<ul>
<li>More than four in five say their work environment is inclusive and supportive</li>
<li>Most feel they have equal access to opportunities available to male peers</li>
<li>70% of women report feeling represented in company leadership</li>
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Most women in technology say they feel supported and included in their current work environment, new research by Lorien has found. The <a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024">2024 Women in Tech Insights</a> survey of nearly 400 female talent across the US, UK, and Canada shows progress towards gender parity in this field, but some persistent barriers continue to hinder total equity in the workplace.
The survey provides evidence that women are achieving and experiencing progress in a field that has historically kept them out due to systemic barriers and a challenging work-life balance. A majority say they feel adequately represented by their company's leadership and that its inclusion policies are effective. Moreover, a majority expressed confidence in their abilities to do the job they have, and 1 in 4 want to advance to a leadership role.
&ldquo;Feeling supported and having equal access to job opportunities are key to encouraging women to pursue a sustained career in the tech field. With most saying they are content with their employer, we believe this will further shrink the gender gap in tech and drive more equitable and inclusive practices in many organizations,&rdquo; said Annelise Smith, managing director for Lorien Managed Solutions. &ldquo;While the data is a positive indicator of trends in this field, companies cannot be complacent in their efforts to attract, develop, and advance the next generation of women in tech.&rdquo;
Indeed, Lorien found that women are still struggling with aspects of working in the industry. For instance, work-life balance remains the most significant challenge for 2 in 5 women as demanding jobs force them to choose between personal and professional obligations. A majority also say female workers are often discouraged from pursuing a career in this profession, with those in North America feeling this way at a higher percentage (63%) than peers in the UK (54%).
<h4>More evidence of progress</h4>
While these findings are indicative of the gender disparity that still exists, Lorien&rsquo;s latest research further bolsters the idea of gains for women in tech and STEM roles. Earlier this year, <a href="https://www.srgtalent.com/site-assets/pdf/SRG_Global_Talent_Trends_Insights2024_US_Version.pdf" target="_blank" rel="noopener">SRG&rsquo;s 2024 Global Talent Trends &amp; Insights research</a>, conducted with New Scientist Jobs Magazine, found a considerable narrowing of the gender pay gap among scientific&nbsp;professionals. Today&rsquo;s research shows that women are not only making gains in wages but also feeling included and supported at work.
To build on this momentum, survey participants say there are ways for employers to further gender parity in the workplace. About half (56% in the UK and 50% in North America) say having an equal gender balance in a company&rsquo;s workforce would significantly entice them to join. More than half (58%) in the UK say a company offering professional support networks for women is a compelling employee value proposition, while 48% in the US say strong female leadership representation would be an effective incentive.
&ldquo;As we witness more and more companies build on their employee resource groups for women and promote female leaders, this will have a snowball effect in attracting talent and advancing women&rsquo;s careers,&rdquo; said Ann Bookout, SVP, ED&amp;I and Change Effectiveness for Impellam. &ldquo;We believe providing these resources, along with mentoring and other support mechanisms, will accelerate women&rsquo;s careers and increase their numbers at the leadership level.&rdquo;
The 2024 Women in Tech Insight report is available in two versions: one containing <a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024">UK insights</a> and <a href="https://www.lorienglobal.com/us/insights/women-in-tech-us-insights-2024">one with North American data</a>. Each version contains survey responses from participants from their respective regions.
&nbsp;
<h4>About Lorien</h4>
We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions. We combine tech expertise with the scope, depth and breadth of large-scale talent organizations.
Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.
Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.

We recently released our Women In Tech 2024 Insights report. Learn more about the report in our press release.

Female Tech Workers Report Progress in Gender Parity but Still Face Obstacles, Lorien Survey Finds

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How are employers advancing female tech talent to close the gender gap?&nbsp;&nbsp;
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Lorien&rsquo;s Women in Tech Insights 2024 research sheds light on how companies are supporting and advancing women in the tech industry in an effort to remove longstanding barriers that have held them back.&nbsp;
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Encouragingly, nearly 80% of the women surveyed rate their companies as &ldquo;good&rdquo; or &ldquo;excellent&rdquo; in fostering an inclusive environment. Many report feeling valued and included in their workplace, a positive indicator of progress towards gender parity.&nbsp;
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While women in tech are finding opportunities to grow and advance, especially at the leadership level&mdash;70% report being represented by leadership teams&mdash;there remain significant challenges at the entry level. More than half of the women surveyed shared they were discouraged from pursuing a career in tech, citing gender bias and pay disparity as major barriers to early career entry. This underscores the need for companies to not only focus on career advancement but also address the root causes that deter women from entering the tech industry in the first place.<span class="EOP CommentHighlightPipeRestV2 SCXW154869074 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0}">&nbsp;
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Our comprehensive report shares critical findings and more, including:&nbsp;
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The most compelling employment benefits for attracting female tech talent&nbsp;
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The key initiatives driving success for women in the tech industry&nbsp;
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Actionable strategies for supporting women&rsquo;s career development and leadership growth&nbsp;
</li>
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Is your organization ready to take the next step in closing the gender gap? Download the full report to explore the insights and strategies that can help your company create a more equitable future in tech.
Curious about the latest trends in the UK? Our <a class="Hyperlink SCXW255780912 BCX0" style="color: #000000;" href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024" target="_blank" rel="noreferrer noopener">Women in Tech 2024 UK Edition</a> expands the insights from our global campaign, offering a closer look at the challenges and opportunities shaping the future of women in tech across the UK.<span class="EOP SCXW255780912 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:253}">&nbsp;
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   Discover detailed insights on gender inclusion, career advancement, and the challenges women face in tech in our newly released Women in Tech Insights 2024 report. 

Women in Tech Insights 2024 North America

LORIEN SALARY SURVEY REVEALS IN-DEMAND TECHNOLOGY WORKERS SECURING ROBUST WAGES AS HIRING STABILIZES IN THE TECH SECTOR 

2024 North America tech salary and trends report from Lorien

Companies are only as extraordinary as their people, so how do you hire the best? Let’s start by understanding ‘What Tech Candidates Want’ from their employers.  

What do tech candidates really want? (And how I can hire the best talent for my team?)

Is a lack of career advancement and progression getting you down? Learn how to overcome career roadblocks and advance your career. 

Unhappy at work with no progression in your career?

Explore the implications of the FTC's landmark ruling banning non-compete clauses and discover proactive strategies to safeguard your workforce and recruitment efforts in our latest blog by Mike Johnson, Lorien leader and Recruitment Process Outsourcing (RPO) expert.

How Employers Can Respond to the FTC's Ban on Non-Compete Clauses 

As many as 87% of all UK talent will actively seek to find a new job in the next 12 months, and 90% of North American Gen Z tech workers under 25 would consider new career opportunities, new research released by global tech recruitment firm Lorien has revealed.

Tech worker dissatisfaction foreshadows brain drain for employers    

<h1>&lsquo;What Tech Recruitment Candidates Want&rsquo; Lorien report &ndash; 2024</h1>
Find out the real truth in recruitment and job hunting from candidates across the US in the 'What Tech Candidates Want' report, to be released April 15, 2024.&nbsp;This comprehensive report explores the current trends and expectations of professionals in technology, digital, and change sectors, especially during their job search.&nbsp;<span class="EOP SCXW237987702 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:300,&quot;335559740&quot;:279}">&nbsp;
<h2><span class="EOP SCXW230475373 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:300,&quot;335559740&quot;:279}">Key headline results from the report include:</h2>
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85% of candidates expect to look for a new role in the next 12 months<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:210,&quot;335559739&quot;:210,&quot;335559740&quot;:279}">&nbsp;
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74% of candidates expect to look for a new position within the next six months<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:1,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:253}">&nbsp;
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7% of candidates would prefer to work in the office full-time<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:1,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:253}">&nbsp;
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95% of candidates want the end-to-end recruitment process to be completed within four weeks<span class="EOP SCXW224215627 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:1,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:253}">&nbsp;
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In May 2024, following the report's release, we will host an informative global webinar. This insightful event will explore the report's findings and feature our global subject matter experts and industry leaders. These experts will provide deeper analyses and offer strategies to attract and retain top tech talent.<span class="EOP SCXW134500477 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:300,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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Make sure to download your complimentary copies of the US and UK reports on April 15, 2024. These global reports will be an essential resource for anyone looking to understand the shifting dynamics of the tech talent landscape. <span class="EOP SCXW134500477 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335557856&quot;:16777215,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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Stay up to date with more details about our upcoming May webinar and other insights by following us on <a class="Hyperlink SCXW134500477 BCX0" href="https://www.linkedin.com/company/lorien/" target="_blank" rel="noreferrer noopener">LinkedIn</a> or visiting our&nbsp;<a href="https://www.lorienglobal.com/us/insights" target="_blank" rel="noopener">insights page</a>.<span class="EOP SCXW134500477 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335557856&quot;:16777215,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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Discover the latest recruitment report What Tech Candidates Want in 2024. It explores trends and expectations of professionals during their job search

Discover What US Tech Candidates Want in 2024

A leader in the travel technology sector, our client specializes in innovative solutions for the travel and tourism industry, encompassing technology, distribution, and payment systems. 

Facing the need to modernize their technology infrastructure&nbsp;amidst a rapidly evolving digital landscape, our client required robust human capital support to facilitate this transformation.&nbsp;

The Challenge

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Since 2021, Lorien has been the client's RPO partner of record, integral in scaling their workforce to meet technological advancements. Key contributions include:&nbsp;
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Launching a strategic staffing project with essential Developer and Technology Project Manager roles.&nbsp;
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Delivering 16 critical contract roles and 46 direct hires in cybersecurity, engineering, and development in a matter of weeks.&nbsp;
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Expanding recruitment to cover over 600 annual roles globally in 2022, with a dedicated team of 18 RPO experts mobilized internationally.&nbsp;
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The Solution

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Enhanced recruitment processes, supporting the client's technological infrastructure expansion.&nbsp;
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Significant growth in recruitment capabilities, with over 150 critical technology roles filled in 2023.&nbsp;
</li>
<li class="OutlineElement Ltr SCXW252094399 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="6" data-aria-level="1">
Evolution from a project-based RPO partnership to a fully integrated global end-to-end RPO program, positioning the client for ongoing innovation in the field of travel technology.&nbsp;
</li>
</ul>

The Results

Case Study: Transforming Travel Technology - Strategic RPO Partnership with Lorien 

&nbsp;- Tech talent &ldquo;hoarding&rdquo; led to indiscriminate hiring and subsequent wage inflation and, later, headcount reductions&nbsp; &nbsp;
-&nbsp; Demand for AI-related skills on job boards has increased an astonishing 450%
&nbsp; - Global shortage for Cybersecurity professionals reaches 3.4 million&nbsp;&nbsp; &nbsp; &nbsp;
September 12, 2023 &ndash; Atlanta, GA:
Global technology, digital and professional talent solutions specialist <a href="https://c212.net/c/link/?t=0&amp;l=en&amp;o=3247609-1&amp;h=3468999441&amp;u=https%3A%2F%2Fwww.lorienglobal.com%2Fen%2Finsights%2Florien-named-as-an-industry-leader-in-nelsonhall-2021-cws-and-msp-neat-evaluation&amp;a=Lorien" target="_blank" rel="noopener">Lorien</a>, powered by Impellam Group, has unveiled its inaugural<a href="https://www.lorienglobal.com/us/insights/salary-survey-us-2023"> </a><a href="https://www.lorienglobal.com/us/insights/salary-survey-us-2023" target="_blank" rel="noopener">2023 Technology and Digital Salary Survey</a> report, marking a significant milestone in its commitment to delivering value insights to the tech industry.&nbsp;
Despite a tech hiring slowdown that began last year, workers in many sectors continue to demand sizable salaries in today&rsquo;s dynamic labor market, the report revealed. Offering unique insights into market rates and candidate movement across the North American tech industry, the report concluded that while wage inflation has peaked for months, many workers are still insistent on highly competitive compensation packages.
The report, which details the salaries of roles across 11 job families, provides insights into trends affecting pay practices in the world&rsquo;s largest tech talent market. Among key trends are the proliferation of AI tools and platforms, strong demand for specialty cloud skills such as Kubernetes, and a shift in UX/UI skills requirements. Sustained demand for other skills, such as project management and QA testing, is also keeping salaries at high levels.
&ldquo;Employers need to understand that demand for tech skills remains strong despite the recent hiring slowdown in the sector. With many companies continuing to invest in digitalization and transformation, long-term needs for specialized skills will continue,&rdquo; said <a href="https://www.linkedin.com/in/ryanmcmahon2022/" target="_blank" rel="noopener">Ryan McMahon</a>, President of Lorien in North America. &ldquo;Additionally, the promise of AI is leading many companies to seek out talent that can optimize the use of such technologies, which will further drive demand today and in the future.&rdquo;
The job clusters include AI, data and analytics, cloud and DevOps, CRM and ERP, cybersecurity, infrastructure and data centers, mobile, project/program management, change management and business analysis, quality assurance and testing, software engineering, telecom, and UX/UI.
Other developments cited in the report include that openings for Cybersecurity professionals are expected to grow 35% in the next decade. Rising demand for e-commerce skills is leading to increased hiring of mobile specialists into the third and fourth quarters of 2023. Wages for UX/UI are up 10% in the United States and 20% in Canada from last year.&nbsp;&nbsp;
Offering detailed salary data, the report is designed to inform and strengthen organizations&rsquo; hiring strategies and ensure that tech leaders can make data-driven decisions to attract the best candidates in the market. The report will prove to be a useful tool for benchmarking and broadening the necessary understanding of today&rsquo;s complex job market.
For more information and to download the report visit the<a href="https://www.lorienglobal.com/us/insights/salary-survey-us-2023" target="_blank" rel="noopener"> Lorien 2023 Technology and Digital Salary Survey.</a>
&nbsp;
About Lorien:
We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions. We combine tech expertise with the scope, depth and breadth of large-scale talent organizations.&nbsp;
Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.&nbsp;
Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.&nbsp;
Press contact:&nbsp;
Tracy Monsour&nbsp; SVP, Marketing, Impellam Group&nbsp;
tracy.monsour@impellam.com &nbsp;

Global technology, digital and professional talent solutions specialist Lorien, powered by Impellam Group, has unveiled its inaugural 2023 Technology and Digital Salary Survey report, marking a significant milestone in its commitment to delivering value insights to the tech industry.

Inaugural North America tech salary and trends report from Lorien

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Today, we're thrilled to share the highlights of this enlightening discussion. Our trailblazing panelists represented a diverse range of expertise and perspectives: <a href="https://www.linkedin.com/in/danny-cohen-a44a991/">Danny Cohen</a>, Head of STEM, North America, Impellam Group Danny Cohen is a 20+ year STEM staffing executive, serving as Head of STEM, North America at&nbsp;<a href="https://www.impellam.com/">Impellam Group</a>. He champions equity, diversity, and inclusion (ED&amp;I) and founded the&nbsp;<a href="https://www.impellam.com/about-us/community/stem-council-for-good">STEM Council for Good</a>&nbsp;to create ethical pathways in STEM careers. <a href="https://www.linkedin.com/in/davidkestenberg/">David Kestenberg</a>, CIO, REE Medical David Kestenberg is a distinguished, data-driven technology executive with over 15 years in the tech industry. He currently serves as Chief Information Officer for&nbsp;<a href="https://www.reemedical.com/">REE Medical</a>, a leader in disability services dedicated to ensuring that veterans receive accurate and thorough Disability Benefit Questionnaires. <a href="https://www.linkedin.com/in/david-nava-awesome-engineer/">David Scott Nava</a>, Principal Solution Engineer, Salesforce David Scott Nava transitioned from a 20-year US Navy career to a Principal Solution Engineer at&nbsp;<a href="https://www.salesforce.com/">Salesforce</a>. With 19 Salesforce certifications, he currently serves on Salesforce&rsquo;s Department of Defense team. David also mentors military members, veterans, and spouses looking to enter the Salesforce ecosystem.&nbsp; <a href="https://www.linkedin.com/in/katherinebstoker/">Kate Stoker</a>, Executive Director &amp; Co-Founder, Merivis Kate Stoker is the Executive Direction and Co-Founder of&nbsp;<a href="https://merivis.org/">Merivis</a>, a non-profit empowering veterans and their spouses in tech and cloud computing pathways by &ldquo;transforming military years into tech careers.&rdquo; Kate is a seasoned executive with experience across the start-up, corporate, and non-profit sectors with a deep passion for leadership, professional development and philanthropy. <a href="https://www.linkedin.com/in/chrismcgrawohio/">Chris McGraw</a>, Director, Permanent Placement IT, Lorien Chris McGraw is&nbsp;<a href="https://www.lorienglobal.com/">Lorien's&nbsp;</a>Director of Permanent Placement IT, with 15 years of staffing and recruiting experience after serving as a US Army infantry squad leader. Chris' passion for mentoring transitioning veterans extends to causes like the&nbsp;<a href="https://fisherhouse.org/about/staff/">Fisher House</a>&nbsp;and&nbsp;<a href="https://www.legion.org/">The American Legion</a>.
Highlights from our Discussion: 
<ul>
<li>Embracing Diversity for AI Success:&nbsp;We highlighted the incredible strength of military and military spouse talent in driving innovation and promoting diversity within the AI field.</li>
<li>Navigating Opportunities and Challenges: We took a deep dive into the current landscape of the AI industry, uncovering exciting opportunities that thrive on diverse perspectives.</li>
<li>Powering Progress with Synergy:&nbsp;Our discussion illuminated why military veterans and spouses excel in AI roles. Their adaptable skills, collaborative nature, and solution-oriented approach make them a unique asset in this field.</li>
<li>Crafting Inclusive Strategies:&nbsp;We shared valuable insights and best practices for attracting, integrating, and nurturing military and military spouse talent within your organization, creating an inclusive and thriving environment.</li>
<li>Forging Collaborative Pathways:&nbsp;Together, we explored the collaborative efforts that bridge the gap between businesses, educational institutions, and military programs. These efforts amplify success for all stakeholders and contribute to a vibrant AI ecosystem.</li>
</ul>
Watch the Replay and Join the Conversation:
Did you miss our live webinar discussion on reshaping military career pathways in the AI and tech industry? Access our post-event insights designed to benefit both candidates and businesses alike. Catch the replay and join the conversation by clicking&nbsp;<a href="https://streamyard.com/watch/PYazj8MC93fJ">here&nbsp;</a>to access the webinar on demand. To stay informed with industry insights and the latest Lorien content, contact us at&nbsp;<a href="mailto:connect@lorianglobal.com?subject=Championing%20AI%20Careers">connect@lorianglobal.com</a>.

In our ever-evolving world, innovation is more than just a buzzword—it's a force that reshapes industries, transforms businesses, and fuels the way forward. Recently, we embarked on an exciting journey into AI careers and military veteran hiring in our Lorien Live webinar, “Championing AI Careers: Pioneering Military Pathways in the Age of Intelligence.”

Pioneering Military AI Career Pathways in the Age of Intelligence

Your organization&rsquo;s ability to develop and implement an effective talent management strategy plays a major role in its ability to meet its strategic objectives. From understanding the most pressing staffing needs and evaluating different workforce solutions to empowering employees to thrive in their roles, the right talent management strategies can be an absolute game-changer.&nbsp;
In this article, we&rsquo;ll touch on the importance of talent management and explore performance management, addressing questions like, &ldquo;How important is performance management?&rdquo; In other words, as an aspect of talent management, &ldquo;Why does managing performance matter so much?&rdquo; Keep reading for the answers!
<h2 dir="ltr">What Is Talent and Performance Management?</h2>
Let&rsquo;s distinguish how these two terms differ yet are closely related&mdash;when defining &ldquo;talent management&rdquo; vs. &ldquo;talent performance management,&rdquo; the most important thing to note is scope. The scope of talent management is broader than that of performance management&mdash;it might help to think of performance management as one of the most important components of talent management.
Let&rsquo;s put that another way. While talent management includes functions that apply across the entire employee lifecycle&mdash;from attracting and engaging prospective talent to empowering and upskilling that talent to meet the needs of the organization&mdash;performance management is strictly focused on evaluating and improving employees&rsquo; productivity and overall performance.
<h3 dir="ltr">What Are the 5 Stages of Performance Management?</h3>
An organization&rsquo;s ability to create successful performance management programs plays a large role in how easy&mdash;or difficult&mdash;it is to meet its staffing needs without compromising its efficiency or overall productivity. When most people think of performance management, they probably picture themselves conducting performance reviews and coaching employees toward improvement, but there are five different stages of performance management:
<ol>
<li dir="ltr" aria-level="1">
Creating a Plan: A well-structured plan or framework lays the foundation for effective performance management. By setting expectations with employees and other stakeholders, you can ensure that everyone&rsquo;s on the same page.
</li>
<li dir="ltr" aria-level="1">
Monitoring Performance: Determining the best way to monitor employee performance is one of the most important aspects of talent and performance management. Choose meaningful milestones or key performance indicators (KPIs), making sure they are specific and measurable.
</li>
<li dir="ltr" aria-level="1">
Training and Development: Offering training and development opportunities is a great way to show employees they are valued&mdash;and improve their performance.
</li>
<li dir="ltr" aria-level="1">
Measuring and Rating: Ideally, the training and development opportunities you provide will align well with your business objectives as well as the metrics or KPIs identified in the previous step.
</li>
<li dir="ltr" aria-level="1">
Rewarding: Providing employees with meaningful incentives for their performance shows that you value your most valuable asset&mdash;your employees. Choose your incentives carefully, though, to make sure you&rsquo;re offering something meaningful (note that &ldquo;meaningful&rdquo; doesn&rsquo;t always mean &ldquo;high cost&rdquo;).
</li>
</ol>
<h2 dir="ltr">Why Is Performance Management So Important?</h2>
For any organization looking to be more efficient or effective, it&rsquo;s difficult to overstate the importance of performance management. As <a href="https://www.forbes.com/sites/forbesbusinesscouncil/2022/08/09/the-importance-of-performance-management/">Forbes Business Council</a> notes, without a performance management plan, &ldquo;employees won&rsquo;t know what is expected from them, how their performance will be measured or what they need to achieve in order to move to the next level.&rdquo;&nbsp;
Citing a nationwide decline in employee engagement, recent <a href="https://www.gallup.com/workplace/388481/employee-engagement-drops-first-year-decade.aspx">Gallup</a> research revealed three key factors that drive engagement: &ldquo;clarity of expectations, having the right materials and equipment, and the opportunity for workers to do what they do best.&rdquo; At least two of these three points&mdash;communicating clear expectations and optimizing how the organization&rsquo;s talent is being used&mdash;fall squarely under the umbrella of performance management.
In other words, performance management is all about defining, encouraging, and measuring progress. It establishes clear expectations and holds managers and their employees accountable&mdash;without veering into micromanagement territory (a true motivation-killer for most employees).
<h2 dir="ltr">Why Is Talent Management So Important?</h2>
Ultimately, performance management is just one part of the talent management ecosystem. And, in today&rsquo;s fast-paced business environment, talent management has emerged as a critical priority for organizations aiming to stay competitive. It&rsquo;s not just about filling positions; it&rsquo;s about strategically managing and nurturing the workforce to align with long-term business goals.
<ul>
<li dir="ltr" aria-level="1">
Enhancing Workforce Productivity and Retention Effective talent management practices ensure that employees are not only well-suited to their roles but are also continuously developed to meet evolving business needs. This approach helps in reducing turnover, a significant issue in many industries, by fostering a work environment that values growth and advancement. Companies that invest in their talent management strategies often see a marked improvement in employee engagement and retention, which directly impacts overall productivity.
</li>
<li dir="ltr" aria-level="1">
Adapting to Market Changes The modern workforce is increasingly dynamic, with rapid technological advancements and shifting market demands. Talent management plays a crucial role in helping organizations adapt to these changes by ensuring they have the right mix of skills and competencies. This adaptability is essential in industries like technology, where the talent gap can hinder growth if not addressed effectively.
</li>
<li dir="ltr" aria-level="1">
Driving Diversity and Inclusion A well-rounded talent management strategy also supports diversity and inclusion efforts. By broadening the talent pool and adopting a more holistic approach, companies can attract and retain a diverse workforce, which has been shown to enhance innovation and business performance. Diverse teams bring varied perspectives that can lead to more creative problem-solving and better decision-making.
</li>
<li dir="ltr" aria-level="1">
Building a Sustainable Talent Pipeline Long-term success depends on a sustainable talent pipeline. By integrating internal talent development with external recruitment, companies can ensure they are prepared to meet future challenges. This involves identifying and grooming potential leaders from within and also reskilling and upskilling current employees to meet emerging needs.
</li>
</ul>
Talent management is not just an HR function&mdash;it&rsquo;s a strategic imperative that can determine the long-term success of an organization. By focusing on these areas, businesses can build a resilient workforce capable of driving sustained growth and innovation.
<h2 dir="ltr">Rethink Talent Management&mdash;with Lorien</h2>
When creating (or updating) your company&rsquo;s talent and performance management strategies, you don&rsquo;t have to go it alone. By working with a staffing solutions partner like Lorien, you can ensure that the strategies you ultimately implement will be those that best fit your business and objectives.&nbsp;
Visit <a href="https://www.lorienglobal.com/us">our website</a> to learn more about our full range of solutions, including <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">contract and permanent recruiting</a> services that can connect you with the perfect talent, right when you need it.
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Your organization’s ability to develop and implement an effective talent management strategy plays a major role in its ability to meet its strategic objectives.

Why Talent Performance Management Is Important

While no two organization&rsquo;s talent development strategies will be identical, the best strategies generally use a multi-stage talent management framework or model. For most companies, this won&rsquo;t mean reinventing the wheel&mdash;at least it shouldn&rsquo;t&mdash;instead, it requires an understanding of the talent life cycle, and accounting for each stage within any talent management strategy or model.&nbsp;
If this sounds like a lot, don&rsquo;t worry&mdash;this might all be easier than you think, especially with the right staffing solution. Keep reading for valuable insights into the different stages of the talent life cycle, how closely they align with the stages of the most commonly used talent development models, and how you can use successful talent management strategy examples to inform your own approach. Let&rsquo;s jump right in, starting with a quick overview of the talent management life cycle.
<h2 dir="ltr">What Are the Steps in the Talent Management Life Cycle?</h2>
Regardless of industry or company size, the talent management life cycle typically includes at least five key phases, which effectively illustrate the scope of talent management.&nbsp;
Here&rsquo;s how the <a href="https://www.tmi.org/blogs/a-comprehensive-guide-to-the-talent-lifecycle-management">Talent Management Institute</a> defines them:
<ol>
<li dir="ltr" aria-level="1">
Recruitment and Attraction: This stage of the talent life cycle mainly consists of assessing the organization&rsquo;s talent needs, setting priorities, and engaging with recruiters or hiring partners to help identify and attract high-quality talent.
</li>
<li dir="ltr" aria-level="1">
Hiring and Onboarding: This includes hiring the right people, and onboarding them effectively, empowering new hires to hit the ground running in a way that feels empowering and supportive. Onboarding processes should also include activities to help acclimate new employees to the organization, including its workplace expectations, how it defines its culture, and where they can turn for support as they get to business.
</li>
<li dir="ltr" aria-level="1">
Performance Management: Once onboarding processes conclude, the focus transitions from informing employees about their roles and responsibilities to managing their performance within those roles. This might be done on an individual, departmental, or board organizational level, but what&rsquo;s most important is setting measurable and meaningful objectives&mdash;and effectively coaching employees toward success.
</li>
<li dir="ltr" aria-level="1">
Employee Development: Closely related to performance management, employee development primarily involves things like coaching, training, and mentoring&mdash;activities meant to grow employees&rsquo; skill sets and help them chart a path toward achieving their own career objectives.
</li>
<li dir="ltr" aria-level="1">
Employee Retention: If you have much experience with staffing or talent management, you&rsquo;re probably already aware of this, but retaining existing employees is generally <a href="https://resources.careerbuilder.com/employer-blog/the-cost-of-hiring-a-new-employee-vs-retaining-one">much more cost-effective</a> than replacing them with new hires.&nbsp;&nbsp;
</li>
</ol>
Depending on who you ask, many organization&rsquo;s talent management life cycles also include a sixth component, succession planning. Unlike the five steps outlined above, succession planning relates to what happens in both the short- and long-term once a talent development process model has been developed and put into action. Succession planning includes identifying internal candidates for filling talent vacancies and determining when the right time might be to recruit new employees, effectively re-starting the talent life cycle.
<h2 dir="ltr">What Are the 7 Stages of Talent Management Model Creation and Implementation?</h2>
As mentioned in the previous section, the different components of the talent life cycle framework should inform your approach to creating an effective talent development model that will work for your organization. So, how do you create a talent management model that works? Next, let&rsquo;s break the talent management process into seven steps or stages.
<h3 dir="ltr">Stage #1: Needs Assessment and Solutions Consideration</h3>
Before even thinking about candidate recruitment and attraction, the first thing you&rsquo;ll need to do is determine your actual staffing needs. This often means reviewing the company&rsquo;s short- and long-term objectives and then prioritizing the resources and personnel required to achieve those objectives. In many cases, this may begin with an internal skills audit to better understand the current skills gaps, so they can be appropriately prioritized throughout the recruitment and attraction processes.
It&rsquo;s during this stage that many companies realize that the data available to them is not as actionable, reliable, or complete as they may have thought. As a result, hiring managers might struggle to really understand the current talent landscape&mdash;in turn, making it more difficult for them to set the right expectations and objectives related to staffing.
During this phase, it&rsquo;s important to be flexible and open-minded, and to consider a wide range of staffing solutions. If you&rsquo;re not sure what approach or approaches might be best for your company, working with an agency like Lorien can be a game-changer. At Lorien, we offer several business solutions, including:
&nbsp;
<ul>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">Contract &amp; Permanent Recruitment</a>
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/executive-search">Executive Search</a>
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">Managed Service Provider (MSP) &amp; Contingent Workforce Solutions (CWS)</a>
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">Project Recruitment</a>
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/rpo-total-talent-acquisition">Recruitment Process Outsourcing (RPO)</a>
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/statement-of-work-management">Services Procurement Management</a>
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/specialist-markets">Specialist Markets</a>
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.lorienglobal.com/us/business-solutions/statement-of-work">Statement of Work (SOW) / Managed Services Delivery</a>
</li>
</ul>
<h3 dir="ltr">Stage #2: Recruitment and Attraction</h3>
There are several different approaches to talent recruitment, each with its own advantages and disadvantages (depending on what you hope to achieve). While many companies might prefer to handle every aspect of talent management internally, working with a staffing agency (like <a href="https://www.lorienglobal.com/us">Lorien</a>) is often a more efficient and effective way to find, hire, and retain the best available talent. Whether you need <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">contracted or permanent hires</a>, <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">project-</a> or <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingency-</a>based workers, or a combination of workforce types, we&rsquo;ll help you find the right solutions for your needs.
<h3 dir="ltr">Stage #3: Hiring and Onboarding&nbsp;</h3>
When new employees come aboard, leadership only gets one real shot at making the kind of first impression that&rsquo;s going to energize and inspire new hires. You can learn a lot by asking existing employees what they remember about their own onboarding, including what worked and didn&rsquo;t work in their opinion. With a better understanding of what new hires are likely to expect&mdash;and how they view current processes&mdash;companies can make the necessary improvements over time.
<h3 dir="ltr">Stage #4: Performance Management</h3>
As it relates to the development of talent management strategies, performance management is&nbsp; essential. The best way to be successful here is to identify the metrics or key performance indicators that matter most, communicate their importance, and then use them to monitor employee performance. You won&rsquo;t want to micromanage here, but meaningful accountability&mdash;and coaching to improvement&mdash;is what matters most.
<h3 dir="ltr">Stage #5 Employee Development</h3>
Closely related to performance management, employee development primarily involves things like coaching, training, and mentoring&mdash;activities meant to grow employees&rsquo; skill sets and help them chart a path toward achieving their own career objectives. Here, it&rsquo;s not just important to support and encourage meaningful development, but to make sure everyone in the organization understands the type of career development available to them.
<h3 dir="ltr">Stage #6: Employee Retention</h3>
As we&rsquo;ve noted, retaining employees is much more cost-effective than replacing existing employees with new hires. The best talent development models account for this reality, making sure that the end-to-end talent management process is consistent and geared toward empowering employees in a way that makes them want to stick around and keep contributing their best work.
<h3 dir="ltr">Stage #7: Succession Planning</h3>
Over time, you can fine-tune your approach to talent management, and it will become easier for the hiring organization to make the right staffing decisions. One of the biggest benefits of having effective talent management models in place is the increased ability to develop employees in a way that prepares them for increased roles and responsibilities. That way, when critical vacancies emerge, the company can move quickly to fill that position via internal candidates, saving a lot of time, money, and energy over traditional recruitment techniques.
<h2 dir="ltr">Optimize Your Talent Management with Lorien</h2>
At this point, we don&rsquo;t need to explain the importance of talent management&mdash;or the impact getting it right can have on your ability to properly keep your organization staffed with the right talent at the right time. Leveraging the right business solution (or solutions) for your company&rsquo;s staffing needs greatly enhances your ability to remain productive, innovative, and competitive.&nbsp;
 At Lorien, our team of experts would love to discuss your staffing needs and explore how we can support your efforts with our wide range of <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">permanent</a>, <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingent</a>, and other workforce solutions. You can visit our website to <a href="https://www.lorienglobal.com/us/about-us">learn more about our expert team</a>, or reach out directly to <a href="https://www.lorienglobal.com/us/contact-us">start the conversation</a> today!

