Navigating the talent shortage

Rely on outside experts for short term, while hiring those willing to learn

By Ritika Puri – Tech Page One

Even with unemployment rates remaining stagnant at close to 7 percent, technology companies say they’re struggling to find applicants with the right IT and data skills.

According to a recent Technology Councils of North America study, 69 percent of the 1,700 surveyed technology executives reported a “shortage in the quantity and quality” of workers with key technology skills.
The Technology Councils survey found that 63 percent of the respondents said that they intended to add staff over the next year, and the percentage was even higher among the leaders at small and mid-sized businesses.For small business owners, the IT skills gap can be especially challenging. Recruiting delays can stunt a company’s ability to compete in the market. Employers need to stay ahead of the curve by training existing teams, working with a dedicated team of contractors, and defining a long-term strategic vision.

Preparing for new terrain

The root cause of the IT skills gap is education.

“Tech talent shortages happen because of evolving software, new products, and the large discrepancy between the number of college students who choose to major in computer science and the increasing frequency of jobs being created,” explains Jed Pillion, managing director of recruiting firm Execu-Search’s IT division.

Market demands are outpacing the skills available in the market, so the specific technical experience that business owners want is hard to find.

For that reason, business owners should seek candidates who are hungry to learn and grow in their careers.

“Provide training to your current staff or interviewees who demonstrate a strong aptitude for learning new skills,” recommends Pillion.

Relying on freelancers and contractors

Business owners can stay competitive by maintaining a strong external network of technology specialists.

“An example would be a business that needs to roll out a new technology system,” says John Sedivy, founder and direct or of client services at Phoenix 2.0 Inc., a small business that provides managed IT services.

Sedivy explains that business owners can rely on consultants for on-demand training.

“Let’s say that the business needs the flexibility of Juniper devices but only has a mid-level Cisco network engineer on staff,” says Sedivy. “A good consultant will be able to walk them through install, testing and provide training leaving the existing team.”

Consultants can help organizations keep growing without the overhead and potential delay of an extensive talent search.

Defining a long-term vision

Talent retention and technical training programs are critical to a small business’s long-term strategy.

“IT changes so rapidly that when one organization loses a key contributor and expects to fill that gap with someone from outside the organization who will hit the ground running, they’re going to be disappointed,” says Scott Kuethen, CEO of online recruiting agency Flazingo.

Small businesses can stay competitive by ensuring that their operations are not dependent on one or two key people. Companies need to be nurture their IT teams by sharing information and investing in training.

“Building a strategy to bridge the experience gap will pay future dividends,” says Kuethen. “Today’s employer must understand that tech talent is not like equipment that you can buy off the shelf. IT talent must be continuously developed.”