Organizations across the world are faced with resource shortage due to the pandemic, and most are looking at ways to build a talent pool to meet the expected demands
CIOs acknowledge that while organizations resorted to layoffs to cope in the initial pandemic stages, the hiring environment has improved drastically now. More and more public vertical firms and commercial organizations are hiring people to help deliver projects and solutions. Organizations need employees to upgrade their IT infrastructure as well.
The lack of resources is being felt worse in the U.S as many migrant interns and employees left the country at the start of the lockdown. CIOs say that the hiring teams cannot obtain the required tech talent and are looking at different opportunities to develop a net-new supply of relevantly qualified tech professionals.
Organizations point out that there are new challenges to the recruitment process.
Satisfying the increase in technology demands
Organizations have refocused the IT improvement plans to prepare for the next disaster and simplify their operations. The need for additional resources fell drastically in the first half of 2020, but hiring frequency has picked right back up, and many recruiters have expressed a sense of emergency.
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Proactive prevention of potential disaster
IT leaders and C-suite executives are developing business continuity plans which can be effective against potential disruptors. These plans include search and implementation of tech that can boost remote work or identify better software and hardware for higher productivity, or raise the organization’s cybersecurity profile.
Matching speed with technological updates
CIOs point out that ML models have increased the modernization of platforms and tools and the shift to cloud platforms. All these actions helped organizations with easy and fast integration.
Most of the companies have increased cloud workloads. Technology is converging and advancing at an equal pace. This phenomenon is termed as “collision of exponential technologies,” requiring constant learning and upskilling of software and tech for technical personnel.
IT leaders say that most employees who were laid-off during the pandemic were non-tech professionals who had obsolete careers or weren’t skilled enough to meet current requirements.
Displaced workers are now faced with the decision to either upskill in the latest tech or change domains. CIOs believe that reskilling in the experienced field will be more comfortable and provide more credibility to personnel.
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Collaboration with educational institutions
IT leaders say that a technical degree is no longer enough to meet the job requirements. Most educational institutions will be unable to train the college grads with the latest enterprise tech used in the industry.
This could be the best time for setting up the enterprise industry collaborations for preparing the required talent pool. The training can be done via third-party vendors or by the hiring firm directly. Online training sets are also the right way to ensure proper skilling of the resource pool.
Training military veterans
CIOs say that the reskilling of military veterans can prove to be mutually beneficial for both parties involved. Veterans respond well to discipline, have good work ethics, and are focused on the goals.
IT leaders point out that business cases for hiring veterans are relatively high as they possess qualities that help their seamless transition into corporate environments, given the extremely stringent conditions the industry will be opened to.
There is no doubt that the pandemic situation requires IT leaders and recruitment teams to approach the hiring process differently.
