Digitalization requires digital skills

Digital transformation is not a project that will be completed at some point in the future—it is an ongoing challenge that affects all organizations. Any company, public authority, or healthcare institution that wants to shape digitalization cannot ignore one issue: digital skills. But what does that mean in concrete terms? And how can these skills be developed in a structured way?

A current framework from the OECD provides clear guidance here: The “OECD Framework for Digital Talent and Skills in the Public Sector” offers a systematic approach that can also be applied to private sector companies—especially small and medium-sized enterprises and technology-driven industries.

Three dimensions that determine success

The OECD model is based on three central pillars:

1. Context and work environment
   A digital culture does not emerge on its own. Managers must provide clear impetus, employees must be given time and space to learn—and also be allowed to make mistakes. Agile working, interdisciplinary teams, and modern tools are all part of this.
2. Competencies on five levels
   The OECD differentiates digital skills very precisely – from basic skills and user skills to professional skills (e.g., data analytics, UX design) and leadership skills for decision-makers. This system helps companies to design targeted skills profiles and training measures.
3. Talent management with a future
   Digital professionals don't just want a good salary—they expect development opportunities, meaningful tasks, and the chance to help shape the company. Modern companies therefore rely on internal talent platforms, skill-based project work, and mentoring programs to attract and retain talent.

What companies should do now

Our experience as a personnel consultancy shows that digital transformation rarely fails because of technology—it fails because of a lack of personnel with the right skills. Whether care facilities, industrial companies, or administrative bodies, many organizations do not have a complete overview of which digital skills are available and where there is a need for development.

Recommendations from our HR consultants based on current recruiting projects related to digitalization:

• Define competency profiles for key digital roles
• Building a skills matrix: What is already available, and what needs to be developed?
• Prioritize personnel development—with training, learning platforms, and internal talent promotion
• Targeted recruitment management – especially for digital interface functions and project management

Our contribution as headhunters and personnel consultants

Kontrast Personalberatung GmbH Headhunter Agency for IT Informatics supports clients in precisely these tasks: with aptitude-based profiling, systematic selection of qualified digital talent, and targeted knowledge transfer—especially when filling key positions in the field of digitalization of business processes, products, and services. Whether in healthcare, engineering, or public service, we know what matters when it comes to developing and recruiting digital talent.

Because one thing is clear: those who build up digital skills today will secure innovation, competitiveness, and resilience tomorrow.