In a year that is full of uncertainties, many enterprises are still adapting to the “new normal.” Take, for example, the hybrid and remote nature of the tech industry: some hoped we would eventually return to “the good old days,” but with the ease of access that technology provides and its constant innovation, it's hard to see how we can return to a time when employees all sit inside corporate buildings.
Besides, filling those seats might prove to be problematic – whether they are remote or not. A recent study indicates that some 85% of IT and business leaders fear a knowledge gap in the coming years, where companies will not have the qualified software and IT infrastructure skill they need to innovate.
What is this gap in resources and knowledge due to?
Several factors are contributing to the growing resourcing and skills gaps within the IT infrastructure and enterprise software field. One of the main factors is the rapid pace of technological change. As new technologies, such as cloud computing, artificial intelligence, and microservices, are developed and adopted, the skills required to support and maintain them constantly evolve. Companies need help finding employees with the right combination of skills and experience.
Another factor is the need for more qualified professionals. The demand for IT infrastructure and enterprise software experts is growing but there need to be more qualified candidates to meet that demand. This is particularly true for specialized skills, such as cybersecurity, data analytics and cloud architecture.
Additionally, the need for IT professionals to adapt to the remote work environment during the pandemic has accelerated the need for different skill sets. For instance, IT professionals need to understand better networking infrastructure, cloud-native technologies, zero-trust security, etc.
Furthermore, the increasing complexity of IT infrastructure and enterprise software can create a skills gap. As IT systems become more integrated and interconnected, it can be difficult for employees to stay current on the components and technologies involved.
Another contributing factor is that an aging workforce maintains many legacy technologies that continue to underpin much of modern business – consider the importance of EDI in supply chains, or how MFT is used today to move large portions of the global money supply. As these people retire, newer developers are more interested in the newest technologies, like APIs or machine learning.
Overall, the growing resourcing and skills gaps in the field of IT infrastructure and enterprise software are:
- A result of the rapid pace of technological change
- A need for more qualified professionals
- The increasing complexity of IT systems
Meanwhile, the talent that companies do retain soon encounter a different, related problem of developer burnout – one that has begun to attract more attention in an age of “quiet quitting.”
“Most development teams have adopted agile processes, which is great for feedback and interactions with stakeholders. But it can also be a grind for developers with its various ceremonies and need to deliver at the end of a sprint,” explains David McKenna, Senior VP Engineering at Axway. “Additionally, there is pressure in the cloud world with an ‘If you build it, you run it’ mantra, whereby developers are engaged with environment provisioning, configuration, deployment, go-live, management and monitoring of their solution.”
Clearly, this widening skills gap is concerning – for innovation purposes, but also because it could put essential business functions at risk or even compromise security. One such example is an ongoing struggle to staff cybersecurity positions around the world.
Solving the tech talent gap
Of course, there is no single right answer to solving the talent gap in the tech world. One piece of the puzzle will likely come from programs designed to draw new recruits to colleges and specialized programs.
Companies can work with universities and colleges to develop programs that align with their specific needs and provide a pipeline of skilled workers. This can include internships, co-op opportunities and partnerships to develop curriculum. Some of the biggest tech companies are even opting to provide their own certifications – no college degree required – to attract and retain new hires.
But many enterprises need solutions that will work in the interim, too. They can’t afford to wait for the next generation of developers to be ready. If finding and keeping the specialized talent to run today’s evolving digital tools proves difficult, another solid response is to outsource these skills.
According to Ernst & Young analysts, COVID-19 accelerated the need for managed services. Outsourcing functions that are essential but don’t necessarily differentiate your business to managed services can free up leaders and their teams to focus on what their enterprise does best.
Adopting agile, API-first business models is an excellent way to innovate and participate in expanding ecosystems. APIs (application programming interfaces) allow a company to open up their data as discrete digital products to developers, both internal and external, who can then use these APIs to build new services. But a company that’s going all-in on APIs may not want to use that precious IT talent to manage cloud storage and security fixes, hence the benefit of a managed cloud service.
Automation and AI tools can also help companies become more efficient and reduce the need for certain skills. This can include using chatbots for customer service, automating repetitive tasks and AI for data analysis.
As the talent gap widens, it may take some additional creativity. For example, it’s possible to lower the barrier to entry with enterprise software by leveraging open source software or projects. Individuals can access and use the code without any (or minimal) financial barriers, which can help to attract a wider pool of potential talent, including those who may not have the resources to purchase proprietary software.
Reducing technical debt is another way to find operational efficiencies when faced with staffing issues and employee burnout. Low-code/no-code technologies are gaining steam as a way to free up developers and offer self-service to lines of business users and “citizen integrators.”
Finally, company culture plays a role in attracting and retaining the right people, especially when the market is competitive. Consider hiring for potential and not just experience; with the rapid pace of technological change, it can be difficult to find employees with the exact skills needed.
Instead, focus on hiring individuals with a strong aptitude for learning and adapting to new technologies. When it comes to the precious talent you do have, investing in your own team can help nurture expertise and unearth potential that will be extremely valuable in the long run.
