A shortage of IT personnel in 2022

For a number of years, we have been exposed to reports and articles concerning a lack of available IT personnel. However, what is the current situation in 2022? Is there still competition in the information technology job market? And was the shortage of IT staff somewhat alleviated as a result of the corona situation, or is there still a significant lack of highly talented and skilled IT staff? FreshConnections provides responses to questions concerning labor shortages in the information technology industry.

Tekort IT personeel

Is there still a lack of people working in the IT department?

A resounding “Yes” is still the appropriate response to this inquiry. The level of competition for highly skilled information technology workers is at an all-time high, and there is no sign that it will let up anytime soon. The entire information technology industry is struggling with a lack of available IT professionals. Because of this, it is essential for businesses to have a transparent talent strategy that outlines the information technology (IT) skills and capabilities they require right now. In addition, they should consider the information technology professionals they will require in the foreseeable future in order to keep a robust talent pipeline.

The lack of information technology specialists is preventing many businesses from expanding, which is a direct consequence of the shortage. When a business is suffering from a lack of qualified employees, it is only natural for management to observe the problem in the day-to-day operations of the company.

Placard addressing the Covid-19 crisis held by a demonstrator
The COVID crisis, in point of fact, made an already existing problem significantly worse.
What kind of an effect did COVID have on the lack of available IT workers?
Even before the COVID-19 pandemic, there was a significant demand for top tech talent; however, the pandemic accelerated digital transformation strategies and remote working environments. Because of these shifts, there is a greater demand for software engineers, who are needed to construct and maintain an operational IT infrastructure. Because of this, there is an even greater scarcity of qualified information technology workers.

As a direct consequence of this, there has been an uptick in the number of jobs available in the fields of data science, artificial intelligence, and cyber security. Finding workers who are skilled in deep cloud engineering as well as architecture in general is becoming increasingly difficult. This is also true for cloud engineering skills in the industrial and internet of things sectors, by the way. After that comes IT professionals with fundamental cloud administrator skills and fundamental CI/CD knowledge.

Even though there are now more people working in the field of information technology in the Netherlands, there are still more unfilled positions in this field than there were after the Corona period. Extremely few companies have openings for highly skilled DevOps engineers, Data engineers, scrum masters, and software programmers. In a nutshell, the lack of qualified information technology workers is only going to get worse.

Options for dealing with the severe lack of IT personnel

Due to the fact that there is a shortage of IT personnel, highly skilled IT personnel are currently occupying an increasingly advantageous position in the market, and as a result, they are making higher demands. It is already difficult for large technology companies with large budgets to fill open positions; imagine how much more difficult it is for small and medium-sized businesses. However, there are options available, each of which has a different level of success and its own set of advantages and disadvantages.

Adjusting to the new working conditions
More intensive recruitment campaigns
nearby or just offshore
Hiring of information technology workers through the use of secondment agencies
Utilization of available resources

#1 Employment conditions related to information technology

If your company does not already provide a salary that is comparable to others in the industry, the very first thing you should do is begin doing so. However, you have not yet reached your destination. Younger generations are looking for more out of life than just a healthy paycheck. Attractive perks like health insurance and vacation time, as well as some leeway in scheduling, are also very important. Of course, this criterion is only applicable to those talents that have strong capabilities and skills. Those golden mountains that could be mined by anyone who knew how to turn on a computer have long since disappeared.

#2 Innovative methods of employee acquisition campaigns

In order for recruiters to find a solution to the shortage of IT personnel in the organization, they need to be much more inventive. Do you want to get the attention of a person who works in IT? Therefore, thinking creatively and making investments in other channels is an absolute requirement. Because of this, recruiters need to be more inventive than ever before because everyone is competing for the attention of recently graduated IT students.

#3 Nearshoring as opposed to offshore outsourcing

Companies that engage in nearshoring contract some of their information technology work to a company located outside the Netherlands but still located in close proximity to the country. In a nutshell, to information technology companies based in Europe, with Poland, Hungary, and Ukraine being the top three countries. The process of offshoring requires traveling outside of Europe, most commonly to nations in Asia. When it comes to information technology, “low-wage” countries are typically the ones that benefit from the practice of outsourcing. Nevertheless, one should not only consider the wage costs but also the Total Cost of Development when making a decision (TDC). Hidden costs and difficulties in cultural communication frequently contribute to this.

#4 Recruiting personnel through the use of IT secondments

An IT secondment agency is another option for gaining access to specialized knowledge and capabilities. The secondment agency hires IT specialists who enjoy the variety of the projects they work on because it presents them with new challenges. Hiring external staff is a logical step for a client to take in order to ensure continuity and to find the appropriate IT specialist in the competitive IT labor market. When an IT specialist is seconded to a company, that company gains direct access to their specialized knowledge, which can then be used to fill skill gaps.

#5 The power of experience that has not yet been uncovered

A recruiter will typically look for young IT professionals, but why shouldn’t they use candidates with more than 50 years of experience? It’s possible that this could be a significant part of the answer to the IT staffing crisis. Unhappily, personnel aged 50 and over still have a perception that ranges from neutral to negative. Especially when it comes to occupations in the technical fields. It is quickly believed that this group of workers cannot keep up with the recent and rapid changes that have occurred. It goes without saying that this is total nonsense due to the fact that there is also something called refresher training.

There are undeniably a great deal of novel approaches. However, this does not change the fact that they have a significant amount of experience working with large installation systems that may also be complex. Because of this, they are able to play an important role in management and coordination while the newly graduated information and communication technology professionals take care of the new technologies. A significant amount of value has been added to the organization as a result of the contrast between personnel who are young and those who have more years of experience. And this helps alleviate some of the strain that has been placed on the information technology workforce.

Source: Tekort IT personeel