4 Ways to Tell if the IT Skills Gap is Holding Your Company Back
1. Your company is increasing investment in new technology.
As companies are increasing investment in new and innovative business technology, including mobile applications, cloud migration, cybersecurity and incident response, customer-facing applications, and productivity applications, the skills gap they face is only growing. With 32% of IT leaders citing a lack of skilled developers and 26% citing a lack of skilled administrators, it’s no surprise that companies are scrambling to hire enough talent with the right skills for the job.
2. Your customers are demanding innovation.
76% of high-performing IT teams are investing in customer-facing application and mobile application development, compared with roughly half of underperforming IT teams. To compete with the best, business leaders must meet consumer demand for applications and mobile applications—which requires more and more talented developers.
3. Your company wants to compete with the best.
How do the highest-performing IT leaders solve the skills gap? 96% of high-performing IT leaders invest in training for technical staff, as compared to just over half of underperforming IT leaders. Training can be resource intensive, so strategic investment is important: 87% of high-performing IT leaders have a talent development/pipeline strategy , as compared to 41% of under-performers.
4. Your company is planning strategically for the future.
The skills gap is projected to continue growing—and to continue preventing companies from finding enough talent to meet their needs. While 46% of IT leaders rank talent/IT skills development and training as a top-ranked priority over the next two years, 72% consider it a top priority over the next 5-8 years.
Convinced that your company needs to face the skills gap head-on? Wondering what to do next? Start by identifying areas within your company where you are having trouble hiring enough qualified individuals. Once you have identified the skill sets you need and can’t find, consider a partnership with a training program that specializes in those skills and works with Opportunity Youth—young adults who are between the ages of 16 and 24 who are out of school and disconnected from work, but who can bring diversity, ambition and loyalty to your company. By partnering with a training program, your company can meet its hiring needs with a consistent talent pipeline of highly qualified young professionals who crave the learning experiences and employment opportunities your company has to offer.
The GradsofLifeVoice Forbes team provides thought leadership, research and expert commentary on innovative talent pipelines and related issues such as the skills gap, income inequality, workforce diversity, and the business case for employment pathways. We seek to change employers’ perceptions of young adults with atypical resumes from social liabilities to economic assets. This post was originally featured here.
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