While no two organization’s talent development strategies will be identical, the best strategies generally use a multi-stage talent management framework or model.

What Are the 7 Stages of Talent Management Models?

Building a strong team requires more than just hiring skilled professionals&mdash;it demands a strategic approach to managing talent throughout the employee lifecycle. A well-defined talent strategy framework helps companies align their workforce with long-term business goals, ensuring they stay competitive in an ever-evolving market. But what exactly are the core elements that make up an effective talent strategy?
In this blog, we&rsquo;ll explore the key pillars that form the foundation of a successful talent management strategy. From attracting the right talent to developing future leaders, these pillars help businesses create a workforce capable of driving growth and innovation. Let&rsquo;s dive into what makes these pillars so essential for sustaining success and how they can be tailored to fit your organization&rsquo;s unique needs.
<h2 dir="ltr">What Are Talent Strategies?</h2>
Talent strategies are comprehensive plans that guide how an organization attracts, develops, and retains the talent it needs to achieve its business objectives. In the tech industry, where competition for top talent is fierce, a strong talent strategy is critical for building a workforce that can adapt to rapid changes, drive innovation, and contribute to long-term success.
A well-developed talent strategy focuses on more than just recruitment; it also includes initiatives for continuous employee development, engagement, and retention. By aligning these efforts with the company&rsquo;s goals, talent strategies help create a cohesive and motivated workforce that delivers results. Whether it&rsquo;s through strategic hiring, upskilling, or fostering a strong company culture, an effective talent strategy helps organizations stay competitive and grow sustainably.
<h2 dir="ltr">What Are the Pillars of Talent Strategy?</h2>
A strong talent strategy is built on several key pillars that help align an organization&rsquo;s workforce with its business goals. These pillars provide a structured approach to managing talent, ensuring that companies attract, develop, and retain the right people to drive growth and innovation.
Here are the 4 pillars of talent management that form the foundation of a successful talent strategy:
<ol>
<li dir="ltr" aria-level="1">
Talent Acquisition: This pillar focuses on attracting and hiring the right individuals who possess the skills and qualities needed for your company&rsquo;s success. It includes sourcing, recruiting, and onboarding talent to fill critical roles.
</li>
<li dir="ltr" aria-level="1">
Talent Development: Investing in continuous learning and development helps employees grow within the organization. This pillar emphasizes training, skill development, and career advancement opportunities to keep your team competitive and engaged.
</li>
<li dir="ltr" aria-level="1">
Performance Management: Regularly evaluating employee performance ensures that individual goals align with the company&rsquo;s objectives. This includes setting clear expectations, offering feedback, and recognizing achievements, all of which drive motivation and productivity.
</li>
<li dir="ltr" aria-level="1">
Retention and Succession Planning: Retaining top talent is crucial for long-term success. This pillar focuses on strategies that keep employees engaged and committed, while succession planning ensures that future leadership roles are filled by well-prepared internal candidates.
</li>
</ol>
Understanding the types of talent management within these pillars enables organizations to create a comprehensive talent strategy that addresses both current needs and future growth. By focusing on these core areas, companies can build a resilient workforce capable of driving innovation and sustaining success.
<h2 dir="ltr">What Is the Importance of Talent Management?</h2>
Talent management plays a crucial role in building and maintaining a workforce that drives organizational success. In industries like tech, where innovation is key, having a strategic approach to managing talent ensures that companies attract the right people, develop their skills, and retain top performers. The process of talent management involves much more than just hiring; it focuses on aligning employee growth with the company's long-term goals.
The importance of talent management lies in its ability to create a high-performing team that is not only engaged but also adaptable to change. A well-managed workforce is more productive, innovative, and loyal, reducing turnover and helping the company stay competitive. Moreover, talent management helps businesses identify and close skill gaps, develop future leaders, and maintain a positive company culture, all of which contribute to long-term sustainability and success.
By strategically managing talent, companies can ensure they are not only meeting current business needs but are also prepared for future challenges.
<h2 dir="ltr">What Is Included in a Talent Strategy at Lorien?</h2>
At Lorien, we tailor our talent strategies to meet the unique needs of your business, especially in fast-moving sectors like tech. Our approach goes beyond recruitment to focus on the full employee lifecycle&mdash;sourcing, developing, and retaining top talent. By aligning with your business objectives, we create strategies that support your long-term success and help you stay competitive in an evolving market.
One of the key components of our talent strategy is how we collaborate with your HR and talent acquisition team. The role of HR in talent management is vital to ensuring that your workforce strategy aligns with both business goals and employee development. Lorien works closely with HR to enhance your talent management processes, from workforce planning to performance management and employee engagement.
Our team helps streamline and improve talent acquisition, ensuring you attract the right people while also focusing on employee development and retention. We also support your HR team with customized solutions, so they can manage day-to-day operations while we help drive the bigger talent strategy forward.
Lorien&rsquo;s talent strategies are comprehensive and designed to work hand-in-hand with your HR team to ensure that every aspect of your talent management process is optimized for success. <a href="https://www.lorienglobal.com/us/contact-us">Contact us today</a> to learn how we can help you build a winning talent strategy.

Building a strong team requires more than just hiring skilled professionals—it demands a strategic approach to managing talent throughout the employee lifecycle.

What Are the Pillars of Talent Strategy? 

Strategic talent planning is essential for aligning your workforce with the long-term goals of your business. Whether you&rsquo;re scaling a tech startup or leading an established company, knowing how to plan for future talent needs helps ensure sustainable growth. A well-developed talent management strategy not only addresses immediate staffing needs but also looks ahead, preparing your organization for new challenges and opportunities.
In this blog, we&rsquo;ll explore the key steps involved in creating a strategic talent strategy framework, from assessing your current workforce to forecasting future demands. By following these steps, you can build a more agile and prepared team, ready to drive your company&rsquo;s success well into the future.
<h2 dir="ltr">What Is the Talent Planning Process?</h2>
The talent planning process involves strategically aligning your workforce with your company&rsquo;s long-term goals. In the tech industry, where the demand for skilled professionals is high and the pace of change is rapid, talent planning ensures that you not only have the right people today but are also prepared for future needs. This process helps companies identify skill gaps, anticipate future hiring needs, and develop internal talent to meet evolving business demands.
By focusing on the bigger picture, the talent planning process enables organizations to create a workforce that drives growth, innovation, and long-term success. It&rsquo;s not just about filling positions&mdash;it&rsquo;s about building a team that can adapt and excel as the company grows.
<h3 dir="ltr">What Are the Steps in Strategic Talent Planning?</h3>
Strategic talent planning involves a series of defined steps to help organizations manage and grow their workforce effectively. Below are the 4 steps of strategic planning that companies often follow:
<ol>
<li dir="ltr" aria-level="1">
Assess Current Workforce: The first step is evaluating your existing talent pool. This includes identifying strengths, areas for improvement, and any gaps in skills or capabilities that need to be addressed to support future business goals.
</li>
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Forecast Future Needs: Based on your business objectives, predict the types of talent and skills your company will need in the future. This step involves understanding industry trends, technological advancements, and potential challenges that could impact workforce requirements.
</li>
<li dir="ltr" aria-level="1">
Develop Talent: Once you identify gaps, the next step is to develop your existing employees. Offering training, mentorship, and career development opportunities can help bridge these gaps, ensuring your team is prepared for future demands.
</li>
<li dir="ltr" aria-level="1">
Recruit New Talent: Finally, when internal development isn&rsquo;t enough, recruit external candidates to fill those skill gaps. Strategic hiring ensures that you bring in the right talent to meet both immediate needs and long-term goals.
</li>
</ol>
At Lorien, we specialize in helping companies build effective talent strategies that incorporate these steps, positioning your business for sustainable growth and success. Reach out to us today to learn how we can support your talent planning efforts.
<h2 dir="ltr">What Are the Benefits of Talent Planning?</h2>
Talent planning offers a variety of benefits that help companies stay competitive and aligned with their long-term objectives. By proactively assessing workforce needs, organizations can anticipate and address skill gaps, ensuring they have the right people in place to drive growth and innovation.
One major benefit of talent planning is that it creates a more agile workforce. Companies can adapt quickly to market changes and new challenges when they have a clear understanding of their current talent pool and future needs. This approach helps reduce reactionary hiring and promotes strategic growth.
Another key benefit is increased employee engagement and development. With a structured talent plan, companies can offer better career growth opportunities, resulting in higher retention rates and a more motivated workforce. Employees who see a clear path for advancement are more likely to stay and contribute to the company&rsquo;s success.
The importance of talent planning lies in its ability to streamline recruitment efforts. By knowing what talent is needed before the need arises, organizations can create a more efficient hiring process, reducing time-to-fill and lowering costs associated with rushed recruitment.
Overall, talent planning sets the foundation for a strong, future-ready workforce that supports both immediate and long-term business goals.
<h2 dir="ltr">How to Create a Talent Plan with Lorien</h2>
At Lorien, we believe that every company has unique needs, which is why we don&rsquo;t rely on a one-size fits all talent planning model. Instead, we take a customized approach to talent planning, designed specifically for your business. We start by understanding your current workforce, identifying the skills you have, and analyzing what you&rsquo;ll need for future growth. From there, we build a tailored strategy that aligns your talent with your long-term goals.
We follow talent planning best practices throughout the process, focusing on workforce analysis, skill development, and strategic hiring. Our approach ensures that your team is not only equipped to meet current demands but also ready to tackle future challenges. By customizing every aspect of the plan, we provide you with the flexibility needed to adapt as your business evolves, without being boxed into a one-size-fits-all solution.
Our goal is to help you develop a talent plan that empowers your workforce and drives business success. <a href="https://www.lorienglobal.com/us/contact-us">Contact us today</a> to discover how Lorien can help you create a dynamic, personalized talent plan that works for your company.
&nbsp;

Strategic talent planning is essential for aligning your workforce with the long-term goals of your business. Whether you’re scaling a tech startup or leading an established company, knowing how to plan for future talent needs helps ensure sustainable growth.

What Are the Steps in Strategic Talent Planning?

An effective talent management strategy plays a pivotal role in attracting, developing, and retaining the right people who can drive your business forward. By understanding the importance of talent management, companies can create a workforce that is engaged, skilled, and aligned with their long-term goals. In this blog, we&rsquo;ll explore what talent management involves and how it can benefit your organization, helping you stay ahead in a rapidly evolving market.
<h2 dir="ltr">What Is Talent Management?</h2>
Talent management is a strategic approach to attracting, developing, and retaining the skilled professionals your company needs to succeed. It&rsquo;s about building a workforce that aligns with your organization&rsquo;s long-term goals and drives continuous growth and innovation. In the tech industry, where competition for top talent is intense, effective talent management is crucial for maintaining a competitive edge.
The scope of talent management encompasses a wide range of activities, from identifying the skills and expertise your company requires to developing programs that nurture those talents within your team. It also involves creating a work environment where employees feel engaged, valued, and motivated to contribute their best. By strategically managing talent, companies can not only meet their current needs but also prepare for future challenges and opportunities. While this challenge can seem daunting, you don&rsquo;t have to do it alone. Partnering with an expert like Lorien gives you the opportunity to take a tailored approach to talent management, helping you align your workforce with your business goals, whether through permanent hires or flexible, project-based solutions.
<h3 dir="ltr">What Is the Main Function of Talent Management?</h3>
The primary function of talent management is to align your workforce with the strategic goals of your organization. This involves attracting the right talent, developing their skills, and retaining them over the long-term. The role of talent management is to ensure that your team is equipped to meet the demands of the business while also fostering an environment where employees can grow and thrive.
By focusing on the main function of talent management, companies can build a resilient workforce that is capable of adapting to changes, driving innovation, and contributing to the overall success of the organization. Whether it&rsquo;s through targeted recruitment, ongoing development, or strategic retention efforts, talent management plays a key role in shaping the future of your business.
<h2 dir="ltr">What Are the Benefits of Talent Management for a Tech Company?</h2>
In the fast-moving tech industry, where innovation is key, effective talent management offers significant advantages. By strategically managing talent, tech companies can build a workforce that&rsquo;s not only skilled but also aligned with their long-term goals. This alignment helps companies stay competitive, adapt to new technologies, and maintain leadership in the industry.
One significant benefit of talent management is its ability to attract and retain top talent. In a market where the demand for skilled professionals often exceeds supply, a robust talent management strategy makes tech companies stand out as desirable employers. Additionally, talent management boosts employee engagement and satisfaction, leading to higher productivity, reduced turnover, and a more cohesive team.
Developing and nurturing in-house talent is another critical benefit. Offering continuous learning and development opportunities keeps your workforce at the forefront of technology, ready to tackle emerging challenges and seize new opportunities. This focus on growth also helps address common issues like skills gaps and employee burnout.
<h3 dir="ltr">What Are the Benefits of Total Talent Management?</h3>
Total talent management provides a holistic approach to managing permanent and contingent workers, offering comprehensive solutions that cover all aspects of workforce management. For tech companies, this approach brings several unique benefits that traditional talent management might miss.
One key advantage is the flexibility it offers. With total talent management, tech companies can quickly scale their workforce up or down based on project needs, market shifts, or other factors. This flexibility is crucial in an industry where change happens rapidly, and the demand for specialized skills can vary.
Another benefit is improved cost efficiency. By managing all types of talent under a single strategy, companies can allocate resources more effectively, reduce redundancies, and enhance operational efficiency. This unified approach also allows for better strategic workforce planning, making sure the right mix of talent is always in place.
Total talent management also tackles common talent management issues, like integrating contingent workers into the company culture or aligning them with long-term goals. By adopting a unified approach, companies create a more cohesive and engaged workforce, leading to better performance and increased innovation.
<h2 dir="ltr">What Are the Outcomes of Talent Management With Lorien?</h2>
Partnering with Lorien for your talent management needs leads to impactful outcomes that drive your business forward. Our tailored approach ensures that your workforce is aligned with your strategic goals, enabling you to stay competitive in the fast-paced tech industry.
With Lorien, you gain access to top-tier talent that meets your current needs and is poised to grow with your company. Our focus on employee development helps build a skilled, motivated, and adaptable workforce, ready to tackle new challenges and innovate continuously.
Additionally, our talent management strategies improve employee engagement and retention. By fostering a positive work environment and providing opportunities for growth, we help reduce turnover and maintain a strong, cohesive team. This stability within your workforce enhances productivity, supports long-term planning, and contributes to the overall success of your organization.
Lorien&rsquo;s expertise also brings greater operational efficiency. We streamline your talent management processes, allowing you to allocate resources more effectively and focus on what matters most&mdash;driving your business forward. With Lorien as your partner, the outcomes of talent management are clear: a more capable, engaged, and future-ready workforce that propels your company to new heights.
Ready to discuss how we can help you achieve your talent management goals? <a href="https://www.lorienglobal.com/us/contact-us">Contact us today!</a>

An effective talent management strategy plays a pivotal role in attracting, developing, and retaining the right people who can drive your business forward. By understanding the importance of talent management, companies can create a workforce that is engaged, skilled, and aligned with their long-term goals

What Is Talent Management and Its Benefits?

Without a comprehensive talent management strategy, it can be difficult for companies to efficiently and effectively attract, engage, and retain their employees efficiently. The result? An impaired ability to grow and innovate, a massively strained budget, and a stressed-out workforce.&nbsp;
It doesn&rsquo;t have to be that way, though. Fortunately, when you break down the talent management process into its core functions and key steps, it becomes much easier to envision&mdash;and successfully execute&mdash;effective strategies. Keep reading for a quick overview of talent management&rsquo;s role and objectives, as well as an introduction to the core functions of talent management.
<h2 dir="ltr">What Is Talent Management, and Why Is Managing Talent Important?</h2>
Simply put, talent management refers to a set of best practices related to attracting, engaging, and retaining the best available talent. As such, an organization&rsquo;s approach to talent management plays an important role in its ability not just to function effectively, but to thrive and grow as well.
<h3 dir="ltr">What Are the Objectives of Talent Management in HR Management?</h3>
From effectively recruiting talent to monitoring performance and improving the employee experience, talent management is a broad HR management (HRM) concept that helps companies achieve a wide range of objectives. Some of the most common&mdash;and impactful&mdash;objectives of talent management include the ability to&hellip;
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Identify and attract top talent
</li>
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Maximize organizational performance
</li>
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Boost the organization's brand and reputation
</li>
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Grow, enhance, and diversify employees&rsquo; skills
</li>
<li dir="ltr" aria-level="1">
Create a strong workplace culture that promotes learning and growth
</li>
<li dir="ltr" aria-level="1">
Inspire and promote innovation and agility
</li>
<li dir="ltr" aria-level="1">
Improve succession management and planning
</li>
<li dir="ltr" aria-level="1">
Develop loyalty among employees, reducing turnover
</li>
</ul>
&nbsp;
Effective talent management is about more than just efforts to identify and recruit high-quality candidates. It also creates a broad framework and workplace culture that celebrates employee development, innovation, and growth.&nbsp;
<h2 dir="ltr">What Are the Most Important Components of a Talent Management Strategy?</h2>
For some organizations, creating and implementing a successful talent management strategy can feel overwhelming. It&rsquo;s not that company leaders fail to understand the importance of talent management&mdash;they may just not know where to start. Or, they might think that because they have the talent they need today (and the future&rsquo;s so uncertain), they don&rsquo;t need to evaluate their capacity for attracting and retaining talent.
&nbsp;
Fortunately, companies don&rsquo;t have to reinvent the proverbial wheel by building their own talent management process model from scratch. Instead, it often makes sense to use an existing framework as a template. For example, <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey&rsquo;s recommended framework</a> includes five core functions:
<h3 dir="ltr">1. Finding and Hiring the Right People</h3>
Companies that are adept at identifying and hiring high-performing talent enjoy a considerable competitive advantage, as these employees are <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/attracting-and-retaining-the-right-talent">up to 8 times more productive</a> than the average worker. This underscores the importance of developing talent management strategies that are agile and well-rounded, so they can quickly fill vacant positions and work toward key objectives.
<h3 dir="ltr">2. Learning and Growing</h3>
Today&rsquo;s employees are increasingly hungry for meaningful learning and development opportunities. They want to not only be set up for success within their role, but also to develop new skills that can help them work toward their own goals. Ultimately, providing these opportunities and establishing a culture of learning and development gives companies a unique competitive advantage when securing the best available talent.
<h3 dir="ltr">3. Managing and Rewarding Performance</h3>
Monitoring, managing, and rewarding employee performance is an important component of any talent management strategy. These activities play important roles in keeping employees engaged, motivated, and empowered. The best organizations understand why talent performance management is important, and implement best practices like setting clear objectives, providing frequent coaching sessions, and celebrating success.
<h3 dir="ltr">4. Tailoring the Employee Experience</h3>
Especially within the most competitive industries and organization&rsquo;s capacity for effective recruitment, hiring, and retention strategies can give them a substantial advantage over the competition. Another important differentiating factor for high-level talent is a company&rsquo;s reputation for providing an exceptional employee experience&mdash;one that empowers them for success. The more you understand what matters to employees, the better positioned you&rsquo;ll be to <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/this-time-its-personal-shaping-the-new-possible-through-employee-experience">create a truly positive experience</a>.
<h3 dir="ltr">5. Optimizing Workforce Planning and Strategy</h3>
Effective talent management requires a simultaneous, balanced focus on an organization&rsquo;s present, as well as its future. As <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/are-we-long-or-short-on-talent">McKinsey</a> warns, &ldquo;What might seem like an irritating talent gap today could prove a fatal competitive liability in the not-too-distant future.&rdquo;&nbsp;
&nbsp;
Today, the ability to maintain a flexible mindset about traditional and emerging strategies for sourcing and retaining talent provides a real competitive advantage. Working with a partner like <a href="https://www.lorienglobal.com/us">Lorien</a> is a great way to evaluate your needs and implement effective talent management strategies.&nbsp;
<h2 dir="ltr">Let&rsquo;s Talk Talent</h2>
The best talent management strategies don&rsquo;t just work today&mdash;instead, they are flexible and customized enough to meet your organization&rsquo;s evolving needs. The team at Lorien is ready to help you create the most well-rounded strategies that align best with what you&rsquo;re looking to achieve.&nbsp;
&nbsp;
Whether you&rsquo;re interested in securing <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">highly-skilled permanent employees</a>, or filling positions on a <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">project</a>- or <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingency</a>-based approach, we can certainly help. <a href="https://www.lorienglobal.com/us/contact-us">Reach out today</a> to learn more about how we can enhance your company&rsquo;s ability to attract, engage, and retain the talent it needs.
&nbsp;

Without a comprehensive talent management strategy, it can be difficult for companies to efficiently and effectively attract, engage, and retain their employees efficiently.

What Are the 5 Core Functions Steps of Talent Management?

When properly implemented, a well-designed talent management strategy greatly increases an organization&rsquo;s ability to solve its staffing challenges effectively and efficiently. It can also save a great deal of time and money, especially when you consider that it costs more to hire new employees than it does to develop existing talent. Put another way, <a href="https://www.forbes.com/sites/forbeseq/2023/03/21/five-hidden-costs-of-employee-attrition/">attrition is expensive</a>&mdash;not to mention its impact on productivity.
Most organizations, on some level, realize the importance of talent management. Many also realize that there is room for improvement. They might not know where to start, or what is included in a talent strategy. This underscores the value of implementing a repeatable and consistent talent strategy framework. Keep reading for an overview of what successful talent management strategies have in common&mdash;and how you can develop the right talent system for your company.
<h2 dir="ltr">Why is Talent Management So Important?</h2>
Effective talent management strategies greatly enhance an organization&rsquo;s ability to solve staffing challenges in a timely manner and empower its employees. According to one <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey</a> survey, &ldquo;99% of respondents who reported their company&rsquo;s talent management was very effective said they outperform their competitors, compared with 56% percent of all other respondents.&rdquo; That&rsquo;s not a typo or error: nearly 100% of companies with solid talent strategies find themselves outpacing their competitors to find success.
Taking a more granular approach, some positive outcomes associated with strong talent management strategies include an increased ability to&hellip;
&nbsp;
<ul>
<li dir="ltr" aria-level="1">
Identify, evaluate, and attract in-demand talent
</li>
<li dir="ltr" aria-level="1">
Develop a reputation for a positive employee experience
</li>
<li dir="ltr" aria-level="1">
Optimize their talent pipeline to minimize future staffing-related delays or disruptions
</li>
<li dir="ltr" aria-level="1">
Enhance the organization&rsquo;s overall efficiency and effectiveness
</li>
<li dir="ltr" aria-level="1">
Reduce expenses related to attracting, recruiting, and onboarding talent
</li>
<li dir="ltr" aria-level="1">
Provide meaningful learning and development opportunities
</li>
<li dir="ltr" aria-level="1">
Build&mdash;and retain&mdash;a strong, diverse, and collaborative workforce
</li>
</ul>
<h2 dir="ltr">What Is a Talent Management Framework?</h2>
A talent strategy framework provides a template for attracting, managing, and retaining an organization&rsquo;s most vital asset&mdash;its talent. While each organization and each talent initiative should be tailored to the needs of the company, using a consistent and repeatable framework enables better and more efficient decision-making.&nbsp;
Many companies opt to use the recommended talent strategy framework from McKinsey, which includes <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">five areas of talent management</a>. So, what are the pillars of a talent strategy? According to McKinsey, they include&hellip;
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
Finding and attracting high-quality talent
</li>
<li dir="ltr" aria-level="1">
Providing learning and growing opportunities for employee development
</li>
<li dir="ltr" aria-level="1">
Monitoring and incentivizing performance
</li>
<li dir="ltr" aria-level="1">
Optimizing the employee experience
</li>
<li dir="ltr" aria-level="1">
Enhancing workforce planning and strategy development initiatives
</li>
</ol>
<h2 dir="ltr">What Does a Good Talent Strategy Look Like?</h2>
Creating and implementing an effective talent strategy requires a well-rounded approach that accounts for several distinct elements. Again, this is where a repeatable talent strategy template can save you time and increase its chances of success.&nbsp;
<h3 dir="ltr">What Are the 7 Components of a Talent Management Strategy?</h3>
Gartner provides a customizable talent strategy template you can use to develop your own strategies. According to Gartner&rsquo;s framework, the must-have elements include&hellip;
<ol>
<li dir="ltr" aria-level="1">
Talent Acquisition: Achieving positive organizational outcomes starts with finding the right talent, at the right time. This often means being open-minded to different staffing approaches&mdash;including <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">permanent</a> as well as <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">project</a>- or <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingency</a>-based employment&mdash;or working with a partner like Lorien.
</li>
<li dir="ltr" aria-level="1">
Employee Experience: Employees who feel like they are valued tend to be more engaged and perform better. Creating an inclusive and productive workplace is a vital piece of the talent management puzzle.
</li>
<li dir="ltr" aria-level="1">
Performance Management: You can&rsquo;t improve what you&rsquo;re not measuring. Identifying and tracking the right metrics plays a big role in how successful a talent management strategy can be. Developing an effective framework for assessing employee performance and incentivizing growth is an important step for any organization.
</li>
<li dir="ltr" aria-level="1">
Change Management: Whether you have 50 employees or 5000, maintaining effective communication and empowering employees during times of transition helps to keep employees engaged and productive.
</li>
</ol>
&nbsp;
<ol start="5">
<li dir="ltr" aria-level="1">
Learning &amp; Development: Empowering employees with meaningful opportunities to upskill and advance their careers benefits both the employer (who ends up with more-skilled employees) and employees (who feel like their development is prioritized by the organization).
</li>
<li dir="ltr" aria-level="1">
Organizational Design: When recruitment and talent management strategies are properly aligned with the needs, initiatives, and priorities of the business, it boosts the efficiency and effectiveness of the organization.
</li>
<li dir="ltr" aria-level="1">
Succession Management: Over time, the best organizations are able to develop and refine their own framework for not just identifying personnel needs, but identifying internal candidates for current or future openings as well. Through effective succession management, companies can more efficiently adapt their strategies and align them with the right talent at the right time.
</li>
</ol>
<h2 dir="ltr">Discover the Talent You Need with Lorien</h2>
Whether you&rsquo;re looking to fill several positions or just one, Lorien can help you to fully assess your needs, evaluate potential solutions, and execute an effective talent strategy. It all starts with the right recruitment strategies, which is where Lorien can help&mdash;especially if you&rsquo;re in the market for <a href="https://www.lorienglobal.com/us">high-quality tech talent</a>. To discuss your needs with our expert team, don&rsquo;t hesitate to <a href="https://www.lorienglobal.com/us/contact-us">reach out</a>.
&nbsp;

When properly implemented, a well-designed talent management strategy greatly increases an organization’s ability to solve its staffing challenges effectively and efficiently

What Should a Talent Strategy Include?

As companies increasingly find themselves competing for the best talent, more attention is (understandably) being paid to the process of talent management. From workforce planning and talent acquisition through onboarding, performance management, and succession planning, a comprehensive talent management strategy directly impacts an organization&rsquo;s ability to grow and innovate.
What does an effective talent management process look like, and how can you improve your organization's ability to source high-quality talent? In this article, we&rsquo;re looking at the core functions of talent management, the essential talent management process steps, and their importance.
<h2 dir="ltr">What Are the 5 Core Functions of Talent Management?</h2>
While the specifics can (and should) vary from one organization to the next, an effective talent management process model typically addresses the following core functions:
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
Attracting, engaging, and recruiting the right talent at the right time
</li>
<li dir="ltr" aria-level="1">
Investing in employees&rsquo; success through meaningful opportunities to learn and grow
</li>
<li dir="ltr" aria-level="1">
Monitoring, managing, and incentivizing performance
</li>
<li dir="ltr" aria-level="1">
Optimizing each stage of the employee life cycle (e.g., onboarding, training and development, etc.)
</li>
<li dir="ltr" aria-level="1">
Enhancing the organization&rsquo;s approach to workforce planning and strategy development
</li>
</ol>
&nbsp;
The important thing to note about the functions listed above is that being successful requires a cohesive and consistent approach (as opposed to reactionary or piecemeal solutions). For many companies, the best approach involves working with a strategic staffing partner, like Lorien.&nbsp;
Partnering with a company that specializes in industry-tailored recruitment strategies simply makes it easier to find the right people at the right time&mdash;and to successfully bring them into the organization. You can learn more about the core functions in this <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey &amp; Company</a> overview.
&nbsp;
<h2 dir="ltr">What Is the Process of Talent Management?&nbsp;</h2>
Here&rsquo;s a general template that outlines the talent management process in 7 steps:
<h3 dir="ltr">1. Workforce Planning</h3>
An assessment of your current needs forms the foundation for talent management. It&rsquo;s important to not only consider the organization&rsquo;s current priorities, but its short- and long-term objectives as well. As you think through your personnel needs, try taking a flexible approach&mdash;in addition to new <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">permanent hires</a>, you might also consider <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">project</a>- or <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingency</a>-based employment, for example.&nbsp;
<h3 dir="ltr">2. Talent Acquisition</h3>
As you finalize your workforce planning, it&rsquo;s time to think about how you will attract the caliber of talent you&rsquo;re looking for. To the extent it&rsquo;s possible, try to take a targeted approach to talent acquisition. This means thinking carefully about how you build out job descriptions, as well as where and how you will post open positions. Typically, the more targeted your approach, the more efficient and cost-effective your talent acquisition process will be.
<h3 dir="ltr">3. Recruitment and Selection</h3>
Once you&rsquo;ve attracted plenty of qualified candidates, this stage is where things can get really tricky&mdash;especially in industries like tech, where it&rsquo;s difficult to compete for the best talent. As you embark on the recruitment process, focus on applicants&rsquo; skills and experience, as well as how well they fit the company culture.&nbsp;
<h3 dir="ltr">4. Onboarding</h3>
Not even the most experienced, skilled talent should be expected to simply hit the ground running. Effective onboarding processes are arguably as important as any component of the talent management process. It includes welcoming new employees and introducing them to the company culture, helping them to understand their role and responsibilities, and more. How an employee is treated during onboarding often sets the tone for their relationship with the company, so it&rsquo;s important to make sure not to rush onboarding and to establish a firm and consistent onboarding framework.
<h3 dir="ltr">5. Learning and Development</h3>
Providing meaningful learning and development opportunities not only helps employees to grow their skills, it&rsquo;s also something that employees increasingly expect and value. Keep in mind that learning and development isn&rsquo;t a one-size-fits-all prospect; instead, the best leaders provide a variety of opportunities&mdash;like e-learning modules, 1:1 coaching programs, and small group workshops.
<h3 dir="ltr">6. Performance Management</h3>
Performance management involves setting employee objectives and expectations, and monitoring and managing performance. How an organization approaches performance management plays a significant role in employee motivation and productivity. The best approach involves frequent and actionable feedback, as opposed to less frequent touchpoints. That way, employees can better understand the feedback they receive, and they can immediately begin to apply it to their work.
<h3 dir="ltr">7. Retention and Succession Planning</h3>
Once you&rsquo;ve brought the right talent on board, acclimated them into the culture, and begun to monitor their performance, the focus shifts toward retaining talent. Especially in highly competitive industries, there is a significant cost to leaving vacant positions unfilled&mdash;and it&rsquo;s also much more cost-effective to develop and retain an existing employee (vs. replacing them with new talent).
<h2 dir="ltr">Discover Modern Talent Solutions for Your Business</h2>
At Lorien, we understand the modern workforce challenges you&rsquo;re facing, especially if you&rsquo;re in a highly competitive industry with limited talent, like tech. If you&rsquo;re looking for a strategic partner that can deliver results, we&rsquo;re ready to learn more about your business and help you take it to the next level. Visit our website to learn more about our <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">permanent</a>, <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">project-based</a>, and <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingent</a> workforce solutions, or <a href="https://www.lorienglobal.com/us/contact-us">reach out directly</a> with any questions.
&nbsp;

As companies increasingly find themselves competing for the best talent, more attention is (understandably) being paid to the process of talent management

What Are the Seven Steps of Talent Management?

