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News Room > Blog > New Year, same problems? – Part 2

New Year, same problems? – Part 2

Ana Cretu

Are resourcing issues impacting your business and company evolution? Is there a battle for talent?

As mentioned in yesterday’s blog post the same way that growth creates new digital roles, digital talent can heavily impact growth. A 2017 Sage People report reveals details of a survey on more than 500 HR leaders in growing organisations, stating that “the greatest challenge for growing companies are winning the war for talent, growing productivity and improving workforce visibility” and a different Open University study conducted in July 2017 on 400 organisations, tells us that 90% of them have faced challenges in recruiting workers with the required skills set in the previous 12 months, leading to a skills gap cost of £2.2bn, “in higher salaries, recruitment costs and temporary staffing”.

skills New Year, same problems Part 2

In 2018, estimated there were 1.64 million digital tech jobs in the UK and the digital sector is creating jobs twice as faster than all the other sectors. How are emerging technologies affecting this number in the short-term?

We believe there’s a dire need for people to acknowledge and speak up about the Age of Automation and the short-term problems it poses for resourcing sectors. IoT, Data science with Machine learning, but also Artificial intelligence & RPA processes and projects are being envisioned and launched much faster than organisations are able to train or find the right talent sets. This means at least 4 or 5 new hot technology sectors, diving into a pool of existing resources that intersect in some of the world’s best or most used programming languages according to (list compiled of 1. Java, 2. C, 3. Python, 4. C++, 5.Visual Basic .NET, 6.C#, 7. JavaScript, 8.PHP, 9. SQL, 10. Objective-C).


skills New Year, same problems Part 2

The IT sector is affected more than most, as it’s experiencing a ratio of 4:1 vacancy/available developer, according to Monster For Employers. The job board is also telling us that most candidates are passive – they are, in fact, talking about good IT talents, which are not actively looking to switch role. Fortunately, employers have come to realize how precious this IT resource really is and they try not to let the good ones slip away. You should definitely take this advice and look in more of the right places: search talents on specialist forums, discussions and networking groups and most definitely offer the best rewards and opportunities.

And if we can suggest a tip, we strongly recommend you focus on the latter, as IT talents are talents for a reason! With a hunger for learning new languages, frameworks or tools, they know how to adapt and they want to be challenged, to show you and prove to themselves how well they further develop. In an age when organisations realize how much they actually depend on Human resources and tend to massively invest in HR functions, in brand awareness, turning into “People companies”, talents are becoming self-conscious of their skills and they are shifting mindsets.

Long gone are the days when a digital role required a single skill when it was enough to post a job ad in order to attract it when you offered a raise to retain it.

But what happens if this information is redundant if you have checked all the boxes? The set of circumstances are being reduced to the number of vacancies and ultimately, to the digital skills gap.

How does this affect your organisations and what happens to company development if projects fail to start or have massive release delays? More on this in next week’s blog post. See you soon!

PS: To view this blog post in its slick entirety, click here.

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