How to overcome the IT talent gap?
5/11/2022
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How to overcome the IT talent gap?

In 2022, there has been a shortage of qualified talents, and retaining them has been even more difficult. Mid-level workers are leaving in droves across multiple industries due to the Great Resignation.

With the spotlight on talent, the concern for everyone is how to stay competitive as demand for higher pay rises every day. According to a Conference Board survey, 50 percent of CEOs worldwide said recruitment and retention were their most pressing human capital concern in 2022.

Digital transformation fills the talent gap

When teams are overworked and global tensions are high, as they have been for the past two years, it can be tough to generate momentum. Employees who are already stressed may resist new methods. When this happens, a team often finds itself in gridlock, with leaders choosing to wait it out and postpone change until another time or another team.

The pandemic forced us to reconsider the way we work. Due to the increased use of software, investments in physical workplace space were canceled, and teams were required to automate routine activities to maintain a pre-pandemic level of productivity. Workflow improvements sped up with artificial intelligence and machine learning, reducing the need for many people.

The ability to quickly and efficiently develop changeable apps linked to the cloud, rather than previous methods of building custom systems for specific business functions, is revolutionizing how businesses think about software development. Low-code and no-code technologies reduce the amount of work needed by developers while removing delays caused by a queue of IT tickets. This frees up the workload of developers and lets them focus on more important issues such as security.

Both AI/ML and no-code/low-code investments have their drawbacks. They both need a significant upfront investment. Change has inherent difficulties, but the prospect of a never-ending Great Resignation makes it well worth committing to developing your tech stack in this area.

Upskilling and reskilling

Traditionally, competing with big tech based on budget and resources hasn't appeared easy. We've heard a lot of talk about upskilling and reskilling as fast solutions for filling the gaps. It gives employees more power and autonomy over their development, allowing processes to be changed quickly without the usual onboarding procedure. Although it may appear natural to upskill your computer-savvy workers, keep in mind that infrastructure-focused teams like accounting, finance, and customer support might also benefit from internal training programs.

It's time to build a long-term culture designed intentionally for a hybrid workforce. Candidates want something different, and a solid culture is high on their list of priorities. Junior candidates are interested in learning about your organization’s long-term possibilities for success. Setting a clear professional development route may help your company stand out.

Rethink your talent acquisition strategy

Candidates know they are in high demand from the bottom of their shoes to the top of their resumes. Job seekers are taking advantage of low rates by bargaining for higher pay, unlimited PTO, flexible work schedules, and more.

Getting all the wrinkles out of your hiring procedure is critical to filling roles as rapidly as possible. With talent so hard to find, a candidate is unlikely to wait for your offer if an equal or better opportunity appears. Act quickly, schedule interviews, and make hiring decisions at the top of the list.

Potential employees want to know what exactly they're getting into. Come prepared with a clear workplace strategy that includes as much flexibility as possible. Your top candidates are more likely to take a chance on something that seems stable.

Finally, investing in individuals with unusual backgrounds may benefit your company significantly. Because of the wide availability of internet credentials, self-taught individuals can fill a job need without having to complete long years of education. Being receptive to such people may help advance the hiring process.

According to projections, more people will return to work in 2022, but we are unlikely to see things approach pre-pandemic levels. Don't wait to modify your talent acquisition plan. Small adjustments can significantly influence your company's capacity to hire, retain, and train talents.