Executing an effective, well-rounded talent management strategy is one of the most important aspects of running a successful business. It&rsquo;s not just about getting the right people in the right roles (though that is a large part of it); it&rsquo;s also about developing a competitive advantage through effective recruitment, onboarding, and employee development.&nbsp;
While most companies understand the employee life cycle and how important it is to create a talent management process framework, it&rsquo;s not always easy to see where there are opportunities for improvement. But when you understand the fundamentals of talent management and how to get them right, you put business in the best possible position for success.&nbsp;
In this article, we&rsquo;re going to look at two important aspects of talent management: the five C&rsquo;s and seven stages of talent management. Together, these frameworks will help you to better evaluate your talent needs and implement sound strategies for attracting and retaining the best talent out there.
<h2 dir="ltr">What Are the 5 C&rsquo;s of Talent Management?</h2>
One useful way to think about the full scope of talent management is through the five C&rsquo;s of talent management: culture, competence, compensation, career development, and communication. Each of these represents something that is important to employees, so getting them right should increase your ability to attract and retain talent.&nbsp;
<h3 dir="ltr">1. Culture</h3>
Developing a positive, inclusive workplace culture is increasingly seen as a competitive advantage. This is especially true in industries like tech, where highly-skilled talent is needed but there is candidate scarcity. According to a recent <a href="https://www.gallup.com/workplace/229832/culture.aspx">Gallup</a> study, a mere 2 in 10 employees &ldquo;feel connected to their company&rsquo;s culture.&rdquo; When employees feel connected, they are not only happier, more engaged, and more productive&mdash;they&rsquo;re also much less likely to leave the organization.
<h3 dir="ltr">2. Competence</h3>
There is a <a href="https://www.gallup.com/workplace/269405/high-performance-workplaces-differently.aspx">direct link</a> between &ldquo;organizations that have made a strategic investment in employee development&rdquo; and outcomes like increased profitability and an increased ability to retain highly skilled talent. Providing meaningful learning and development opportunities demonstrates to employees that they are valued and helps them to feel like the organization supports them.
<h3 dir="ltr">3. Compensation</h3>
There&rsquo;s really no way around it: competing for the best talent requires fair and competitive compensation and benefits. How employees are compensated can also say a lot about the organization and how much it values their contribution.
<h3 dir="ltr">4. Career Development</h3>
When employees feel &ldquo;stuck&rdquo; in a given role and don&rsquo;t see opportunities for promotion or advancement, they are likely to become less engaged, less productive, and less content over time. Sometimes, all it takes to keep employees motivated and engaged is to help them explore&mdash;and pursue&mdash;career development opportunities that align with the kind of work they prefer to do.
<h3 dir="ltr">5. Communication</h3>
Like with any relationship, open communication between employees and their employers is a major key to success. When employees are able to share information, ask questions, and express concerns, they are likely to be more engaged and productive. Clear communication also helps to build trust and make sure everyone is working together toward the company&rsquo;s shared goals.
<h2 dir="ltr">What Are the Stages of Talent Management Strategy Development?</h2>
While every organization should tailor the process to their own needs and priorities, starting with an established talent management process model or framework is a great way to ensure a consistent and effective approach to finding, hiring, and retaining quality talent. A popular talent management framework is the talent management model <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey</a> recommends, which consists of seven stages or steps in talent development:
<h3 dir="ltr">1. Workforce Planning</h3>
The best talent management strategies start with an understanding of the organization&rsquo;s current strengths and weaknesses as they relate to talent. Start with your organization&rsquo;s highest-priority objectives first, and then you can start evaluating the advantages and disadvantages of different workforce solutions.
<h3 dir="ltr">2. Talent Acquisition</h3>
Talent acquisition is all about sourcing and attracting high-quality candidates. The more targeted your approach to talent sourcing, the more efficient and cost-effective your overall talent strategies will be. By focusing on the most in-demand skills, companies can filter candidates more quickly and zero in on the right talent.
<h3 dir="ltr">3. Recruitment and Selection</h3>
After you know what you&rsquo;re looking for, the next step involves recruitment and candidate selection. Evaluate not only candidates&rsquo; relevant skills, but their experience and cultural fit, as well. That way, you can build a like-minded team that&rsquo;s ready to work together toward the organization's top objectives.
<h3 dir="ltr">4. Onboarding</h3>
Efficient and effective onboarding processes empower new hires to hit the ground running. Onboarding involves helping employees to understand their roles and responsibilities, and helping them to acclimate themselves to the organization&rsquo;s culture.
<h3 dir="ltr">5. Learning and Development</h3>
Even highly qualified candidates will benefit from the right learning and development opportunities. Companies with a reputation for providing meaningful learning experiences tend to do better when it comes to attracting and retaining the best talent, since employees do, in fact, are <a href="https://www.shrm.org/topics-tools/news/organizational-employee-development/employees-want-additional-opportunities-career-skills-development">empowered by these opportunities</a>.
<h3 dir="ltr">6. Performance Management</h3>
Effectively monitoring and managing employee performance plays a vital role within any talent management framework. Performance management involves setting clear expectations, providing frequent feedback, and recognizing both individual and team achievements.&nbsp;
<h3 dir="ltr">7. Retention and Succession Planning</h3>
For many companies, retaining top talent is a persistent challenge. It&rsquo;s also a costly one, as it&rsquo;s considerably more cost-effective to retain existing employees rather than replacing them. This final stage of the talent management process focuses on keeping employees engaged, and empowering them with meaningful development and advancement opportunities. It also includes thinking about the organization&rsquo;s future, and taking proactive steps to prepare for the organization's future talent needs.
<h2 dir="ltr">Lorien: A Talent Management Partner for Tech</h2>
Working with the right talent management partner can make a big difference in any organization&rsquo;s ability to source high-quality talent. At Lorien, we provide a wide range of workforce solutions, including permanent and contingency-based options. We&rsquo;re ready to leverage our decades of experience and expertise to help you find the perfect talent for your business. Visit our website to <a href="https://www.lorienglobal.com/about-us">learn more about us</a> and how we can help you take your business to the next level!

Executing an effective, well-rounded talent management strategy is one of the most important aspects of running a successful business

What Are the Stages of the Talent Management Process?

An organization&rsquo;s capacity for attracting, developing, and retaining high-quality talent plays an outsized role in its ability to execute its strategies and meet its most pressing objectives. What is talent management? In simple words, it refers to how an organization goes about determining its personnel needs and then securing the best available talent.&nbsp;
 With the right talent management strategy or strategies, companies can reduce costs and optimize their operations. If you&rsquo;re wondering about the scope of talent management, what exactly goes into a talent management strategy, or the most important aspects of the overall talent management process, you&rsquo;ll want to keep reading.
<h2 dir="ltr">What Is the Key Point of Talent Management?</h2>
The key point of talent management is all about finding and securing great talent. Of course, there is quite a bit more to it, too. From fine-tuning recruitment strategies to providing the right learning and development opportunities for success, each stage of the employee lifecycle can be optimized through a well-designed (and soundly implemented) talent management process.
<h2 dir="ltr">Why Is Managing Talent Important?</h2>
As mentioned earlier, an organization&rsquo;s ability to identify, recruit, and retain highly skilled talent puts it in the best position possible to meet its most important objectives. From assessing and prioritizing the types of talent in greatest need, to exploring diverse workforce solutions (including <a href="https://www.lorienglobal.com/business-solutions/contract-permanent-recruitment">permanent</a> and <a href="https://www.lorienglobal.com/business-solutions/msp-and-contingent-workforce-solutions">contingent</a> employment, for example), each stage of the talent management process deserves attention.&nbsp;
The ability to attract, develop, and retain talent doesn&rsquo;t just help a business to maintain its levels of productivity&mdash;it also enhances the employee experience, creating a more engaged and energized workforce. As a recent <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey &amp; Company</a> article notes, &ldquo;By putting talent first, companies can improve organizational performance and potentially gain a competitive advantage.&rdquo;&nbsp;
<h2 dir="ltr">What Are the 5 Stages of Talent Development Models?&nbsp;</h2>
The most successful talent management models employ a 5-stage framework that helps to ensure a well-rounded approach to all things talent management. So, what are the components of the talent management process?&nbsp;
<ol>
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Attracting Talent: Great talent has been found to multiply productivity by roughly <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/attracting-and-retaining-the-right-talent">eight times</a>, underscoring the importance of attracting quality talent. The more thought you put into the exact type (or types) of talent you need&mdash;including the highest-priority skills or competencies&mdash;the easier it is to find the right candidates to engage.
</li>
<li dir="ltr" aria-level="1">
Recruiting and Selecting Talent: No matter what industry you&rsquo;re in, or the caliber of talent your organization needs, it&rsquo;s out there! It&rsquo;s just not always easy to find&mdash;especially in highly competitive industries with a demand for skilled talent (like tech). It often makes sense to work with a workforce solutions partner that can help you evaluate your needs and start outlining a plan to address them. It&rsquo;s even better if you find a partner with experience and expertise in your field. At Lorien, for example, our experts specialize in <a href="https://www.lorienglobal.com/us">talent management for the tech industry</a>.
</li>
<li dir="ltr" aria-level="1">
Onboarding and Integrating New Hires: Now that you&rsquo;ve found&mdash;and hired&mdash;the talent you need, you&rsquo;re ready for the onboarding process. While every organization&rsquo;s onboarding priorities and processes may vary, there is no denying their importance. As new employees acclimate to the company and culture, efficient and meaningful onboarding processes set them up to succeed in their roles.&nbsp;
</li>
<li dir="ltr" aria-level="1">
Developing Employees: An important aspect of keeping employees engaged and productive is providing them with the right learning and development opportunities. Not all training is created equally, though, and the right approach matters. While mundane or irrelevant-seeming training can turn employees off, a vast majority (<a href="https://meredithwholley.medium.com/5-surprising-employee-development-statistics-you-should-know-e4ce48f4ef58">91%</a>) want these opportunities&mdash;assuming they&rsquo;re personalized and relevant. Unsure what kind of learning and development employees want? Just ask!
</li>
<li dir="ltr" aria-level="1">
Retaining Talent: While most business leaders understand the importance of securing top talent from a productivity standpoint, it&rsquo;s also important to note the revenue implications of taking the steps necessary to empower and retain employees. Not only can unfilled vacancies strain the budget, but recruiting new employees is much more expensive than retaining existing employees.
</li>
</ol>
If you&rsquo;re familiar with the talent life cycle, you&rsquo;ve probably encountered these components before. That&rsquo;s no coincidence! Instead, it reinforces the importance of understanding the end-to-end employee life cycle and tailoring your talent management processes accordingly.&nbsp;
<h2 dir="ltr">Discover Expert-Led, People-Driven Talent Solutions</h2>
Taking your talent management to the next level requires expertise, experience, and innovation. Lorien provides a wide range of <a href="https://www.lorienglobal.com/business-solutions/contract-permanent-recruitment">permanent</a> and <a href="https://www.lorienglobal.com/business-solutions/msp-and-contingent-workforce-solutions">contingent</a> talent recruitment and workforce solutions. Our team can help you evaluate your needs and build creative, reliable solutions for your business. That way, you can focus on the bigger picture of innovation and growth. <a href="https://www.lorienglobal.com/contact-us">Reach out today</a> to start the conversation with our team!
&nbsp;

An organization’s capacity for attracting, developing, and retaining high-quality talent plays an outsized role in its ability to execute its strategies and meet its most pressing objectives.

What Is the Key Talent Management Process?

When it comes to managing people within an organization, terms like "HR strategy" and "talent strategy" often come up&mdash;but they aren&rsquo;t interchangeable. Each plays a unique role in driving a company&rsquo;s success, especially in industries like tech, where the workforce is the key to staying competitive. While an HR strategy covers the operational side of managing employees, a talent management strategy focuses on building a workforce that aligns with your long-term goals.
In this blog, we&rsquo;ll break down the differences between the two, showing how they work together and when a company might prioritize one over the other. We&rsquo;ll also explore how a talent strategy framework can help tech companies stay ahead by focusing on the future, not just the present. Understanding these distinctions can help you make more informed decisions about how to grow, manage, and retain your team.
<h2 dir="ltr">What Does Talent Strategy Mean?</h2>
Talent strategy refers to the structured plan an organization uses to attract, develop, and retain the best talent. It&rsquo;s more than just hiring the right people&mdash;it&rsquo;s about aligning your workforce with your company&rsquo;s long-term goals and making sure you have the right skills and capabilities in place to drive growth. In the tech industry, where innovation is key, a solid talent strategy is essential for staying competitive and meeting both current and future demands.
At Lorien, we specialize in creating tailored talent management strategy solutions for tech-centric companies. We help you build a workforce that adapts to change, fosters innovation, and consistently delivers results. Our approach covers everything from recruitment and onboarding to employee development and retention, creating a framework that supports both individual and organizational growth.
<h3 dir="ltr">What Is the Difference Between HR Strategy and Talent Strategy?</h3>
HR strategy and talent strategy both play essential roles within an organization, but they focus on different aspects of managing the workforce.
An HR strategy typically covers operational aspects such as compliance, payroll, benefits, and overall employee relations. It&rsquo;s about managing the day-to-day functions that keep the workforce running smoothly and legally.
On the other hand, a talent strategy is more focused and forward-looking. It centers on how an organization attracts, develops, and retains the talent necessary to achieve its strategic goals. While HR strategy keeps things running, a well-crafted talent strategy&mdash;like the ones we develop at Lorien&mdash;builds a team that drives innovation, supports growth, and positions your company for future success.
<h2 dir="ltr">What Is the Role of HR in Talent Acquisition?</h2>
HR plays a critical role in the talent acquisition process, serving as the backbone of an organization&rsquo;s efforts to find and hire the right people. From sourcing candidates to coordinating interviews and managing offers, HR professionals guide each step of the recruitment process. They ensure that the hiring strategy aligns with the company&rsquo;s overall goals and culture, helping to attract talent that not only fits the technical requirements but also thrives within the company environment.
The role of HR in talent management goes beyond recruitment. HR teams help develop and implement strategies that support employee growth, engagement, and retention. In talent acquisition, HR professionals assess the long-term needs of the organization and create plans to bring in the right talent. By partnering with department leaders and leveraging their expertise, HR ensures that the talent pipeline remains strong and that employees contribute to the company&rsquo;s broader objectives.
At Lorien, we work alongside HR and procurement teams to provide solutions that enhance talent acquisition efforts, offering tailored strategies that meet the unique challenges of the tech industry. Our collaboration with HR ensures that every hire aligns with the company&rsquo;s vision and fuels future success.
<h2 dir="ltr">What Does a Good Talent Strategy Look Like?</h2>
A good talent strategy aligns your workforce with the company&rsquo;s goals and long-term vision. It focuses on attracting, developing, and retaining the right people to meet both current and future business needs. A well-structured talent strategy framework includes key elements like workforce planning, recruitment, employee development, and succession planning. It should also be adaptable, allowing the organization to adjust as the market or business priorities shift.
A strong talent strategy doesn&rsquo;t stop at hiring&mdash;it&rsquo;s an ongoing process that includes developing your team&rsquo;s skills, fostering employee engagement, and identifying future leaders. The talent management process is crucial here, ensuring that your employees continue to grow, contribute, and remain aligned with the company&rsquo;s evolving goals.
At Lorien, we specialize in helping tech companies build customized talent strategies that drive success. Whether you're looking to refine your existing approach or build one from the ground up, we can help. <a href="https://www.lorienglobal.com/us/contact-us">Contact us today</a> to discover how we can create a talent strategy that fuels your company's growth and innovation.
&nbsp;

When it comes to managing people within an organization, terms like "HR strategy" and "talent strategy" often come up—but they aren’t interchangeable. Each plays a unique role in driving a company’s success, especially in industries like tech, where the workforce is the key to staying competitive.

What Is the Difference Between HR Strategy and Talent Strategy?

Regardless of industry or company size, an organization&rsquo;s ability to attract and retain talent plays an outsized role in its ability to meet its highest-priority objectives. In addition to offering top-tier products or services, you&rsquo;ll need the right talent on hand to successfully develop, market, sell, deliver, and support those priorities.&nbsp;
Whether that means adding to your ranks of permanent employees or exploring other options&mdash;like contingency-based recruiting&mdash;you&rsquo;ll need sound strategies for finding and hiring the best available talent.
What is your talent management strategy today, and how is it working out? Is the framework the right one to meet the goal to flex to the projects you need? Does attracting great talent&mdash;and keeping it in-house&mdash;feel more difficult than it should? If so, you&rsquo;ll want to keep reading. This article will explore the importance of talent management and offer some pointers for getting it right.
<h2 dir="ltr">Why Is Managing Talent So Important?</h2>
Without effective talent management practices, an organization seriously limits its ability to innovate and grow&mdash;in turn, this impacts its ability to be a competitive player within its industry. Companies that prioritize talent management tend to be more productive and, more importantly, they increase their ability to retain their best employees (which is much more cost-effective than replacing employees, especially if it&rsquo;s happening often).&nbsp;
<h2 dir="ltr">What Is the Primary Purpose of a Talent Management Strategy or Framework?</h2>
Generally speaking, organizations develop talent management strategies and frameworks in order to attract and retain highly skilled talent. So, what is the difference between the two&mdash;and how do they relate to each other? Consider the following definitions:
<ul>
<li dir="ltr" aria-level="1">
A talent management strategy is an actionable plan for ensuring that the right staff is in place for the organization to achieve one or more specific goals. If there&rsquo;s one thing that a majority of the most successful talent management strategy examples have in common, it&rsquo;s that they achieve a balance between being focused on specific outcomes and being flexible enough to explore different staffing avenues, whether that means permanent or temporary hires (or a mixture of the two).
</li>
<li dir="ltr" aria-level="1">
By contrast, think of an organization&rsquo;s talent management framework as the underlying infrastructure or foundation for developing and executing successful talent management strategies. It provides a consistent and repeatable process for evaluating needs and implementing the right staffing solutions.
</li>
</ul>
<h3 dir="ltr">What Are the 5 Core Functions of Talent Management?</h3>
A typical talent management framework accounts for five core functions, which essentially align with the different stages of the employee lifecycle:
<ol>
<li dir="ltr" aria-level="1">
Finding and Hiring the Right People: Effective talent management starts with identifying and prioritizing the needs and objectives of the organization and then finding the best-qualified talent to meet or exceed them. With Lorien as your recruitment partner, you can access top-tier talent when you need it most, ensuring your business stays agile and competitive.
</li>
<li dir="ltr" aria-level="1">
Developing Talent: Money invested in employee onboarding, training, and ongoing development is money well-spent. Empowering employees with opportunities to grow their skill set not only makes them more beneficial to the organization, and it also shows they are valued&mdash;and makes them more likely to stay with the company.
</li>
<li dir="ltr" aria-level="1">
Managing and Rewarding Performance: Finding consistent, effective ways to measure, monitor, and improve employee performance is undoubtedly is one of the most important components of talent management. Start simple, by answering the question &ldquo;What does success look like&rdquo; for a given role, identifying meaningful metrics or key performance indicators (KPIs) to measure, and communicating clear expectations. Think, too, about how you can incentivize and reward key performance milestones.
</li>
<li dir="ltr" aria-level="1">
Improving the Employee Experience: Employees who feel positively about the work they do tend to perform better than their less-engaged counterparts. Through effective talent management practices, organizations can better understand and optimize the employee experience. This includes empowering employees with meaningful development opportunities, as well as the support and resources they need to be successful.
</li>
<li dir="ltr" aria-level="1">
Optimizing Workforce Planning and Strategy Development: The organizations that get talent management &ldquo;right&rdquo; aren&rsquo;t just better-positioned to meet their short-term objectives and demand for staffing&mdash;they&rsquo;re also able to develop a broader talent management framework they can modify and adjust over time. That way, they can remain agile and respond to changes in the industry or the company&rsquo;s shifting priorities, ensuring ongoing innovation, productivity, and growth.
</li>
</ol>
You can learn more about the role of talent management in achieving success&mdash;and each of the core functions covered above&mdash;in this recent <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey &amp; Company</a> article.
<h2 dir="ltr">What Is the Most Important Aspect of Talent Management?</h2>
It depends on who you ask, really.&mdash;Aarguments could be made for any of the five core functions covered above as being the most important overall aspect of talent management. This underscores the importance of understanding how to develop effective talent management strategies within the context of a broader talent management framework.&nbsp;
The most successful organizations are often the ones that achieve the best balance between empowering their employees and achieving key business objectives. In other words, if you focus too much on empowerment and lose sight of the objectives&mdash;or vice versa&mdash;talent management becomes much more difficult than it needs to be!
<h2 dir="ltr">Meet Lorien, Your Partner in Talent Management</h2>
When it&rsquo;s all said and done, the most important aspect of any talent management strategy is how well it aligns with the short- and long-term priorities of the organization. In other words, there is not necessarily any &ldquo;perfect&rdquo; talent management strategy, and these strategies certainly aren&rsquo;t one-size-fits-all.
Whether you need help recruiting, developing, or retaining talent, Lorien is ready to partner with you. We provide a wide range of services, including both <a href="https://www.lorienglobal.com/insights/permanent-vs-temporary-work">permanent and temporary workforce solutions</a>. We can also help to enhance your overall talent management strategy. In addition to our staffing solutions, you can count on our expert team for unique recruitment approaches tailored to specific industries and in-demand skill sets, including <a href="https://www.lorienglobal.com/us/sectors/artificial-intelligence">AI and machine learning</a>, <a href="https://www.lorienglobal.com/us/sectors/cybersecurity">cybersecurity</a>, <a href="https://www.lorienglobal.com/us/sectors/software-engineering">software engineering</a>, and <a href="https://www.lorienglobal.com/us/business-solutions">more</a>.

What Is the Key Point of Talent Management?

A company&rsquo;s ability to hire, develop, and retain highly skilled employees plays a huge role in its ability to meet virtually any objective, especially those related to its capacity for innovation and growth. Without an effective talent management strategy, however, an organization may find itself spinning its wheels, unable to make its next big move.
At Lorien, we understand that effective talent management is the backbone of a successful business. Our tailored recruitment solutions are designed to ensure you have the right people in the right roles at the right time, whether you're looking for permanent hires or a more flexible, project-based workforce.
After all, the importance of talent management is tough to overstate, even in the simplest terms. As <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey</a> notes, &ldquo;too many organizations don&rsquo;t consider the talent required to implement different ideas.&rdquo; It could also be argued that they don&rsquo;t have a flexible-enough mindset to consider different types of solutions, like permanent vs. contingency- or project-based hires.&nbsp;
Put another way, all too often, companies&rsquo; ability to effectively attract and retain talent is a&nbsp; bottleneck, hindering their ability to remain agile and successful. Keep reading for a brief overview of why talent management is important, and how Lorien can help you find the exact talent you need, right when you need it.
&nbsp;
<h2 dir="ltr">What Is Talent Management?</h2>
Companies with an effective talent management process enjoy many advantages, mostly centering around their ability to optimize the different stages of the employee lifecycle&mdash;from determining staffing needs to attracting and retaining the best available talent.
There&rsquo;s more to it, though. Rather than being a one-off activity, talent management is better thought of as an ongoing strategic framework. Thinking of it this way better accounts for some of the additional components of talent management, like tracking certain performance milestones or developing existing talent through up-skilling and promotion. Lorien's holistic talent management services are crafted to optimize each stage of this lifecycle, ensuring your organization is equipped to meet its current and future demands. We don&rsquo;t just fill positions&mdash;we provide strategic talent solutions that align with your business objectives.
<h3 dir="ltr">What Is the Primary Purpose of Talent Management?</h3>
There are several different objectives of talent management, but they all lead back to one core concept or purpose: aligning the organization&rsquo;s talent with its short- and long-term business objectives. Through the development and implementation of an effective talent management framework, companies strengthen their ability to acquire and retain the right talent at the right time, setting a firm foundation for success.
It&rsquo;s important to note that creating and implementing a talent management strategy is not simply a one-time thing. Instead, companies&rsquo; strategies must be flexible. Talent management strategies work best when they are regularly re-evaluated, ensuring that they align well with the current priorities of the business.
<h2 dir="ltr">What Are the Benefits of Talent Management?</h2>
An effective talent management framework provides several benefits for organizations that get it right, including the ability to&hellip;
<ul>
<li dir="ltr" aria-level="1">
Improve business performance and outcomes by aligning the right talent with the organization&rsquo;s most important priorities.
</li>
<li dir="ltr" aria-level="1">
Reduce costs by retaining and retraining existing talent, rather than returning to the drawing board and facing the <a href="https://www.forbes.com/sites/johnhall/2019/05/09/the-cost-of-turnover-can-kill-your-business-and-make-things-less-fun/">high costs of employee turnover</a>.
</li>
<li dir="ltr" aria-level="1">
Empower existing employees to feel confident, thrive in their roles, and increase their loyalty to the organization.
</li>
<li dir="ltr" aria-level="1">
Strengthen their capacity for effectively finding&mdash;and securing&mdash;high-quality talent by understanding and optimizing each stage of the employee lifecycle, elevating the overall employee experience.
</li>
</ul>
<h3 dir="ltr">Why Do I Need a Talent Management Strategy?</h3>
Another way to think about the importance of an effective talent management strategy is to consider the potential outcomes of not being able to meet staffing challenges in a timely manner. These include&hellip;
<ul>
<li dir="ltr" aria-level="1">
High Employee Turnover: When employees don&rsquo;t feel properly valued by an organization, they are less likely to be loyal in the long run. Today&rsquo;s employees expect companies to invest in their growth with meaningful learning and development opportunities to increasetheir skill sets. When they understand why employees are leaving, companies can take concrete steps to improve the employee experience and increase loyalty.
</li>
<li dir="ltr" aria-level="1">
Decreased Overall Productivity: Even if it doesn&rsquo;t take long to find the talent needed to fill a specific position or role, the processes of onboarding and orientation can still disrupt productivity. Effective talent management strategies help to minimize disruption and ensure business continuity, even during times of change.&nbsp;
</li>
<li dir="ltr" aria-level="1">
Failure to Meet Business Objectives: When companies find themselves constantly needing to fill open positions, it seriously limits their ability to achieve organizational objectives. It also puts extra, undue pressure on their budgets, since hiring new talent is so much <a href="https://resources.careerbuilder.com/employer-blog/the-cost-of-hiring-a-new-employee-vs-retaining-one">less cost-effective</a> than retaining current employees.
</li>
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Reduced Profitability: Without effective talent management strategies, it&rsquo;s difficult for companies to reduce employee turnover and maintain high levels of productivity. In other words, making appropriate and timely staffing decisions has a direct impact on the bottom line.
</li>
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Reduced Employee Morale and Loyalty: For today&rsquo;s businesses,&nbsp; great company culture is as important as ever. It energizes employees, helps with employee retention, and makes it easier to attract new talent when needed. When companies&rsquo; talent management strategies are lacking, it leads to what can feel like an endless cycle of hiring and rehiring, a costly and exhausting exercise.
</li>
</ul>
Of course, some employee turnover is natural&mdash;just as the occasional goal may be missed. The key is for organizations to better understand the reasons why employees are leaving, as well as the biggest obstacles preventing certain objectives from being met. Such understanding provides the foundation for effective talent strategies and improved decision-making.&nbsp;
<h2 dir="ltr">Find the Right Talent at the Right Time with Lorien</h2>
Effective recruitment and talent management strategies form the backbone of any organization&mdash;especially one that may be looking to innovate, yet has trouble finding the perfect talent for their exact needs.&nbsp;
Whether you need one or more specific roles filled with highly-qualified permanent hires or would benefit more from a contingency-based workforce, we can help. Learn more about what makes us one of the very best recruitment agencies around on <a href="https://www.lorienglobal.com/us">our website</a>, or <a href="https://www.lorienglobal.com/us/contact-us">get in touch</a> with us today.

A company’s ability to hire, develop, and retain highly skilled employees plays a huge role in its ability to meet virtually any objective, especially those related to its capacity for innovation and growth

Why Is Managing Talent Important?

