Three Innovative and Effective ways for Enterprises to Address Cloud Talent Shortage

Three Innovative and Effective ways for Enterprises to Address Cloud Talent Shortage

Cloud talent is just as crucial as the cloud itself. Whether companies migrate workloads from on-premise to the cloud, build new services or apps or automate workflows, the success of any cloud project is determined by the team. Without the right people, projects may take longer to complete and may even have to be redone entirely. But there’s a catch – skilled cloud talent is hard to come by.

According to a 2020 research report from S&P Global, 85% of enterprises report deficits in cloud expertise. There just aren’t enough qualified cloud skills available.

Despite, or perhaps due to the global economic repercussions caused by the pandemic, the year 2020 saw a big demand for cloud computing skills. In 2021 and beyond, this tendency shows no signs of abating. In fact, the pandemic is most certainly one of the factors fueling the surge in demand for cloud computing expertise. Companies are looking for solutions to improve their flexibility, facilitate remote work, and expand their ecommerce capabilities in the midst of the pandemic.

Also Read: Four Reasons Why Cloud Migrations Could Fail

Cloud skills shortages

There is a mismatch between the skills that employers seek and the skills that are freely available on the market. According to a 2020 report from Gartner, inadequate cloud IaaS skills will postpone the migration to the cloud by two years or more for half of business IT organizations. The IT talent scarcity is also a major problem, according to Logicworks’ Challenges in Cloud Transformation 2020 survey, with 86 percent of respondents expecting it will continue to stymie cloud projects.

When it comes to skills shortages, training and development is an often overlooked solution. However, there are numerous advantages to developing talent from the bottom up. IT leaders can develop a solid talent pipeline that isn’t reliant on the often turbulent IT talent market by training talent with the exact skill stacks they require. Junior talent development is also considerably less expensive than recruiting a senior developer, who must frequently learn to alter their work style to fit the organization’s needs.

However, most enterprises today see digital transformation and cloud migration as business imperatives. Slowing down cloud migration can put the core business at risk. As a result of this shift in priorities, some businesses are getting innovative in their search for cloud talent. Here are three unique and effective techniques that most businesses aren’t considering.

Hiring and training

When training is nearly free and available on demand, it’s more cost effective to hire people who have the correct mindset even if they lack the exact skills required. The optimum value for the organization would be to recruit them and spend the first several months devoting their time to paid and sponsored training.

This way, businesses will have an employee with the necessary skills for the job and the right perspective on how things should be done. They would have also ingrained in them the concept of being a self-motivated learner, ensuring that their abilities remain cutting-edge.

Networking

Getting associated with local special interest groups focused on certain skills is one of the most successful strategies to hire during skill shortages. Cloud meet-ups are becoming more common, and many are now taking place in person. The goal is to meet as many qualified persons as possible and inform them that the organization is looking to hire.

Also Read: Global IaaS Public Cloud Services Market Developed Nearly 40.7% Last Year

Mentoring employees

IT leaders should not just ask their employees to do basic functions such as migrate apps and data from the data center to the cloud; they should in fact mentor the majority of the project team on best practices in architecture, development, security, governance, and other areas.

Essentially, it is critical to provide on-the-job training to employees so that they can get the necessary abilities to take on the next project on their own. External training and certifications can be used to supplement mentoring for IT leaders. This appears to be the quickest way to gain true experience, even if it slows down the project as leaders transfer skills.

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Prangya Pandab is an Associate Editor with OnDot Media. She is a seasoned journalist with almost seven years of experience in the business news sector. Before joining ODM, she was a journalist with CNBC-TV18 for four years. She also had a brief stint with an infrastructure finance company working for their communications and branding vertical.