skills base Taxomomy, is key. I firmly believe contingent labor will remain central to future business operations, addressing not only today’s needs but also preparing for a future where skills are our currency of success.
Director Operational Excellence Projects and Portugal Country Manager at Sibelco Group
2 个月Hi, Very good article. The future (even today) is digital. The companies not only need to attract tech talent but also develop their actual workforce to be more digital in all levels of the company organization. The technology is changing the world in a very fast way.
Founder Webhelden.nl & Webhelden Diner
2 个月Artie Debidien ?? ons onderwerp! Goed stuk!
R&D Innovation Head at The Heineken Company
2 个月Hi Ronald den Elzen, Great summary and landscaping on this trend again! And yes, at the R&D centre of The HEINEKEN Company we have anticipated to similar needs of creative experimentation. We embed the 20% free time (to Google example as mentioned). Our aim for this “freedom to operate” is to motivate talents to dream big and think differently, to have each one bring outside in under the wider team and to have them share, learn and re-apply new technologies together. Note: Just now I am recruiting for a new talent to onboard in my R&D innovation team. Who will help us to raise the bar on data Science, modelling and AI for new taste and draught innovations in beer and beyond? Please apply under the Heineken career page in that case!
Quantitative Thinker | Empowering Customer Success & Strategic Growth | Tech Evangelist & Data-Driven Strategic Advisor | Quantitative Finance Evangelist | Strategic Customer Success Director EMEA
2 个月Thanks for sharing Ronald, and have to say that I find this topic quite interesting and strategic to me (and indeed trigger for my thoughts). ?? The war for talent in the digital and tech space highlights an essential shift in how businesses must approach recruitment and retention. While companies like Google and Netflix (as you've pointed out) set the gold standard with innovative work cultures and flexible environments, it's clear that the traditional model of simply offering competitive pay is no longer sufficient. However, the article rightly points out that aligning roles with employee passions and company values is crucial—but this is easier said than done. In a global landscape where tech professionals have myriad options, how can companies genuinely differentiate themselves beyond buzzwords? The focus should not only be on what attracts talent but also on what sustains their engagement long-term. Ultimately, the 'war' for talent is not just about recruitment; it's about fostering an ecosystem where top talent can thrive, innovate, and remain engaged. What’s often missing in these discussions is how organizations can create a feedback loop that continuously adapts to the evolving needs and aspirations of their workforce.