Three Strategies for Bridging the Cloud Talent Gap

Three Strategies for Bridging the Cloud Talent Gap-01

While the IT industry as a whole is experiencing a skills shortage, the cloud industry confronts its own set of challenges, including the need for specialized skills such as data engineers, and cloud architects. Companies are now faced with the ramifications of failing to address these systemic issues sooner.

Companies are transferring their development and data storage to the cloud, deploying cloud solutions, and even developing cloud-native services across business verticals. The cloud is a critical business tool that has transformed how businesses operate, but it also poses significant challenges.

Rapid cloud adoption, along with large global investments, has increased demand for cloud skills, which the IT sector does not have in adequate numbers. Cloud and cybersecurity experts that are skilled and qualified are in short supply.

The talent shortage is manageable, but it will necessitate companies going all-in on their employees. To develop and grow the talent pool, it involves planning, upskilling and reskilling, downstream investment, and an emphasis on DEI (Diversity, Equity, and Inclusion) as well as rethinking the company culture.

Here are three strategies for building a top cloud-talent team for businesses.

Engineering talent with diverse skills and experience 

Effective talent management begins with a thorough understanding of the cloud skillsets that businesses require. Hiring those with experience is more crucial than understanding the types of skill required.

Many skilled cloud engineers and developers don’t necessarily have a long list of certifications. Instead, they bring considerable experience in IT infrastructure companies, hands-on programming abilities, cloud experience and habit of continuous learning.

Also Read: How CIOs Can Align Enterprise Change with Cloud Strategy

Reskilling can develop cloud talent

Companies can address the shortfall in hiring demand for cloud expertise while also providing viable career paths for IT professionals by reskilling their disrupted IT workforce for cloud job roles.

Reskilling for cloud talent through traditional approaches might result in slower transformations, taking longer than usual and leaving less time for actual work, especially in fast-moving economies and dynamically changing business environments. Organizations must include AI into reskilling as soon as possible. Talent intelligence was created as a result of the use of AI in talent management, and it has already become one of the most in-demand technologies in most enterprises.

Because of the exponential demand-supply gap in cloud talent, reskilling is the way to go, and businesses that choose to do so will be less likely to experience a skills shortage in the future.

Focus on what inspires top talent to stay in a job

Access to innovative technology, better compensation, the work environment, and professional growth are the primary motivators for cloud professionals to stay in their positions for longer periods of time.

Hence, many organizations ensure that their best employees can not only expand their abilities by working with the most advanced technologies, tools and frameworks, but also gain the essential experience to continue to be successful in the company and industry. Similarly, by reducing red tape and providing funds, they allow their top talent to experiment with new tools and solutions.

Furthermore, as remote work becomes more common, businesses should establish an operational model that allows people to work from anywhere. Scaling collaboration tools, remote-friendly policies and security protocols are all part of this. This can help not only with retention, but also with attracting new talent.

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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.