New talents in the digital economy: Who they are and what are they looking for

MANILA, Philippines — In today’s digital economy, everything is not just about the technologies. It is equally imperative to put a spotlight on the people, as they’re the ones who can make such technologies useful for the business. With the acceleration of AI and other emerging technologies, this has pushed organizations to evolve and future-proof their workforce.

From a traditional perspective, the talent ecosystem has greatly progressed through the years. Now, talents find their purpose in what they do and ignite their passion for doing the work. Talents have built a growth mindset where they thrive on challenges and believe that they can improve further through effort, learning and persistence. With more autonomy and independence, talents are now focused on outputs and inclined to create their own ladders to succeed.

Talents are further growing through their synergy with technology and businesses must adapt to the changes to remain competitive. That’s why digital talents are emerging –  future talents who will redefine the workplace.

What are digital talents?

In a study by Forbes, digital talents are people who harness data, technology, knowledge management and creativity. They prefer cutting-edge work conditions. They are highly mobile and identify more with their profession and skill set than with their employer.

Gone are the days when digital talents were stereotyped as computer geeks and nerds. Digital talents exhibit a high learning orientation defined by digital trends and personal technological interests. Moreover, they think holistically, operate collaboratively, cross-functionally, embrace change and possess a growth mindset. AI engineers, data scientists, e-commerce analysts and digital creators – these are some of the digital talents who are not just technical implementers but also innovators who transform the landscape and drive digital transformation.

Becoming a digital talent

A crucial factor to consider in becoming a digital talent in today’s digital economy is learning how to develop a digital mindset. Esade Knowledge Hub identifies four key skills: Digital awareness is the ability to acquire essential knowledge and insight. With awareness, talents can capitalize on technology and harness its potential. Digital vision is about thinking strategically and creatively about leveraging digital technologies to foster innovative and impactful solutions. Active learning is seeking out new knowledge, skills and insights, as well as embracing a growth mindset and consistently expanding digital skill sets. Lastly, influencing is taking the initiative and facing potential rejection while building and maintaining professional relationships.

Navigating current talent preferences

Cultivating digital talent has become a top organization-wide priority across industries and the competition for top talent remains fierce. Understanding attitudes, expectations and sentiments will take precedence in uncovering what these talents are looking for in their potential employers.

Four key dimensions will be considered by talents regarding what they want in a company or an employer. These will be critical in an organization’s overall talent strategy.

Strong employer brand. How organizations market their company to desired job seekers will be key for prospective talents. An organization with a good reputation and proven track record will set it apart from the rest in terms of competing for top talent and driving employee loyalty.

Work environment. Talents are more amenable to having a positive and healthy work environment to perform at their best.

Competitive compensation and benefits - Providing fair and competitive pay is important for talents. They will also look for benefits like health care, paid leave and other benefits to improve employee productivity and engagement.

Flexibility - Hybrid work models are on the rise and talents prefer this to achieve work-life balance. Incorporating advanced digital tools and platforms can support a seamless integration between remote work and in-office work.

Available tools - Provision of laptops, smartphones, tablets, or other technology tools to help talents perform their work.

Rewards - Includes non-monetary rewards like company outings or team building, company social events and other incentives for employee morale.

Holistic well-being - A top priority for talents, especially with the effects of the pandemic. Well-being at the forefront can help talents achieve work-life balance, become healthier and feel happier at work

Company culture. One’s company culture should be credible, authentic and collectively aligned with the values of its stakeholders.

Aligned values - Talents are more motivated to work if they share the same values as those of the company. This will make talents feel that the company is where they really want to be.

Meaningful work - Workers are propelled not only by a company’s mission and impact but also by their understanding of how they can make a direct contribution to the overall business.

Transparent and inclusive work culture - Having open communication between leaders and employees is a strong indication that there is trust. Talents also value organizations that recognize differences, value and celebrate such differences, and use them to empower everyone to thrive at work.

Supportive management - Strong mentorship under seasoned leaders who can guide, advise, and motivate talents to succeed is also important for talents. Management support is essential, as is the ability to facilitate difficult conversations and confront any issues early on.

Growth and development. Lastly, it is significant for talents to grab opportunities for career development and advancement.

Digital skills development - To make digital talent a priority, organizations should ensure that employees or potential hires possess the right digital skills and help them develop a digital mindset to thrive in their work.

Continuous support for learning and development - A strong learning and development program with opportunities to learn, clear career pathways and organizational support provides an attractive proposition for potential candidates and helps to retain existing talents.

Growth prospects - Giving talents a glimpse of the company’s likelihood to grow to a scale where they can get the exposure to hone their skills will be a huge factor to define their long-term success.

With 2025 on the horizon, organizations must prepare to build a sustainable digital talent ecosystem. Having a deep understanding of what digital talents prefer will serve as a guide on how to create a robust talent strategy and empower these talents toward future work readiness.