An organization&rsquo;s ability to not only meet its objectives, but also remain agile and informed enough to make timely and cost-effective staffing decisions, plays an outsized role in its ability to innovate and grow.&nbsp;
Of course, in some industries&mdash;like tech&mdash;this might be easier said than done&hellip;or is it?&nbsp;
For many companies, working with a <a href="https://www.lorienglobal.com/us">workforce solutions partner</a> makes too much sense not to consider. A company like Lorien can help you attract and retain the talent you need, with an approach that can be custom-tailored to your priorities, whether that means <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">permanent</a> or <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingent</a> workforce solutions.
If this sounds like a lot, you&rsquo;ll want to keep reading. In this brief article, we&rsquo;ll cover the basics of developing a talent management strategy and introduce talent management approaches &nbsp;to inspire your own strategies.
&nbsp;
<h2 dir="ltr">What Is Included in a Talent Strategy?</h2>
The best talent management strategy framework provides a firm foundation for growth and innovation, and helps to mitigate the challenges of effectively attracting and retaining talent. The good news is that companies don&rsquo;t have to pull their talent strategies out of the ether&mdash;instead, they start with an established framework, like the talent management framework <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">McKinsey</a> recommends. This framework is easy to understand and adapt, leading to time and cost savings over traditional talent management methods.
&nbsp;
<h3 dir="ltr">What Are the 5 Stages of Talent Management Models?</h3>
While no two strategies will be the same, the best talent management models stick pretty closely to McKinsey&rsquo;s recommended <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">framework</a> and its key components.&nbsp;
So, what should a talent strategy include? Five things, each of which plays a significant role in a company&rsquo;s ability to assess its talent needs, evaluate potential solutions, and navigate through change:
<ol>
<li dir="ltr" aria-level="1">
Finding and Hiring the Right People: With the right people in the right positions, achieving key business outcomes is going to be much easier. Especially in highly competitive industries like tech, attracting and retaining talent can be a maddening prospect. Start by assessing and prioritizing the company&rsquo;s needs, and evaluate candidates thoroughly to gauge not just their skills and experience, but their overall fit as well. You should also remain open-minded to different workforce solutions that can <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">expand your talent pool</a>, including both permanent and temporary or contingency-based employees.
</li>
<li dir="ltr" aria-level="1">
Learning and Growing: Retaining existing talent is much more cost-effective (and conducive to business continuity) than replacing them&mdash;even if they need some learning and growth (like upskilling) to be at their most effective. Today&rsquo;s employees increasingly expect meaningful learning and development opportunities, and yet nearly half (<a href="https://www.cfo.com/news/manager-emploee-career-development-workplace-intelligence/707343/">46%</a>) of employees &ldquo;say their manager doesn&rsquo;t know how to help them with career development,&rdquo; while 59% said "their company rarely or never helps them explore opportunities for growth outside of their current department.&rdquo;
</li>
<li dir="ltr" aria-level="1">
Managing and Rewarding Performance: Performance management is an important subset of talent management&mdash;and serves an essential function within any talent management strategy. This includes not just monitoring employees&rsquo; performance, but offering the right levels of support and meaningful incentives, as well. It&rsquo;s important to celebrate major wins, but acknowledging smaller milestones can also go a long way toward a happier, more engaged workforce.
</li>
<li dir="ltr" aria-level="1">
Tailoring the Employee Experience: For a few years now, we&rsquo;ve been learning more about the importance of creating a positive <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/this-time-its-personal-shaping-the-new-possible-through-employee-experience">employee experience</a>, to a point where it&rsquo;s become a <a href="https://www.forbes.com/councils/forbeshumanresourcescouncil/2022/12/20/the-employee-experience-matters-a-key-focus-for-hr-in-2023/">key focus</a> of HR teams (especially those tasked with improving employee retention). Creating a positive employee experience starts with understanding your employees and the types of resources and support they need to thrive within their roles.
</li>
<li dir="ltr" aria-level="1">
Optimizing Workforce Planning and Strategy: While each of the individual points above is important in its own right, the best results are achieved when multiple workforce planning initiatives are combined into a single strategy. In other words, a more comprehensive approach optimizes companies&rsquo; ability to find the right talent, right when they need it. This is where working with a recruitment or workforce solutions agency like <a href="https://www.lorienglobal.com/us">Lorien</a> can make a game-changing difference, from start-ups to enterprise firms.
</li>
</ol>
<h2 dir="ltr">How Do You Create a Talent Development Strategy That Works?</h2>
Every organization&rsquo;s processes are going to look different since each firm has its own objectives, personnel, resources, and priorities. That being said, when it comes to how to actually formulate a talent management strategy, there are a handful of key steps to consider, including:
<ul>
<li dir="ltr" aria-level="1">
Start by understanding and prioritizing organizational objectives, including current strengths and weaknesses (as they relate to staffing).
</li>
<li dir="ltr" aria-level="1">
Determine where upskilling and reskilling make sense as talent development strategies.
</li>
<li dir="ltr" aria-level="1">
Identify meaningful learning and development opportunities and make them accessible to employees.
</li>
<li dir="ltr" aria-level="1">
Ensure that talent development initiatives align well with the different stages of the <a href="https://www.aihr.com/blog/employee-life-cycle/">employee life cycle</a>.
</li>
<li dir="ltr" aria-level="1">
Foster a culture of continuous learning, development, and growth.
</li>
<li dir="ltr" aria-level="1">
Develop coaching and/or mentorship programs to help with new employees&rsquo; transitions.
</li>
<li dir="ltr" aria-level="1">
Invite stakeholders from throughout the organization to offer their insights and ideas, and make sure the lines of communication are open.
</li>
<li dir="ltr" aria-level="1">
Monitor and evaluate the success of various talent strategy components, making adjustments as needed.
</li>
</ul>
<h3 dir="ltr">Where Can I Review Successful Talent Strategy Examples?</h3>
Learning more about what the most successful talent strategies have in common is a great way to strengthen your own approach to talent management. Fortunately, you can easily read about many of these online. For example, we&rsquo;ve previously published an article on the topic&mdash;but you can also review some examples from well-known companies like Adobe and Costco Wholesale in this Academy to Innovate HR (AIHR) <a href="https://www.aihr.com/blog/talent-development/">article</a>.
<h2 dir="ltr">Discover Lorien&rsquo;s Talent Management Solutions</h2>
We offer a wide range of business solutions that can be tailored to meet your highest-priority objectives. Whether you need help with assessing your talent requirements, or you&rsquo;re already on the hunt for highly-qualified candidates, we can help. Don&rsquo;t hesitate to <a href="https://www.lorienglobal.com/us/contact-us">reach out today</a> with any questions, or to start the conversation about taking your talent management strategies to the next level.

An organization’s ability to not only meet its objectives, but also remain agile and informed enough to make timely and cost-effective staffing decisions, plays an outsized role in its ability to innovate and grow

What to Include in a Talent Management Strategy

Especially in highly competitive industries with a demand for skilled talent, the importance of a talent management strategy is difficult to overstate. But finding great talent management strategy examples can be tricky&mdash;and the less efficient and effective your organization is when it comes to talent management, the harder it becomes to attract and retain the best talent.
In previous articles, we have taken an in-depth look at processes and best practices related to broad talent management strategy development. In this piece, however, we are going to explore the role of accurate and actionable data in a company&rsquo;s ability to develop successful talent management strategies.&nbsp;
First, let&rsquo;s ensure we&rsquo;re clear on what, exactly, talent management entails&mdash;and why it matters.
<h2 dir="ltr">What Is Talent Management and Its Benefits?</h2>
Talent management refers to a broad category of activities and processes, all of which relate to a company&rsquo;s ability to analyze its staffing needs, attract high-quality talent, and retain its best employees.&nbsp;
Why is managing talent important? A clear link exists between the most competitive, innovative companies and highly effective talent management processes. In short, the benefits of talent management include the ability for companies to&hellip;
<ul>
<li dir="ltr" aria-level="1">
Improve business performance and outcomes
</li>
<li dir="ltr" aria-level="1">
Reduce costs
</li>
<li dir="ltr" aria-level="1">
Empower employees
</li>
<li dir="ltr" aria-level="1">
Unlock competitive growth&nbsp;
</li>
</ul>
<h3 dir="ltr">What Is Included in Talent Management?</h3>
No two companies will have identical talent management processes, but there are certain components of talent management that provide the recipe for a successful framework. The talent management model McKinsey recommends, for example, includes:
<ul>
<li dir="ltr" aria-level="1">
Finding and hiring the right people
</li>
<li dir="ltr" aria-level="1">
Learning and growing
</li>
<li dir="ltr" aria-level="1">
Managing and rewarding performance
</li>
<li dir="ltr" aria-level="1">
Tailoring the employee experience
</li>
<li dir="ltr" aria-level="1">
Optimizing workforce planning and strategy
</li>
</ul>
You can learn more about McKinsey&rsquo;s recommended framework and approach in <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">this article</a>. Looking at the list above, though, begs a few questions, like:
<ul>
<li dir="ltr" aria-level="1">
&ldquo;How can we find and hire the right people?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;How can we provide the right learning and growth opportunities?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;How can we effectively manage and reward employees for their performance?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;How can we optimize the employee experience?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;How can we enhance our workforce planning and strategy initiatives?&rdquo;
</li>
</ul>
In each case, the different components of talent management share one requirement in common: each requires certain types of information. This underscores the importance of accurate, accessible, and actionable information in any talent-based initiative&mdash;and some type of strategy for collecting, managing, and using the necessary information.
<h3 dir="ltr">What Is a Talent Management Information Strategy?</h3>
Making timely staffing decisions that align with organizational priorities requires not only an effective overall talent management strategy, but access to the right information as well. As you can assume from its name, talent information strategies center around the types of information a company needs for each stage of their broad talent management framework&mdash;and how they can use that information to unlock increased efficiency related to their unique staffing challenges.
As technology rapidly advances and existing or prospective employees&rsquo; priorities and expectations shift, understanding the fundamentals of information management becomes essential. As a recent <a href="https://www.raconteur.net/sponsored/next-generation-information-management-modern-work">Raconteur</a> article notes, organizations &ldquo;with a robust information management strategy adapt more easily and advance faster.&rdquo;&nbsp;
Making things more complicated for modern organizations&mdash;especially in highly-competitive industries like tech&mdash;is the reality that high-quality &ldquo;talent is now everywhere,&rdquo; meaning organizations &ldquo;can no longer afford to be restricted to one or a few locations if they want to attract the greatest talent.&rdquo; This means companies must learn to balance the old with the new, supplementing traditional staffing methods with approaches like <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">project recruitment</a>, <a href="https://www.lorienglobal.com/us/business-solutions/statement-of-work">Statement of Work (SOW)</a> or <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingent workforce solutions</a>.
With a solid talent management framework in place, supported by information management best practices, companies can turn recruitment and retention into their own competitive advantages rather than challenges. To put it simply, the higher the quality of information available to decision-makers, the better decisions they can make. The ultimate result? An easier recruiting and retaining the best available talent!
<h4 dir="ltr">What Are the 5 Steps in Talent Management Information System Development and Implementation?</h4>
How you implement your talent management information system will vary based on the organization&rsquo;s priorities and available resources. While larger organizations may have plenty of personnel and bandwidth to devote to formalized information management roles, others will need to start more modestly by instituting basic information management practices.
<ol>
<li dir="ltr" aria-level="1">
Assess Your Needs: Consider today&rsquo;s needs, and what the organization&rsquo;s short- and long-term plans may require. The more information at your disposal here, the better prepared you&rsquo;ll be to make the right talent management decisions.
</li>
<li dir="ltr" aria-level="1">
Audit Existing Talent Systems and Processes: What&rsquo;s working, and where is there room for improvement? Do you have the kinds of up-to-date, accurate information you&rsquo;ll need when it comes to managing talent throughout the organization? As you find areas where you could really use more information, document them. That way, when you evaluate different avenues for staffing, you can set the right priorities.&nbsp;
</li>
<li dir="ltr" aria-level="1">
Identify Key Challenges&mdash;and Evaluate Potential Solutions: Start by listing out the various staffing-related challenges you experience in your organization, including unique industry-based challenges. Then, spend some time ranking those challenges based on their importance, impact, and urgency. Finally, you&rsquo;re ready to evaluate different workforce solutions and strategies. This is where many organizations&mdash;especially those in particularly competitive industries that demand top-level talent&mdash;opt to work with an agency like Lorien, who offers a wide range of solutions to fit any company&rsquo;s objectives.
</li>
<li dir="ltr" aria-level="1">
Make a Plan; Assign Roles and Responsibilities: Once you know what needs to happen, it&rsquo;s time to get to work assigning roles and responsibilities. You&rsquo;ll also want to consider your ideal timeline for implementing your new talent management strategies, including identifying meaningful milestones and, ideally, when you intend to reach them. When assigning roles and responsibilities, set clear expectations and be careful not to overload any one particular individual or department.
</li>
<li dir="ltr" aria-level="1">
Keep Communication Open: Even if you have some experience with developing successful talent management strategies, there are always certain unknowns involved. That&rsquo;s why it&rsquo;s essential to make sure that you&rsquo;ve not only set clear expectations throughout the organization but that you&rsquo;ve made communication and collaboration clear priorities as well. As you work through the plan, gather plenty of feedback&mdash;and don&rsquo;t forget the principles of change management as you navigate the implementation process.&nbsp;
</li>
</ol>
<h2 dir="ltr">Explore Diverse Workforce Solutions with Lorien</h2>
Whether you are looking to fill a handful of strategic positions, or your company is plotting expansive growth, you&rsquo;re going to need talent. Working with a staffing solution like Lorien is the best way to assess your needs, evaluate different solutions, and effectively implement a range of talent management strategies. Our team brings years of experience and expertise, and we&rsquo;re passionate about helping companies secure the talent they need, when they need it. Reach out today to <a href="https://www.lorienglobal.com/us/contact-us">start the conversation</a>!

What Are the Five Steps to a Talent Management Information Strategy?

Without an effective and well-rounded talent management strategy, attracting and retaining high-quality talent can feel like an uphill battle, seemingly without end. This insight, in itself, isn&rsquo;t very groundbreaking&mdash;and yet organizations across a wide range of industries find it difficult to develop sound, cohesive strategies for managing talent.&nbsp;
What makes it so tricky? Several factors&mdash;including confusion about what the most important components of talent management are and a lack of concrete talent management strategy examples employers can use as a template for their own strategies.&nbsp;
Keep reading for an overview of the fundamentals of talent management, including its primary functions and objectives and how to strengthen your organization&rsquo;s talent management process.
<h2 dir="ltr">What Is the Main Function of Talent Management?</h2>
While its impact can affect the entire organization, the primary scope of talent management relates to a company&rsquo;s ability to attract, hire, and retain the best available talent. It includes activities aligned with each stage of the employee life cycle, while a company&rsquo;s broader overall strategy should align with the company&rsquo;s objectives.
Improving an organization&rsquo;s approach to talent management provides value in a number of ways, including enhancing the company&rsquo;s ability to&hellip;
<ul>
<li dir="ltr" aria-level="1">
Identify key vacancies and the impact or cost of leaving them unfulfilled
</li>
<li dir="ltr" aria-level="1">
Evaluate different workforce solutions and their feasibility
</li>
<li dir="ltr" aria-level="1">
Consider internal talent for upskilling opportunities
</li>
<li dir="ltr" aria-level="1">
Monitor, manage, and incentivize employee performance
</li>
<li dir="ltr" aria-level="1">
Improve the overall employee experience and workplace culture
</li>
<li dir="ltr" aria-level="1">
Make smarter, more efficient workforce planning and strategy decisions
</li>
</ul>
By aligning the right talent management strategies with your organizational objectives, you can&hellip;
<ul>
<li dir="ltr" aria-level="1">
Improve business performance
</li>
<li dir="ltr" aria-level="1">
Increase employee retention
</li>
<li dir="ltr" aria-level="1">
Reduce costs
</li>
<li dir="ltr" aria-level="1">
Empower employees
</li>
<li dir="ltr" aria-level="1">
Unlock growth opportunities
</li>
</ul>
Today, companies in virtually every industry benefit from improved talent management strategies. While all companies face their own set of challenges, in certain industries&mdash;like tech&mdash;the relationship between talent management and business performance is especially clear.&nbsp;
That&rsquo;s why some staffing agencies will offer specialized recruitment and talent management services (such as <a href="https://www.lorienglobal.com/us">Lorien</a>), uniquely tailored to the challenges of attracting and retaining top tech talent, like the increasing demand for&mdash;and cost of&mdash;highly-skilled personnel.&nbsp;
<h3 dir="ltr">What Is Talent Management, and How Is It Different from Traditional Human Resources Management?</h3>
It&rsquo;s easiest to think of talent management as being a subset of what has traditionally been considered human resources management (HRM). HRM can involve a wide range of personnel and services, even in companies mid-sized or smaller. Anything that falls under the scope of human resources&mdash;including the development and implementation of talent management strategies&mdash;is considered HRM.&nbsp;
<h2 dir="ltr">What Are the Most Important Steps in the Talent Management Process in HRM?</h2>
A great starting point for improving your talent management processes is the straightforward talent management model McKinsey has developed. It primarily centers around <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/hr-says-talent-is-crucial-for-performance-and-the-pandemic-proves-it">five areas of talent management</a>, which we can adapt into a 5-step talent management process:
<h3 dir="ltr">Step 1: Finding the Talent You Need</h3>
This begins with identifying key vacancies and determining the organization&rsquo;s most pressing present&mdash;as well as short- and long-term&mdash;priorities. Here, modern organizations are smart to evaluate a range of workforce solutions, including <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">permanent</a> and <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingent</a> workforce solutions (among others).&nbsp;
A recruiting agency like Lorien can help you determine which solution or solutions will best-fit your business and budget, so you can have all of the information and support you need to make the right decisions.
<h3 dir="ltr">Step 2: Providing Growth and Development Opportunities</h3>
Research consistently shows that employees want their employers to encourage and support their professional growth. Not only does it make their work more fulfilling, it also makes them feel truly valued by their employer. Let the needs of the organization influence the types of growth and development you offer, focusing especially on specific skills gaps in need of solutions.&nbsp;
<h3 dir="ltr">Step 3: Monitoring and Incentivizing Performance</h3>
Performance management is one of the most important aspects of talent management. Of course, managing performance is important, and how an organization chooses to monitor and incentivize employee performance makes a difference, too. Effective performance management requires clear objectives and expectations, with measurable milestones. It also includes meaningful incentives and prioritizes two-way communication&mdash;and timely coaching when necessary.
<h3 dir="ltr">Step 4: Optimizing the Employee Experience</h3>
It&rsquo;s not particularly difficult to see the importance of effective strategies for identifying and recruiting top talent, but a well-rounded approach to talent management considers each individual stage of the <a href="https://www.aihr.com/blog/employee-life-cycle/">employee life cycle</a>.&nbsp;
The cycle starts with attracting and recruiting highly-qualified talent, based on the desired outcomes. From there, it&rsquo;s important to provide a supportive workplace, one that prioritizes the growth of its employees and provides a positive working environment. Finally, when an employee leaves the organization, both the employee and company benefit from an effective offboarding process.
<h3 dir="ltr">Step 5: Workforce Planning and Strategy Development</h3>
Recent <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-organization-blog/evolving-the-talent-pool-at-the-speed-of-emerging-technology">research</a> found that well over half (60%) of global executives &ldquo;expect that up to half of their organization&rsquo;s workforce will need retraining or replacing within five years.&rdquo; Another 28% expect that &ldquo;more than half of their workforce will need retraining or replacing.&rdquo;
An effective talent management strategy should be both grounded in reality and prepared for a largely unpredictable future. Noting the &ldquo;profound&rdquo; competitive implications of talent management, McKinsey recommends embracing &ldquo;a more expansive and dynamic view of their talent supply,&rdquo; meaning &ldquo;one that tosses out the usual preoccupation with titles and traditional roles and looks instead at the underlying skills people have.&rdquo;&nbsp;
Ultimately, what&rsquo;s recommended is a skills-centered approach paired with a flexible mindset that&rsquo;s open to mixing and matching different talent avenues, from <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">permanent</a> hires to <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">project</a>- or <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">contingency</a>-based solutions.
<h2 dir="ltr">The Talent You Need Is Waiting&hellip;Let&rsquo;s Talk!</h2>
Whether you need a handful of specialized employees for a complex project, or you are a growing company looking to fill out its ranks, we can help. Our expert, experienced team is ready to help you secure the talent you need, when you need it. Learn more <a href="https://www.lorienglobal.com/us/about-us">about us</a>, or <a href="https://www.lorienglobal.com/us/contact-us">reach out today</a> to get started.

Without an effective and well-rounded talent management strategy, attracting and retaining high-quality talent can feel like an uphill battle, seemingly without end

What Is Talent Management (With Examples)?

<div class="OutlineElement Ltr SCXW19375049 BCX0">
Despite some instability in the broader tech jobs market, the AI arms race is creating unprecedented demand for certain segments of tech talent. According to CBRE, US data center space grew 26% last year&ndash;a frenzy on par with the construction pace of the first dot-com boom. The talent demand that comes in the form of IT resources needed for the global buildout of infrastructure is profound, as well as the need for those who can develop and train future iterations of this new tech. &nbsp;
</div>
<div class="OutlineElement Ltr SCXW19375049 BCX0">
It&rsquo;s no surprise that with this huge demand comes higher pay expectations. The trends uncovered by <a href="https://www.lorienglobal.com/us/insights/technology-digital-salary-survey-north-america-2024" target="_blank" rel="noopener">Lorien&rsquo;s 2024 Technology and Digital Salary Survey</a> show us which roles are heating up, and the role location plays in driving spikes in compensation.&nbsp;
<div class="OutlineElement Ltr SCXW222926640 BCX0">
<h2 class="Paragraph SCXW222926640 BCX0">What are today&rsquo;s most in-demand tech jobs?&nbsp;</h2>
</div>
<div class="OutlineElement Ltr SCXW222926640 BCX0">
The data center construction boom has led to ample career opportunities for mechanical and electrical technicians and engineers. The construction of data centers itself requires a large number of contingent talent&ndash;from project managers and architects to networking specialists and security personnel (physical and cyber). In particular, energy experts, especially those with a background in renewable resources, and networking specialists with copper and fiber optic expertise are in high demand. &nbsp;
</div>
<div class="OutlineElement Ltr SCXW222926640 BCX0">
Once operational, a wide range of permanent employees are then responsible for managing and maintaining the hardware infrastructure, including setting up and configuring servers, troubleshooting, conducting inspections, and overseeing regular software and hardware upgrades. Typical job titles include Data Center Technicians, Systems Engineers, Network Administrators, and Electrical/Mechanical Maintenance Technicians.&nbsp;
<div class="OutlineElement Ltr SCXW173573542 BCX0">
<h2 class="Paragraph SCXW173573542 BCX0">Where demand for talent is strongest&nbsp;</h2>
</div>
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Companies like <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.bloomberg.com/professional/insights/data/amazon-bets-150-billion-on-data-centers-required-for-ai-boom/" target="_blank" rel="noreferrer noopener">Amazon</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.crn.com/news/cloud/2024/google-pours-billions-into-new-u-s-data-centers-here-s-where?itc=refresh" target="_blank" rel="noreferrer noopener">Google</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.datacenterdynamics.com/en/news/meta-plans-37bn-digital-infrastructure-investment-in-2024/#:~:text=So%20far%20the%20company%20has%20two%20of%20the,reliance%20on%20GPUs%20from%20vendors%20such%20as%20Nvidia." target="_blank" rel="noreferrer noopener">Meta</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.datacenterdynamics.com/en/news/microsoft-to-double-new-data-center-capacity-this-year-report/" target="_blank" rel="noreferrer noopener">Microsoft</a>, <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.oracle.com/" target="_blank" rel="noreferrer noopener">Oracle</a>, and <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.reuters.com/business/autos-transportation/musk-pushes-plan-china-data-power-teslas-ai-ambitions-2024-05-17/" target="_blank" rel="noreferrer noopener">Tesla</a> are investing enormous sums to develop data centers around the world. Again, according to <a class="Hyperlink HyperlinkGateOff SCXW173573542 BCX0" href="https://www.cbre.com/insights/reports/global-data-center-trends-2024" target="_blank" rel="noreferrer noopener">CBRE data</a>, North American data center inventory grew by 24.4% year-over-year in Q1 2024, with vacancies reaching new lows. Other parts of the world aren&rsquo;t far behind, with inventory growing by 22% in Asia Pacific and 20% in Europe. &nbsp;
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The market with the highest inventory&mdash;an indicator of demand for data center-specific talent&mdash;is in Northern Virginia, which boasts 2,500 megawatts of capacity. This is nearly 2.5 times more than London, the next largest market. Tokyo, Frankfurt, and Sydney round out the top five.&nbsp;
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Dallas-Fort Worth is the second largest market in the US with a record 372.2 megawatts of inventory under construction. Hyperscale and AI companies are driving the growth here, hiring aggressively to support their buildout. Chicago, the Silicon Valley, and Boise are also attracting investments, although Idaho faces greater challenges in attracting talent than other metro areas.
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<h2 class="Paragraph SCXW118674938 BCX0">Creating an effective talent strategy&nbsp;</h2>
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As AI and cloud companies grow their data warehouse footprint, they&rsquo;ll need to prioritize talent recruitment and retention. One important consideration here is talent supply, given the strict location requirements for data centers. Access to talent in large metro areas like Northern Virginia or Dallas-Fort Worth will be easier than in areas with smaller populations such as Nebraska.&nbsp;
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Compensation is another piece of the puzzle. <a class="Hyperlink HyperlinkGateOff SCXW118674938 BCX0" href="https://www.lorienglobal.com/us/insights/technology-digital-salary-survey-north-america-2024" target="_blank" rel="noreferrer noopener">Our 2024 report</a> shows that compensation for many key roles has risen between 4% to 5% year over year, well above the national average for all jobs. However, it can vary significantly based on location.​​ For example, data architects make around $140,000 on average in the US, and close to $153,000 in high-demand areas. Database administrator salaries are approximately the same.&nbsp;&nbsp;
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As always, developing a powerful employer value proposition will be key to winning talent. Competitive pay, a healthy work-life balance, career advancement opportunities, and learning and development resources are always powerful motivators for attracting candidates. Additionally, a strong culture backed by compelling values and a clear mission will help employers stand out. &nbsp;
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<h2 class="Paragraph SCXW173573542 BCX0">Connect with our team of experts today to power your data center growth with the right tech talent </h2>
With data center infrastructure scaling at unprecedented rates in North America and around the world, the companies transforming the global economy can only succeed with the right talent fueling their AI innovation. Reach out here to discuss how we can help you attract, hire, and retain the skilled professionals driving the AI and data center boom.&nbsp;&nbsp;
</div>
</div>
</div>

Despite some instability in the broader tech jobs market, the AI arms race is creating unprecedented demand for certain segments of tech talent. 

Fueling the Data Center Boom with the Right Tech Talent 

Get detailed insights on North American salaries, daily rates, and hiring trends in the technology and digital market in our latest report.

How much is today&rsquo;s top tech talent worth? Get the answer with Lorien&rsquo;s North America 2024 Technology &amp; Digital Salary Survey, a&nbsp;comprehensive&nbsp;look&nbsp;at prevailing wages for today&rsquo;s most in-demand skills.&nbsp;<span class="EOP SCXW206777935 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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Lorien's second annual research reveals that wages increased between 4% and 5% for each of the 11 job clusters studied, with AI and data analytics roles leading the way. This is in stark contrast to the 0.5% increase in real average hourly earnings for all jobs.&nbsp;<span class="EOP SCXW206777935 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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Our report examines roles ranging from machine learning engineers to salesforce developers, technical writers, scrum masters and many others. Whether&nbsp;you&rsquo;re&nbsp;a hiring manager, recruiter,&nbsp;or job candidate, our report provides insights you need to know, with up-to-date information on:&nbsp;&nbsp;<span class="EOP SCXW206777935 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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<li class="OutlineElement Ltr SCXW206777935 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="2" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559683&quot;:0,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
Annual salary and hourly wage listings for more than 100 jobs<span class="EOP SCXW206777935 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:220,&quot;335559739&quot;:220,&quot;335559740&quot;:276}">&nbsp;
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<li>Role-specific data for pay range, the average for all locations as well as high-cost&nbsp;areas</li>
</ul>
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<ul class="BulletListStyle1 SCXW206777935 BCX0" role="list">
<li class="OutlineElement Ltr SCXW206777935 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="2" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559683&quot;:0,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">
Expert advice on attracting and&nbsp;retaining&nbsp;talent&nbsp;&nbsp;<span class="EOP SCXW206777935 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:220,&quot;335559739&quot;:220,&quot;335559740&quot;:276}">&nbsp;
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Download the full report to find out more!&nbsp;<span class="EOP SCXW206777935 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;
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Interested in finding out about salary trends in the UK? Our Technology and Digital Salary Survey is now a global campaign, discover more&nbsp;<a href="https://www.lorienglobal.com/salary-survey-2024">here</a>.&nbsp;
</div>

Whether you’re a hiring manager, recruiter, or job candidate, our report provides insights you need to know, with up-to-date information.

Technology & Digital Salary Survey North America 2024

Drawing on data from Lorien's North American tech and digital candidate database, our report illuminates critical insights into hiring patterns and candidate expectations.

The pursuit of top-tier tech talent remains challenging in an uncertain economy. &nbsp;In Lorien&rsquo;s latest report, &ldquo;What Tech Candidates Want,&rdquo; we survey and analyze the motivators and preferences of North American workers around a host of topics, including the drivers of mobility, what makes an employer attractive, remote work arrangements, and other considerations.
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Over the past decade, technology has shifted from a supportive function to a core pillar in business operations. Consequently, securing top tech talent has become imperative for organizations&nbsp;seeking&nbsp;to gain a competitive edge&nbsp;in the market.&nbsp;
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Drawing on data from Lorien's North American tech and digital candidate database, our report illuminates critical insights into hiring patterns and candidate expectations.
Headline results include:
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<ul>
<li class="MsoNormal">Future job prospects: 85% of candidates anticipate seeking new opportunities within the next 12 months, and 74% will actively explore new positions within the next six months.</li>
<li class="MsoNormal">Remote work preferences: Only 7% of candidates express a preference for full-time office work.</li>
<li class="MsoNormal">Streamlined recruitment process: A staggering 95% of candidates want the end-to-end recruitment process to be completed within four weeks.</li>
</ul>
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Lorien's&nbsp;&lsquo;What Tech Candidates Want&rsquo; report&nbsp;provides&nbsp;actionable insights to help organizations attract and&nbsp;retain&nbsp;top tech talent in 2024 and beyond. Download the full report to find out more!
&nbsp;
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&lsquo;&rsquo;What&nbsp;Tech&nbsp;Candidates Want&rsquo; is now a global campaign!&nbsp;Uncover comprehensive insights into tech hiring trends in the UK by&nbsp;<a class="Hyperlink SCXW142860741 BCX0" href="https://www.lorienglobal.com/what-tech-candidates-want-2024" target="_blank" rel="noreferrer noopener">downloading our Lorien UK report here.</a><span class="EOP SCXW142860741 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;134245418&quot;:false,&quot;134245529&quot;:false,&quot;201341983&quot;:0,&quot;335557856&quot;:16777215,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:360}">&nbsp;
</div>

What Tech Candidates Want in 2024

<h2>Navigating the New Cybersecurity &amp; Cloud Landscape</h2>
As we step into the evolving landscape of the second quarter of 2024, the technology sector faces a transformative era marked by two critical trends: the relentless growth in cloud migration and investment, and an unprecedented demand for specialized cybersecurity talent. These dual forces are altering how companies strategize their staffing and operations and shaping the future of technology and business agility.
<h3>Accelerating Investments in Cloud Migration</h3>
The financial commitment to cloud computing continues to soar, with worldwide spending on public cloud services <a href="https://www.gartner.com/en/newsroom/press-releases/2023-11-29-gartner-says-cloud-will-become-a-business-necessity-by-2028">forecasted</a> to reach $679 billion in 2024, and expectations to surpass the $1 trillion mark by 2027. This robust investment signifies the growing indispensability of cloud computing in the infrastructure of modern businesses.
<h3>Return on Investment (ROI) through Enhanced Security &amp; Reduced Breaches</h3>
Looking ahead to 2026, it's <a href="https://www.gartner.com/doc/reprints?id=1-2G6U1RDP&amp;ct=240109&amp;st=sb">predicted</a> that organizations prioritizing their security investments in line with continuous threat exposure, will witness a remarkable two-thirds reduction in breaches. This strategic focus on cybersecurity is crucial for businesses operating in cloud environments, emphasizing the need for significant security measures.
<h3>Cloud-First Strategies and Remote Work</h3>
The pivot to cloud-first strategies has become mainstream. With 89% of enterprises <a href="https://info.flexera.com/CM-REPORT-State-of-the-Cloud?utm_source=google&amp;utm_medium=ppc&amp;utm_content=NB_FinOps_NAM_State_Of_The_Cloud&amp;lead_source=PPC&amp;cq_cmp=14731352630&amp;cq_term=flexera%20cloud&amp;cq_plac=&amp;cq_net=g&amp;cq_plt=gp&amp;gad_source=1&amp;gclid=CjwKCAjwh4-wBhB3EiwAeJsppNCMxRT5ayNs3qG12oYM3zziHUIVdGwVXzryVu0_jQPlFqSU2xhWlRoCl_kQAvD_BwE">adopting</a> multi-cloud strategies, the pandemic-driven shift to remote work has further expedited cloud migration. This transition facilitates remote access and application use, reflecting a critical adaptation in today's business models.
<h2>The Urgent Need for Specialized Cybersecurity Talent</h2>
The technology staffing and recruiting sector, especially in cybersecurity, is experiencing significant changes due to the rising complexity and frequency of cyber threats. This evolution has led to a sharp increase in the demand for skilled cybersecurity professionals and companies worldwide are facing challenges in filling these critical roles.
&nbsp;According to a recent <a href="https://www.kaspersky.com/about/press-releases/2024_infosec-experts-shortage-almost-half-of-companies-struggle-with-understaffing">report</a> by Kaspersky, around 40% of companies globally are struggling to fill cybersecurity positions. This difficulty in sourcing skilled professionals is alarming, especially considering the current workforce numbers and future projections.
&nbsp;In 2023, the cybersecurity job market <a href="https://www.mckinsey.com/capabilities/risk-and-resilience/our-insights/cybersecurity/cybersecurity-trends-looking-over-the-horizon">saw</a> about 5.5 million people employed, yet there was still a shortfall of approximately 3.5 million professionals. This gap between the demand and supply of skilled cybersecurity personnel is expected to continue, and perhaps even widen, in the coming years. The US Bureau of Labor Statistics <a href="https://www.bls.gov/ooh/computer-and-information-technology/information-security-analysts.htm">anticipates</a> a substantial growth in cybersecurity roles, projecting an increase of 35% over the next decade.
&nbsp;These statistics highlight a critical cybersecurity staffing issue: a significant and growing skills gap. This disparity emphasizes the urgent need for effective strategies to attract, develop, and retain cybersecurity talent to address the evolving security challenges faced by businesses globally.
<h3>Emerging Roles in Cybersecurity</h3>
The demand for specialized roles like Cloud Security Architects, Vulnerability Management Specialists, Cyber Intelligence Specialists, DevSecOp Engineers, and AI-Based Threat Detection Engineers is more pronounced than ever. As businesses move to the cloud, they encounter unique threats and vulnerabilities, demanding a depth of expertise that is presently rare in the job market.
<h3>Partnering with Specialist Firms for Talent Acquisition</h3>
To confront the dual challenges of cybersecurity, talent scarcity, and the intricacies of cloud migration, forward-thinking companies are increasingly collaborating with specialist staffing and recruiting firms. These partnerships provide crucial advantages such as:
<ul>
<li>Speed and Efficiency: Specialist firms expedite the hiring process significantly.</li>
<li>Access to a Wider Talent Pool: These firms tap into vast networks of qualified professionals, including those not actively seeking new opportunities.</li>
<li>Expertise in Emerging Tech Roles: Specialist firms are in tune with the latest trends and required skills in technology and cybersecurity.</li>
</ul>
<h3>Seizing the Future of Cybersecurity &amp; Cloud Innovation with Talent</h3>
The trends of Q1 2024 highlight an essential demand for specialized cybersecurity talent, propelled by the increasing prominence of cloud migration and investment. As cloud computing transitions from a disruptive technology to an essential element of business operations by 2028, the requirement for specialized expertise will only intensify. By strategically partnering with expert staffing firms, companies can gain a decisive advantage, equipping themselves to meet the challenges and seize the opportunities of a digitally evolving landscape.
<h4>Ready to Bridge the Cybersecurity Talent Gap?</h4>
Connect with <a href="mailto:hris.mcgraw@lorienglobal.com">Chris McGraw</a> today to navigate these dynamic changes and secure the specialized talent your organization needs for a more secure and efficient future.

