Authors :
Nino Mikava; IrineBaramidze
Volume/Issue :
Volume 7 - 2022, Issue 11 - November
Google Scholar :
https://bit.ly/3IIfn9N
Scribd :
https://bit.ly/3i5P2uG
DOI :
https://doi.org/10.5281/zenodo.7349467
Abstract :
The Fourth Industrial Revolution
dramatically increased the demand for information and
communication technology specialists, globally.
According to human resource specialists and industry
experts,competition between companies to attract talents
in this area has intensified all over the world. Moreover,
this is further aggravated by the fact that information
and communication technology specialists can work
remotely from different locations and place of residence
no longer limits their employment in companies in other
countries. Moreover, the establishment of remote work
was remarkably accelerated during COVID-19
pandemic. Recruitment and retention of talents is related
with number of challenges in Georgian information and
communication technology companies as well. In
addition, the specific characteristics and preferences of
the "Millennials" and generation “Z” (which includes
most of the information and communication technology
specialists) should be considered.
The purpose of this study is to evaluate the role and
importance of employer’s brand for information and
communication technology talents. The overall objective
was to identify means to attract and retain these talents
in the face of fierce global competition. The main
question of the conducted research was - what role and
importance does employer's brand have for the talents of
this sphere?
A combination of mixed-research methods has been
applied. Initially qualitative research, in-depth
interviews were conducted with human resources and
employer brand specialists, who are actively working to
attract and retain talents in information and
communication technologies. At the second stage, In the
framework of the quantitative research, the talents of the
same direction were surveyed through a structured
questionnaire.
Based upon the results, the employer brand is a
topical issue, both, for talents and organizations.
Moreover, challenges were revealed that are being met
in our reality and are important parts of the employer
brand. According to the results, the main challenge
perceived by employers is attraction of information and
technological talents and selection of right motivational
systems for them. Although the field is still in the early
stages of development in Georgia, companies are
increasingly emphasizing employer branding strategies
in the field of human resource management and are
willing to incur financial costs for this. Companies do not
spare time nor money to attract the best talent. On the
other hand, the results of quantitative research show
that the employer brand has quite big impact on the
perception of talents towards companies. Whileselecting
an employer they pay attention to various important
components of the employer brand
Keywords :
Employer Branding, Employee Value Proposition (EVP), Information and communication technologies, Tech Talents.
The Fourth Industrial Revolution
dramatically increased the demand for information and
communication technology specialists, globally.
According to human resource specialists and industry
experts,competition between companies to attract talents
in this area has intensified all over the world. Moreover,
this is further aggravated by the fact that information
and communication technology specialists can work
remotely from different locations and place of residence
no longer limits their employment in companies in other
countries. Moreover, the establishment of remote work
was remarkably accelerated during COVID-19
pandemic. Recruitment and retention of talents is related
with number of challenges in Georgian information and
communication technology companies as well. In
addition, the specific characteristics and preferences of
the "Millennials" and generation “Z” (which includes
most of the information and communication technology
specialists) should be considered.
The purpose of this study is to evaluate the role and
importance of employer’s brand for information and
communication technology talents. The overall objective
was to identify means to attract and retain these talents
in the face of fierce global competition. The main
question of the conducted research was - what role and
importance does employer's brand have for the talents of
this sphere?
A combination of mixed-research methods has been
applied. Initially qualitative research, in-depth
interviews were conducted with human resources and
employer brand specialists, who are actively working to
attract and retain talents in information and
communication technologies. At the second stage, In the
framework of the quantitative research, the talents of the
same direction were surveyed through a structured
questionnaire.
Based upon the results, the employer brand is a
topical issue, both, for talents and organizations.
Moreover, challenges were revealed that are being met
in our reality and are important parts of the employer
brand. According to the results, the main challenge
perceived by employers is attraction of information and
technological talents and selection of right motivational
systems for them. Although the field is still in the early
stages of development in Georgia, companies are
increasingly emphasizing employer branding strategies
in the field of human resource management and are
willing to incur financial costs for this. Companies do not
spare time nor money to attract the best talent. On the
other hand, the results of quantitative research show
that the employer brand has quite big impact on the
perception of talents towards companies. Whileselecting
an employer they pay attention to various important
components of the employer brand
Keywords :
Employer Branding, Employee Value Proposition (EVP), Information and communication technologies, Tech Talents.
