{"id":44591,"date":"2024-02-29T11:10:32","date_gmt":"2024-02-29T11:10:32","guid":{"rendered":"https:\/\/www.innovationnewsnetwork.com\/?p=44591"},"modified":"2024-02-29T11:10:32","modified_gmt":"2024-02-29T11:10:32","slug":"how-organisations-can-close-their-own-tech-skills-gap","status":"publish","type":"post","link":"https:\/\/www.innovationnewsnetwork.com\/how-organisations-can-close-their-own-tech-skills-gap\/44591\/","title":{"rendered":"How organisations can close their own tech skills gap"},"content":{"rendered":"

As technology continues to rapidly advance, Ash Gawthrop, Chief Academy Officer at Ten10, outlines how organisations should close the tech skills gap.<\/h2>\n

The war for tech talent has never been greater, as businesses across the country are struggling to recruit and retain their IT staff.<\/p>\n

Research from AND Digital reported that 81% of UK managing directors<\/a> say a lack of digital skills is negatively affecting their company. Simply put, when companies don\u2019t have the tech talent they need, their growth is stifled, and it takes them longer to achieve their goals.<\/p>\n

We see organisations across the board struggling to recruit external tech talent due to several factors. For example, there is a lack of individuals available in the market with relevant tech skills, and many teams require technical skills that traditionally would have been present in more than one role.<\/p>\n

Issues with permanent recruitment<\/h3>\n

Permanent recruitment is hard and risky. When recruitment teams ask their tech teams what they need them to know and do – this often results in a long laundry list of skills and experiences that they then dutifully try to find in the market matching all the skills – oddly enough, they often struggle to find people with exactly the right skills.<\/p>\n

Assuming you can find suitable individuals, given the pace of change in tech, it\u2019s highly likely that the skills you hire someone into a role, for now, will not be the skills they will need and will be used in two to five years in the role.<\/p>\n

There are a lot of unknowns in the path to hiring; if you get it wrong, it\u2019s disruptive, expensive, and time-consuming. When if the individual doesn\u2019t work out, you\u2019re right back to square one.<\/p>\n

Bridging the tech skills gap with external sources<\/h3>\n

Another option is to bring in external consultants or outsource the work; this is expensive and may deliver what you want but may well cause disruption within your existing permanent teams.<\/p>\n

Then, of course, you have the elephant in the room of what happens when they leave and ride off into the sunset; how do you maintain and run this yourself with the same team without the skills?<\/p>\n

The solution: Upskilling existing staff<\/h3>\n

Is it all doom and gloom, then?\u00a0It isn\u2019t, and the two aforementioned solutions can and do work – but there is another way, and it may be right under your nose. Why spend months searching for prospects in a shrinking talent pool when you could upskill and reskill your existing staff?<\/p>\n

\"\"
\u00a9 shutterstock\/fizkes<\/figcaption><\/figure>\n

There\u2019s no challenge around cultural and personality alignment as they\u2019re in the business already.\u00a0They know your business, your people, your processes.<\/p>\n

With increasing automation and more widely used AI<\/a> throughout an organisation, many roles will potentially be redundant.\u00a0Rather than solely relying on consultants, consider involving someone who has worked with your internal processes for years, knows all the ins and outs, and can provide valuable insights for automation.<\/p>\n

Many organisations overlook this opportunity at their peril, dismissing individuals who are not in professional tech roles already as not being able to do them.<\/p>\n

We sign up to the phrase, \u201cTalent is everywhere, opportunity is not.\u201d People joined your business through different avenues, but I\u2019m willing to bet there was no testing to check their potential and aptitude and find the right role for them.\u00a0Not everyone is able to do this, but testing individuals for attitude and aptitude for the tech roles instead of looking for a particular set of skills and dismissing anyone who doesn\u2019t have them already is short-sighted.<\/p>\n

How to upskill your team<\/h3>\n

But how do you do it, and can it work? In our experience, the answer is yes.\u00a0Over the last decade, we have hired hundreds of individuals without experience or skills in tech and have trained and then turned them into BAs, developers, cloud engineers, etc. It\u2019s not an easy path, but the potential benefits massively outweigh the risks.<\/p>\n

You have individuals who are already bought into your organisation, and who are here for the long haul. Invest in those individuals, and that loyalty will be returned to you 100-fold.<\/p>\n

Like in many walks of life, feeling wanted and valued is important. When employees are given opportunities to learn and develop new skills, they are more likely to feel valued and engaged in their work, leading to higher job satisfaction.<\/p>\n

As employees gain new knowledge and abilities, they also become more confident in their ability to handle new challenges. Should organisations provide growth opportunities, you\u2019ll be demonstrating a commitment to your employees\u2019 professional development, building loyalty and reducing turnover rates.<\/p>\n

Businesses should look to technology training experts to help them when it comes to upskilling and reskilling employees. Having the support of experts when it comes to doing something like this could be the difference between needing to join the battlefield of recruitment or not.<\/p>\n

It may be a case where, depending on your needs, some experts are solely for helping retain your current team, and some may join you full-time.\u00a0But it\u2019s important to remember, when sourcing training experts to help with your organisation upskilling and reskilling, that they must offer holistic bespoke solutions based on your employees\u2019 and organisations\u2019 needs at that specific time.<\/p>\n","protected":false},"excerpt":{"rendered":"

As technology continues to rapidly advance, find out more about how organisations should close the tech skills gap.\u00a0<\/p>\n","protected":false},"author":18,"featured_media":44594,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[830],"tags":[570],"acf":[],"yoast_head":"\nHow organisations can close their own tech skills gap<\/title>\n<meta name=\"description\" content=\"As technology continues to advance rapidly, find out more about how organisations should close the tech skills gap.\u00a0\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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