Chris McGraw, Lorien client solutions leader and cybersecurity talent expert, explores Q1 2024's tech staffing trends, highlighting the growing demand for specialized cybersecurity talent essential for protecting expanded cloud environments.

Securing the Cloud: Cybersecurity Talent Trends and Insights for 2024

LONDON, 21st MARCH 2024: HeadFirst Group and Impellam Group <a href="https://www.impellam.com/insights/HeadFirst-group-join-forces" target="_blank" rel="noopener">today announced</a> that they have joined forces to become one of the world&rsquo;s leading STEM talent and Managed Service Providers with a distinctive HR tech platform for professionals. The expanded group has &euro;8 billion spend under management, 2,100 expert colleagues, and over 75,000 professionals serving customers across the globe.
This strategic step provides customers with a unique, truly global tech and talent solution to ensure they stay at the forefront of their industry. The deal has created an unparalleled force in digital, IT, data, life sciences, clinical and engineering talent and leaves the expanded group well-placed to drive market beating growth and to deliver increased value for colleagues, customers, professionals, suppliers, and shareholders.&nbsp;&nbsp;
Han Kolff, chairman of the Board, commented: "We are proud to have brought industry leaders HeadFirst and Impellam together. As well as vast geographic reach, our expanded group combines world-class expertise and market-leading tech, providing customers with mission critical talent, hereby creating a unique platform for growth in a growing market. I am confident HeadFirst and Impellam will power the next world of work together.&rdquo; Julia Robertson, CEO of Impellam and the enlarged group, said: &ldquo;We have an exciting future ahead of us. In a world where talent and tech must come together to build better businesses, we will collaborate to leverage the combined strength and capability of our market-leading brands, our people, and our distinctive technology. Our complementary cultures and our focus on our customers&rsquo; needs will ensure we deliver market-leading, digitally enabled, and differentiated solutions to our customers across the world.&rdquo;
 Experienced team driving growth agenda
Leading the future success and growth of the combined business, the Board of the new group includes: Han Kolff, non-executive chairman, Julia Robertson, group CEO, Tim Briant, group CFO, Marion van Happen, CEO of HeadFirst Group, as well as non-executive directors and co-founders Koen Bekkering and Boyd Sleeman.&nbsp;
There will be no immediate changes to the day-to-day operations of Impellam Group and HeadFirst Group. Impellam and HeadFirst will continue to deliver industry-leading solutions to customers, suppliers and professionals.&nbsp;&nbsp;
Following the completion of the transaction, Lord Ashcroft, the former majority shareholder of Impellam Group will serve as non-executive director on the board.
About HeadFirst Group
HeadFirst Group is a leading, international HR-tech service provider and the largest platform for professionals in the Benelux, operating across fifteen European countries. The organisation offers a wide range of HR solutions, such as Managed Service Providing, Recruitment Process Outsourcing, IT Sourcing &amp; Recruitment and HR consultancy. More than twenty-five thousand professionals work for over five hundred customers in Europe, through which HeadFirst Group realises an annual gross revenue in 2023 of over two and a half billion euros. The main brands of HeadFirst Group are MSP (including intermediary services) labels HeadFirst, Between and Staffing Management Services, RPO and recruitment specialist Sterksen, IT talent sourcer StarApple, and Belgian HR-tech company ProUnity.
For more information about HeadFirst Group: <a href="https://www.headfirst.group">www.headfirst.group</a>.
About Impellam Group
Impellam is a connected group providing global workforce and STEM talent solutions. Our 1700 people and market leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe and Asia Pac. Our award-winning Global Managed Services provide a diverse range of digitally enabled, multi-disciplinary workforce solutions to organisations. We are upper quadrant industry leaders in Managed Service Provision and Services Procurement, and IT. Our STEM businesses are specialists in recruiting and engaging talent in the key growth markets of technology, digital, data analytics, science, clinical and engineering and work with customers across all sectors and sizes. We believe in the power of work. Through the power of work, we build better businesses and help people lead more fulfilling lives.
Our brands include: Comensura, Guidant Global, SRG, Lorien, Carbon60 and Bartech.
For more information about Impellam Group: <a href="http://www.impellam.com">www.impellam.com</a>.
Note to editors
Please contact Bart van der Geest, Head of Marketing &amp; Communication at HeadFirst Group, on +31(0)6 &ndash; 15 89 95 74 or <a href="mailto:bart.vandergeest@headfirst.">bart.vandergeest@headfirst.group</a> or Kirsty Tranter, Global Head of Communications at Impellam Group, on <a href="mailto:kirstytranter@impellam.com">kirstytranter@impellam.com.&nbsp;</a>

HeadFirst Group and Impellam Group join forces to become a global leader in STEM, digital and IT talent, managed services and HR tech.

HeadFirst Group and Impellam Group join forces

Pembroke Pines, FL, March 18, 2024 - Global technology, digital, and professional talent solutions specialist <a class="Hyperlink SCXW266384743 BCX0" href="https://c212.net/c/link/?t=0&amp;l=en&amp;o=3247609-1&amp;h=3468999441&amp;u=https%3A%2F%2Fwww.lorienglobal.com%2Fen%2Finsights%2Florien-named-as-an-industry-leader-in-nelsonhall-2021-cws-and-msp-neat-evaluation&amp;a=Lorien" target="_blank" rel="noreferrer noopener">Lorien</a>, powered by <a class="Hyperlink SCXW266384743 BCX0" href="https://www.impellam.com/" target="_blank" rel="noreferrer noopener">Impellam Group</a>, announced today that it was selected as a finalist in the <a class="Hyperlink SCXW266384743 BCX0" href="https://www.nextsource.com/news-events/nextsource-announces-talent-provider-finalists-in-our-keystone-recognition-program-2/" target="_blank" rel="noreferrer noopener">2023 Keystone Recognition Program</a> as an &ldquo;Outstanding Newcomer&rdquo; a prestigious award from <a class="Hyperlink SCXW266384743 BCX0" href="https://www.nextsource.com/" target="_blank" rel="noreferrer noopener">nextSource</a>, a leading provider of workforce management solutions.&nbsp;&nbsp;
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&ldquo;The Keystone Recognition Program honors exemplary talent partners who share nextSource&rsquo;s commitment to providing clients with access to the best talent,&rdquo; commented Catherine Candland, nextSource CEO. &ldquo;We are pleased to congratulate and thank Lorien for distinguishing themselves by providing exceptional performance, superior customer service, and great talent to our clients.&rdquo;&nbsp;&nbsp;&nbsp;
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Lorien, an award-winning technology, digital, and professional talent solutions provider, partners with nextSource to supply top-tier talent for their managed service programs. Lorien&rsquo;s global network of multidisciplinary recruitment specialists, combined with a 45-year legacy in technology, empowers us to meet diverse client needs across all sectors. We excel in attracting and retaining world-class talent, seamlessly integrating with nextSource's mission to deliver outstanding contingent workforce services.&nbsp;
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nextSource is hosting an exclusive celebratory event in Miami, FL in early April to announce the leading partners in each category. Ryan McMahon, President of Lorien, expressed, &ldquo;It's an honor for Lorien to be a finalist in nextSource's 2023 Keystone Recognition Program. We're excited for the event in Miami and working with nextSource to foster an ongoing commitment to exceptional talent and shared success."&nbsp;
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About Lorien: We are Lorien, a technology, transformation, and digital talent company powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions. We combine tech expertise with the scope, depth, and breadth of large-scale talent organizations. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes, and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further. Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, and time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.&nbsp;
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About nextSource: nextSource advances the way the world connects with talent. As a privately held, woman-owned business with over 24 years&rsquo; experience, nextSource provides a personalized, intelligent approach to workforce solutions driven by high impact, strong results, and continuous growth. We offer innovative workforce solutions that deliver extraordinary service, efficiency, analytical insight, risk mitigation and improved access to talent that enhances a unified workforce. Solutions offerings include Managed Services Provider, Direct Sourcing solutions, Employer of Record services, Independent Contractor Compliance Management, Agent of Record Services, Statement of Work-based Project Services Management and Workforce Consulting and Advisory services. For more information, visit <a class="Hyperlink SCXW266384743 BCX0" href="http://www.nextsource.com/" target="_blank" rel="noreferrer noopener">www.nextSource.com</a>.&nbsp;&nbsp;
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Global technology, digital, and professional talent solutions specialist Lorien, powered by Impellam Group, announced today that it was selected as a finalist in the 2023 Keystone Recognition Program as an “Outstanding Newcomer”

Lorien Nominated as a Talent Provider Finalist in the nextSource Keystone Recognition Program  

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In the dynamic landscape of technology, International Women&rsquo;s Day serves as a pivotal moment to acknowledge and celebrate the trailblazing women who have left an indelible mark on STEM. As we navigate the digital frontiers of today, it&rsquo;s imperative to recognize the visionary female innovators who have played pivotal roles in shaping the technological landscape.&nbsp;&nbsp;
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Here, we unfold the narratives of remarkable women whose contributions have advanced the field and have set the stage for a more inclusive and diverse future in technology.&nbsp;&nbsp;
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These visionary women in technology have not only contributed to significant technological advancements but also paved the way for future generations of women to follow in their footsteps. They remind us that in the world of technology, the possibilities are limitless.&nbsp;
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Highlighting Top Women Innovators in Technology&nbsp;
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<li class="Paragraph SCXW120631882 BCX0">Ada Lovelace:&nbsp;Widely acknowledged as the first computer programmer, Lovelace's work on Babbage's Analytical Engine laid the groundwork for future computing. Her notes on the engine included the first algorithm intended for processing by a machine, making her a visionary in computer science.&nbsp;</li>
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<li class="Paragraph SCXW120631882 BCX0">Grace Hopper: A computer scientist and U.S. Navy Rear Admiral, Hopper's development of the first compiler for a computer programming language was a significant step forward in making computing accessible. She was also a pioneer in the development of COBOL, one of the first high-level programming languages.&nbsp;</li>
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<li class="Paragraph SCXW120631882 BCX0">Sheryl Sandberg: As the Chief Operating Officer of Facebook, Sandberg has played a crucial role in transforming the platform into a global powerhouse. Her leadership has \ fueled the growth and monetization of Facebook and highlighted the significance of female leadership in the tech industry. Sandberg&rsquo;s achievements testify to the impact women can have at the forefront of technological giants. &nbsp;</li>
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<li class="Paragraph SCXW120631882 BCX0">Susan Wojcicki: As the CEO of YouTube, Wojcicki has overseen the platform's exponential growth and transformation into a primary source of video content globally. Her vision and leadership have been fundamental in shaping the digital media landscape.&nbsp;</li>
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<li class="Paragraph SCXW120631882 BCX0">Megan Smith: As the US Chief Technology Officer, Smith was pivotal in fostering technology and innovation in government policy. Her work has significantly impacted how technology is integrated into various aspects of governance and public service, setting a precedent for future technological advancements in government operations.&nbsp;</li>
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<li class="Paragraph SCXW120631882 BCX0">Angelica Ross: Angelica Ross stands out as a tech innovator and advocate for inclusivity, particularly for transgender individuals. As the founder of TransTech Social Enterprises, she focuses on providing tech training and career opportunities for the transgender community, highlighting the importance of diversity and representation in the tech industry.&nbsp;</li>
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<li class="Paragraph SCXW120631882 BCX0">Rana el Kaliouby: El Kaliouby is a pioneer in the field of artificial emotional intelligence, co-founding Affectiva to develop emotion recognition software. Her work enables machines to interpret human emotions, with applications ranging from enhancing customer service to supporting mental health. El Kaliouby advocates for ethical AI, emphasizing the need for technology that is empathetic and understands human emotions.&nbsp;</li>
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As we reflect on the stories of these extraordinary women in technology, it becomes clear that their legacy extends beyond individual accomplishments. International Women&rsquo;s Day provides a platform to honor their transformative contributions and to recognize the pivotal role of diversity in shaping the future of STEM. These visionary leaders have not only pushed the boundaries of innovation but have also inspired generations to come. As we celebrate the limitless possibilities within technology, let us carry forward their spirit of inclusion, perseverance, and excellence. These women remind us that the pursuit of knowledge knows no boundaries&ndash;a testament to the enduring impact of women in Technology.&nbsp;&nbsp;
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In the dynamic landscape of technology, International Women’s Day serves as a pivotal moment to acknowledge and celebrate the trailblazing women who have left an indelible mark on STEM. As we navigate the digital frontiers of today, it’s imperative to recognize the visionary female innovators who have played pivotal roles in shaping the technological landscape.

The Women Who Shaped STEM - Pioneering Digital Frontiers for Future Generations 

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At Impellam, we are driven to affect positive change in the world of work&mdash;shaping diverse and inclusive workplaces is our guiding ethos.&nbsp;&nbsp;
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Our unwavering dedication to fostering meaningful conversations is at the core of driving this transformative change. Our commitment involves sharing insights, sparking discussions, and cultivating a community where positive change becomes a collective endeavor.&nbsp;&nbsp;
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This commitment to dialogue is precisely the goal of our collaboration with The Staffing Stream, Staffing Industry Analysts' platform for guest commentary and thought leadership. In this exclusive series, Claire Marsh, CEO of Impellam Group North America, shares invaluable insights into trends reshaping the female workforce in the tech sector.&nbsp;&nbsp;
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Check out <a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/03/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-one/" target="_blank" rel="noreferrer noopener">Part One</a> and <a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/10/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-two/" target="_blank" rel="noreferrer noopener">Part Two</a> of Claire's article to join the conversation to drive positive change in the way we work.&nbsp;
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Staffing Stream is SIA&rsquo;s platform for guest commentary and thought leadership.&nbsp; Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. The company's proprietary research covers all categories of employed and non-employed work, including temporary staffing, independent contracting, and other types of contingent labor.&nbsp;For more information on SIA, please visit the <a class="Hyperlink SCXW229402853 BCX0" href="http://www.staffingindustry.com/" target="_blank" rel="noreferrer noopener">SIA website</a>.&nbsp;
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First Seen on the Staffing Stream:&nbsp;&nbsp;
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<a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/03/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-one/" target="_blank" rel="noreferrer noopener">Shrinking the Gap: How Today&rsquo;s Workforce Trends are Empowering Women at Work, Part One</a>&nbsp;
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<a class="Hyperlink SCXW229402853 BCX0" href="https://www.thestaffingstream.com/2024/01/10/shrinking-the-gap-how-todays-workforce-trends-are-empowering-women-at-work-part-two/" target="_blank" rel="noreferrer noopener">Shrinking the Gap: How Today&rsquo;s Workforce Trends are Empowering Women at Work, Part Two</a>&nbsp;
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Empowering Women in Tech: A Glimpse into Claire Marsh's Exclusive Staffing Stream Series 

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What is Recruitment Process Outsourcing (RPO)? <span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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Recruitment process outsourcing (RPO) is a workforce solution in which a business transfers all or part of its permanent recruitment to an external provider. An RPO provider is responsible for the management of the permanent recruitment within a company and typically has outsourced recruiters based onsite or virtually, and often embedded within the HR or people function of the business. An effective RPO program installs or augments an organization's talent acquisition team, the latest recruitment technology, and agile recruitment processes. <span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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What are the top reasons to consider RPO?&nbsp;<span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW193679476 BCX0">1. Access to High-Quality, Diverse Talent&nbsp;<span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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<span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;An RPO provider's primary mission is to secure the best permanent hires, even in&nbsp;the most challenging markets. Through expert sourcing, screening, and onboarding, an RPO partner can ensure your business attracts and retains top-tier talent. In the competitive race for talent, RPO providers build strategic talent pipelines, leveraging extensive global databases and innovative strategies to tap into passive and underutilized talent pools, ensuring your business stays ahead of the competition. <span class="EOP SCXW193679476 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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Recognizing the vital role of diversity in fostering success, research shows that companies prioritizing diversity reported a significant 45% increase in market share growth from the previous year. In line with this understanding, RPO providers actively engage diverse talent pools, offering businesses a strategic advantage in accessing and harnessing the full potential of a diverse workforce.<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW51649636 BCX0"><span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;2. Enhanced Scalability &amp; Flexibility <span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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Business needs are dynamic, and staffing requirements can change rapidly. RPO offers unparalleled scalability and flexibility, allowing employers to scale their workforce up or down efficiently. This adaptability is crucial for navigating market fluctuations, accommodating growth spurts, or swiftly adjusting to unexpected changes, ensuring your workforce remains agile and responsive.&nbsp;
<h3 class="Paragraph SCXW51649636 BCX0">3. Cost Efficiency&nbsp;&amp; Resource Optimization<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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Traditional in-house recruitment processes can be resource-intensive and costly. RPO brings cost efficiency to the forefront, leveraging economies of scale, specialized tools, and streamlined processes. By leveraging RPO, employers can optimize their recruitment budget, redirect resources toward core business activities, and achieve a higher return on investment in talent acquisition. <span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW51649636 BCX0"><span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;4. Cutting-Edge Technology Integration&nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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Staying ahead in the digital era requires embracing advanced technologies. RPO providers invest in state-of-the-art recruitment technologies, including applicant tracking systems, artificial intelligence, and data analytics tools. By aligning with a tech-centric RPO partner, employers gain access to these innovations, enhancing the efficiency and effectiveness of their recruitment processes and ensuring they stay at the forefront of industry best practices.&nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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<h3 class="Paragraph SCXW51649636 BCX0" style="text-align: left;">5. Strategic Time-to-Hire Reduction&nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;</h3>
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With the race for high-demand, skills-short roles becoming more competitive than ever, compressing time-to-fill ratios is essential. RPO streamlines the hiring process, leading to a significant reduction in time-to-hire. RPO services are designed to ensure that employers secure top talent promptly, providing a competitive advantage in attracting and retaining skilled professionals before the competition. <span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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As forward-thinking employers, integrating a new staffing and recruiting model is pivotal for sustained success. With its 45+ years of industry leadership, Lorien is at the forefront of RPO services, offering specialized expertise, scalability, cost efficiencies, cutting-edge technology, and strategic time-to-hire delivery. By considering RPO for business-critical staffing needs, employers can unlock a strategic approach to talent acquisition that aligns with growth objectives and positions their companies as industry leaders. &nbsp;<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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Find out more about Lorien's <a class="Hyperlink SCXW51649636 BCX0" href="../../../../../business-solutions/rpo-total-talent-acquisition" target="_blank" rel="noreferrer noopener">recruitment outsourcing workforce solutions</a> or <a class="Hyperlink SCXW51649636 BCX0" href="mailto:connect@lorienglobal.com" target="_blank" rel="noreferrer noopener">connect with our team</a> today.<span class="EOP SCXW51649636 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:259}">&nbsp;
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In a world where innovation and agility are paramount for business success, the need for top-tier tech and other niche talent has never been more critical. To remain competitive and innovative, businesses must adapt how they engage and acquire permanent talent.    In this blog, we explore the top five reasons employers should consider the game-changing approach of Recruitment Process Outsourcing (RPO) for their business-critical staffing needs.  

Elevate Your Tech Hiring Game: The Top Five Reasons Employers Should Consider RPO

Elevate your tech hiring game with Lorien&rsquo;s proprietary 2023 Salary Survey. Are you searching for competitive salary benchmarks to attract top-tier talent? Do you need a powerful resource to help you better navigate the dynamic landscape of national hiring trends? Our survey is your ultimate resource.&nbsp; &nbsp; At Lorien, we are committed to equipping you with the data-driven insights you need to make strategic decisions to hire and keep the talent that enables your business to thrive. Inside, you&rsquo;ll find comprehensive data on a multitude of high-demand tech roles that will equip and empower you with competitive data to have the edge.&nbsp;&nbsp;
Download the report and&nbsp;unlock exclusive insights into:
<ul>
<li>Earning trends in North America</li>
<li>Average salary by skill set</li>
<li>Range of salary and hourly rates by location</li>
</ul>
Our report delves into average salaries and daily rates for a range of different skillsets within technology, from artificial intelligence to cybersecurity, data analytics, software engineering and many more. If hiring and retention is a key goal for 2023 and 2024, the Lorien Technology and Digital Salary Survey is an invaluable resource.

Lorien's 2023 North America Salary Survey offers unique salary insights and hiring data, allowing you to utilise this as a tool to inform your hiring decisions.

Lorien North America's Technology & Digital Salary Survey

As the business world becomes increasingly complex and fast-paced, it's no surprise that many companies are turning to contingent workers to help them remain agile and flexible for scale. Tech temp workers, in particular, are in high demand due to their specialized skills and expertise.&nbsp; Leveraging temp workers to extend your company&rsquo;s workforce can provide you with an innovative competitive edge, but managing payroll for these workers can be a daunting task.&nbsp;&nbsp; Here is where Lorien&rsquo;s Payroll Solution is creating real business impact for our client partners. With over 25 years of experience processing payroll for businesses and contingent tech teams of all sizes&ndash;from start-ups to enterprise companies&mdash;we designed our payroll management solution to address your company&rsquo;s distinct challenges and catalyze your continued innovation and growth.&nbsp;&nbsp;
<h4>Benefits of&nbsp;Lorien&rsquo;s&nbsp;Temporary Worker Payroll Solution:&nbsp;</h4>
<ul>
<li>Specialized Expertise: We know the tech industry. We understand the unique payroll requirements of tech talent. Our Customer Engagement Team works closely with you to design a program to foster the best contractor experience.&nbsp;&nbsp;</li>
<li>Compliance Expertise: Staying compliant with ever-changing payroll regulations is challenging. We are experienced in all the intricacies of managing temp workers and will ensure your payroll program complies with all applicable laws and regulations.&nbsp;&nbsp;</li>
<li>Improved Efficiency: The internal management of payrolling can be a strain on your internal team. By outsourcing to Lorien, we save your team time so you can focus on the core business functions that drive growth.&nbsp;</li>
<li>Controlled Costs: The management of contractors is nuanced. A partnership with Lorien minimizes payroll errors and lowers staff and technology costs associated with managing contingent workers.&nbsp;</li>
</ul>
Outsourcing payroll for tech temp workers is a strategic business move for modern companies. It saves time and money, improves compliance, and fosters better relationships with your workforce.&nbsp; &nbsp; Want to find out more about how Lorien&rsquo;s white-glove Payroll Solution for contingent workers can transform your business?&nbsp;<a href="mailto:connect@lorienglobal.com">Connect</a>&nbsp;with the Lorien team today!&nbsp;

As the business world becomes increasingly complex and fast-paced, it's no surprise that many companies are turning to contingent workers to help them remain agile and flexible for scale

Transforming payroll management - a strategic solution for modern businesses

As the banking industry continues to grapple with an ever-changing technology landscape, it is essential to understand the environment that shapes it. According to Everest Group's report How to Achieve More for Less - Maximizing Value, the global economic environment is changing rapidly, with increasing regulatory pressures and a shift towards digitalization. As the report states, "Macroeconomic factors are putting significant pressure on financial institutions to reduce costs while maintaining a focus on innovation and customer experience."
Also, highlighted in the recent report from the Everest Group's IT Service Providers 2023 Forecast: The Top 5 Themes for Growth and Wallet Share, "The banking industry is under immense pressure to remain competitive and offer a differentiated customer experience. To achieve this, banks are investing heavily in digital technologies and services." This emphasizes the importance of IT staffing in the banking industry and the need for skilled IT professionals to help banks achieve their ambitious goals.
The pressure to achieve more for less has made it even more crucial to pay attention to IT staffing trends in the banking industry.&nbsp;
<h4>Here are the top five trends for 2023:</h4>
<ul>
<li>Cybersecurity -&nbsp; As banks become more reliant on technology, cybersecurity is a top priority. American Banker notes that banks are looking for IT professionals who have expertise in cybersecurity. The increasing prevalence of cyber threats means that banks need professionals who can identify and mitigate potential risks to their systems and data.</li>
<li>Cloud Computing -&nbsp; The banking industry is increasingly moving towards cloud computing solutions. According to the U.S. Department of the Treasury, banks are looking for IT professionals who have expertise in cloud computing, particularly in managing the migration from legacy systems to cloud-based solutions. This trend is expected to continue in 2023 and beyond as banks seek to improve scalability and flexibility while reducing costs.</li>
<li>Data Analytics -&nbsp; Banks are also looking for IT professionals who can help them make sense of the vast amounts of data they collect. According to Deloitte, data analytics is a key area of focus for banks in 2023. IT professionals who have expertise in data analytics, machine learning, and artificial intelligence are in high demand as banks seek to use data to gain insights and make better business decisions.</li>
<li>Emerging Technologies -&nbsp; As mentioned by Forbes, banks are seeking IT professionals who have experience with emerging technologies, such as artificial intelligence, machine learning, and blockchain. These technologies have the potential to revolutionize the banking industry, and banks are eager to stay ahead of the curve by hiring professionals with the skills to implement them.</li>
<li>Collaborative Working -&nbsp; Finally, banks need IT professionals who can work collaboratively with other departments. As technology solutions often involve multiple stakeholders, IT professionals who can communicate effectively and work well with others are in high demand.</li>
</ul>
In conclusion, as the global environment changes rapidly, the banking industry must adapt to new challenges and stay ahead of the curve in terms of technology adoption. The demand for skilled IT professionals in the banking industry is expected to continue to grow demonstrably in 2023, with a focus on cybersecurity, cloud computing, data analytics, emerging technologies, and collaborative working. With a shortage of skilled IT professionals in the industry, banks are turning to IT staffing firms to help them find the right talent. The right IT professionals can help banks achieve more for less by driving innovation and improving the customer experience, all while reducing costs.&nbsp;
<h4>About Lorien</h4>
Lorien, is a technology, transformation, and digital talent solutions specialist. We are powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions. We combine tech expertise with the scope, depth, and breadth of large-scale talent solutions.
Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes, and tech needs &ndash; from start-ups to established banking companies and those who use tech to propel them further.
Lorien has a Center of Excellence (CoE) team which can provide Market Rate Analysis (MRA) from proprietary and industry-renowned data sources to better support our Fortune 500 and other client companies and to leverage these insights for enhanced client talent attraction, competitive positioning, and workforce planning.&nbsp;&nbsp;
Our CoE, our Lorien Sr. Director of Strategy, and our North America marketing team partner together to create a unified commercial engine of insights to arm our clients with market research and competitive intelligence around trends, key skillsets, and current salary trends.&nbsp;&nbsp;&nbsp;&nbsp;
&nbsp;
&nbsp;If you are interested in further exploring IT Staffing Trends for Banking, please contact Esther Maria Swaty, Lorien, Sr. Director of Strategy.

As the banking industry continues to grapple with an ever-changing technology landscape, it is essential to understand the environment that shapes it.

5 IT Staffing Trends in Banking

As we continue to dive into insights from Lorien subject matter experts, we’ll share valuable information from staffing and recruiting leaders who are building world-class IT talent communities for our clients and attracting Software Engineering, Program and Product Management, Data, User Experience (UX), User Interface (UI), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.

Pro tips for job seekers: the UX UI edition

The Impellam Group North American organization, the STEM Council for Good and Lorien recently hosted a Lockheed Martin Career Showcase LinkedIn Live event.

The world of cybersecurity with Lockheed Martin

As we continue to dive into insights from <a href="http://https//www.lorienglobal.com/" rel="noopener noreferrer">Lorien</a>&nbsp;subject matter&nbsp;experts,&nbsp;we&rsquo;ll&nbsp;share&nbsp;valuable information&nbsp;from staffing and recruiting leaders who are building world-class&nbsp;IT&nbsp;talent&nbsp;communities for our&nbsp;clients&nbsp;and&nbsp;attracting Software Engineering, Program and Product Management, Data, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.
Associate Director&nbsp;<a class="Hyperlink SCXW46078034 BCX8" href="https://www.linkedin.com/in/andydalmau1/" target="_blank" rel="noopener noreferrer">Andy Dalmau</a>&nbsp;specializes in DevOps permanent placements, a&nbsp;relatively&nbsp;new&nbsp;market&nbsp;that&nbsp;emerged&nbsp;around 2008-2009&nbsp;and&nbsp;has&nbsp;since&nbsp;gained massive popularity over the past decade. Most Fortune 500 companies are adopting DevOps or have already incorporated it into their organization. Andy primarily&nbsp;hires&nbsp;DevOps Engineers, Cloud Engineers, Senior Software DevOps Engineers, DevOps Cloud Architects&nbsp;and&nbsp;DevOps Delivery Managers.
Meet our DevOps Subject Matter Expert, Andy Dalmau
<img src="../../../../../../-/media/lorien/lorien---us/andy-dalmau.jfif?h=322&amp;w=325&amp;hash=7D3E3D0EB0AD89ED34CBFB0E0E9E139D" alt="Andy">
<a class="Hyperlink SCXW146953672 BCX8" href="https://www.linkedin.com/in/andydalmau1/" target="_blank" rel="noopener noreferrer">Andy Dalmau</a>&nbsp;is&nbsp;Associate Director of the Executive Search team at&nbsp;<a class="Hyperlink SCXW146953672 BCX8" href="../../../../../../" target="_blank" rel="noopener noreferrer">Lorien</a>.&nbsp;With a background as a Financial Planning Counselor at JWU for over ten years,&nbsp;and&nbsp;key&nbsp;recruiting&nbsp;roles&nbsp;at&nbsp;Fortune 500 companies such as Disney and Carnival Cruise Lines, Andy has the following&nbsp;to say&nbsp;about his tenure in the industry,&nbsp;&ldquo;One of the key things you learn is that culture and collaboration are the most important aspects of the job. You focus on people first, then everything else will fall into&nbsp;place. &ldquo;&nbsp;
Outside of work, you can find Andy with that same passion cheering on the Miami Dolphins.
<img src="../../../../../../-/media/lorien/lorien---us/devop-header.png?h=112&amp;w=843&amp;hash=F765248AB4377379667CA05AB5CFEF63" alt="">
<img src="../../../../../../-/media/lorien/lorien---us/devops-intro.png?h=468&amp;w=857&amp;hash=6997588898F0CE803FCA35EA21CCA4E4" alt="">
<img src="../../../../../../-/media/lorien/lorien---us/second-devops.png?h=319&amp;w=816&amp;hash=E3F0ACF94841BC9C63DC25F155F72FAC" alt="">
&nbsp;
If you are looking to add top talent to your business, are interested in exploring the perm and DevOps market, or want a confidential conversation about your career aspirations and the current state of the market,&nbsp;<a class="Hyperlink SCXW85753133 BCX8" href="mailto:andy.dalmau@lorienglobal.com" target="_blank" rel="noopener noreferrer">contact</a>&nbsp;Andy Dalmau.&nbsp;&nbsp;

Associate Director Andy Dalmau specializes in DevOps permanent placements, a relatively new market that emerged around 2008-2009 which has since g...

