The COVID-19 pandemic created major momentum to drive digital transformation in various industries, demanding businesses to embrace technology in order to survive.
In Indonesia, this period accelerated the rise of numerous e-commerce and financial technology platforms as companies seek to adapt to the change in consumer behavior that shifts towards online shopping and the use of cashless payment solutions. The increasing awareness of financial health and investment knowledge amongst Indonesia’s youth also expedites the growth of investment apps.
With the ongoing digital transformation in Indonesia, technology companies are having to compete with major players from other industries to attract top tech talents.
Expanding your candidate pool by focusing on a wider set of capabilities may help your company overcome the talent crunch. Technical skills may be less crucial for some roles and recruiters can focus on hiring candidates with the desired soft skills instead.
Accelerate the hiring process by streamlining and reducing the wait time between interview stages to prevent candidates from being snatched by other companies.
Providing a culture of coaching and development is another key aspect that candidates in tech tend to look for in a company. Make your company stand out amongst the competitors by ensuring this culture is highlighted in the early stages of interviews.
Millennials and Gen Zs make up a growing share of the tech workforce, and these generations value transparency and accountability from senior management. They appreciate leaders who are visible and willing to engage directly with employees.
According to World Economic Forum’s Future of Jobs Report, these are some of the emerging soft skills in the tech industry:
2-5 months | Time needed to start building new skills in the tech sector (i.e. Product Development, Data and AI, Cloud Computing, etc.)
It’s important to understand what makes an employee stay or leave. Understanding these reasons will help you create better work environments to retain the best talents and continuously attract new ones to your team.
It’s more crucial than ever for technology companies to create differentiators that help them beat out competitors for top talents.
Consider these three factors when establishing your talent attraction plan.
Active talent retention strategies are a key part in keeping top tech talents at home and minimizing the risk of them being hijacked by competitors.
These are a few strategies you can implement to reduce your turnover rate.
The war for technology talent is getting fiercer, with companies racing to stay afloat.
Working with recruiters can help businesses expedite the hiring process by utilizing their vast talent pool, knowledge of the market, and access ‘passive talents’ who are often the best performers in the industry.
|Job Title||Year of Industry Experience||Salary|
|Backend Developer||2-4 years||10,000,000 – 35,000,000|
|Frontend Developer||2-4 years||10,000,000 – 35,000,000|
|Backend Engineer||4-5 years||12,000,000 – 15,000,000|
|Senior Backend Engineer||12 years||28,000,000|
|Frontend Engineer||4-5 years||12,000,000 – 15,000,000|
|Senior Frontend Engineer||12 years||32,000,000|
|QA Engineer||2-4 years||6,000,000 – 16,000,000|
|Senior QA Engineer||6 years||24,000,000|
|Data Analyst||4 years||10,500,000|
|Senior Data Analyst||8 years||26,000,000|
|Data Engineer||> 3 years||10,000,000 – 30,000,000|
|Data Scientist||7 years||20,000,000|
|UI/UX Designer||2-5 years||7,000,000 – 16,000,000|
|Engineering Manager||3-5 years||37,000,000 – 70,000,000|
|Site Reliability Engineer||5 years||14,000,000|
|Senior DevOps Engineer||4 years||20,000,000|
|IT Infrastructure||10 years||27,000,000|
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