Anonymous Professional Services
|
Next Challenge: How can we better communicate and demonstrate the concept of Biomimicry to consumers? |
Attracting, hiring, and retaining technical talent continues to be incredibly competitive in today's economy. Candidates are aware of this competition among employers, and it has changed what talent looks for when joining a company and what motivates them to accept an offer and stay with an organization.
As a large provider of technology products and services, we are interested to learn what we can do to best position ourselves to attract and retain technical talent in the modern workforce. Specifically, we are interested in sourcing ideas for roles within our technical pre-sales, solution architecture, technology engineering, technology field sales, IT, and digital groups.
Please answer the following:
1) As someone interested in tech roles, what things are most important to you when you look at joining a new company?
2) For tech talent, what do you think the ideal employment package should look like for these specific elements:
- Work culture
- Working model (remote vs. in-person, flexible work arrangement, etc.)
- Benefits (ex. healthcare, dental, commuter benefits, etc.)
- Learning & development
- Career growth & trajectory
- Base salary ranges
- Bonus amounts
- Equity packages
- Benefits (ex. healthcare, dental, commuter benefits, etc.)
- Rewards & perks
3) What do you feel most companies are missing when it comes to their employment packages for tech roles?
4) What do you think are the key drivers of a positive employee experience? How can companies differentiate themselves to attract, develop, and retain tech talent given current market dynamics?
NOTE** - We have already explored the following employment package incentives, so please do NOT include them in your response
- Competitive compensation
- Moving tech talent from contract to permanent roles
- Sponsoring immigration
- Better company branding
- Better training for tech recruiters
- Supplemental training for tech talent
-
Submissions will be graded on the following criteria:
- 1-10 Scale
will share $500
will share $200
will share $100
| $100.00 |
|
Lizzie H Loyola University Chicago | |
| $100.00 |
|
Matthew Gaiser Queen's University | |
| $100.00 |
|
Kate Rushton Nottingham | |
| $100.00 |
|
Jacqueline Duong University of California, Los Angeles | |
| $100.00 |
|
Samantha Machado University of King's College | |
| $33.30 |
|
Brandon Kanute | |
| $33.30 |
|
Stephanie Wu University of British Columbia | |
| $33.30 |
|
Thang Nguyen University of Vermont | |
| $33.30 |
|
Sang Nguyen McGill University | |
| $33.30 |
|
Lewis Kim University of California, Berkeley | |
| $33.30 |
|
Paulina Zhitskay University of Central Florida | |
| $8.30 |
|
Phillips Staninski University of Chicago | |
| $8.30 |
|
Alexa Borcsok | |
| $8.30 |
|
Augustine Coffie University of Ghana | |
| $8.30 |
|
Naveen Kumar Polakala Indiana University | |
| $8.30 |
|
Olivia Nguyen University of California at Davis | |
| $8.30 |
|
Becky Budhoo | |
| $8.30 |
|
Oliver Mbugua University of Virginia | |
| $8.30 |
|
Aditi Dutta | |
| $8.30 |
|
Akshaya Anand University of Maryland | |
| $8.30 |
|
Ishak Nazim College of the Holy Cross | |
| $8.30 |
|
Sandra Nguyen California State University, Fullerton | |
| $8.30 |
|
Tiara Jimenez University of Central Florida |