The lack of skilled IT workers is hurting the deployment of emerging technology, according to a new survey from Gartner. In areas from cloud to cybersecurity, this crisis is expected to last for years to come.
talent? Better grab them fast
Based on her research, Jacquillia Hooper, Strategic Account Director for
Yoh, a workforce solutions provider to the top technical companies in the
United States, estimates that the best technical candidates are generally off
the market in 10 days or less. This creates a great deal of competition among
firms vying for top technical talent.
Hooper says that the two factors that are contributing to
this shortage include, "the explosion of the technology market in areas
like mobile development and e-commerce, combined with the need for specialized
skills in tech pros."
Recent workforce data suggests that the shortages in tech talent have been ongoing because candidates are flocking to the four major cities for technical jobs — San Francisco, San Jose, Seattle and Austin. This leaves other regions facing shortages, while primary tech hubs have an abundance of candidates coming in all the time.
Difficult Tech Jobs to Fill
Hooper tapped into real-time candidate data supplied by CareerBuilder to
uncover what were the top three most difficult tech jobs to fill. She says that
the best recruitment strategy doesn’t involve posting on job boards and hanging
out on social networks, but rather creating a strong network and using data to
forecast recruitment needs.
DevOps candidates are the number one most difficult to
recruit for. CareerBuilder data shows that there were 30,355 job postings for
DevOps jobs in 2016, but only 2,375 candidates in their database matching the
required skills. These candidates typically represent the best of both
development and operations worlds. They work to facilitate collaboration
between software engineers and other IT pros in organizations, including
infrastructure updates and product delivery.
Big Data developers are also difficult to find, accounting for
only 4,521 active candidates in a sea of more than 22,400 advertised jobs.
These are skilled tech professionals who understand the complexities of
managing large data sets and have the chops to develop software that can break
down data into meaningful reports that traditional processing alone cannot do.
They are a unique mix of analytical
mindsets and coding, so they are rare to find.
The third most challenging tech professional to find, according to
Hooper’s research, are Java Developers.
While the ratio of jobs to candidates is more promising, there were only 27,869
active candidates showing up on CareerBuilder to fill around 103,330 with the
world’s biggest companies. These programmers must know Java language inside and
out and have up-to-date skills because constant market changes.
Practices For Recruiting In The Tech Market
While companies are doing all they can to connect with technical talent
— and some have made it a practice to outsource to other countries where
talent is more readily available — recruitment methods must adapt in a
growing competitive market. It’s no longer good enough to simply advertise jobs
and hope that some good candidates will come along. Recruiting in the technical
field is a lot more involved than that.
For one, technical talent is generally either already working or in the
process of training in work-ready programs. Many regions have turned to
independent technical training firms to prepare job changers and grads to take
on technical careers. For example, the New
York Post featured multiple technical training centers
to bring more technical talent to the rapidly growing startup base there.
Companies like Microsoft and Google have even started their own training portals
to prepare the next generation of technical professionals with industry
As Hooper advises, recruiting in the tech market is about developing
stronger relationships with the best talent out there, and then seeking
referrals from this network. Placing great candidates with equally great
companies is the stuff of dreams for tech recruiters. By understanding what
drives technical talent to seek out new opportunities, and then connecting them
with the job offers that include these factors, a tech recruiter can achieve