Talent shortage? There is a significant and widening skills gap in key areas like cybersecurity, cloud infrastructure, big data, and mobile application development … and we’re not the only ones who have noticed.
Talent Shortage Future Forecasting
The CIO Executive Council forecasts 46% of chief information officers will employ contingent workers over the next three to five years. And, within ten years, the average composition of a company’s workforce will be 50% full-time employees and 50% contingent workers.
As more and more companies turn to a contingent workforce to close the existing gaps in their IT departments, there are three things you can do now to manage the skills gap in your own organization.
Surviving The Talent Shortage Tips
1. Hire for agility, not education
Often times, companies spend months attempting to recruit candidates with the exact-right technical expertise and the exact-right experience. In reality, the exact-right candidate rarely exists, and if they do exist, their salary requirements are often incompatible with what the company is willing to pay. As a result, IT positions remain unfilled, and the IT department’s technology stack falls behind.
Rather than hiring for ultra-specific technical skills, look to hire candidates who demonstrate agility. You may just find that by hiring a team of agilists. Processes are then re-invented. The nature of the work changes. As a matter of fact, it changes so substantially that the original job description no longer applies.
2. Perform a skills gap analysis
One of the most common ways that companies fall behind is by simply being unaware that the rest of the world has moved forward without them. Every organization — no matter how big or small — should have a plan in place for ongoing skills gap analyses. Everyone can agree that having the right people in the right jobs is critical to proper workforce planning. Yet, so few actually measure whether or not the right people are actually in the right jobs.
The most important output of a skills gap analysis is determining whether or not the people in those positions have the skills they need to do their jobs effectively. Have you determined the skills your workforce is lacking? The ones your existing employees can be trained on? Remember this! Assess which skills actually need to be hired for.
3. Expand your talent pool
In a survey of 3,352 CIOs and other technology leaders, 65% of respondents said recruitment problems were hurting IT modernization efforts. In addition, churn among technology professionals is rising with demand for certain skills increasing. The only way to overcome the gap in available talent is to expand your overall talent pool. So, that means opening up your recruiting to new geographic areas and allowing employees to work remotely. If this sounds too far-fetched, think again.
Talent Shortage Conclusion
We stand on the brink of a technological revolution, sometimes referred to as the Fourth Industrial Revolution. This transformation will be unlike the revolutions that preceded it: a cyber-physical system that facilitates unlimited knowledge sharing and hyper-productivity through the use of widely pervasive collaboration software. Nobody knows for sure how this will unfold, but one thing is clear: the hiring of remote workers is only the beginning related to the current talent shortage!
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