The Latest in DevOps from an Experts Perspective

As Lorien continues to build a robust Quality Assurance (QA) specialist talent pipeline, you can trust our team to source top candidates and deliver recommendations on the talent marketplace to ensure you meet your growth objectives. We&rsquo;ll share insights from staffing and recruiting leaders that are building world-class IT talent communities &mdash; by attracting Quality Assurance (QA), Software Engineering, Program, and Product Management, Data, and User Experience (UX) experts &mdash; as well as talent for competitive, niche, and developing markets.&nbsp;
We continually place candidates with specialized QA skill sets and are determined to provide a deeper level of insight and sustain relationships with candidates we know have the potential to make a difference on a team and develop outstanding experiences.&nbsp;
Quality Assurance (QA) Overview
Quality Assurance professionals will typically work with manual and automation QA engineers in evaluating existing automation frameworks, building new test frameworks, writing and designing automation scripts from scratch, and maintaining automated test scripts to ensure quality control standards are achieved.
<img src="../../../../../../-/media/lorien/lorien---us/job-title-qa.png?h=450&amp;w=807&amp;hash=FCB75EC5807F433574A78A3D64225C1F" alt="">
Example Quality Assurance (QA) Job Description&nbsp;
The core job responsibilities and requirements of a Quality Assurance Engineer include:
<ul>
<li>Implementing functional test cases for testing various software components, such as Frontends, REST APIs, Mobile Apps, and Backend Microservices; describing and clearly documenting test plan/procedure and test results</li>
<li>Collaborating with Product Owners, Software Architects, Software Developers, and DevOps on best practices, process changes, and standards as part of continuous process improvement</li>
</ul>
Qualifications/Certifications
<ul>
<li>BS in Computer Science or equivalent experience and 2-3 years of industry experience testing software, including mobile applications and/or consumer electronic devices</li>
<li>Experience with QA processes and software development life cycle</li>
<li>Proficiency in working in a Linux/Unix environment &bull; Strong verbal and written communication skills</li>
</ul>
Key Terminology
Most industries and positions have their own set of technologies, terms, and jargon. The more recruiters and candidates understand and speak this language, the more they are positioned for a competitive advantage.
<ul>
<li>Test Case&nbsp;- A test case is a document that has a set of test data, preconditions, expected results, and post-conditions developed for a particular test scenario to verify compliance against a specific requirement.</li>
</ul>
<ul>
<li>Negative Path Testing&nbsp;- Negative testing is performed to ensure that the product or application under test does NOT fail when an unexpected input is given. The purpose of negative testing is to break the system and to verify the application response during unintentional inputs.</li>
</ul>
<ul>
<li>Exploratory Testing&nbsp;- Exploratory testing combines the experience of testers along with a structured approach to testing. Exploratory testing is often performed as a black box testing technique; the tester learns things that, together with experience and creativity, generates good new tests to run.</li>
</ul>
<ul>
<li>Integration Testing&nbsp;- The purpose of integration testing is to verify the functionality, performance, and reliability of the modules that are integrated.</li>
</ul>
<ul>
<li>Defect&nbsp;- A software bug arises when the expected result doesn&rsquo;t match with the actual results. It can also be an error, flaw, failure, or fault in a computer program.</li>
</ul>
<ul>
<li>Smoke Testing&nbsp;- Smoke testing, also called build verification testing or build acceptance testing, is a non-exhaustive software analysis that ascertains that the most crucial functions of a program work but does not delve into</li>
</ul>
Core Technical Concepts&nbsp;
<ul>
<li>Strong knowledge of system testing and software quality assurance best practices and methodologies</li>
<li>Hands-on experience in designing front- end automated solutions and frameworks with Selenium WebDriver and/or Appium</li>
<li>Experience with API automation testing</li>
<li>Experience with writing performance/load testing</li>
<li>Experience with SQL Server preferred</li>
<li>Understanding of CI/CD automation pipelines using Jenkins Gitlab a plus</li>
<li>Familiarity with the agile software development life cycle</li>
</ul>
<img src="../../../../../../-/media/lorien/key-skills.png" alt="">
Expertise
<ul>
<li>Does the candidate have strong logic skills and good basic programming skills?</li>
<li>Is the candidate comfortable preparing testing notes, test cases, and documentation for a variety of scenarios? Do they have a strong grasp of QA methodology?</li>
<li>Do they show strong creativity in their work? Can they think up relevant use cases independently and test accordingly? Do they test to break?</li>
<li>Can they thoughtfully interpret test results and advocate for quality throughout the development process? Do they carefully track and monitor issues through resolution?</li>
<li>Do they have strong debugging skills? Are they able to analyze issues and their root causes?</li>
<li>Are they familiar with your team&rsquo;s go-to test automation tools (e.g., Selenium)?</li>
</ul>
Team Compatibility
<ul>
<li>Will the candidate be happy working on the &ldquo;behind the scenes&rdquo; side of development?</li>
<li>Are they team-oriented and diplomatic? Can they tactfully work with a diverse mix of developers (spanning many job functions,&nbsp; experience levels, and personalities)?</li>
<li>Do they have a knack for process? Can they manage and maintain quality procedures?</li>
<li>Do they have strong technical communication skills (both verbal and written)? Can they report issues with clarity and accuracy?</li>
<li>Are they comfortable with self-direction?</li>
</ul>
Power Skills
<ul>
<li>Is the candidate careful and detail-oriented to a fault?</li>
<li>Does the candidate have strong non-technical communication skills (both verbal and written)? Can they relay technical concepts to non-technical stakeholders (e.g., product and support)?</li>
<li>Can the candidate stay calm under pressure? Are they comfortable acting as the final approver for their team&rsquo;s work?</li>
<li>Is the candidate able to triage requests based on priority and severity? Can they maintain a laser focus on their task list?</li>
<li>Does the candidate have strong business and product savvy? Can they quickly grasp the business objectives of a new project?</li>
<li>Is the candidate reliable? Do they show strong ownership of their deliverables?</li>
</ul>
<a href="http://https//www.hackerrank.com/blog/qa-engineer-checklist/" target="_blank" rel="noopener noreferrer">Source: [Checklist} Key Skills of an Effective QA&nbsp;Engineer</a>
Career Pathways
Candidates that seek out Quality Assurance (QA) roles aren&rsquo;t always pursuing careers in QA. Entry-level developers, especially, will sometimes pursue QA roles as a stepping stone to development work, or to get a foot in the door at your company.
Make sure you understand the candidate&rsquo;s long-term vision. Are they looking to stay in QA long term? Or is QA only one step in their career path? There isn&rsquo;t a wrong answer. Both types of candidates can add value to your organization; it all depends on the needs of your team.
Align with your hiring manager on what they need. Are they willing to create a career path to software development? Or are they looking for a tried-and-true QA veteran? No matter their answer, make sure they&rsquo;re aligned with your candidate. It&rsquo;ll help shore up retention down the line.
<a href="http://https//www.hackerrank.com/blog/qa-engineer-checklist/" target="_blank" rel="noopener noreferrer">Source: [Checklist] Key Skills of an Effective QA Engineer</a>
<img src="../../../../../../-/media/lorien/lorien---us/cities.png" alt="">
&nbsp;<img src="../../../../../../-/media/lorien/lorien---us/0001/qa-all.png" alt="">
&nbsp;
Emerging Trend&nbsp;
The QA market is gradually shifting towards a unified role of a testing professional that is able to automate, develop testing tools, and even write production code when necessary.
Additional Resources
<ul>
<li><a href="http://https//www.altexsoft.com/blog/engineering/qa-engineering-roles-skills-tools-and-responsibilities-within-a-testing-team/" target="_blank" rel="noopener noreferrer">QA Engineering Roles: Skills, Tools, and Responsibilities in a Testing Team</a></li>
<li><a href="http://https//www.ziprecruiter.com/Career/Quality-Assurance-Specialist/What-Is-How-to-Become" target="_blank" rel="noopener noreferrer">Quality Assurance Specialist &ndash; What Is and How to Become One</a></li>
<li><a href="http://https//www.ziprecruiter.com/Career/Quality-Assurance-Specialist/Resume-Keywords-and-Skills" target="_blank" rel="noopener noreferrer">Quality Assurance Specialist &ndash; Resume Keywords and Skills</a></li>
<li><a href="http://https//www.ziprecruiter.com/Salaries/Quality-Assurance-Specialist-Salary" target="_blank" rel="noopener noreferrer">Quality Assurance Specialist Salary</a></li>
<li><a href="http://https//www.linkedin.com/learning/programming-foundations-software-testing-qa" target="_blank" rel="noopener noreferrer">Programming Foundations Software Testing QA</a></li>
<li><a href="http://https//blog.qasource.com/12-great-qa-resources" target="_blank" rel="noopener noreferrer">12 Great QA Resources</a></li>
<li><a href="http://https//www.h2kinfosys.com/blog/tools-and-resources-for-software-quality-assurance-testing/" target="_blank" rel="noopener noreferrer">Tools and Resources for Software Quality Assurance Testing</a></li>
<li><a href="http://https//www.indeed.com/career-advice/career-development/quality-assurance-skills" target="_blank" rel="noopener noreferrer">Quality Assurance Skills: Definition, Examples and Tip</a></li>
</ul>
Contact Our Team to Learn More!
If you or someone you know is seeking a job in QA, reach out to Molly.Kopera@lorienglobal.com. Or if you are a client seeking Quality Assurance (QA) talent for a project or direct hire role, please contact us at info@lorienglobal.com.
The team has experience across various levels, from placing graduates to C-suite candidates. Whether you are looking for QA Engineers and/or functions that range to QA Managers, we will be able to source the right candidate for you!

As Lorien continues to build a robust Quality Assurance (QA) specialist talent pipeline, you can trust our team to source top candidates and deliver recommendations on the talent marketplace to ensure you meet your growth objectives. 

Quality assurance career resources and hiring guide

Welcome to Lorien&rsquo;s new content series featuring subject matter experts from across our organization. We&rsquo;ll share insights from staffing and recruiting leaders who are building world-class IT talent communities for our clients &mdash; by attracting Software Engineering, Program and Product Management, Data, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets. Leading off will be Lorien Technical Recruiter Molly Kopera, who sources system testing and software QA talent for employers of all sizes. She immerses herself in the candidate&rsquo;s world to ask the right questions and target the right skills. She&rsquo;s also on top of the latest trends in IT QA hiring, including the expanding and evolving role of QA testers as full-stack test engineers. Look for Molly's next update, a complete Career Resources &amp; Hiring Guide specifically for individuals looking for dynamic tech roles in the field of Quality Assurance.&nbsp; Meet our Quality Assurance Subject Matter Expert, Molly Kopera Molly Kopera, 27, Lorien Technical Recruiter, based in Fairfax, Virginia, has spent the past four years with Lorien and the past two years specializing in the Quality Assurance space managing a large enterprise client on behalf of the Lorien team. Molly adapted to the fast-paced industry that recruiting has to offer, and with guidance and training from Lorien Manager Matt Grimes, Molly was able to position herself as a subject matter expert, shifting into engineering and robotics, saying,"Anyone can be a recruiter, but it takes someone exceptional to be a specialist. &nbsp; Q&amp;A 1. Can you provide a few reasons why you chose the path of recruiting? What motivates you to achieve day-to-day success? I joined recruiting because supporting others brings me an element of fulfilment. I love to make others happy, and I typically put others before myself. I left the mortgage industry for recruiting because I wanted to join the tech sector and build more personal relationships with professionals all over the US, assisting and guiding them in one of the most important aspects of life - finding a job. I want to grow my network and be the person others can reach out to for professional assistance and/or to find their next career opportunity. It is one of the best feelings to see how you have helped positively impact someone&rsquo;s life and how rewarding that can be. My daily motivation stems from just that. Recruiting is not an easy job, to say the least; there are a lot of ups and downs that go into your days, weeks, or even months. I stay motivated by working hard and enjoying the reward of the gratefulness candidates express for helping them and guiding them through the entire process. It really does pay off. 2. What about Quality Assurance is driving you to become a subject matter expert? What do you do/use to stay in the loop about market trends and topics? Since day one of my recruiting career, QA (Quality Assurance) is a skillset I dove into from the very beginning. I was not particularly familiar with the terms and industry lingo when I first started sourcing for QA roles, but the more I sourced for that skill set, the more comfortable I was in finding qualified candidates. I was driven by the impact QA has on companies and their customers, and how critical it is to their overall success. If a company does not have a strong QA operation, they are more than likely not going to satisfy or keep customers, no matter what service or product is being offered. To become more comfortable with the skills required for QA roles, I conduct my own research prior to sourcing. I like to know what the client is looking for from an in-depth perspective&hellip;not just a keyword or search term. Some candidates will also inform me of new and innovative technologies that they have either worked with before or wish to work with in their next opportunity. 3. What are the top skills or traits needed to be successful in Quality Assurance? Are there any interview tips you think would help make a candidate stand out? You need a strong attention to detail and problem-solving skills in QA to successfully determine the root cause of bugs or defects in products or services. You need excellent communication and time management skills because you are usually collaborating with different departments or teams and need to be able to provide effective updates, typically in both written and verbal form. You must love data. QA is about analysis and detecting problems with the data or product so you can determine how to improve or fix the issues. You will need technical training and/or knowledge specific to the field, such as a specific programming language and knowledge of various testing methods, and you can often learn that independently or through specific courses. Some interview tips would include conducting research on the company so you can learn about what services/products they offer and to get a better idea of what you can expect to be, if hired. You should determine a few of the larger or more challenging projects you worked on previously and use those experiences to express how you overcame struggles and became more confident in your work. You should be able to speak to the different testing methods you have used and why you used them, as well as being able to walk the interviewer through creating a test plan. 4. Where do you see QA going in the next 5-10 years? How will the industry be impacted? &nbsp; QA is part of the IT world; it is ever evolving. Companies are always going to need quality IT services, and QA will be needed to make that happen. We live in a world where automation is becoming more prevalent every day, and technology is making things easier in every aspect of our daily lives, including QA testing. The ability to make a testing process automated means greater overall efficiency and compressed solution times. Automation is still advancing every day, and it will become more of a necessity for companies. The most prominent trending area of IT is AI/AR (Artificial Intelligence/Augmented Reality). These fields will only become more common in the future, and customers/users seeing advancements in these industries. I see the industry being impacted in a positive way. There will be more demand for QA professionals as companies transition into further automated processes, which increases employment opportunities for the future. The industry is intriguing, and you will find yourself applauding these professionals for what they can achieve. The field of QA will continue to grow for the foreseeable future, offering outstanding career opportunities for tech professionals looking for a dynamic and ever-changing sector. Join our team of global technology recruitment professionals. &nbsp;

Lorien’s new content series featuring subject matter experts from across our organization. We’ll share insights from staffing and recruiting leaders who are building world-class IT talent communities for our clients — by attracting Software Engineering, Program and Product Management, Data, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.

Pro tips for candidates -the quality assurance edition with Molly Kopera

While there are many considerations when it comes to making a career change, there are fundamentals in knowing what skills will be transferable to a potential new role, and how to showcase these on a resume.

How Our Recruiters Leverage Transferrable Skills for Candidate Career Growth

With plans to double our US workforce over the next two years, we&rsquo;re talking to some of our current employees to find out what working at Lorien is like behind the scenes, and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Reach out</a>&nbsp;for more information on our current vacancies!
How did your recruitment journey start?&nbsp; I was referred by a friend from college, Alex Salow, who thought I might be a good fit for the role. I started at Lorien shortly after my college graduation.&nbsp; What do you enjoy most about working at Lorien? I enjoy being able to work with what feels like a family. There&rsquo;s a lot of support and encouragement and we&rsquo;re continuously pushed to strive for success. Beyond that, I&rsquo;m allowed to be myself and to pursue my own goals. There&rsquo;s a real emphasis on both individual and team success which makes Lorien a really motivating place to work.&nbsp; What have been your proudest achievements at Lorien so far? I was a million-dollar biller for two consecutive years, and I achieved this in my first four years at Lorien. It was a real achievement for me, and something I worked really hard for. One of my favourite things about recruitment, and in particular working at Lorien, is that if you put in the work and really draw on the support and the expertise the business gives you, you can see real, tangible results.&nbsp; What does a &lsquo;day in the life&rsquo; look like for you? My day begins with a morning meeting to discuss yesterday&rsquo;s work progress and today&rsquo;s focus. Afterwards, I focus on the outstanding roles I&rsquo;m working on, whether that&rsquo;s finding candidates, talking to job seekers, or preparing candidates for the next steps of the application process. I will also spend a lot of my time talking to people in the market and advising and advocating for career changes. A really important part of my role as Recruiter is to match candidates and clients. You need to pay attention to what both parties want to make sure matches are successful and for the long-term. You&rsquo;re responsible for people&rsquo;s careers at the end of the day &ndash; so you have to know your market and your client to make good recommendations.&nbsp; How would you describe the culture at Lorien We&rsquo;re a lively, optimistic bunch, and our culture is all about sharing success and supporting each other to grow in our careers. I&rsquo;m lucky that when I come to work, I get to hang out with my friends and have a laugh while working hard and building up my career. We&rsquo;re all there to pitch in and give a helping hand to whoever needs it, and I think that&rsquo;s a really positive culture to work in.&nbsp;&nbsp; What are your top tips for career success in recruitment?&nbsp; Don&rsquo;t be afraid to ask questions. We all start somewhere, and the people around you will have been there, learnt from the mistakes and built up loads of experience. You don&rsquo;t have to figure everything out by yourself &ndash; take advantage of their tips and expertise, and then add to it.&nbsp;
<div>&nbsp;</div>

With plans to double our workforce over the next two years, we spoke to Lazaro Calderin, Technical Recruiter, on life at Lorien. Interested in a job in recruitment? Read on!

Q&A with Lazaro Calderin, Technical Recruiter

With plans to double our US workforce over the next two years, we&rsquo;re speaking to some of our people to learn about life at Lorien - and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Contact us</a>&nbsp;for more information on our current vacancies.
What does a &lsquo;day in the life&rsquo; look like for your team? The early morning consists of following up on emails, admin-related tasks and a daily Job Order meeting with the IT recruiting team.&nbsp; The rest of the day is spent screening potential candidates whether by phone, text, email, etc.&nbsp; As we get new job orders, we transition between contacting candidates and searching our resume databases What do you enjoy most about working at Lorien? The people and the work environment. The team gets along very well, almost like a family.&nbsp; There is a level of comfort in the office that makes most days very enjoyable, yet full of accomplishment. How would you describe your team culture? Relaxed yet very productive. The Fairfax office is one of the smaller offices, but we are as productive as any.&nbsp; We are close knit group who enjoys being together and we get things done no matter what. It&rsquo;s the perfect balance of productivity and fun. What have been your proudest achievements, individually and as a team? I&rsquo;m proud of helping Dan Van Gemert, Molly Kopera and Christina Matt to realise their potential and become strong, self-driven recruiters. They&rsquo;ve all mastered skills which will accelerate their careers in recruitment, and I&rsquo;m excited to see them go from strength to strength.&nbsp; As a team, I&rsquo;m very proud of how we&rsquo;ve got every last bit out of our client agreement with a huge multinational tech company. Every year we get better and more efficient at delivering for this client, playing a key part in their resourcing strategy and growing our market share there.&nbsp;&nbsp; On a personal level, I also hit a record in 2020, making $2 million in gross profit &ndash; the highest in a single year by a recruiter. That and building a successful team are definitely amongst my career highlights.&nbsp; What do you think makes your team a success? We have two very organized account managers (Mike Guilday and Brandt Hurdle) who have been instrumental in setting our team up for success, as well as a team of recruiters who are committed and consistently follow through. We have excellent communication in the team and we&rsquo;re also very good at balancing work with fun, which definitely helps us pull together. When we are busy, we take full advantage of the opportunity in front of us and work hard &ndash; and when we&rsquo;re quieter, we use the time to celebrate the wins. Thankfully we&rsquo;ve never quiet for long, but it&rsquo;s important to have those rest periods as well as the busy ones. We rely heavily on each other and don&rsquo;t let each other down. What advice do you have for someone who wants to get into recruitment? There are factors that you can't control when it comes to recruiting. So, it is really important to manage the factors that you can control really well.&nbsp; If you work hard and smart, along with being persistent, organized, and fearless of the phone, there is no reason you cannot succeed.&nbsp; &nbsp;As a recruiter, frustration can set in quickly at times, but there is always a way around it with the right support.&nbsp;

Interested in a job in technology recruitment, digital recruitment or telecom recruitment? Read about life at Lorien here and discover our opportunities in tech recruitment.

Q&A with Matt Grimes, Manager, Technology

As my fifth year celebrating International Women&rsquo;s Day as the CEO of global technology and telecom recruitment company Lorien, and my second year celebrating it as the CEO of the Impellam Group&rsquo;s North American portfolio of specialist staffing businesses, I&rsquo;m reflecting on what it&rsquo;s taken to get here. Female leaders aren&rsquo;t simply created &ndash; they&rsquo;re the product of hard work, support, and opportunity. Here&rsquo;s where I found mine.
The opportunity It is frightening sometimes to think that I joined this business before some of our employees were born. When I joined Impellam in 1998, recruitment wasn&rsquo;t really recognized as a &ldquo;career&rdquo; choice, so I assumed it was a short-term option to pay off my student debts. But I was wrong, the business and the sector have changed significantly in that time. We&rsquo;ve adapted and evolved in line with the needs of our customers and that has presented lots of opportunities for me along the way. Coming through the ranks, I performed almost every operational role in the business, which gave me a fantastic grounding. I have constantly been challenged, inspired, and driven by the people around me &ndash; who have also ensured we had fun along the way! My opportunities at Impellam as a female have been varied and numerous &ndash; from helping to shape client solutions, to leading high impact initiatives, and most recently realizing a career ambition to take on a global role.&nbsp; For the last two consecutive years, I&rsquo;ve been honored to feature on SIA&rsquo;s Global Power 150 &ndash; Women in Staffing List. That&rsquo;s a long way to come from &lsquo;falling into&rsquo; recruitment, and I&rsquo;m grateful for every opportunity I&rsquo;ve been given to develop new skills and expertise and build a career in a sector that I love.&nbsp; Over the past 12 months, I have watched some of the women (and men of course!) in this business juggle an unbelievable amount of pressure, adding full time childcare and full-time teaching assistant to their already hectic schedules. Covid-19 was a catalyst for the worldwide adoption of remote working as a viable option and I believe that this shift will open up more opportunities for females to move up the career ladder, allowing them the flexibility that they need to manage the demands of both their careers and a family. Covid-19 gifted us a 12 month &ldquo;trial period&rdquo; which levelled the remote working playing field for everyone and I think that we have all been surprised by the positive results that we have seen.&nbsp; The real privilege of having a long tenure and visible presence in our industry is that it enables me to be the kind of &ldquo;influencer&rdquo; that makes me truly proud, someone who can create great opportunities for great people and play my part in ensuring they are recognized for their success.&nbsp; As I wrote in&nbsp;<a href="../../../../../../en/insights/influencing-the-influencers-the-2019-sia-top-100-european-influencers-list">my 2019 blog on women in staffing</a>, &ldquo;we have a shared responsibility (to recognize female leaders). As an industry and as business leaders we need to shine more of a spotlight on the breadth of talent within our sector; we need to use our voices to create the platform to showcase their achievements. Not just to give them &ldquo;a warm fuzzy feeling&rdquo;, but to ensure that they too can be seen as role models by the next generation&rdquo;. My commitment for the long term is to continue to cultivate an environment which is welcoming and inclusive to people from all walks of life. I want everyone to have access to the same opportunities that I did. With the right balance of encouragement, support, recognition, and hard work, we can all thrive.&nbsp; The support I have always been lucky to work with supportive leaders who gave me a push at the right time. They encouraged me to move beyond my comfort zone to fulfil my potential. My advice is to not let self-doubt or perfectionism stop you from moving forward. You won&rsquo;t always have all the answers or the experience to deal with every situation that life throws at you. But in the right organization, with the right people, you should always feel encouraged to be bold and to step outside of your comfort zone, safe in the knowledge that your team are willing you to succeed and are there to support you. At Impellam, we are a huge support network for each other.&nbsp; My advice to women, in staffing or otherwise, is therefore: "Don&rsquo;t hold back." If you have an idea or an opinion, then make sure that you voice it. We can&rsquo;t expect to be heard or listened to if we don&rsquo;t speak up. My job is to create an environment and culture where everyone is encouraged and empowered to voice their opinion and contribute to our thinking. No one person can have all the answers and having multiple opinions from diverse groups can unlock new ideas and ways of approaching a problem.&nbsp; Working for a company where I can count many of our employees as friends, and some of them almost as family, is amazing. Watching people develop and grow in their careers, while also raising families and dealing with whatever life generally throws at them, is a constant source of inspiration for me.&nbsp; Moving forward Driving inclusion and diversity is an ongoing process, but in recent years I&rsquo;ve seen a lot of progress, and I&rsquo;m confident that today there are more businesses working collectively to turn the dial on diversity than there has ever been before. And that&rsquo;s a great position to be in.&nbsp; I am proud to work for a business that is so authentic about ED&amp;I. When I moved to the US just a little over a year ago, one of my first initiatives was to replicate the internal diversity and inclusion group we&rsquo;d set up in the UK. We launched &ldquo;Unity&rdquo;, our North American ED&amp;I group last summer, which was founded and chaired by our employees who are passionate about driving ED&amp;I within our organization. I have been inspired and impressed by the contribution that they have made to the business in such a short space of time.&nbsp; I&rsquo;m also excited to be leading our growth across the US. Over the next two years, we are planning to double our workforce, which means excellent growth opportunities for our existing employees, but also exciting opportunities for new people to come and join us. If you are currently looking for a new opportunity in staffing, and want to join a business that will really invest in your development, that will support your individuality and will give you the opportunity to fulfil your potential, please take a look at&nbsp;<a href="https://www.impellam.com/join-our-team">our vacancies</a>. I&rsquo;d love to have you on board for our journey.&nbsp;

After five years' celebrating International Women’s Day as the CEO of a global technology and telecom recruitment company Lorien, and two years' as the CEO of the Impellam Group’s North America portfolio of recruitment businesses, CEO Claire Marsh reflects on what it’s taken to get here.

From rookie to CEO: Claire Marsh's journey

Despite the lows and the losses of 2020, last year was also ground-breaking. We were forced to adapt to a new way of living and working, and that&rsquo;s brought up a lot of opportunities to improve the way we were doing things before.&nbsp; At Lorien, as usual, we&rsquo;re gearing up for change. Current reports reckon that the market will boomerang, and in sectors such as technology and telecom, demand is already picking up. As a result, we are currently on a big internal hiring drive, with plans to double our workforce over the next two years (contact us to check out our opportunities).&nbsp; This level of growth, and the changes brought on by the pandemic, has left me thinking of the other changes I&rsquo;ve experienced in my career. I wanted to give some insight into our past, present and the future of our business.&nbsp; Remember ties? Back in the day, wearing a tie showed you were serious about work. Today, I only wear suits and ties when I have no other choice. I think the suit up/dress down culture shows an evolution of the office from a place of presenting the best version of yourself, to bringing your full self to work. When I interview people, I&rsquo;m looking for sincerity and drive. You can&rsquo;t tell that from a pinstripe.&nbsp; This echoes wider culture. Today, our offices are open plan; I don&rsquo;t sit in a glass cage locked away from everyone. There&rsquo;s no exclusive clubs, we all go out together. And we speak often, both formally and informally, so there&rsquo;s no top-down culture.&nbsp; How I see our future &ndash; I think flat business structures are becoming more popular for agility. You need to trust people to make the right decisions for you. At Impellam (our parent company) we believe in a culture of Virtuosity, where we encourage individuals to fine tune their strengths, share expertise and lead from the front. We have a program that teaches people how to both become and breed virtuosity, and I&rsquo;d like to continue building on that this year. When offering to make a coffee round didn&rsquo;t take half a morning. When I first started, we were ten people working between an office in downtown Miami and downtown San Francisco. It&rsquo;s incredible to me that since then, our team has grown sevenfold and that by the end of the year, we&rsquo;ll have grown by a further 50%. The best part is that we&rsquo;ve retained that small company feel, where everyone knows everyone, and there&rsquo;s no real sense of hierarchy. But I do miss being able to remember who takes sugar.&nbsp; How I see our future &ndash; keeping that family-feel is really important to me, but that&rsquo;s hard to do at a distance. We&rsquo;ve been sending new starters care packages, but there will still be a push when we&rsquo;re back in the offices to connect everyone again. We&rsquo;ll organize social events and mix old faces with new. At the same time, it&rsquo;s important to recognize the value of being part of a larger organization. Since becoming Lorien last year, we have unlocked so many global opportunities, and I want us to make the most of that too. The little black book Lorien is one of the oldest tech recruitment companies, and when we first started out go-to recruitment platforms like Monster and Dice were only just bubbling up. There was no LinkedIn, no Glassdoor, no major job boards. Everything came down to your networks. We&rsquo;ve always been proud of our focus on expertise &ndash; our people know their vertical markets inside out &ndash; and I think that comes back to our heritage. We still like to cultivate that in people today, as I believe the job boards can only take you so far. We train our people in their verticals and will sponsor people to level up their knowledge through courses or events where needed. We also help them cut through the noise by investing in external training to become snipers at finding the right candidates.&nbsp; How I see our future &ndash; expertise is never going to get old. I think the real difference will be in ensuring we&rsquo;re investing in the right tools and techniques. This year I&rsquo;ll be looking at ways that we can help our people to build their personal profiles and improve stakeholder relationships.&nbsp; The 9-5 I get so much more from being around people &ndash; energy, ideas, inspiration &ndash; that I never could have imagined remote working before. I like to think we&rsquo;ve always supported people that needed flexibility &ndash; accommodating different working hours for parents, for example &ndash; but the reality is that we were never really free of the 9-5 work structure.&nbsp; Now, I&rsquo;ve seen people thriving from that alone time, being more productive, more creative, and actually healthier because of greater flexibility. That&rsquo;s not something I want to lose when we go back. Of course, our offices will open &ndash; I personally think that we all need that face-to-face interaction for our mental health, but I want to strip back some of the pressure to &lsquo;turn up&rsquo;. It&rsquo;s okay to work wherever you feel most comfortable, it&rsquo;s okay to have off days, and it&rsquo;s okay to need a degree of flexibility in working hours.&nbsp; How I see our future &ndash; one where productivity and merit speaks for itself, and where people have the freedom to work how they want to, in the way that suits them. Of course, we&rsquo;ll need to think about parameters to ensure fairness, but I&rsquo;d like to move towards more flexibility. Conclusion 2020 was a year of change, adaptation, and success. We rebranded from s.com to Lorien, establishing a new global identity to better serve our clients; we adapted to the climate and embraced full remote working for the first time; and we beat our financial targets, showing tenacity in a tough market. We adapted to unprecedented change, and we will continue adapting.&nbsp; For me, the future of Lorien is undeniably exciting. We&rsquo;re working in an industry that is exploding with opportunity, and we&rsquo;re fantastically positioned for it. 18 years ago I joined Lorien, and the difference between then to now is staggering. Just think what will change in even a year&rsquo;s time. Do you want to join our journey? We&rsquo;re currently on the lookout for tech and telecoms recruitment professionals of all backgrounds and experience levels. Contact us to learn more about our opportunities and apply. &nbsp;

US President Ryan McMahon explores the past, present and future of Lorien - including how the business is gearing up for change and rapidly growing its workforce

Stories from the ghosts of Lorien's past, present, and future

With plans to double our US workforce over the next two years, we&rsquo;re talking to some of our current employees to find out what working at Lorien is like behind the scenes, and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Reach out to us</a>&nbsp;for more information on our current vacancies!
How did your recruitment journey start? After graduating, I planned to go to Law School, but because of the time of year that I graduated, I needed to wait a full year before being able to apply. Before I could even start thinking about how to spend that gap year, my high school friends, Alex Kerbel and Alex Salow, convinced me to come and interview as a recruiter at a company they&rsquo;d just joined &ndash; Lorien. Fast forward to today, and this year, I graduated from Law School while staying with Lorien. I&rsquo;ve developed a love for both the company and the industry, and I also feel lucky that I&rsquo;ve had the chance to explore something else I&rsquo;m passionate about at the same time.&nbsp; What do you enjoy most about working at Lorien? The people.&nbsp; Some of my strongest friendships are with people at Lorien.&nbsp; Beyond the friendships, at Lorien I have mentors that I genuinely look up to and learn from, as well as peers that I admire and that push me both professionally and outside of work.&nbsp; It&rsquo;s a company that I feel I can grow in and be challenged at while working with people I truly like. What have been your proudest achievements at Lorien so far? I ended 2020 at $20k/week in recruiting gross profit and $15k/week in sales gross profit while graduating from law school in May of the same year. I&rsquo;m proud of the fact that my brother started working here a couple years ago and has paved his own way in the company and achieved a high degree of success.&nbsp; It&rsquo;s really his achievement to be proud of, but it certainly does give me a warm feeling! What does a &lsquo;day in the life&rsquo; look like for you? At the moment, my days look quite different from one another.&nbsp; We recently hired three new people that report up to me, so a lot of my time at the moment is spent training and assisting them.&nbsp; I also manage the sales side for a health and insurance company and perform a variety of tasks associated with that.&nbsp; I also still do some recruiting! How would you describe the culture at Lorien? It feels clich&eacute; to say &ldquo;work-hard-play-hard,&rdquo; but I think we are a group of people that take work seriously, want to do a good job, but also want to have fun doing it. I think there&rsquo;s also a growth-mindset culture to Lorien, where self-betterment and development is emphasized. What are your top tips for career success in recruitment?&nbsp; Recruiting is an art and I think those that view it as one are more likely to succeed.&nbsp; Even the best recruiters are a fraction as good as they could be. There&rsquo;s always room for growth - the game changes and the target is constantly moving.&nbsp; Our clients and their needs change (especially in IT recruitment); the market changes; even the tools we use to recruit change.&nbsp; I think it&rsquo;s important not to get set in your ways, but instead to constantly question whether what&rsquo;s worked before continues to work now. My top tip would be to pick the brains of those that have found success in recruitment.&nbsp; Ask a lot of questions.&nbsp; Even when you&rsquo;ve got some tenure under your belt, you&rsquo;re never too successful to learn new skills. Beyond that, recruiting is hard.&nbsp; For a lot of people, it takes a really long time before you start seeing tangible success and feel like you&rsquo;ve got your head above water (that certainly was the case for me).&nbsp; But if you stick with it and keep clawing away, you can build a real skill set that can&rsquo;t be taken away, not to mention a lucrative career.&nbsp;

With plan to double our US workforce in the next two years, we're speaking to some of Lorien's people to learn about their career, jobs at Lorien and what the future holds. Today, we speak to Brandon Jeter, Technical Recruiter at Lorien.

