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SPECIALIZED RESOURCES

Attracting top talent premium skills, such as fluency with Kafka (a fra-
mework used to store, read, and analyze streaming
While all engineering firms are competing for talent, data), receive higher salaries than those with more
only a few succeed at consistently attracting the standard skills.
best people. Those winning this talent war follow a Foster employee development. Entice emplo-
few key guidelines: yees by providing learning opportunities including
Provide career path transparency. In the com- international assignments and new skills training.
petition for talent, it’s important to determine what Audi, for example, announced a training budget of
rates and packages other industries are offering €500 million in 2022 to instill new digital skills ne-
for specific roles and candidate backgrounds. If it cessary for the technical staff. Thousands of Audi
is tough to dramatically change employees every year take advantage of training
About 40% of young compensation in low-margin in- in software development, data analytics, charging
technology, and systems engineering. Amazon,
dustries, CEOs do have several
engineering professionals other options to recruit and retain on the other hand, offers employees self-directed
“globally say they are likely top talent. For one, they can re- online cloud-learning resources to earn additional
to change jobs within the ward top employees with promo- credentials at no cost.
Make work meaningful. One way to keep work
tions. Many engineers move to
next six months tech firms, where promotions to interesting for employees is to improve efficiency
new roles are possible every year and automate low-value work. Another option is to
or two. By contrast, it may take assign new employees to projects that allow them
engineers five years to be promoted at traditional to see the impact of their work quickly. Netflix, for
engineering or industrial firms. Shortening the pro- instance, assigns new hires to key projects that are
motion cycle will help secure young and midcareer close to completion to ensure they quickly feel a
employees. It also helps to make sure engineers sense of satisfaction for the achievement and be-
understand what it takes to earn a promotion. At come motivated. An attractive work environment
software company Miro, for example, managers also includes hybrid or flexible working models (see
share their 30-, 60-, and 90-day goals with new Figure 1) and programs to ensure emotional and
hires and help create a roadmap to achieve them. psychological well-being. In the wake of the Co-
Pay for skill, not for tenure. A Snowflake deve- vid-19 pandemic, many employees consider such
loper who is able to create state-of-the-art cloud- support a nonnegotiable benefit.
based analytics solutions is much rarer than a Java
developer with the same tenure. Still, many com-
panies would pay either of them the same wage if Data engineering and analytics,
they had the same number of years as developers cybersecurity, and the Internet
under their belts.
Leading ER&D companies are starting to classify “of Things are among the most
employees’ skills depending on whether they are sought-after capabilities
more mainstream or premium. Those with more

Number of survey responses by attribute (young engineering professionals and students)

Figure 1: What matters
most to young engine- Notes: Question 1 to young engineering professionals asked, “What attributes are most important when considering switching to a new potential job? (rank up to
ering professionals and 5)”; question 2 to engineering students asked, “Which attributes are currently most important to you when considering a job post-graduation? (rank up to 5)”; sum
students when choo- of participants that ranked category in top 5 divided over maximum potential sample size; excluded “other” (8 responses).Source: Bain Young Engineering Profes-
sing jobs? sionals and Engineering Students survey (n=801)

18 Impiantistica Italiana - Luglio-Agosto 2023