As organisations across sectors embrace digital transformation, the demand for technology professionals in non-tech environments has surged. By tapping into the pool of tech talent, non-tech companies can gain a competitive edge, enhance their digital capabilities, and leverage technology to achieve their business goals. Rishav Dev, Chief Human Resources Officer at Noveltech, a Goldman Sachs company, talks about how technology professionals are equipped to drive innovation, enhance operational efficiencies, and deliver exceptional customer experiences.
The versatility of technical skills
IT professionals bring a diverse range of transferable skills to the table. For example, proficiency in programming languages equips them to develop and maintain software applications, automate tasks, and build robust systems. These skills can, potentially, be applied across industries, from finance and healthcare to retail and manufacturing, facilitating the development of customised solutions and streamlining business processes.
Additionally, technology professionals possess a strong understanding of database management systems. They can design, implement, and maintain databases, ensuring data integrity, security, and efficient retrieval. This skill is crucial for any organisation that handles large volumes of data, as is data analysis, another example of a transferable skill that these professionals bring to the table. Moreover, they possess knowledge and experience in emerging technologies such as artificial intelligence (AI), machine learning (ML), and cloud computing. Their expertise in these areas equips them to leverage AI and ML algorithms for predictive analytics, automate processes, and enhance customer experiences. Cloud computing skills also allow tech professionals to design and implement scalable and cost-effective IT infrastructure.
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These are just some examples and Dev adds to the list by pointing out: “Compared to Indian family-run setups or other non-tech industries, the technology industry places significant emphasis on robust processes. Processes entail a strict adherence to discipline and commitment, as any failure within a process can trigger a chain reaction affecting other processes, potentially causing significant disruptions and chaos within the business. Thus, this slant that’s ingrained into tech professionals can be effectively applied in non-IT environments.”
Indeed, according to a 2022 McKinsey article: “Demand is growing exponentially for skills such as software engineering, data management, platform design, analytics-based automation, customer experience design, and cybersecurity. 87% of global senior executives surveyed by McKinsey said their companies were unprepared to address the gap in digital skills—and that was before the pandemic caused dramatic shifts toward remote work and e-commerce.” Adapting to a non-tech culture can, however, be challenging for some of these professionals. Dev says that while this is true, in his experience, “with some interventions and support, they can achieve great success”.
“While there are instances where individuals [technology professionals] may struggle to align with the new culture, it is essential for each person to approach the transition with an open mindset and let go of expectations based on previous perks and facilities”.
The key to a seamless transition
“While there are instances where individuals may struggle to align with the new culture, it is essential for each person to approach the transition with an open mindset and let go of expectations based on previous perks and facilities,” Dev explains. “It’s worthwhile to remember that embracing change and conquering new challenges is crucial for personal growth, as life is constantly evolving”.
Several new trends and changes are having an impact on the demand for talent with tech skills. For instance, as data and analytics increasingly shape critical business growth decisions, there is a rising demand for non-technology sectors to establish technology-driven infrastructures that elevate their product and service offerings. Thus, according to TeamLease Services ‘Digital People Supply Chain Report – Tech in Non-Tech’ for H1-2024, over a million technology professionals are slated to be hired by non-technology industries like BFSI (banking, financial services, insurance), Retail and Consumer Business, Life Sciences and Healthcare, Consulting, Communication Media and Technology, Energy and Resources and Engineering Research and Development by FY 2027-2028.
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The report highlighted certain in-demand jobs in different industries:
- Data Engineer, Solutions Architect and Business Analyst in BFSI and Consulting;
- Fullstack Developer, UI/UX Designer and Game Developer in Communication Media and Technology (CMT);
- Data Scientist, Fullstack Developer and Graphic Designer in Retail and Consumer Business;
- Java Developer, QA Engineer and Data Scientist in Life Sciences and Healthcare;
- CAD Engineer, Embedded Software Engineer and Automation Engineer in Engineering Research & Development; and
- Big Data Analyst, Software Developer and IT Infrastructure Engineer in Energy and Resources.
Key skills in demand, according to the report, range from proficiency in programming languages and cloud computing to expertise in artificial intelligence and blockchain cybersecurity.
This demand continues to be fueled by several trends in the modern business landscape.
The evolving landscape
One such trend is the shift towards remote work, which has been accelerated by the global COVID-19 pandemic. Dev elaborates:
a) Remote interviewing:
“The COVID era has ushered in a new normal of remote working, leading to faster execution and cost savings. However, organisations need to ensure effective implementation of remote interviewing to enhance their employer branding and maintain a positive candidate experience,” says Dev. At the very least, this entails leveraging appropriate technology, maintaining clear communication, and providing a seamless virtual interview experience.
b) Candidate experience:
Dev highlights that in today’s employee-driven market, candidate experience takes centre stage. “Organisations recognise the importance of providing a positive overall experience to candidates during the interview process to attract and retain top talent,” he says. Technology can be leveraged in this aspect to ensure transparent communication, timely feedback, and personalised interactions, all of which would go a long way to boost employee experience.
c) Diversity and Inclusion (D&I):
“D&I has become the new normal and a significant area of investment for HR leaders. It directly impacts talent acquisition and overall organisational operations. Embracing a diverse workforce fosters a more inclusive and cohesive organizational culture, enhancing the sense of belonging among employees,” Dev says. Talent with technical skills can play a vital role in advancing DE&I by creating inclusive technology solutions, addressing biases in algorithms and data, implementing diverse hiring practices, promoting inclusion in tech spaces, and collaborating with non-technical teams.
d) Analytics:
Besides, Dev adds: “Data-driven decision-making supported by analytics is gaining prominence. Analytics provides valuable insights into critical areas of human resource management. It enables organisations to better analyse the return on investment (ROI) in terms of people, systems, and processes.” Tech talent can play a crucial role in enabling data-driven decision-making and leveraging analytics for valuable insights into human resource management.
By harnessing the power of transferrable tech skills, organisations can, thus, unlock new opportunities, drive business growth, and stay ahead in an increasingly technology-driven world.
