The skills gap in the cloud and technology industry has widen to the point where there are countless positions to fill, and a real lack of talent on the market to occupy the roles. Emerging technology specialities and the need for more focused employees with practical experience in AI, ML and Data Science, are forcing employers to take another look at how to transform the worry of the skills gap growth trend.
In today’s insight, we’ll look at three key ways to combat the gap. Helping build a more dynamic and technically enabled team in the process. Let’s begin.
No.1 - Companies need to examine the essential skills they need or want
Taking a step back and assessing what skills your company is lacking is a necessary step to bridging any gaps. Not being able to successfully understand your staff skillset is often the number one cause of delayed projects, unhappy clients and repeated mistakes in what could otherwise be a more fluid and simple undertaking.
We recommend crafting a simple questionnaire for your team, where they can answer set questions based on knowledge and experience. You can make these around programming languages, experience levels or a combination to help ensure you have a better understanding of what your team can and can’t do (as well as what they’re comfortable with).
No.2 - With a full analysis in place, companies can start to hire people with the right kinds of skills.
Now you’ll need to look at the gaps your business faces, and work with a recruiter like Fetcha to help fill the gaps. We recommend working with a specialist recruitment company like us as we have the faster route to the latest talent that has the skills and experience you require. We also work closely with our job seekers to create a talent matrix that helps us understand which roles and project types would be the best choice for them (and you).
No 3 – Employers need to offer reskilling and upskilling programmes.
Acquiring talent may seem like a faster way to address the skills gap, but this approach has a limited impact. A more sustainable and cost-effective alternative is to up- and reskill your workforce. Not only will this help your people remain relevant in a rapidly evolving digital economy, your organisation will also benefit from a more prepared and engaged workforce.
What are your thoughts? Ready to go?
We’ll end with this, it’s not easy to bridge the gap and combat skill loss. The market is incredibly volatile in 2022, and securing new team members whilst upskilling existing teams is a difficult act to juggle. We highly recommend reaching out to a specialist recruiter like us, if you’d like to expedite the gap filling process and forge new teams that hit each goal of your business.