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Losing Transformation Talent? Speed Might Be Your Problem
Over the past seven years, I’ve supported some of Northern Ireland’s most ambitious digital and business transformation programmes. This includes critical, software/ infrastructure/de merger projects in the Utility and Technology sectors, 10-year transformation strategies in higher education, and major business & clinical system projects within health.
I have first-hand experience seeing how essential it is to have the right people in place. One thing clear is the biggest obstacles in digital transformation recruitment is rarely lack of available talent.
To test this, I carried out a poll across my network, asking hiring managers and digital leaders what their biggest recruitment pain points are. The options were:
Lack of quality CVs
Slow internal process
Lack of internal talent acquisition expertise
Lack of budget
The results?
Slow internal process emerged as the number one barrier to securing Project Delivery, Project Governance and Business Analysis professionals. In my experience, delays can stem from multiple layers of decision-making, lengthy approval chains, or reliance on outdated recruitment processes.
In the digital transformation space, the standard application and interview process simply doesn’t move quickly enough. By the time organisations sift through applications, schedule interviews, and align stakeholders, the strongest candidates have already accepted offers elsewhere.
I’ve made a living of finding the right resource at critical points, in very short timeframes, and know the steps required to make this happen successfully. Speed is the most important factor. Understanding the scope, required outcomes, skills, experience, mindset required, and acting decisively makes the difference between a securing the resource the makes a project thrive instead of stall.
What Works in Securing Top Transformation Talent
Success is all about speed, clarity, and precision.
Act Quickly, Decide Faster: Streamline approvals and execute decisively to secure top candidates before they accept other offers.
Understand the Role Beyond the Job Description: Focus on mindset, adaptability, and stakeholder navigation, not just technical skills.
Build Relationships Before You Need Them: Proactive networking and talent mapping give organisations a competitive edge.
Empower Recruitment with Collaboration: Hiring managers, HR, and talent acquisition teams must work as one integrated team to reduce timelines and enhance candidate experience.
Streamline the Hiring Process: Reduce unnecessary steps, consolidate interviews, and empower hiring managers to make swift decisions.
In digital transformation, the “right person at the right time” make or break projects. Organisations prioritising speed, clarity, collaboration, and streamlined processes give themselves a decisive advantage.
If your organisation is planning a major digital or business transformation, securing the right talent quickly can define your success. I welcome conversations with leaders who want to build teams capable of delivering transformation at pace.
📞 028 9033 0250
📩 ross.stevenson@vanrath.com