A Strategy for Addressing the Crisis in Tech Talent

For many years, there has been an apparent gap between the demand and supply of software developers. As businesses increasingly rely on technology to solve their challenges, the need for engineering skills has grown, yet the availability of engineers has not kept up. This is a regrettable situation.

As the effects of the pandemic have been felt, businesses have had to rapidly transition to digital operations or risk closure. This has led to an increased skills gap and a heightened difficulty in recruiting qualified software developers. A survey conducted by CodinGame found that 61% of HR professionals predicted that this would be the greatest challenge they faced in 2023.

Finding experienced professionals in cutting-edge areas such as Artificial Intelligence (AI), Machine Learning (ML) and Blockchain Technology can prove particularly difficult. Cybersecurity and Data Science experts are similarly hard to come by, resulting in large companies having a competitive advantage when it comes to sourcing the best talent, due to their large budgets and resources. This makes it incredibly difficult for small businesses to compete for highly skilled engineers.

The lack of equal opportunities is not the only problem here. Without being able to recruit individuals capable of creating innovative solutions for customers, businesses may run the risk of becoming outdated and hindering the prosperity of the economy at large.

It is clear that the development skill deficit can be addressed. To this end, the three main priorities to focus on are outlined below.

Retraining and Reskilling Existing Staff

It is essential to consider upskilling and reskilling when recruiting for open positions, and we have previously discussed this topic on our website. If difficulty is encountered when trying to find suitable candidates, it may be beneficial to look internally for potential applicants.

It is essential to ensure that staff are equipped to take on extra roles. Training may be necessary for those with existing technical knowledge, such as engineers and tech-savvy marketers, to make the most of their abilities. An upskilling programme can provide training in new tools, development paradigms and languages, allowing them to develop the skills needed to excel in their new positions.

It is important to consider implementing a retraining plan to equip prospective new hires with the technical expertise and skills required for engineering positions. This will enable them to be moved to other roles within the company, thus filling any voids.

In order to ensure maximum efficiency in strengthening your workforce, launching both upskilling and reskilling initiatives simultaneously is strongly recommended. It is essential to ensure that the correct individuals are being trained if you wish to increase your chances of success. In order to identify those who would benefit most from retraining or a new career path, a thorough assessment of the available talent pool should be conducted.

Increased Access to Talent Networks

The introduction of telecommuting has had a significant impact on the corporate world. Companies now have the opportunity to extend their recruitment scope beyond their local area due to the success of this model. This widens their access to talented and qualified candidates. Therefore, it is easy to understand why remote working is becoming increasingly popular; by expanding the potential employee pool, it is possible to fill in any gaps in staffing with highly competent individuals.

The recent pandemic has highlighted the importance of remote working, but it is not the only way to build your team. Identifying and recruiting experienced software developers and other professionals with relevant expertise should be your primary focus. However, it is also important to consider alternative approaches to overcome any potential talent shortages. Therefore, you should also consider candidates who do not necessarily meet all of your criteria at present, but may in the future.

As an example, we could launch a programme that focuses on attracting and retaining talented young people by giving preference in hiring to those under 35. Despite the fact that a young applicant may lack the required experience, they could possess the necessary soft skills to be a capable developer. This could save us the time of teaching them the necessary “soft skills” and instead focus on teaching them the technical abilities that they need.

Candidates from a range of sectors, not just IT, should be considered. Whilst they may not have the technical expertise required, they may have exceptional interpersonal skills, such as the capacity for creative thinking, and the ability to collaborate with others. Despite initial appearances, these applicants possess mid-career engineering potential that could be identified and utilised to the benefit of the organization.

Enhancing Methods of Attracting and Keeping Top Employees

In today’s competitive job market, it is essential to make every effort to attract and retain the best possible candidates. To remain competitive, businesses should make use of modern recruitment technology, rather than relying on outdated approaches. By doing so, they can ensure they have the highest quality staff to support their success.

It is possible to use Artificial Intelligence (AI) to streamline the recruitment process, such as with our Staffing HeroTM team-building software. This can quickly and accurately identify candidates who meet certain criteria from a large pool of applications. Using a talent recruitment platform may also provide access to extensive, decentralized pools of talent along with associated data. Furthermore, machine learning can be utilized to eliminate discrimination in the selection process.

Retaining employees is just as important as recruiting them. Without a successful employee retention plan in place, all recruitment efforts can be undermined by a high staff turnover rate. As such, it is essential that businesses have a comprehensive strategy to retain their most valuable staff. Automation systems to reduce workload and morale-boosting marketing campaigns are two potential approaches that could be employed.

It is important to consider employee recruitment and retention as intertwined processes. In order to attract the most qualified candidates to your organisation, both hiring processes and the development of a positive work environment should be taken into consideration. If there is a skills gap present, these strategies are essential for success.

We Have Just Begun to Fight

Companies have been dealing with a lack of development skills for some time, so businesses should take steps to address the issue. Outbidding one another and competing for prospects is no longer an effective strategy. Companies should explore alternative methods of recruiting and retaining employees.

There are three viable options available to assist with levelling the playing field for your company. Whilst a definitive cost cannot be provided, utilizing a range of strategies, including staff augmentation services, may help to bridge the gap in skill levels.

One thing is certain, though: action against the talent gap must begin immediately. Is your preparation complete?

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