IT leaders know that change is the only constant in this digital transformation era. As a result, their hiring priorities have evolved from looking for employees who are highly competent in a single area to looking for professionals who can continuously learn new skills. The key to success is to keep learning.
COVID-19 boosted the pace of digital innovation across industries, which was already rapid. It is now more vital than ever to have leaders who are continuous learners. Companies require IT leaders who are not only up to date on the latest technology, but also interested and creative about how such technologies might affect or even develop new business models.
Infrastructure, software development, cybersecurity, and data are the four primary disciplines, although each has several specialized elements, and the four fields overlap significantly in corporate systems. The IT worker is put under a lot of strain as a result of all of this complexity.
How do businesses spot a continuous learner?
What’s less evident is how to spot it in prospective employees or current employees. Due to the complexity of IT, many IT professionals are struggling. There is no certificate that verifies an individual’s ability to adapt and learn new skills. Certifications, seminars, professional affiliations, coursework, and involvement in training programs are all solid signs. However, there are other indicators that IT leaders and managers should look for when hiring or nurturing these people.
Keep an eye out for the initiative
Interviews are an excellent way to find exemplary instances of lifelong learning. Consider asking or seeking examples of when a candidate entered a company without understanding a certain skill or technology, and how they went out of their way to acquire it and put it to use in their work. Hiring managers should also look for achievements that are highlighted and quantified on resumes or in LinkedIn accounts.
Identify those who are willing to take risks
Risk-takers are not afraid to try new things. They recognize that even if they fail to solve an issue, they will still gain information. Challenges and mistakes are seen as chances for growth by continuous learners who seek to learn from them.
Follow the chosen career path
Career advancement and promotions within the organization, which involve changes in title and responsibilities, demonstrate learning agility and a drive to gain new skills. On the other side, stagnant professional advancement and a lack of advancement in title and responsibilities suggest the opposite.
Require a wide range of experience
It’s an indicator of a curious mind or, at the very least, a larger audience. Those who have completed a consulting stint are often ahead of the game because it exposes them to a range of contexts. However, once a person has made the transition to corporate, experience to work in various IT sub-functions demonstrates a candidate who is always eager to learn and take on new challenges.
Look for someone who has a growth-focused attitude
When companies are attempting to find the learners in their midst, they frequently make their presence known. Continuous learners search out possibilities for growth, seek out professional development, and feedback on their work. Those with a fixed attitude, on the other hand, do not learn for the rest of their lives. They will be recognized by businesses because they are resistant to change, shun challenges and professional development, and dismiss feedback.