Companies are struggling to retain IT leaders as they form the backbone of the digital innovation. Legacy systems are becoming costlier to maintain and the only alternative is to go ahead with digital transformation. The new-age employees are not easily pleased. They want companies to care for their needs as much as the customers. Organizations are working hard to fulfill the demands of the right talents. In this CIO article, Martha Heller discusses 4 offerings that the company should provide to retain the right IT Leaders.
Battling for the Right IT Leaders
CIOs want their CIOs to drive the digitization effort. CIOs, in turn, need top IT leaders that have an excellent technical knowledge and know the industry well. They should also possess excellent communication and collaboration skills along with leadership capabilities. You must work closely with the HR team to narrow down the search criteria for your IT leaders. If you can get candidates based on the search criteria, try to work hard for those. If the search criteria seem too demanding, let those wait till the time is ripe. While the HR is working hard to hire good resources, here are the 4 offerings to retain top IT leaders:
- Viable Locations: If the job location is far from home, it will be a major deterrent for potential IT leaders. Relocating with families would send jitters down their spine. If things did not work out for them or the company closed shop, they will be in a big
- Differentiating Perks: Ensure you update the pay structure of your company before you start searching for IT leaders. Revamp the company’s incentive plans and annual bonuses to attract the right talents.
- Precise Roles: If the roles you have created exist only in your company, IT leaders might not opt for it. Also, they will not prefer a job where they are burdened with responsibilities but have no actual power or resources. The roles should be well-defined, complete with a reporting structure, roles and responsibilities, workforce, controls, the whole nine yards.
- Hiring Mechanism: You might need the board’s approval for new hires, CEO’s presence in interviews, and consultants to review employee Plan contingency plans for all situations. You either have a candidate pipeline or simplify the processes to hasten recruitment.
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