“With great power comes great responsibility.” The Peter Parker principle has never been more relevant than today in the post-pandemic workplace. IT leaders, impactful organizations, and well-performing tech companies hold the upper hand in hiring scenarios.
However, the post-pandemic IT job market seems to operate on different logic as the “Great Resignation” made it a problem for businesses around the world to acquire, engage, and retain top tech talent.
The COVID-19 global health crisis has demonstrated that employees are capable of tackling and adapting to dramatically changing and rapidly evolving business conditions. It’s only a strategic decision and a smart business investment to upskill top tech talents.
The demand for agile skills in tech-related roles, based on a McKinsey report, will outnumber supply by four to one, and the need for big data talent will be roughly 60% greater than the available labor.
Upskilling tech talent isn’t just about keeping pace with and navigating through a digital-first economy. According to Craig Stephenson, managing director of Korn Ferry, it is imperative for IT leaders to create new leaders. “In several years, we anticipate that there is likely going to be a gap in strong mid-level management as the virtual work environment is (sic) causes friction with more traditional methods historically utilized.
In addition to tech skills, there should be a strong emphasis on communication, delivering results, and other leadership skills. “To be successful, you must focus on enhancing technology and leadership skills simultaneously,” said Santhosh Keshavan, CIO of Voya Financial.
Why is there an IT skills gap?
There are five factors that precipitated today’s IT skills gap.
- New technologies. There is a continuous evolution and breakthroughs of new-age technologies such as Artificial Intelligence (AI) and Machine Learning (ML), Robotic Process Automation (RPA), Internet of Things (IoT), cybersecurity, and such.
- New skills. Each new technology demands specific expertise and experience to be utilized and practiced.
- High specialization. The sheer number of technologies available tomodern business makes it difficult for IT professionals to acquire and master at such a limited amount of time.
- Strong demand. As soon as a technology is proven effective for business, many companies would want to deploy it and the IT candidate pool is very small.
- Changing education. Traditional formal degrees are good but in order to be considered a top tech talent, IT professionals must also undergo a range of vendor-specific and third-party certifications, as well as various intensive boot camp programs.
If You Can’t Find Them, You Have To Train Them
To solve the issue of acquiring, engaging, and retaining high-value employees over the long term, an organization should consider a strategic plan that involves tech training, career development and knowledge base programs. And these are the top three reasons why upskilling tech talent is a smart business investment.
- Ensure business continuity, resilience, and success
Digital transformation is happening at a rapid scale, thanks to cloud innovation and new age technologies. However, it has also exacerbated the IT skills gap that does not lead to better productivity and bottom line for industries. As many companies switch to a hybrid work model or a fully remote work arrangement, upskilling tech talent is no longer optional. Dynamic and consistent tech talent training across functions and geographies are critical to business continuity, resilience, and success.
- Retain top tech talent in a competitive hiring landscape
Finding high-value IT employees with the right balance of hard and soft skills is a real struggle for 70% of companies worldwide. In a competitive hiring landscape, retaining top tech talent is more cost-effective than hiring new employees – and it guarantees sustained productivity and growth. Upskilling initiatives signals that an organization values the contribution of top tech talent.
- Support a culture of continuous learning and career development
The bedrock of any organizational innovation and progress is employee expertise. According to Deloitte, investing in business continuity, resilience, and success means investing in upskilling strategies for tech talents. More and more IT professionals seek to be part of organizations where they can find purpose and impact as they strive to achieve the business goals. The business case is clear: upskilling programs for high value employees improves productivity, reduces turnover, and closes the corporate skills gap.
Sidekicks 5.0: #BornDigital
At ClinkIT Solutions, fresh graduates, young developers, and budding digital specialists will get access to a variety of skill development and training programs across intensive cloud training and certifications, new-age technologies, innovative reskilling and leadership programs, and other perks.
Sidekicks is a 12-week tech apprenticeship program designed to empower high-potential individuals. The program is founded on a partnership between academic mentorship and professional experience. During the 12-week program, the Sidekicks take part in a highly selective program at 6x Gold Microsoft Partner ClinkIT Solutions. The program includes networking opportunities and comprehensive training on Sales, Project Management, and Software Development. All of these will help the Sidekicks to enhance their career path with ClinkIT Solutions further.
There is a growing demand for top IT talents who can survive and thrive in a digital-first world. Now, ClinkIT Solutions is accepting new applications for its Sidekicks 5.0: #BornDigital on November 2nd!
