Robert Walter Releases Tech Guide FIVE LESSONS IN TACKLING THE TECH TALENT SHORTAGE

2. Bring the meaning back to benefits
          Incorporating more flexibility in the benefits package offered based on individual preferences can be an effective tool to attract and retain tech talent. The top three benefits tech professionals consider when choosing a company are: flexible hours (58%), insurance for the family (49%) and remote working (46%).

3. The whole is greater than the sum of its parts
          When searching for a candidate to fulfil a role, it is important to consider high potential candidates instead of waiting for the perfect person. Another consideration is to how these high potential candidates can fit into the team and grow them into the role.

4. Encourage 360 learning
          In addition to more traditional, workshop-style training session, companies should also think about holistic learning and development opportunities to motivate and retain their tech talent. The top three training opportunities tech talents are most interested are: training workshops/courses on technical skills (61%), cross-functional project involvement (36%), and training workshops/courses on soft skills (34%).

5. It begins from the top
          The company's leaders determine its culture and direction. For tech and non-tech alike, it is important that business leaders believe in the value of technology and how it can accelerate the business. This involves setting aside time and resources to allow tech teams to innovate, helping tech teams and the business communicate and showing tech talent the value of their work.
          "Based on our survey[1] 68% of respondents who were hiring managers took 3 months or more to fill an open tech position on their team. On a scale of 1 to 10, with 10 being the hardest, tech hiring managers rated the difficulty level of hiring talent on an average score of 7. Business productivity and innovation were impacted as 7 in 10 hiring managers interviewed shared that the shortage of tech talent negatively affected their speed of product development. To help solve this challenge, we spoke with forward-thinking business leaders, HR experts, hiring managers and tech professionals across South East Asia and put together the insights we gained with five lessons in tackling the tech talent shortage." Julian Meissner, Manager of the Information Technology Division, shared a brief statistic from the guidebook's survey.
          Wareerat Toni Kitchaixankul, Associate Director, Talent Acquisition, Tencent Thailand shared, "At Tencent, we have launched various programmes to address the skills gap. In Thailand, we offer comprehensive management and professional development pathways and work closely with industry bodies and other organisations to attract and retain talent by offering opportunities to grow both vertically and horizontally. As a case in point, many of our executives in Thailand studied and worked in engineering but are now in different functions, such as tech. These, combined with our dynamic culture and open communication, have had a notably positive impact on our recruitment and retention efforts. Tencent Thailand now ranks as one of the top five workplaces of choice among the tech companies in the country."
          For more information on the e-guidebook as well as Robert Walters in Thailand, please visit www.robertwalters.co.th.

Notes to editors:
          1. Robert Walters is one of the world's leading specialist professional recruitment consultancies and focuses on placing high-calibre professionals into permanent, contract and temporary positions at all levels of seniority. The Thailand office specialises in placing candidates on a permanent basis in the following disciplines and industries: accountancy & finance, banking & financial services, legal, human resources, information technology, sales & marketing, supply chain, procurement & logistics as well as technical healthcare. Established in 1985, the Group has built a global presence spanning 30 countries and regions.