According to the Bureau of Labor stats report, there were 199,000 new jobs created in the U.S. last month. It’s an encouraging sign, and companies are cautiously hiring for new tech roles.

In fact, the number of weekly job postings related to generative artificial intelligence (Gen AI) this summer leaped more than 450% from a year ago, according to a report from Upwork.
 

From an employer perspective, as we see growth in these tech jobs, I believe we also need a shift from focusing on more traditional skill sets and educational backgrounds, to focusing on qualities, such as adaptability and emotional intelligence.

There have been several unexpected shifts in the job market this year, and it’s important to note that in the fast-moving tech industry in particular, the only constant is change. A few years ago, metaverse took off as the latest technology, and before that, we saw 5G, Web3, and blockchain finding popularity and interest among tech experts. Today, we're experiencing a rapid transformation with the current AI boom, and we anticipate this evolution to persist as the AI industry matures and as other technologies continue to emerge.

So what can companies who are looking to keep up with the constantly evolving tech talent do? How can we possibly keep up with the constant change? I firmly believe that the answer lies in re-assessing what we look for in new talent.

To keep pace with industry shifts, companies are refining their recruitment practices by harnessing AI and sophisticated tools to better staff teams. AI is revolutionizing how we identify and evaluate the skills of potential hires, streamlining the process to pinpoint the most qualified candidates efficiently.

Additionally, the recruitment experience is being reimagined to be more dynamic, interactive and engaging. There's also a growing emphasis on sourcing talent with new and emerging skills. Here, strategies for upskilling and reskilling are crucial, offering tailored learning paths that align with each individual's abilities, and ensuring our workforce's skills stay current and market-relevant. So what ARE the traits employers should look for?

1. Adaptability

Whether working on our tech, sales, or HR teams, people who are flexible and able to adapt quickly can better meet the demands of our customers, leaders and employees. This also translates well to incorporating new tech quickly with the power to create substantial value for any organization. This allows us to hire IT and tech workers who don’t have direct or tangential experience in a specific technology but are eager to learn. Once upskilled or reskilled, those workers will bring fresh eyes and wide work experience to every project.

At Globant, we empower our teams to evolve alongside technological advancements via Globant University. Here, we utilize various AI tools that identify and assess essential skills, subsequently offering personalized learning experiences. These are meticulously tailored to each individual's existing skill set, client requirements, and anticipated industry trends, ensuring continuous growth and adaptability.

2. Emotional intelligence

Emotional intelligence is crucial within teams. Whether navigating strategic differences or resolving an argument over owners of projects, teams that possess emotional intelligence and fortitude can move on quickly and stay focused on core objectives. In an era where technology generates significant value and enables us to automate and scale operations, having emotionally intelligent and trustworthy individuals at the core is a key differentiator.

By harnessing the best attributes of people and the finest aspects of technology, we can truly create added value and unlock our full potential.

3. Authenticity

Just as face-to-face interactions have always thrived on trust, recent years have reaffirmed that people yearn for genuine connections and realness in all aspects of life, valuing sincerity and transparency above all. For brands, consumers have and will break brand loyalty because of an executive’s inauthentic choices (i.e. greenwashing or rainbow washing). Similarly, team members rely on each other to get the best outcome. If teams are truly authentic and honest with one another, they build a relationship based on trust and focused on problem-solving.

I believe that as we prepare for the next big thing, the next evolution of the technology sector, we can no longer continue just staffing teams based on people with the “right” education or recent history in the industry. Rather, we should look at team experiences with each other, overall project history, and individual interests. Hiring managers must look out for candidates with high capabilities in what was traditionally considered “interpersonal skills.” And equally, candidates must not undersell those qualities during the interview process or on their resumes.

As Chief People Officers - it is our responsibility to adapt to our teams' needs to enable them to excel and to ensure we hire the right person for the right role. A workplace grounded in honesty, flexibility, empowerment and collaboration not only fosters an environment ripe for innovation and disruption but also cultivates a deep sense of belonging and pride among employees. This nurturing atmosphere leads to a reciprocal relationship, where every person can achieve their best version, and companies can grow and break new ground, continuously pushing the boundaries of what's possible.

Author Bio

Santos Videla is Chief People and Education Officer at Globant.

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