At a time when many people are looking ahead to holiday gift-buying and expensive travel to visit family or go on vacation, some workers – particularly those in the tech sectors – are facing disappointing layoffs. While stressful for those undergoing them, these layoffs could positively impact associations’ workforce.
The layoffs alarm bell sounded for what felt like all of November. It began most prominently with Twitter, which let go of approximately half its workforce after Elon Musk took over the company and slashed 3,700 jobs. Meta is laying off over 11,000 employees, which accounts for 13 percent of its workforce. HP is reportedly planning to lay off staff, and in mid-November, it was reported that Amazon planned to let go of 10,000 employees.
Those who don’t work in the tech industry may be breathing a sigh of relief that comes with having a stable source of income. However, people working at associations may want to sit up and take note, as they could benefit from these recent layoffs at their associations. But it’s not about profiting from someone’s loss – associations have the unique ability right now to be a safe harbor for job seekers from the tech industry and to elevate their association in the process.
Recruiters are reportedly “the first position to go” when layoffs happen at tech companies, reports an article in The Wall Street Journal. When tech companies tighten their belts, these talent-seekers are often the first ones laid off because their job revolves around bringing in more people to the company. There’s little use for recruiting talent during slow-down periods or hiring freezes.
At Meta, for instance, Mark Zuckerberg noted that recruiting staff would be disproportionally affected due to over-hiring and over-spending amid the pandemic. Amazon also began letting go of its contract recruiters, reports The Wall Street Journal. And Google’s parent company, Alphabet Inc., has laid off some of its recruiters as well.
What does this mean for associations looking for talent? You’ll have an abundance of highly qualified tech recruiters from which to choose. Tech recruiters are responsible for identifying, recruiting, screening, and presenting potential candidates for positions. Due to the nature of their jobs, they are discerning, discrete, efficient and they work quickly. Who wouldn’t want to hire a person like that for their association?
Tech recruiting talent brings a future-thinking eye to associations and can help an association become a true leader. At tech companies, things are fast-paced. So, you’re looking at workers who are adaptable, flexible, and motivated. These qualities are assets at any association.
Talent attracted to tech companies will also be the type of people who enjoy learning and continuously learn. Tech company workers are typically comfortable with remote work, too.
An article from the Harvard Business Review describes how working in tech also requires a great deal of agility and the ability to pivot. The author, Nahia Orduña, explains, “When you work in tech, you have to be comfortable with this: Your expertise may become obsolete in a couple of years. You also have to be ready to jump into the next significant shift.” Orduña highlights the importance of ongoing learning, saying that if you’re not interested in being a lifelong learner, then tech may not be the right path for you. Those interested in “building the future,” she says, are ideal for tech.
Associations are building the future and creating important legacies; this means that tech industry talent – especially recruiters who bring their broad vision and ability to connect – are ideal candidates for association jobs.
In order to attract non-traditional talent from tech sectors to associations, you’ll want to make sure the listing for the open position includes keywords that will attract tech company talent. Likely, this will consist of phrases like “remote work,” “flexible schedule,” “fast-paced,” and other tech-industry-friendly terminology.
Workers recently laid off may also want to prioritize feelings of stability and security at their new workplace. Emphasize to tech talent the positive parts of the work culture at your association, particularly when it comes to the longevity of the people working there. By highlighting factors like a low turnover rate and long careers alongside modern work approaches like remote working and flexible schedules, you will have your pick of the litter when it comes to hiring top-notch tech industry talent at your association.
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