As I started writing this post about retaining your IT employees it seemed, while perhaps difficult to perfect and execute, simple to understand. After all, there are tons of lists for the top 10 methods for retaining employees. As I dug deeper I realized this wasn’t going to be a simple top 10 list and mental health surfaced as the key to keeping your team.

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Blind did a study across a number of IT organizations. They found 57% of their respondents were experiencing burnout.


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In Part 1: Digging for gold, I discuss how to redefine your definition of talent and provide ideas about forming job descriptions. Hopefully you’ve found this helpful and have gotten a few more applications than usual. Now it’s time to make decisions for who to interview and who to hire.

Pair down those resumes

How do you shortlist when you’re looking at a pile of non-traditional applicants? Look for candidates who show the ability to continuously learn. Have they taken courses, attended conferences, and have been able to rise in rank in past experience? Pinpoint skills which can come from any industry and are helpful. Examples are communication, meeting deadlines, and working well with others. There may also be skills and knowledge related to the software you’re building or your industry. …


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I’ve had the opportunity to build new teams from ground zero a few times. Currently in Canada it appears that technical talent is difficult to find. But I need to ask the question — is talent actually hard to find or are you allowing yourself to be limited by using traditional approaches of what you’re “supposed to” look for and how you define talent? I don’t use traditional means.

This is the first of a 2 part series of articles. In this first article, I’ll give you some things to think about when it comes to the candidate search. …


Are you an employer or job seeker? Are you interested in the best ways to retrain to enter the IT industry or supplement a tech team? We’ll be talking about latest practices in hiring, retraining and business culture — let’s start your training!

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Dyad Solutions was started to help both job seekers and employers. We know the tech industry is heating up and good candidates are hard to find. It’s time we turned recruitment on it’s head and make use of the talent that exists from other domains and turn them into Tech Geniuses!

To flip the industry we’ll be schooling you on topics such…

About

Tanya Lung

Partner of Dyad Solutions, Tanya managed and built many IT teams & software over the last 18 years. She thinks outside the box when she’s hiring and so can you!

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