The demand for geographic information systems (GIS) analysts is growing, with job openings anticipated to grow by 9% through 2028, according to Zippia’s recent survey. However, there’s a challenge in finding the right GIS talent to provide k intelligence (map creation, geospatial analysis, and geospatial tech maintenance). One hiring obstacle is skill shortage (growing talent demand with limited supply). And existing professionals choose to work in higher paying tech companies or large private corporations. Evolution in the GIS job market is another challenge. Today’s GIS roles- designing spatial databases, interpreting complex data, and contributing to high-level decision-making overlap with data science, software engineering, and cloud computing. This means GIS talent is being actively recruited by tech companies, leaving small firms and government agencies struggling to stay in competition. So, how can companies attract and keep professionals in the GIS field? A strategic approach to recruitment and retention, including providing essential apps and tools for GIS professionals, is needed.
Stand Out With Your Recruitment Strategy
Attracting top GIS employees begins in the recruitment phase. That said, is your recruitment approach modernized or does it only highlight the typical technical requirements of candidates? Review your job description to ensure it specifies qualifications and responsibilities that match your company’s needs. For instance, maybe you want someone with expertise in cartography, geospatial data analysis, or GIS software development. You may want an expert familiar with GIS-specific software like QGIS, Mapinfo, or ArcGIS. Or someone with technical leadership and project management expertise. When you’re specific about the job details, it’s easier to attract the right talent to meet the demands of the position.
Skilled GIS professionals are interested in innovative projects that enable them to transform the world through their skills. So, in the work description, define how their roles will contribute to lasting solutions in urban planning, disaster response, and sustainability, for instance. Also, be transparent with the compensation package your organization is offering early on. The average salary range for GIS specialists is $40,000 to $90,000. You could prepare a budget for GIS teams within this range or higher and include a benefits package, such as health coverage, working from home and paid leave.
Design A Positive Work Environment
According to SHRM’s latest report, employees in positive company cultures are four times more likely to continue working with their current employer. What does this mean? While your company may offer the highest salary and perfect benefits, it can still lose its best talent because of poor workplace culture. To retain the best GIS talents, create a workplace environment that encourages creativity, autonomy, collaboration, and open communication.
Providing advanced tech tools also enhances the workplace environment. When teams have access to the latest technologies, they remain engaged, innovative, and less likely to seek opportunities elsewhere. To ensure your GIS team has technologies (laptops, software licenses, and field equipment) available, you need a streamlined asset and device inventory management. Establish clear laptop retrievals policies, with detailed instructions for shipping and return dates after completion of projects. Inform your candidates of the equipment returns policy in the onboarding and offboarding documents. Having a return strategy for tech equipment prevents losses and ensures new hires have all the essential tools for GIS projects from day one.
Provide Professional Development
Besides offering competitive salaries and access to advanced GIS technologies, invest in employee professional development. Have a training plan for GIS employees to help them learn new geospatial skills, like remote sensing, 3D visualization, and artificial intelligence (AI). You can enroll them in Esri training program or GISP certification. Encourage cross-functional learning and mentorship, especially from company leaders, to help team members expand their skill sets. When leadership is active in mentoring employees and offering learning resources, they foster a culture of long-life learning. Something that attracts GIS professionals and gives them reason to work longer for a company.
Geospatial or geographic information systems talent isn’t easy to find because of skills shortage and competition from high paying tech companies and private businesses in the hiring scene. With the right approach, however, you can lure the right people for your GIS team. Consider crafting detailed descriptions that highlight specific duties, project innovations and their impact, and salary package. Offer learning opportunities that support career growth and easy access to technologies, from laptops to licensed apps, and field gadgets.
