Proactive Reskilling: How to Future-Proof Talent Before Disruption Hits

New age reskilling opportunit

• We were debating when should we go after existing talent for reskilling.  A lot of the organizations walk through the reskilling scenarios after identifying them as potential targets for reduction in workforce.  This does not provide the required motivation and such reskilling scenarios are not effective.  Rather, we should identify areas of disruption and work proactively with resources.  We are working with a few companies in this model.
• We have mapped out several new age reskilling opportunities.  Sales force is dramatically changing due to various reasons
  • Digital enterprises have shifted from outside sales strategy to hybrid sales strategy where a mix of inside and outside sales reps drive the client acquisition process. This hybrid structure is expected to evolve further towards inside sales only structure due to the evolution of technologies and changing customer preferences.
  • We have mapped several skills for the sales force to gain in the Digital Age
    • Social selling
    • Data Analytics and visualisation
    • Content development and targeting
    • Lead and opportunity scoring
    • Qualification questioning
    • Virtual product demo
  • We have mapped several online courses that the sales force can start acquiring these skills across various sales job families
• One of the analysis we conducted gave us some interesting ideas.  The client was interested in hiring women Python developers.  Due to supply constraints they were not able to find.  Post some analysis, we suggested that there is better supply of women R talent and we can do a 4 to 5 month training.  R is a very well developed language.  R is very optimized for arrays and statistical analysis.  R uses both object oriented and functional programs and so does Python.  In some ways it is easy for non-programmers to learn R and then learn Python.  In constrained supply pool environment, such analysis will be useful.  Please reach out to us for any such analysis.  We will be happy to look into your needs
• In our constant quest to keep finding the small pockets of opportunity of tech talent, this week we were analyzing Boise -Idaho.  This location was recently prioritized by Intuit (news released by them).  Intuit hopes to do some product development in Boise in addition to the existing support jobs they have there.  Several qualitative interviews we conducted point out to superior quality of life when compared to other cities
• Very soon, all Recruiters will be talking about Microservices talent.  We want to be a bit ahead and bring this to you.  We have put together the taxonomy of roles around this.

• Hyper Automation is one of the key topics of this decade – Though every other enterprise is attempting something or the other in RPA segment, only about 13% of enterprises have executed a scalable RPA strategy. To scale RPA and to meet the future demands from the market, enterprises will need to combine multiple automation and AI technologies that today are considered separately. HR needs to understand this space and we at Draup are mapping roles around this.  More to come in this area.