The business world–and the tech industry–is in a state of constant evolution. When things are changing as fast as they are, you need an agile workforce who are quick on their feet and unfazed by change. And while you can train your current workforce to be more agile in their approach, it’s good to find employees who already possess these skills.
Being a ‘Jack of all trades’ isn’t as bad as the idiom makes out. After all, the original 1592 reference by Robert Greene was about Shakespeare and there’s no denying his talent and prowess.
But, what is career agility exactly and how can we hire for it?
What Is Career Agility?
To put it simply, career agility means being able and willing to learn, adapt, and be flexible in your career. Employees with these characteristics are better able to adapt to changing business demands, work environments, and new roles.
When an employee has good career agility it means they’re more likely to:
Possess transferable skills that can translate into multiple roles.
Move well and be flexible between different roles.
Adapt well to any industry or business changes that occur.
Thrive in unusual situations and challenges.
Be proactive and solution-focused when facing problems.
Career agility is closely linked with the concept of continuous learning. It means employees are willing and eager to update their knowledge and skills to remain relevant in their area of expertise.
Being adaptable is a vital skill that enables professionals to adjust to organizational changes, new technologies, or even shifts in the industry. Career agility creates smoother transitions for businesses but it also allows employees to seize new opportunities and overcome obstacles.
With this understanding, it starts to become clearer why the tech industry needs such agile employees: the environment is dynamic and rapidly evolving with near-constant advancements and market needs shifts.
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Why Career Agility Matters in Tech
Anyone who’s ever worked with, or used, tech knows how fast-paced the industry is and because of that, tech employees need to be fast-paced too. Any technological advancement or industry shift demands the tech workforce to upskill.
As technology progresses, so too do the demands of the tech industry. With new tools, frameworks, and methodologies coming out almost daily, professionals must be ready to adapt. With career agility, tech workers can pivot and adjust to remain valuable and relevant.
Consider all of the most recent innovations like cloud computing, artificial intelligence (AI), and blockchain–many of those working in these sectors won’t have trained initially in that area and they certainly won’t have been a part of their formal education because they simply didn’t exist.
Similarly, a technology such as a VoIP service, which is now vital for global communication, has evolved quickly, requiring professionals to adapt and stay current.
Agile professionals are wanted and needed in tech. The more agile you are, the more competitive you are in the job market. Those who embrace career agility are more likely to experience career growth and job security. Their adaptability makes them attractive candidates for any position while also helping them to advance within a given role.
But the benefits aren’t just for the professionals themselves. Using diversity recruiting platforms like Oleeo can help companies find and nurture this agile talent. Agile employees are better able to navigate complex problems and find innovative solutions. They adapt and learn quickly, which is an essential skill for anyone working in tech. Having an agile workforce as an organization means a company that can respond quickly to technological advancements and market shifts.
The Role of Career Agility in Hiring Decisions
Career agility is highly valued. If witnessed during the hiring process it shows that the candidate can thrive in a fast-paced environment that changes constantly. Agile professionals are seen as more capable of adapting when faced with challenges and it reduces the risks of hiring candidates that struggle with change.
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A candidate's agility isn’t only just about when they’re established in the role. Agile professionals will also transition quicker into their new role and learn the ropes quickly. This means they’ll be contributing positively to the organization from their very first day without much guidance and ‘hand-holding.’
Many companies now use a recruiting management system during the hiring process as this allows them to identify those with agile potential. They can, for instance, assess candidates’ skills in certain areas and evaluate their adaptability.
Analyzing the data from predictive hiring also means recruiters can pick out candidates who are more likely to cope with the evolving demands of the tech industry. This means new hires will be well-suited to the challenging environments.
Skills That Support Career Agility in Tech
Besides the skills that you want your tech employees to have (programming languages, for example), several key skills make an employee ‘agile:’
Problem-solving: Strong skills in this area mean being able to tackle complex challenges and find effective solutions without issue. Problem solvers are creative thinkers and better able to develop new approaches.
Adaptability: Being able to learn new tools, frameworks, and technologies quickly means faster progress for both the employee and the business. Adaptable people are better equipped to rise from setbacks and maintain morale.
Collaboration: Soft skills are also important and being able to work effectively in a team is vital in tech. Agile professionals are great collaborators and will share knowledge and work towards common goals. Teamwork encourages knowledge sharing and means employees learn from their peers.
Communication: Being a good communicator means employees can relay technical information to non-technical stakeholders. This facilitates smooth project execution and ensures alignment. Clear communication helps teams to address issues quickly by discussing solutions.
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Growth mindset: Embracing a mindset of lifelong learning is crucial for career agility. This might mean learning how to use tools to stay informed about different areas of the business. For example, understanding how to use a VoIP tester helps tech professionals stay current in communication technologies, even if that’s not their area of expertise.
How Employers Can Foster Career Agility
It’s one thing to understand career agility and hiring for it, but it’s also important to continue developing that career agility within the existing workforce.
Employers can encourage career agility using a range of strategies:
Promoting continuous learning
If you’re hiring someone based on their career agility, you need to work to develop this further. Make the most of their desire to learn and adapt by promoting continuous learning. Set up programs and initiatives that support this ongoing education and skill development. This may look different for every organization but could include access to online courses, certifications, workshops, and conferences.
Encouraging cross-training
Providing employees with opportunities outside of their role within the organization is valuable. Not only does this upskill the employees and build on their agility, but it is cost-effective too. For instance, it means that a software specialist can develop their skills at presenting at a meeting or handle enquiries.
Supporting flexible career paths
Employees should also be allowed, if not encouraged, to explore different roles or projects within the organization. In supporting this internal mobility, you create a staff that has a more adaptable skill set.
Facilitating mentorship and coaching
Your employees are your greatest asset. Why set up tons of external training when you already have the talent within your teams? Pairing employees with mentors or coaches can support career development. Mentors and coaches can share industry insights and provide guidance on the things that really matter to your organization and employees’ roles. This also contributes to growth and means employees gain insight into others’ career paths.
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How to Hire for Career Agility
So, how do you hire for career agility? The recruitment process should be set up in such a way as to facilitate this through things like behavioral interviews, technical assessments, situational judgment tests, and soft skills evaluations.
During the recruitment process, there are several things to look out for that demonstrate a candidate has career agility:
Seek evidence of past experiences where the candidates have navigated changes.
Look for candidates who have demonstrated a history of innovative thinking and effective problem resolution.
Identify those who have demonstrated themselves to be committed to ongoing education and skill development. They may have undertaken courses or achieved qualifications, for instance.
Assess their ability to work collaboratively and articulate their ideas clearly. Group activities or role-playing scenarios are useful here.
It all starts with the job description
You’re more likely to gain candidates with career agility if your job descriptions appeal to individuals with the desired characteristics.
Here are some pointers to follow when creating your job descriptions:
Highlight the flexibility and learning opportunities the role presents.
Be sure to mention opportunities for professional growth.
Clearly state that you’re seeking candidates who would thrive in a dynamic environment.
Use inclusive language to appeal to a diverse pool of candidates.
Mention career development opportunities.
Conclusion
Career agility is more important than ever. Employers in the tech industry should be prioritizing finding and developing this adaptability to remain competitive. By recruiting professionals who are eager to learn and embrace change, organizations can build forward-thinking, innovative teams. For those ready to level up their skills, check out Ironhack’s Bootcamps.
Bio:
Natasha Thakkar is a Content Marketing Manager at Oleeo. With more than a decade-long experience in marketing and handling global projects up her sleeve, she's turned her passion for lead generation and impactful communication into a journey of building Oleeo's brand, network, and audience. Catch up with Natasha on LinkedIn.
