Page 24 - Impiantistica Industriale

SPECIALIZED RESOURCES

Companies that understand the different needs of Leading companies also seek out young talent
their employees also regularly measure employee through partnerships with universities. The collabo-
satisfaction. Indian telecommunications firm Airtel ration could include funding financial scholarships,
and payments company Paytm, for instance, use student innovation competitions, or training for
software from inFeedo to identify employees at high- priority candidates. Volkswagen, for exam-
risk of quitting, predict burnout, and reengage the ple, is considering financing programming schools
workforce. in Mexico and Brazil to improve its access to sof-
Tap into new talent pools. Company alumni tware developers.
may be particularly receptive to recruiting. In Bain Finally, gig workers can help fill talent gaps, espe-
surveys of young em- cially in IT and digital
ployees who have quit engineering roles. Tech
companies, more than Leading companies are offering companies such as Go-
50% said they would be better work benefits and ogle, Salesforce, and
willing to return if they Meta regularly employ
received a raise in sal-“unearthing new talent pools contingent workers that
ary, and 20% said they allow them to quickly
would consider return- grow or shrink the work-
ing if former employers significantly improved the force. Service companies including Wipro, TCS,
work environment by offering flexible working time, and Cyient also are starting to use gig workers. Wi-
for example, or programs to attract more diverse pro, for instance, acquired Topcoder, a company
colleagues. with an open global community of developers, data
Outsourcing and offshore hiring can help address scientists, and programmers that sells the commu-
shortages in digital engineering capabilities that are nity ’s services to business clients.
in highest demand, such as data engineering and Chief technology officers of global engineering
analytics, cybersecurity, and the Internet of Things and R&D firms face a long-term battle for talent.
(IoT) (see Figure 2). Companies facing high attri- Leaders are making gains by rethinking com-
tion rates are already 2.2 times more prone to ac- pensation packages, career paths, and the work
celerate offshore hiring for engineering activities vs. environment. Above all, innovators are taking
companies that have lower or decreasing attrition a lesson from other industries and mining new
rates. sources of talent.

Daniel Suter

Daniel Suter, currently Partner in Zurich, is an expert in portfolio and business strategy, M&A and digital
business models. He holds more than 15 years of management consulting experience. He has extensive
experience in complex transformations across technology and industrial enterprises, as well as in the
private equity sphere. In the past, he had transferred to Bain’s San Francisco office to deepen his techno-
logy expertise. He studied business administration and computer science at the University of Zurich.

Bill Radzevych

Bill Radzevych, currently Partner in the Seattle office, is a member of our Technology, Advanced Manufac-
turing and Services/Aerospace & Defense practices. He leads R&D and Engineering products and Cloud
Center of Excellence. Throughout his tenure at Bain, Bill has honed wide-ranging management consul-
ting expertise through both direct experience across, and a client portfolio spanning, North America and
EMEA. Additionally, he has advised technology clients on topics such as product strategy, go-to-market
excellence, growth acceleration and customer success. He earned an MBA from Cornell University, as
well as both master’s and bachelor’s degrees in computer science from SUNY Buffalo. An avid outdo-
orsman, Bill enjoys skydiving, paragliding, scuba diving and mountaineering. He has summited Mt. Denali
and holds a private pilot license.

20 Impiantistica Italiana - Luglio-Agosto 2023