CIOs and IT leaders are struggling to find tech talent and fill positions as they try to navigate the sudden technological changes in the industry. They need to build strategies and focus on continuous learning to thrive in a constantly changing marketplace.
The recent years have been rough for the IT industry. Technology is advancing at an unprecedented pace, and for the modern CIO and IT leader, these tech changes present significant opportunities and challenges. With technology playing an increasingly crucial role in the business, CIOs have the opportunity to deliver more business value than ever.
But today, most enterprises across industries do not have a workforce that is able to meet the rapidly changing IT demands. In fact, according to a report published by Gartner in Feb 2021, nearly 58% of the workforce will require a new set of skills to do their work. This showcases that the tech jobs for building a technological society are increasingly falling short of employees to support them. Hence, IT leaders must build strategies that will help close the present skill gaps. They need to establish parameters that will enable them to seamlessly help their workforce learn and adopt new skills to meet the growing and competitive demands of their customers.
Looking Inward for Answers
When enterprises realize that their current workforce is unable to meet their demands, their natural response is to hire someone who possesses the requisite skills. While the solution may sound simple and straightforward, finding the right IT talent is challenging. Moreover, enterprises cannot afford to just layoff their employees just because they lack the relevant skills.
Listen to the Podcast: Interview with Boris Paillard – CEO – Le Wagon
One of the best ways for IT leaders to fill the rapidly growing technological demand is to invest in the present workforce. They should take steps to invest in their team. As Boris Paillard, CEO, Le Wagon in a podcast with EnterpriseTalk, puts it, “The evolution of the tools and libraries is linked to the growth of the industry and makes the field more accessible to a wider population which means internally companies can up skill some of their marketers, analysts on technologies like excel and VBA, etc. Now there’s a broader need for people with different profiles, the field of data analytics has become somewhat accessible. The real solution is to always invest in the up skilling of your team.”
Emphasizing on Continuous Learning
As mentioned previously, it is not just about hiring new people with the right skillset; it is also about up skilling the people already working in the organization. Hence, IT leaders must find ways to improve their current skill sets.
“There’s a growing hiring need not only in the current organizations but also in terms of hiring analysts, scientists, engineers and data managers that can also be the connections between business people and data experts internally, says Boris Pilliard. He further adds, “Either you have lots of solutions to meet the skills gap or either you hire new people to fill these positions. Or you up skill your existing teams or reskill. That’s the option most companies have- to train more people or to hire the new ones.”
IT leaders must arrange and encourage their employees to attend conferences where they will have the opportunity to directly learn from industry pioneers. They need to promote initiatives that mirror work-based approaches for transformative learning for imparting new skills. They should also promote a workplace culture where continuous learning is encouraged. By encouraging employees to ask for help when it is necessary can strengthen the foundation of a collaborative environment.
“Companies need to understand that their employees are people basically, they need to invest in up skilling on these topics and that’s how they will create a culture of continuous learning internally. Companies need to up skill and should not view it as something that is not core to their business but as something they really need. They need to build a clear strategy for building a real impact,” adds Boris Paillard.