The IT Talent Shortage Debate

Written by Laurianne McLaughlin (@lmclaughlin) via InformationWeek

– Tech employers say good people are hard to find. Job hunters see a broken hiring process. Both sides need to shake their frustration and find new ways to connect.

Talk to employers and job hunters about the state of the IT talent market, and you hear two words repeatedly: speed and pain. IT leaders must staff projects quickly, often requiring specialized skills that most job hunters — especially generalists or those looking to change tech tracks — don’t have.

As a result, hiring organizations see an IT talent shortage, while job hunters insist that employers are botching the hiring process, screening out too many good candidates. Both sides agree on one thing: They’re frustrated.

Need for speed – IT organizations are under intense pressure to deliver projects faster than before — and that need for speed necessarily influences IT hiring.

Seeking Mr. Right – For employers, hiring can feel like dating: You spend a long time looking for the perfect match. But how many chances will you take? How flexible will employers be during the hiring process?

Read full article here:  InformationWeek


  1. Christian DiMare says

    With new technologies entering the market at a rapid pace it is always challenging to locate candidates who have real hands-on experience utilizing these technologies within an enterprise level organization. However, it is not difficult to locate a seasoned technologist who has the backbone to ramp up quickly and successfully get the job done. We see this often with developers when a new framework becomes available. For example a UI development specialist with a successful track record getting things done will have difficulty landing a new project if he has not yet worked with the latest framework the company has chosen. Only usually gaining this shot if he is already working for the company that will implement or uses it independently. Meanwhile this same UI specialist has the backbone and knowledge to learn quickly and add value with not much ramp up time. I have seen industry leading companies leave these roles unfilled for months at a time when they could have given the right developer a couple of weeks to ramp up and already have their resource on the project making things happen. I suggest hiring managers look more at the background of the candidate and how many new technologies they have learned and successfully implemented along the way as a marker instead of always relying on have you already used this technology elsewhere when the tech has only be released less than 6 months ago for example. You have to trust the person you are hiring based on their reputation. Hiring managers get scared and want to feel comfortable knowing that the candidate has already done something for someone else with this technology.

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