Q&A with Brandon Jeter, Technical Recruiter

With plans to double our US workforce over the next two years, we&rsquo;re talking to some of our current employees to find out what working at Lorien is like behind the scenes, and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Reach out to us</a>&nbsp;for more information on our current vacancies!
How did your recruitment journey start?&nbsp; I started out as a Technical Recruiter in 2018, having just graduated from Illinois State University with a degree in Sociology/Psychology. My background meant that choosing a career path where I could help people was really important for me, and I found the idea of helping people find work and lead better lives fulfilling. I made my first hire after just two months of starting. With this being my first corporate job out of college, I can truly say I lucked out. I really value the leadership and training tools that have guided me through my journey to become a successful and confident recruiter. What do you enjoy most about working at Lorien?&nbsp; Without question, the people. I am thankful each and every day that I get to work with people who I can call my friends and not just co-workers. People that I trust, people that inspire me, people that make me laugh on the rough days, people that recognize our value, and people that push me to my fullest potential. You don&rsquo;t find that in every company, and I cherish the lasting bonds that have developed over the years.&nbsp; What have been your proudest achievements at Lorien so far?&nbsp; First and foremost, finding people work and helping the business grow! When I say it&rsquo;s incredibly fulfilling, I mean I literally have had people tell me they can put food on the table for their families. But more specifically, placing the most starts for the SAG team in Q1 for two years straight has been a nice accomplishment. I am also proud to say that I am on track to hit $10K in weekly GP for 2021 &ndash; a goal I had strived for all year, during an economic crisis and a global pandemic, all while working out of the office.&nbsp; What does a &lsquo;day in the life&rsquo; look like for you?&nbsp; I wake up in the morning with a fresh cup of matcha super green tea and join in the stand-up meetings. Then I&rsquo;ll review LinkedIn for insight and leads, respond to emails, and post new roles. Next up is sourcing candidates, screening and prepping applicants and putting together candidate summaries that put the candidate in the best place for the role. The other side of my role is developing rapport with my network, keeping in touch with account managers, candidates and contractors and making sure everyone is getting what they need. After that, it&rsquo;s rinse and repeat! How would you describe the culture at Lorien?&nbsp; It&rsquo;s my favorite thing about working here! Not only does Lorien support a flexible working culture, but it also harbors a community of smart professionals learning and growing through an everchanging and progressive workforce. We like to work hard AND still have fun while doing it! Our leadership team is incredible, fostering motivation, positivity, equality, and opportunity to advance every day. It really makes you feel like you&rsquo;re a part of a family, and I think that is more influential for your job satisfaction than anything else.&nbsp; What are your top tips for career success in recruitment?&nbsp; In recruitment you deal with emotions and people, that is your product &ndash; don&rsquo;t let the emotions get the best of you. Patience is a virtue, take deep breaths and trust the process. Pick up that phone and make those calls, the success will follow.&nbsp;

Q&A with Anna Leszczynski, Technical Recruiter

2021 presents a new opportunity for digital innovation, based on the learnings of 2020. Low latency 5G and IoT connectivity are accelerating digital change in a remote world, and this is causing more organizations to reconsider how their business operates. For many, this is bringing cloud strategy &ndash; and especially edge computing &ndash; to the top of the agenda. But what is edge computing? What is influencing its growth? And what challenges does it face for adoption?
What is edge computing? Edge computing brings execution resources (like computing and storage) closer to end users, at or near the source of the data. In traditional cloud architecture models, processing is completed in centralized locations, typically far away from the source of activity. By moving storage, processing functions and analysis closer to devices, latency is reduced, so applications can perform better, and networks become faster.&nbsp; Edge computing unlocks a lot of possibilities for businesses to get closer to customers, for applications to perform better, and for faster, more immersive, digital experiences.&nbsp; What&rsquo;s driving growth in edge computing? 
There are several different tech trends for 2021 that will put edge computing in the crosshairs for acceleration. These include cloud computing, 5G and the growth of AI and analytics capabilities.
 Cloud Computing Adoption rates for cloud computing will skyrocket post-pandemic as organizations look to cloud to improve scalability, cost efficiency and resilience to disruption. According to Gartner,<a href="https://www.gartner.com/en/newsroom/press-releases/2020-11-17-gartner-forecasts-worldwide-public-cloud-end-user-spending-to-grow-18-percent-in-2021">&nbsp;70% of organizations using cloud services today plan to increase their cloud spending due to the pandemic</a>. As a result, Gartner is predicting that&nbsp;<a href="https://www.gartner.com/smarterwithgartner/the-cios-guide-to-distributed-cloud/">cloud will make up 14.2% of the total global enterprise IT spending market in 2024, up from 9.1% in 2020</a>.&nbsp; Within cloud, both hybrid and distributed cloud are growing in popularity. Hybrid cloud combines public and private cloud computing to create a more flexible architecture that wraps security and expertise into it; meanwhile, distributed cloud will enable businesses to run a public cloud infrastructure in multiple different locations, including at the edge, with the cloud partner taking overall ownership of the service.&nbsp;<a href="https://www.gartner.com/smarterwithgartner/the-cios-guide-to-distributed-cloud/">By 2024, Gartner predicts that most cloud service platforms will provide at least some distributed cloud services that execute at the point of need</a>.&nbsp;&nbsp; As more organizations invest in developing more nuanced cloud environments, and work more closely with cloud providers, edge computing will be a natural evolution to improve competitive edge within the ecosystem.&nbsp; Artificial Intelligence The growth of AI, machine learning and data and analytics capabilities, as well as the growing maturity of the IoT network, will amplify edge computing needs.&nbsp; According to the IDC,&nbsp;<a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/technology-media-telecommunications/us-technology-tmt-outlook-2020.pdf">45% of IoT generated data will be stored, processed, analyzed and acted upon close to or at the edge of the network in the next three years</a>. And this will in part be driven by improvements in AI and analytics &ndash; with more data slicing capability to improve customer experience, generate insights and affect personalization, the IoT network will be lent on to produce more data, and edge computing to do so in real-time. Crunching more data, more quickly, will give businesses an edge in understanding everything from consumer use to functionality, and will in turn affect everything from applications to autonomous driving vehicles.&nbsp; 5G and private networks Edge computing will go hand-in-hand with 5G because they both target latency issues.&nbsp;<a href="https://www.ericsson.com/en/edge-computing?gclid=CjwKCAiAl4WABhAJEiwATUnEF-JwpKOxKHubgjU67OeN_7JyCTZzlnCIha6ypgDshtnLzzq73t0CaRoCTeQQAvD_BwE&amp;gclsrc=aw.ds">5G will be responsible for roughly one-fifth of all mobile data traffic by 2023, and 25% of this will depend on edge computing</a>.&nbsp; Before 5G is adopted publicly though, we will see the growth of 5G private networks. The pandemic has produced multiple use cases for high speed connectivity, and I see the biggest industry implications for edge computing happening in the sectors that have been challenged, and thrived, under lockdown &ndash; including eCommerce, digital healthcare, operations and logistics, and gaming. In the public sector, 5G, edge, AI and IoT will play an important role in the development of smart cities. For example, robotic process automation (RPA) in logistics will be a big topic as the industry looks for ways around its reliance on physical workers. RPA performs at its best when connectivity is fast, so actions, issues and opportunities can be identified, analyzed, and resolved quickly. The combination of IoT to give multiple touchpoints, 5G to reduce latency, and edge computing to speed up interactions between devices is therefore a powerful one. As a result of this dual demand for 5G and distributed cloud, we are seeing a growing trend in cloud service providers partnering with telecommunication companies to extend their edge capability.&nbsp; What challenges are there for edge computing? There are still some sizable challenges to widespread edge computing adoption. This includes managing both scale and complexity within the environment as more components are added. Edge deployment is not a simple set-up, requiring server, storage and networking equipment, as well as supporting infrastructure (e.g. power and cooling) to run. And as these networks are built up, each touchpoint will need to be properly configured in order to monitor performance and raise issues early on.&nbsp; Security will also be a key challenge to adoption, especially due to the escalation in cybercrime seen over the pandemic. With more people working remotely from different devices, edge computing may be considered high reward, high risk. This will spur on the adoption of secure access service edge (SASE) services &ndash; with Gartner predicting that&nbsp;<a href="https://www.techrepublic.com/article/will-edge-computing-become-the-new-cloud-in-2021/">40% of enterprises will have plans to adopt SASE by 2024</a>. And lastly the complexity of edge computing also means that specialist talent is required &ndash; which can be expensive and difficult to find. Experienced staff will be needed to manage all aspects of edge computing deployments and management, and teams will need to be properly set-up to ensure that the different components are looked after. If you&rsquo;re looking for specialist talent within cloud or telecommunications, please reach out! Conclusion &lsquo;Edge computing&rsquo; is one of those technologies that it feels may never live up to the hype. With so many links to other &lsquo;hyped up&rsquo; tech &ndash; IoT, 5G, AI, VR/AR &ndash; sometimes it all feels hypothetical. But edge computing &ndash; like these other technologies &ndash; is not only real, but it&rsquo;s here. And 2021, with its spotlight on digital transformation, remote connectivity and analytics, might be the year that we finally see its potential in action. For better or worse, Covid-19 has pushed us all to the edge, and now we just need to take the leap.&nbsp; Do you agree that edge is here to stay, or do you think we&rsquo;ll see another year of lost potential? I&rsquo;d love to hear your thoughts. Lorien works with cloud, telecommunications and IT services providers everyday &ndash; so whether you&rsquo;re looking to hire or ready for your next move, we can help.&nbsp;<a href="mailto:Michael.Guilday@lorienglobal.com">Reach out to me</a>&nbsp;to discuss.&nbsp;

Low latency 5G and IoT connectivity are accelerating digital change in a remote world, and this is causing more organizations to reconsider how their business operates. For many, this is bringing cloud strategy – and especially edge computing – to the top of the agenda. But what is edge computing? What is influencing its growth? And what challenges does it face for adoption?

5G and IoT will move cloud computing to the edge

Staffing Industry Analysts (SIA) recently revealed its annual Global Power 150 - Women in Staffing list, which celebrates the achievements and excellence of female leaders as influencers on the global stage in the staffing and talent solutions industry.
This year, we are excited to see four of Lorien&rsquo;s leaders make the list &ndash; Julia Robertson (Group CEO, Impellam), Annelise Smith (Director of MSP and RPO, Lorien), Claire Marsh (CEO, Impellam North America), and Kelly Morton (Portfolio CEO, STEM, Impellam).&nbsp;
This is Kelly&rsquo;s second commendation by SIA, having also been listed in its SIA 100 &ndash; Europe list of leaders earlier this year. To commemorate this occasion, we decided to put the spotlight on Claire, Kelly, and Annie to learn more about their careers and why visibility for women in recruitment is still important. &nbsp;
<h3>Congratulations on being featured in SIA&rsquo;s list. Why do you think it&rsquo;s important to recognise the contributions of female leaders?&nbsp;</h3>
Kelly - Recognition of success is always important, but this is especially the case when it comes to visibility for less well represented groups. Seeing other females in leadership positions inspires women to achieve their full potential &ndash; you can&rsquo;t be what you can&rsquo;t see, after all. Visibility of female leadership helps other females to believe they can achieve the same success, and to find reasons why they can, as opposed to reasons why they cannot.
Annie - Within recruitment we are fortunate enough to be part of an industry that has always had a fairly even gender split, with perhaps even a leaning towards females; however, this is not reflected when it comes to leadership roles. For an industry with such significant female representation as a whole, I believe it is essential to address this imbalance at a senior manager level, and one way to do that is to recognize the contribution of female leaders. By celebrating female success, we can encourage and support future female leaders, and demonstrate the many and varied career opportunities recruitment can offer for everyone, regardless of gender.
Claire - Balanced gender representation and equality in the workplace is essential; women bring different perspectives and approaches to business, resulting in a more inclusive workplace and culture and better company performance. The staffing industry has done a much better job, as compared to the Fortune 500, in females achieving C-level status and that is something to be proud of. Recognizing the contributions of the female leaders in our industry increases their visibility as role models, and that visibility plays a key role in encouraging and advancing the next generation of female leaders. The SIA list also acts as a platform to highlight the organizations within our industry who are championing and developing their female leaders. There&rsquo;s still room for progress, but I&rsquo;m proud to play a part in driving ED&amp;I in our sector.&nbsp;
<h3>What has been your proudest achievement in your career?&nbsp;</h3>
Kelly - I have had many, but what I feel most proud of is seeing people I have managed, coached, and mentored, go on and become great leaders by staying true to themselves, remaining authentic and real, and above all caring about the people around them.
Annie - The last 18 months have presented challenges none of us could have imagined before. But times of adversity often give you the best opportunity to demonstrate what you&rsquo;re made of. From a Lorien perspective, we have emerged as a stronger business and our teams have demonstrated resilience, agility, innovative thinking, and compassion throughout. Being a part of that and leading a team of such dedicated professionals has to be my proudest achievement.
Claire - Without question, my proudest moment was when I was appointed as the CEO for Lorien UK. I began my career in staffing with Lorien as a junior employee and I was thrilled and humbled when I was entrusted with the leadership of the business that I loved. Lorien supported and defined my career in this sector, providing constant opportunities for growth and development, which ultimately helped to pave my path towards becoming the CEO. In 2019 Impellam afforded me the opportunity to work internationally, leaving the UK to lead our fast-growing business in North America. It was a difficult decision to make, but I am proud of myself for making the leap out of my comfort zone to take on a new challenge and now realize that I should have never had any hesitation. My move created space for the UK team to step up and it has been extremely fulfilling to watch that team take the business from strength to strength. I work with a great team of people on this side of &ldquo;the pond&rdquo; and it is exciting to once again join a business at the start of an incredible journey!
As a member of the LGBTQIA+ community I am especially proud of the inclusive culture that we built at Lorien, and now as a leader here in North America, and believe I have the opportunity and responsibility to build a business that enables everyone to be the best that they can be.&nbsp;
<h3>What has been the biggest challenge you have faced in your career, and what can people learn from this?&nbsp;</h3>
Kelly - Leading SRG out of the 2008 recession and then being appointed MD in 2009. I took a leap of faith and restructured the business into delivery and specialist. I think people thought I was mad at the time, but within two years, we had doubled the business. At the time I questioned myself many times but held on to what I believed was the right thing to do&hellip;it was a boom or bust situation. I am pleased to say my instincts served me well, otherwise I probably wouldn&rsquo;t be writing this now! Annie - Home-schooling four children whilst trying to do my day job! Obviously by no means unique to me, however it really did teach me a lot about myself and my own skills and was also a clear demonstration of the fact that you cannot be all things to all people&hellip;and that&rsquo;s ok!
Claire - I began my career in IT staffing in 1998, a time when the economy was prospering and demand for technology skills was high, particularly in the build-up to Y2K. Then, along came the Dotcom Bubble Burst which was an extremely challenging time for our sector. The next few years taught me the importance of resilience, determination, and the value of building relationships for the long term. This early career challenge put me in good stead for the ensuing financial crisis in 2008, and of course, the recent global pandemic. Progress isn&rsquo;t always linear and being able to quickly recognize and adapt to the internal and external factors that inevitably come along, and test even the best laid plans, is a great life lesson!&nbsp;
<h3>What can we do to raise the bar for diversity in recruitment?&nbsp;</h3>
Kelly - I think the recruitment industry has come a long way, but there is still more that we can all do in raising awareness and being more socially conscious around the decisions we make and the impact we have. We&rsquo;re in a unique position in recruitment to be able to influence inclusion and diversity from the top of the funnel and creating a bias-free hiring process is something we are speaking to our clients about more and more. We carry a lot of responsibility in recruitment for fair candidate treatment, and I think that makes us more introspective of our own processes and what we can all do better as individuals and businesses. To raise the bar, we need to think actively about whether the environment we&rsquo;re creating is one in which our people can fulfil their true potential, regardless of background. Diversity isn&rsquo;t, and shouldn&rsquo;t be, a tick-box exercise, but something that is part of our DNA and culture.&nbsp;
Annie - I am proud of our industry and the important role recruiters have to play when it comes to improving diversity in the market as a whole. I personally see the phenomenal work that is done on behalf of our customers every day and it inspires me. If anything, I think we all need to sometimes take a step back and ensure that our internal efforts and the practices in our own organizations are reflective of what we advise our clients to adopt as best practice.&nbsp;&nbsp;
Claire - Inclusion is not just about achieving strong diversity slates, but about building a culture that engages, grows, and fosters diversity of thought, ideas, and ways of working. Everyone at Impellam has a responsibility to ensure that ED&amp;I is front and center of everything that they do, but to ensure that we continue to raise the bar Impellam has recently hired its first Global Head of Culture and Fulfillment, Ann Bookout. Our investment in dedicated and expert resources will ensure that ED&amp;I is the golden thread that runs throughout our organization. &nbsp;
Looking for your next career move? Learn more about the people at Lorien here and find out what it feels like to work for us <a href="https://www.lorienglobal.com/about-us">here.</a>

Four from Lorien recognised by SIA in  annual Global Power 150 - Women in Staffing list. We speak to Claire Marsh, Annelise Smith and Kelly Morton in this Q&A.

Spotlight on Lorien’s female leaders as SIA names its Global Power 150 - Women in Staffing list

After 2020&rsquo;s earth shattering year, we&rsquo;ve seen a realignment of tech trends. Some trends, that were on the rise but still immature in 2019, have been catapulted to the top of the CIO agenda. Meanwhile others have faded into the background (although not altogether disappeared) as more pressing matters took priority. 2021 sets out a very different landscape to the one predicted in 2020. It&rsquo;s also important to note that these tech trends collide with wider changes happening in the workforce, which you can read about in our&nbsp;<a href="https://www.lorienglobal.com/en/insights/tech-through-adversity-dynamic-learning">Tech Through Adversity</a> series. Here&rsquo;s our top five trends for the year ahead.
<h3>5G and improved connectivity</h3>
Already poised as a high-growth trend in early 2020, the coronavirus pandemic placed new pressure on the importance of 5G and connectivity in a world gone remote. 5G&rsquo;s low latency and optimal connectivity means rapid, frictionless networks. With more people relying on technology to keep them connected &ndash; from keeping in contact with loved ones to online shopping &ndash; as well as mass homeworking, the value of 5G in today&rsquo;s world cannot be underestimated. But 5G is also so much more than that. A lot of the emerging technology we see today (including the trends we discuss here) are reliant on high-speed networks. Hyperautomation, artificial intelligence and machine learning, digital twin technology, RPA and augmented reality/virtual reality, are all examples of where speed is of the essence. As our use cases for tech become more sophisticated, from automated workforces to mapping condition changes on power grids or using big data and machine learning to predict environmental changes, we&rsquo;ll be increasingly reliant on 5G to boost our efficiency.&nbsp;
<h3>Artificial intelligence</h3>
AI has been given a reboot in the Covid-19 era. In recent years, organisations have picked up AI to support with service personalisation, strategic decision-making and organisational efficiency. But now both operational models and consumer behaviour have changed. In 2021, businesses will reshape their operations to support complex modelling and empower AI to make its own decisions &ndash; and not just as a tool to support human-decision making &ndash; as well as to understand new customer preferences. To facilitate this, many businesses will improve their engineering capability, including applying DevOps principles across data modelling (DataOps) and machine learning (MLOps) to improve speed and scale AI.
It&rsquo;s also important to highlight that AI has found fresh energy within digital health tech, which is itself fast-growing. Examples include mapping NHS capacity to cope, monitoring and predicting changes in transmission rates, and using self-learning algorithms to spot connections, developments and anomalies in contact tracing data.&nbsp;
<h3>Cloud</h3>
Cloud-based technology thrived under lockdown, as businesses went remote. 2021 will see even more organisations harness cloud technology to drive digital transformation and improve scalability, flexibility and reliability. In recent years, we&rsquo;ve seen a move towards distributed cloud and hybrid cloud environments, and this is likely to continue as businesses look to breathe agility into their infrastructure and improve resilience to disruption, while leveraging cost savings and expertise. Responding to the pandemic, technology architectures are becoming more composable and fluid. As a result, growth in cloud will also reignite trends in serverless, edge computing and containerisation, as well as adding fuel to the fire of cybersecurity as a key interest point this year.
<h3>Cybersecurity</h3>
Cybercrime became more insidious last year, with hackers targeting healthcare organisations and research centres, as well as remote business infrastructure and vulnerable individuals. As a result,&nbsp;<a href="https://www.forbes.com/sites/louiscolumbus/2020/12/15/the-best-cybersecurity-predictions-for-2021-roundup/?sh=267ad7a45e8c" target="_blank" rel="noopener">Cybersecurity Ventures now expects global cybercrime costs to grow by 15% over the next five years</a>. This imminent threat, as well as a definitive move towards cloud-based environments and home working, will see cybersecurity soar to the top of the business strategy agenda in 2021. In fact, a recent PwC survey found that&nbsp;<a href="https://www.forbes.com/sites/louiscolumbus/2020/12/15/the-best-cybersecurity-predictions-for-2021-roundup/?sh=1f7e09805e8c" target="_blank" rel="noopener">96% of executives have shifted their cybersecurity strategy due to Covid-19, with 55% planning to increase their cybersecurity budgets and 51% adding full-time cyber staff &ndash; despite 64% also saying that they expect business revenue to decline</a>. Areas of growth in cybersecurity spending include next-generation Identity and Access Management, messaging security, network security and mobile device security. 2021 will also see both investment and rationalisation of cybersecurity, as companies review their existing practices against new technology they want to implement and optimise spending while mitigating risk.
<h3>Robotics, RPA and drones</h3>
RPA and drone technology are still relatively new in terms of adoption, but 2021 might be the year where we start to see hypothetical use cases put into more mainstream practice. Amongst the most likely applications are greater workforce automation, especially in industries like manufacturing, logistics, operations, and facilities management, where workers need to be physically present (e.g. in a warehouse), but work can also be easily automated. We can expect RPA and drone technology to filter into many other industries too though, including data processing, engineering, healthcare and monitoring the environment. For example, drone technology can be used in construction and civil engineering to create aerial surveys and monitor the conditions of a site, such as bridge, to improve safety. Or it could be used to deliver healthcare supplies to the vulnerable, while robotic assistants provide on-demand care. A more well-known example of robotics is driverless cars, which are quickly scaling up, with leaders including Waymo, Cruise, Lyft and AutoX piloting their models last year.
<h3>Conclusion</h3>
It might seem bold to make predictions about 2021 when 2020 was so chaotic and unforeseeable. These tech trends mirror that turbulence &ndash; they&rsquo;ve given new depths to emerging trends, cast light on new ones and eclipsed others. We can only imagine these trends going from strength to strength as businesses adapt to the new climate, and to the unknown.&nbsp;
What do you think will be the most influential tech trends of 2021? And how are you preparing for them? Reach out to us at&nbsp;<a href="mailto:info@lorienglobal.com?subject=Global%202021%20Trends" target="_blank" rel="noopener">info@lorienglobal.com</a>&nbsp;to let us know your latest initiatives and how we can help you find the talent to take you there.&nbsp;

From 5G and AI to Cybersecurity, cloud and RPA, we explore the latest trends shaping the tech sector and set out our predictions for 2021

2021 Global Tech Trends

Gartner predicts that worldwide 5G network infrastructure revenue will reach $4.2bn in 2020, recording year-over-year growth of 89%. Pegged as a game-changer across many different industries, demand is likely to surge over the coming years, and telecommunications companies will need to manage this substantial change in traffic. 5G has also faced some resistance to its rollout &ndash; from concerns over long and expensive implementations, to its limitations, and even worries over public health and safety. The last year has helped telecoms calm these doubts, as well as demonstrate the many potential use cases for 5G. And this will pave the way to early adoption &ndash; here I explore why.&nbsp; The value of superfast connectivity and high broadband width
The pandemic has shown the inevitability of a digital world, and the role that quick, seamless connections and high bandwidth can make in improving our day-to-day lives. The value of 5G will be more apparent today than it ever has been before, pushing back on resistance. In addition, knowing that the telecommunications industry can handle a demand change of that scale, and giving customers the reassurance that they can access vastly improved connectivity without compromising their security, will facilitate the expansion of the network.&nbsp; Lockdown has also revealed a lot of new use cases for 5G and the general role of telecommunications in the future, which will accelerate adoption. Industries like healthcare, retail and education already had strong use cases for 5G and going remote will have only made this need more clear.&nbsp; For example, online education &ndash; already&nbsp;<a href="https://www.businesswire.com/news/home/20191218005467/en/350-Billion-Online-Education-Market-Global-Forecast">projected to be a $350 billion industry by 2025</a>&nbsp;&ndash; will have skyrocketed over lockdown. From video conferencing in real-time to e-learning software and apps, this is an industry where low-latency and reliability is essential. There are also strong indicators for in-roads for AR and VR in education, both of which are vastly improved with 5G and edge computing. Its value will have also been made clear to businesses that could not so easily go remote, such as manufacturing. Manufacturing, logistics and operations are experimenting with technology such as robotic process automation (RPA), AR, AI and digital twin technology to deliver results at a distance and boost efficiency. This technology, which either augments or goes beyond human intervention, will be vastly improved by fast, reliable 5G. It&rsquo;s important to underline that 5G isn&rsquo;t the only telecommunications technology that companies may be empowered to adopt following lockdown. 5G is for many enterprise businesses the gateway to edge computing. Edge computing creates a faster, hyper-personalized and more interactive experience, that when combined with 5G leads to a superior user experience. Edge computing lends itself to tech that requires low latency and high bandwidth, such as AR, VR and video analytics which perform better when processing and rendering is done instantly, or in places where speed is of the essence &ndash; like robotic process automation (RPA). Edge computing also gives businesses the choice on latency, bandwidth and data sovereignty requirements, meaning much more flexible and customizable content and product creation.&nbsp;&nbsp; <a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/technology-media-telecommunications/us-tme-tmt-outlook-2020.pdf">With 45% of IoT-generated data stored, processed, analyzed and acted upon close to or at the edge of networks in the next three years</a>, early adoption of 5G and edge computing will be pivotal to competitive edge. Speed, resilience and customization are all key for sectors that are trying to retain customers and maintain productivity during harsh market conditions. And even when it stabilizes, if people continue to work remotely and spend locally, the market will need to adapt. What&rsquo;s next for telecommunications?
Of course, the flip-side to this refreshed enthusiasm for more sophisticated networks and connectivity is that the pandemic has highlighted the importance of getting 5G right. At the moment, the communications industry is effectively propping up the US economy by keeping us all connected. Covid-19 has thrust the telecommunications industry into the spotlight, and now it is under pressure to continue delivering. Under lockdown, telecommunications must continue to develop its own offering and press on &ndash; which is lucky as lockdown actually presents a lot of opportunity. With millions of people at home, switching between devices and connections, there&rsquo;s potential to understand the nuances of consumer behavior and use patterns better than ever before. And that goes for re-evaluating internal processes and models too, such as the need for retail space when customers have adapted to lower-cost digital channels for sales and support, or the strength and flexibility of the supply chain to continue product development and launches. As we come to understand more about 5G, its capabilities and limitations, we will also see new applications for its use and a growth of network, infrastructure and equipment vendors &ndash; and the telecommunications industry must be ahead of the game on this. As more industries wake up to the potential benefits of telecommunications, the sector has a fantastic opportunity to capitalize on its success with managing the crisis. The telecommunications industry has proven its value by keeping the US afloat during an incredibly dark and challenging time &ndash; and as things become a little brighter, that value is unlikely to be forgotten. And with so much game-changing technology currently in development, such as 5G and edge computing, telecoms could be the sector that changes all others.&nbsp; How is your telecommunications business faring under lockdown? Do you think this is the beginning of transformation in the industry, and what do you think the knock-on effects will be for other sectors? Let us know your thoughts &ndash; and if you&rsquo;re prepping for the future of telecoms by boosting your workforce, let us know how we can help get you ahead. Contact me at&nbsp;<a href="mailto:jeff.boden@lorienglobal.com?subject=Telecommunications%20and%205G">jeff.boden@lorienglobal.com</a>&nbsp;to discuss!&nbsp;

The Covid-19 pandemic has shown how the telecommunications industry can withstand monumental change.  This is a significant milestone for telecommunications, firstly in gaining consumer trust and secondly to gear up for the rollout of 5G and edge computing - the need for which will be more apparent today than ever before.

How lockdown will accelerate adoption of 5G and edge computing

Recently, s.com and our sister tech recruitment companies in the UK took the decision to bring together our businesses and create one technology and transformation recruitment specialist: Lorien. This not only gets me much more frequent tickets to London and a chance to learn the oddities of the British language, but also represents a fantastic opportunity for both our businesses to capitalize on each other&rsquo;s strengths. I wanted to explain a little bit about what we gained in translating our brand to new markets &ndash; and what our clients gain too. For those that don&rsquo;t know, s.com is something of a legacy. We were built off the back of the telecom industry thirty-odd years ago. To illustrate our age, the period in s.com was put there long before .com and the internet emerged (causing a minor headache in URLs, but that&rsquo;s another story). We were there at the beginning, when tech and telecommunications was just starting to boom, and we&rsquo;ve stayed agile to the market, but it&rsquo;s unsurprising, in some ways, that things have still moved on.&nbsp; We&rsquo;ve kept pace with the US market, partnering with some fantastic tech brands &ndash; including start-ups, SMEs and large, household names. But the world is getting smaller and competition for tech talent is getting harder, especially because today every business is a tech business. We&rsquo;re also becoming more globalized, with more companies putting roots down overseas. Being competitive today means having a global strategy and having the talent to make it happen. And to do that, you need a partner that&rsquo;s also global.&nbsp; By combining Lorien and s.com, we&rsquo;ll cover both sides of the Atlantic. Lorien is a UK-based technology recruitment solutions specialist headquartered in London, but with bases in the UK, Ireland and Germany. For me, that means far more morning meetings (a great thing for an early riser like me), but also far more exciting opportunities for our clients.&nbsp;&nbsp; For example, as well as growing our international footprint, we&rsquo;ll be able to give our clients the scale and expertise to grow in new markets. As tech grows in demand, it&rsquo;s going to be essential for brands of all sizes and locations to grow their slice of the pie, especially as competition heats up. It&rsquo;s also important to recognize that changes are taking place in the recruitment market and the rise of remote working may make decentralized, global workforces a normality. Getting geographic footholds in early will be pivotal, as will having a provider that can cover multiple countries and regions. We&rsquo;ll be able to keep our clients ahead of the curve in other ways, too. We&rsquo;ll share resources, ideas and best practice (thanks already to a marketing team for punctuating my first pulse and refreshing our look and feel). And we&rsquo;ll bring new levels and depths of expertise both by discipline and geography, with our &lsquo;swim lane&rsquo; model (where our people are aligned to specific tech disciplines, like data and analytics, to cultivate genuine, on-the-ground, expertise) also a feature of Lorien UK.&nbsp; By pooling this knowledge, we&rsquo;ll also be able to tap into new markets and support our clients &ndash; both present and future &ndash; in new sectors. For example, Lorien is firmly established in financial services, banking and FinTech. Leaning on them, we can draw insight on the market and offer a compelling, expert-led service for clients in this space.&nbsp; What we gain in translation is a single, expert-led and tech-first solution. The synergies between former s.com and Lorien are amazing, not just in terms of our tech heritage (Lorien has an extra decade on us) but also the way we do business &ndash; putting the customer first, cultivating tech specialists in-house and always thinking ahead. This means that our clients will have a very simple but effective route for all their tech and telecommunications needs, no matter how big or small, competitive or niche, nearby or on the other side of the world.&nbsp; I think that&rsquo;s a really exciting premise, and one I can&rsquo;t wait to share with you. As Lorien, we&rsquo;re perfectly aligned to the future of the tech and telecommunications industry. Let us take you there too. And that&rsquo;s what we &ndash; and you &ndash; have gained in translation. If you have a requirement, I&rsquo;d love to show you how Lorien &ndash; with the heritage of s.com &ndash; can help. Please&nbsp;<a href="mailto:ryan.mcmahon@lorienglobal.com?subject=Gained%20in%20Translation%20-%20I%27d%20like%20to%20learn%20more!" target="_blank" rel="noopener">reach out to me</a>&nbsp;with any questions about Lorien and what working with us could mean for you.&nbsp;
<div>&nbsp;</div>

Lorien's President discusses the decision to bring together three businesses and create one technology, transformation and telecom recruitment specialist.

Gained in Translation: Why we became Lorien

The tech ecosystem is becoming increasingly complex, and IT Services companies are feeling the impact. Many of the sector&rsquo;s clients today are running mature technology environments, each with specific requirements and strategies. These clients are demanding more sophisticated, customized and scalable models every day &ndash; but the challenge for IT Services is finding the talent to deliver it.
Technological complexity and talent need As business requirements become more layered, IT Services companies need advanced tech skills that can straddle multiple disciplines as well as demonstrating expertise in single areas. For example, as more businesses adopt hybrid cloud computing, there will be need for experts across not only cloud architecture, but also within networking, storage, and cybersecurity. This level of complexity is mutating existing skillsets &ndash; merging some disciplines to improve agility (e.g. DevSecOps), while creating greater definition and more offshoots in others (for example as cybersecurity becomes more wrapped into every facet of technology, new specialisms are emerging). This, combined with a constant need to keep up to date on emerging technology, is causing a talent crisis in IT Services. In addition, embracing emerging technology is becoming pivotal to both building and attracting new customer segments, with buyers now coming from different business areas.
Technology has become such an instrumental part of business, that tech strategy is often a board-level agenda. Covid-19 has also raised tech to the top of the agenda, with 90% of executives reporting that Covid-19 has changed how they view tech, and more than half planning to invest or refocus their business in digital technologies. Simplifying offerings while retaining the benefits of advanced, emerging tech will therefore become key for getting ahead. This means that IT Services providers need technologists that have the human skills to understand the services that sell, as well as deep tech expertise. But these candidates are in incredibly short supply, and very expensive.&nbsp; Cost is a real challenge for the sector. With more companies investing in skills in-house, clients often look to IT Services providers to deliver cost savings as well as improved efficiency and flexibility. IT Services providers need to stay operationally lean in order to contain costs and stay competitive &ndash; making niche talent even less affordable.
Covid-19 has also made the environment more complex, and many IT Services organizations are now hesitant about the future. According to CompTIA, only 37% of companies are planning on bringing on new headcount in 2021, and 13% are currently in a hiring freeze. Meanwhile, only four in ten businesses plan on maintaining funding at 2020 levels, with 13% predicting lower investment, and 14% unsure.&nbsp; But attracting skill short talent on a shoestring isn&rsquo;t an option. So how will IT Services providers find the candidates needed to meet ongoing customer demands? By changing the workforce model in the following ways.
Upskilling the permanent workforce One of the sectors&rsquo; biggest challenges is that disciplines are always on the move. This means that large parts of the workforce are quickly working with outdated skills.&nbsp; The popularity of DevOps is a good example of this in action. Over the last five years DevOps has become an attractive tool for companies looking to improve the speed and agility of their projects. However, DevOps, which combines development and operations, has until recently been an unusual candidate combination. Although teams could technically be made up of experts in both areas, it is now becoming more attractive to hire candidates that have mastered both. This has meant that both development and operations experts have been put under pressure to upskill into DevOps quickly. The gap between supply and demand is one that candidates are just as eager to fill, if companies can be patient. The rise in home working over the pandemic will offer more opportunities to upskill and self-learn for candidates. Meanwhile, previous barriers around accessibility and flexibility for diverse groups have been lifted by remote working &ndash; meaning new talent pools to tap into.&nbsp;
If companies invest in upskilling their permanent workforce, this could be mutually beneficial &ndash; driving costs down for employers, while futureproofing careers for employees.&nbsp; Pumping up the contractor workforce&nbsp; While the high cost of labor will mean more businesses invest in reskilling their permanent staff, any short-to-medium term demand will be plugged by using contractors. In 2020, three in ten IT Services businesses said they were planning on filling vacancies using contract workers.&nbsp; This follows a wider industry trend which is currently tilting towards contractors. According to recent Gartner research, even though many organizations initially responded to the pandemic by reducing their contractor numbers, 32% of businesses are now replacing full-time employees with contractors as a cost saving measure.
There are many benefits to a contractor workforce. Companies can be more flexible to disruption by scaling contractor use, they can be useful for cross-skilling and sharing expertise, especially in areas where the existing workforce lacks, and the speed at which contract talent is deployed means minimal delays to critical business projects.&nbsp; This means that the contractor market may become just as competitive for talent as the permanent market in the future.&nbsp; Considering other talent models The strength of need for skill scarce talent in IT Services is so deep that simply upskilling permanent resources or relying on contract talent alone will not be enough to plug the shortfall. As a result, many IT Services businesses may diversify their talent management approach. A mixed approach &ndash; using contract workers, Employed Consultant or SoW to plug short-term skills gaps, while upskilling permanent staff &ndash; could prove the optimum blend to gain the expertise needed in the short, medium and long-term. Naturally, one of the values of contingent talent is the ability to share knowledge and experience, which will be important in a skill scarce economy. Meanwhile SoW can be used to focus on time-critical projects and ECs can be a cost-effective route to trial talent. As a combination, this will provide a safety net for skill acquisition as permanent talent is being upskilled.&nbsp; Recent Gartner research also indicates that we may see an emergence of new job models seen during the pandemic to improve flexibility moving forward &ndash; such as talent sharing and 80% pay for 80% work.&nbsp;
Cracking the code to the optimum workforce in IT Services is going to be a challenge for many businesses. As well as maneuvering the changing requirements of clients and emerging skills needs, IT Services providers will need to keep half an eye on the commercial acumen of its tech people to upsell and simplify business offerings, and on its purse strings. These are complex requirements befitting a complex landscape &ndash; but the pay off for those IT Services companies that can get it right is significant.&nbsp; Are you trying to find the right balance in your talent pool? At Lorien, we can help you optimize your workforce and locate top talent in even the most challenging of environments. Contact me at matthew.dunham@lorienglobal.com for more information.&nbsp; &nbsp;

The tech ecosystem is becoming increasingly complex, and IT Services companies are feeling the impact. Many of the sector’s clients today are running mature technology environments, requiring more sophisticated, customized and scalable models every day – but the challenge for IT Services is finding the talent to deliver it.

Workforce models are changing in IT Services

Job seekers are in the driver&rsquo;s seat. Make their candidate journey a positive one. In the United States, millions of critical jobs remain unfilled. Hiring managers are well aware that a talent crisis is underway. Worker shortages are slowing the pace of innovation. While upskilling and reskilling efforts can help over time, the immediate need is not being met. Take the technology sector for example. Workers are in such high demand that they may be entertaining several job offers at once. Recruiters are calling, texting and emailing on a daily basis. The same goes for healthcare, pharma and other industries where there is a deficit of talent. Candidates are in the driver&rsquo;s seat, and they know it. Companies know it too. But not all are making the necessary adjustments to attract and nurture top talent. In particular, there remains a disconnect between what job seekers expect from the hiring process and what employers are able to deliver. &nbsp;
Are you getting ghosted? There are a lot of reasons that job seekers ghost recruiters and hiring managers. They have the upper hand and are quick to dismiss opportunities that don&rsquo;t feel right. Software company Greenhouse took a deeper look at these reasons in their Candidate Experience Report. The majority of job seekers have little tolerance for long applications and even longer interviews. They are tired of interviewers who are unprofessional and unprepared. Delayed feedback and follow-up are also pet peeves. Most (75%) of those surveyed have been ghosted by recruiters, as well. The good news is that all of this is fixable with a renewed commitment to candidate care. Analytics and advisory firm Gallup found that a positive candidate experience begins with a recruiter who truly cares and is invested in hiring the best match.
The two other must-haves are consistent and timely messaging throughout the candidate journey, and a respectful professional interview process. Let&rsquo;s take those one a time. &nbsp; It takes talent to find talent. A great recruiter is priceless. Their engaging personality draws in top talent and leads them through the hiring process as an influential partner. Job seekers can tell when a recruiter is invested in their success as a candidate. Job seekers want to work with recruiters who are: able to make a real human connection, treating each candidate as a uniquely talented individual. culturally aligned to the organization with a strong understanding of the business. excited about the company, serving as a brand champion who is well-versed in what makes it a different and special place to work. transparent about the responsibilities and requirements, as well as the perks, of the opportunity. accessible throughout the process, answering questions and getting answers they might not have. high-touch natural communicators that engage with candidates throughout the hiring process. To support a positive candidate experience, recruiters must be able to immerse themselves fully in the process.
An investment in automated tools and technologies can make staffing easier. A recruiter buried in paperwork can&rsquo;t deliver on the promise of finding and guiding top talent to the finish line. &ldquo;With the addition of tools and automation, it&rsquo;s key to keep the candidate and client experience top of mind. Where possible, we recommend implementing an 80/20 rule for automation and personalization/customization,&rdquo; said Ryan McMahon, President of Lorien North America. &ldquo;There are lots of opportunities for recruiters to partner with hiring managers to develop best practices and lean recruiting processes, with a focus on increasing efficiency, while simultaneously removing barriers that cause friction for candidates. In today&rsquo;s hot market, it&rsquo;s important to recognize that candidates are becoming more selective around which hiring processes they are willing to invest in and engage with. Companies who are willing to audit their current candidate attraction, recruiting, and hiring processes will position themselves to create better candidate experiences and decrease the chances of candidate drop-off during the hiring process.&rdquo; &nbsp; The intangibles matter. Yes, there will be conversations around salary, benefits, remote work and flexibility. Ghosting can happen at this point too. So, it&rsquo;s important that candidates build an affinity with the intangibles of the company from the very first contact. This is done by creating &ndash; and communicating &ndash; a meaningful employer value proposition (EVP). Going beyond company mission, vision and values to accurately describe the culture and career environment. A strong EVP will define what the company and its people stand for, what matters most, and the pillars on which the organization is based. A company&rsquo;s EVP serves as the heart of its employer brand. It is an expression of give and get. What the employee is expected to give of themselves (passion, integrity, teamwork, etc.) and what they will get in return (opportunities, rewards, a sense of purpose, and so on). All internal and external employment-related communications should reflect the EVP, laddering back up to the core principles, with consistent and authentic messaging. Harvard Business Review breaks employer branding down into three essential elements &ndash; reputation, proposition (EVP) and the employee experience &ndash; saying: &ldquo;If that reputation is strong enough, top talent might be willing to overlook a tedious experience. But if your employer brand is poor, even the best employee experience won&rsquo;t get you onto the radar of most in-demand job seekers.&rdquo; After the upheaval of the Great Resignation, people have a much better sense of where they belong and why. Creating an authentic EVP and memorable employer brand is no longer optional if you want to find top talent in an exceedingly competitive market.
Creating an EVP. SHRM, the Society for Human Resource Management, identified &ldquo;employer branding on the rise&rdquo; as one the top business predictions for 2022. With remote work increasingly available, candidates have a much wider choice of employers than ever before. Companies with strong employer brands will stand out among the clutter of opportunities. Employer branding is all about telling a story. At the center of the story is the EVP. An EVP is part elevator pitch, part manifesto. It is inspirational, as well as aspirational. It should spark the imagination of job seekers while &ndash; and this is key &ndash; being 100% believable to current employees. The way to create an EVP that is true to the employee experience is by asking the right questions of the right people. To get started: ASK employees at all levels how they would describe the company, what they like most about working there, and how they would sell a friend on joining the company. ASK leadership what they see for the company moving forward, how they operate on principle, and what serves as their North Star. ASK new hires why they chose the company over other employers, what made a positive impression on them during the hiring process, and what they think of their decision to join. ASK long-tenured employees why they stay at the company, what do they get here that they won&rsquo;t find anywhere else, and if they have ever referred anyone to join. Do interviews. Conduct surveys. Have focus groups. Hire an external partner to help if the task seems unsurmountable internally.
The goal is to look for common themes that can build out messaging that will tell job seekers what they want &ndash; and need &ndash; to know about the company culture. Find the differentiators. Why should top talent choose the company, beyond the practicalities of salaries and benefits? &nbsp; Consistent, meaningful communications. If a company can communicate its EVP throughout every milestone of the hiring process, there is a better chance of hiring people who fit. That is the essence of employer branding: integrated and consistent storytelling across all candidate touchpoints. This includes: Career website Job postings Social media Targeted advertising Recruiter communications Candidate relationship management Interview requests Follow-up communications Offer letters Take an inventory of how the company communicates through the hiring process. Look at the materials through the candidate&rsquo;s eyes. Is the EVP clear? Do the communications feel like they are from one company with a consistent story to tell? If not, what needs to be improved? &ldquo;The relationship between employer and employee has changed. Today&rsquo;s talent must be cultivated. An organization&rsquo;s employer value proposition (EVP) demonstrates that the investment in people is beyond just a paycheck and truly signals the company&rsquo;s purpose. We will continue to see those organizations that have developed a differentiated EVP thrive because they engage talent in unique and meaningful ways.&rdquo;&nbsp; - Ann Bookout, Head of Culture &amp; Fulfillment, Impellam Group &nbsp; &nbsp;
A better experience benefits everyone. A CNN piece, titled &ldquo;The Race for Talent,&rdquo; highlighted accelerated hiring strategies. Some companies are streamlining their applications to the bare minimum, so candidates can easily apply from their phones. Others are shortening interview cycles and making faster job offers, including same day hiring in some sectors. All in an attempt to secure top talent before another employer does. The interview portion of the hiring process, in particular, needs to be viewed from the candidate perspective. Think about the differing needs of each individual and ask: How well does the interview process accommodate busy schedules? How much time does the job seeker need to invest? Are subsequent rounds of interviews redundant or overlapping? Are the interviewers well-prepared, professional and attentive? Is there a formal rubric for assessing candidates against requirements? How soon are hiring managers providing feedback to recruiters? How quickly can a job offer be made? Where are the obstacles to efficiency and how can they be removed? &ldquo;Organizations need to listen more closely than ever to their customer (candidate) and work on creative strategies to streamline interview processes and make the candidate journey as effortless as possible. Candidates in the current market usually have multiple choices when it comes to making a final decision, so the need to listen to feedback, to meet the candidates where they are, and become more agile in the process is critical in gaining the best talent.&ldquo; - Pete Nelson, Director of Talent Acquisition, Impellam Group &nbsp;
Achieving success. Economists predict that fast hiring (and quitting) will continue throughout 2022 (CNBC). The candidate experience needs to be accelerated. Yet, it must also be thoughtful &ndash; catering to job seekers who expect to be respected and cared for throughout the hiring process and beyond. Improving the candidate journey might be a matter of a few quick fixes from a talent acquisition team that can pivot on a dime. However, for most companies, it&rsquo;s going to take more work. Candidate care starts at point A and continues to the finish line&hellip;where the employee experience begins. &nbsp; To learn more about our candidate experience consulting and recruiting services, please click here. &nbsp; &nbsp;

Candidates are in the driver’s seat, and they know it. Companies know it too. But not all are making the necessary adjustments to attract and nurture top talent. In particular, there remains a disconnect between what job seekers expect from the hiring process and what employers are able to deliver.

When did you last audit your candidate experience?

Limited Time Referral Incentive for Full-Time Equivalent (FTE) Reqs: Ends April 30
Each permanent req that you refer to us that generates a placement &mdash; either internal or external to your company, in the fields of Technology, Engineering, Life Sciences, and Professional Services &mdash; will receive a&nbsp;$250 donation&nbsp;to a charity of your choice. Designated charitable partners include:
<ul>
<li class="yiv8343472650MsoListParagraphCxSpFirst"><a href="https://www.feedingamerica.org/" target="_blank" rel="noopener noreferrer">Feeding America</a></li>
<li class="yiv8343472650MsoListParagraphCxSpMiddle"><a href="https://www.stjude.org/" target="_blank" rel="noopener noreferrer">St. Jude Children&rsquo;s Research Hospital</a></li>
<li class="yiv8343472650MsoListParagraphCxSpLast"><a href="https://www.woundedwarriorproject.org/" target="_blank" rel="noopener noreferrer">Wounded Warrior Project</a></li>
</ul>
There&rsquo;s no limit on FTE reqs, referrals, or donations. However, you need to act fast because this incentive program ends soon.
<a href="https://forms.office.com/e/haZQanxvX4">Submit Your Referral Now.</a>

At Lorien, powered by Impellam Group, we believe in the power of work. It should have a purpose and make a difference. Through the power of work, we build better businesses and help people lead more fulfilling lives. This is more true than ever as we invite you to make a lasting impact with this opportunity.

Every permanent placement can make a lasting difference

Digital, transformation and technology recruitment specialist, Lorien, has been recognized as a &lsquo;Best Staffing Firm to Work For&rsquo;&nbsp;in the North America Staffing Industry Analysts (SIA) awards.
 The firm, which is part of the Impellam Group,&nbsp;was awarded the&nbsp;<a class="Hyperlink BCX0 SCXW132364128" href="https://www2.staffingindustry.com/eng/About/Media-Center/Press-Releases/SIA-Announces-2022-Best-Staffing-Firms-to-Work-For?cookies=disabled" target="_blank" rel="noopener noreferrer">accolade</a>&nbsp;for staffing firms with 51-200 employees.&nbsp;The SIA Best Staffing Firm awards recognize&nbsp;those recruitment businesses that put their people first and foster a strong&nbsp;development&nbsp;culture. The expert in&nbsp;tech&nbsp;recruitment solutions&nbsp;is also celebrating the&nbsp;recognition of its staff, with two members of the senior team&nbsp;being&nbsp;recognized&nbsp;in SIA&rsquo;s&nbsp;2022 edition of its Staffing 100 North America. Published for the 11th&nbsp;time, the list&nbsp;honors the bold leaders of the staffing sector.&nbsp;<a class="Hyperlink BCX0 SCXW132364128" href="http://si100.staffingindustry.com/claire-marsh/" target="_blank" rel="noopener noreferrer">Claire Marsh</a>&nbsp;&ndash; who started her career with Lorien in 1998 before becoming&nbsp;CEO of Impellam North America &ndash; and&nbsp;<a class="Hyperlink BCX0 SCXW132364128" href="http://si100.staffingindustry.com/ryan-mcmahon/" target="_blank" rel="noopener noreferrer">Ryan McMahon</a>, President of Lorien North America, have both made the list for the first time.&nbsp; Commenting on these recognition wins, Claire Marsh said: &ldquo;We&rsquo;re incredibly pleased to have been named as one of the best staffing companies to work for &ndash; particularly in such a tough talent market. As a business, Lorien &ndash; and indeed the wider Impellam Group &ndash; is in the midst of a significant growth period in the US, so achieving this accolade now demonstrates that our people-first strategy is working. Seeing members of the Lorien and Impellam Group senior teams also recognized in the SIA&rsquo;s Staffing 100 list further shows that what we&rsquo;re doing as recruitment leaders is working.&rdquo; Ryan McMahon added: &ldquo;I&rsquo;m delighted to have been recognized as one of the staffing sector&rsquo;s leaders. It&rsquo;s an unprecedented time for the recruitment industry and for Lorien, and there are more exciting times ahead. The SIA Staffing 100 list showcases the best in the business and I&rsquo;m honored to have been named in the 2022 edition alongside other inspirational colleagues and peers. I&rsquo;m especially pleased that our Lorien colleagues are so passionate about the work we do and the culture we have built.&rdquo; Lorien is a technology, digital and professional recruitment solutions specialist, with over 40 years' industry experience. We combine specialist recruitment with the scope, depth and breadth of large-scale talent solutions. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes, and tech needs. Our experience within a variety of sectors has given us a uniquely broad perspective &ndash; equipping us with the tools to create tailored solutions. This gives our clients the power to excel in tech and change, no matter their core discipline.

Lorien, which is part of the Impellam Group, was awarded the accolade for staffing firms with 51-200 employees. The SIA Best Staffing Firm awards recognize those recruitment businesses that put their people first and foster a strong development culture.

Lorien wins SIA award for Best Staffing Firm to work for

Lorien staffing and recruiting leaders are building world-class IT talent communities for our clients &mdash; by attracting GDS, Program and Product Management, Data, Software Engineering, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche, and developing markets.
Lorien Client Solutions Manager Trent Marbut specializes in sourcing GDS (travel software) and project management talent for employers of all sizes. He is on top of the latest trends in travel and hospitality industry hiring, including building a network of the top travel technology (GDS) talent. Travel industry trends for 2023 center on product, performance, and price, all of which link back to operational excellence and opportunities to improve post-pandemic travel. Airlines and airports, in particular, are tasked to upgrade their infrastructure in response to the traveling public&rsquo;s demands. &nbsp; &nbsp; &nbsp;
Strategic investments in innovative technology and talent can benefit industry leaders seeking to deliver on the quality experiences that consumers expect. And Lorien, part of Impellam Group, can help &mdash; with scalable IT and project management staffing solutions for travel companies based in the US and across the globe. The Lorien team has experience across a range of levels, from placing graduates to C-suite candidates. In 2022, Lorien filled over 335 IT roles in the travel and hospitality industry. The span of our clientele is global, ranging from ecommerce and financial service companies to smaller specialists and scalable start-ups. If you are looking to add top talent to your business, are interested in exploring the travel industry market, or are interested in joining our team, contact Trent Marbut today.

Lorien staffing and recruiting leaders are building world-class IT talent communities for our clients — by attracting GDS, Program and Product Management, Data, Software Engineering, User Experience (UX), and Quality Assurance (QA) specialists for competitive, niche and developing markets.

Hiring Solutions for the Travel and Hospitality from a Lorien Solutions Manager

Listen now

<span data-slate-fragment="JTVCJTdCJTIydHlwZSUyMiUzQSUyMnBhcmFncmFwaCUyMiUyQyUyMmNoaWxkcmVuJTIyJTNBJTVCJTdCJTIydGV4dCUyMiUzQSUyMkluJTIwdGhpcyUyMGVwaXNvZGUlMjBob3N0JTIwRGFycmVuJTIwaXMlMjBqb2luZWQlMjBieSUyMEphbWVzJTIwV2FyZCUyQyUyMHRoZSUyMG1hbmFnaW5nJTIwZGlyZWN0b3IlMjBmcm9tJTIwQ2xpZW50c2hhcmUuJTIwVGhleSUyMGhlbHAlMjBsZWFkaW5nJTIwQjJCJTIwY29tcGFuaWVzJTIwYW5kJTIwYnVzaW5lc3NlcyUyMGluY3JlYXNlJTIwcmV0ZW50aW9uJTIwYW5kJTIwZ3Jvd3RoJTIwb2YlMjB0aGVpciUyMGtleSUyMGNvbnRyYWN0cy4lMjIlN0QlNUQlN0QlNUQ=">In this episode host Darren is joined by James Ward, the managing director from Clientshare. They help leading B2B companies and businesses increase retention and growth of their key contracts.<iframe style="border-radius: 12px;" src="https://open.spotify.com/embed/episode/51EGRJNewB7r1AAaPmrten?utm_source=generator" width="100%" height="352" frameborder="0" allow="autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture" allowfullscreen="allowfullscreen" loading="lazy"></iframe>

Host Darren is joined by James Ward, the managing director from Clientshare.

Creating & Measuring Business Differentiation with James Ward of Clientshare

Watch on demand

Unlock the Secrets to Attracting Top Tech Talent
Explore key insights from our recent session, where industry experts shared strategies from the 2024 "What Tech Candidates Want" report. Learn how to navigate today's competitive market and secure the best tech professionals for your organization.
Highlights from the Webinar:
<ul>
<li>Embrace Remote Work Flexibility: Discover why offering remote and hybrid options is crucial for attracting a diverse talent pool.</li>
<li>Streamline Recruitment Processes: Learn how a swift and efficient hiring process can secure top talent.</li>
<li>Prioritize Career Advancement Opportunities: Understand the importance of clear growth paths and how they impact employee retention.</li>
<li>Cultivate a Positive Company Culture: See how an authentic, inclusive workplace culture can attract and retain talent.</li>
<li>Tailor Your Approach to Demographics: Gain insights into customizing your recruitment strategies to resonate with various demographic groups.</li>
</ul>
<a class="primaryBtn" title="Watch on demand" href="https://www.linkedin.com/events/techtalentblueprint-5strategies7231306584809754626/theater/" target="_blank" rel="noopener">Watch on demand</a>

Unlock the Secrets to Attracting Top Tech Talent

Tech Talent Blueprint: 5 Strategies for Winning the Talent Race

<span data-slate-fragment="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">Hosts Darren and Malika are joined by Garth Ledingham, Head of Learning and Skills at Nationwide. They speak about immersive learning and how that affects real world learning. As well as Garth's wealth of experience across multiple sectors.
<iframe src="https://podcasters.spotify.com/pod/show/lorienglobal/embed/episodes/Creating-Future-Facing-Organisations-Through-Learning--Skills-with-Garth-Ledingham-e2ksk5o/a-abbvaed" width="400px" height="102px" frameborder="0" scrolling="no"></iframe>

Hosts Darren and Malika are joined by Garth Ledingham, Head of Learning and Skills at Nationwide. 

Creating Future-Facing Organisations Through Learning & Skills

<span data-slate-fragment="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">Hosts Darren and Malika are joined by industry expert David Brammer where they focus on discussing referral and alumni talent. Talking about short term spike hiring and boosting referral schemes as well as boomerang hiring!
<iframe src="https://podcasters.spotify.com/pod/show/lorienglobal/embed/episodes/An-Expert-Speaks--Improving-alumni-and-referral-hiring-with-David-Brammer-e2ii8hj/a-ab6afpv" width="400px" height="102px" frameborder="0" scrolling="no" sandbox=""></iframe>

Hosts Darren and Malika are joined by David Brammer

An Expert Speaks! Improving alumni and referral hiring with David Brammer

<span data-slate-fragment="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">Host Darren is joined by David Gettins, the managing director of Lorien. They both use their wealth of knowledge and industry experience share their opinions and thoughts of what 2024 will bring in the world of tech recruit and talent acquisition.
&nbsp;
<iframe src="https://podcasters.spotify.com/pod/show/lorienglobal/embed/episodes/What-will-2024-look-like--With-David-Gettins--Managing-Director-of-Lorien-e2gf0e1/a-ab12oi1" width="400px" height="102px" frameborder="0" scrolling="no"></iframe>

Host Darren is joined by David Gettins, the managing director of Lorien

What will 2024 look like? With David Gettins, Managing Director of Lorien

Listen

In this episode host Darren is joined by previous podcast guest turned brand new co-host, Malika!
<p class="Type__TypeElement-sc-goli3j-0 gfMYqC" data-slate-node="element" data-encore-id="type" data-slate-fragment="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">They speak to Erika McDade, a senior resourcing manager at Santander. Learning about Erika's life and career - from growing up in Colombia to finding her true career path in STEM related expertise for financial services.
<iframe src="https://podcasters.spotify.com/pod/show/lorienglobal/embed/episodes/Using-your-passion-to-define-your-dream-career-e2gb35k/a-ab0p922" width="400px" height="102px" frameborder="0" scrolling="no"></iframe>

In this episode host Darren is joined by previous podcast guest turned brand new co-host, Malika!

Using Your Passion to Define Your Dream Career

Welcome to the first Lorien podcast of 2024!
<p class="Type__TypeElement-sc-goli3j-0 gfMYqC" data-slate-node="element" data-encore-id="type" data-slate-fragment="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">Host Darren is joined by Danny Hodgson - the co-founder of Foresight a business that provides a flexible approach to workforce planning challenges.
<p class="Type__TypeElement-sc-goli3j-0 gfMYqC" data-slate-node="element" data-encore-id="type" data-slate-fragment="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"><iframe src="https://podcasters.spotify.com/pod/show/lorienglobal/embed/episodes/Workforce-Planning--Technology-with-Danny-Hodgson--Co-Founder-of-Foresight-e2ea32n/a-aar51uu" width="400px" height="102px" frameborder="0" scrolling="no"></iframe>

Host Darren is joined by Danny Hodgson - the co-founder of Foresight a business that provides a flexible approach to workforce planning challenges.

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