The lack of IT talent is an obstacle to the competitiveness of companies, how to get out of it?

The wave of “great resignation” which has strongly affected American companies is emerging in France. However, the competitiveness of companies depends heavily on the retention of IT talent.

Metaverse, behavioral Internet, tracking and profiling of individuals… so many emerging technological innovations that are already shaping the virtual world that tomorrow will be made of. Mandatory passage for any company, data remains at the heart of these innovations, whatever the sector of activity, including for those where the human remains strongly anchored.

Faced with this increasingly digitized innovative market, competitiveness is accelerating and generating strong demand from companies looking for talents who combine mastery of the code and creativity. The ability of these talents to know how to deploy their innovations on a large scale and to shake up habits is a rare and highly sought-after commodity.

The infrastructures of the future at the center of attention

The dynamics of development and the increasing complexity of technologies that affect all sectors of activity are the main challenges of the moment. Among the fundamental needs of companies, defining new strategic priorities appears at the top of the list. The case of “time-to-market” is the perfect illustration of these new priorities to consider. It’s a whole series of parameters that must be kept in mind to remain competitive; whether it is the speed at which products are designed and marketed, innovation, which creates wealth and competitiveness, or even agility, or the ability of companies to distribute, in a very short time, a new product or service to a large number of people. Finally, it is necessary to be flexible in order to be able to adjust production easily according to demand.

TikTok is a good example of success in this regard, because thanks to the global development of new means of communication, this social network has been able to prosper by sharing content with millions of users instantly and with unparalleled speed.

The diversification of technologies then intervenes as a response adapted to the growing needs of companies, which consume them from all sides. They can take the form of microservices, containers and Kubernetes frameworks, which facilitate the development of new applications and accelerate their implementation. On the other hand, they considerably increase the volume of data and cloud consumption.

A talent shortage that is holding back technological innovation

Facilitating team collaboration and the understanding of new issues requires transversal skills. According to the World Economic Forum, within 10 years, 9 out of 10 jobs will require digital skills. The emergence of these new markets leads to a need for experts with the ability to develop systems and create artificial intelligence. Data scientists or data analysts are already increasingly sought after to provide a concrete response to the future challenges of the digital world.

Currently, the lack of IT resources is a major concern since only companies with real financial means can afford to recruit these young talents while the others remain on the sidelines. Overstretched, they are spoiled for choice when it comes to deploying their skills. In addition, the number of IT talents available is not about to increase in the immediate future, because it is not enough to wish it for data scientists, data engineers and other equally specialized specialists to multiply. The acceleration of the speed of innovation only lengthens the delays, knowing that today, it takes at least five years to create new talents.

The gaps in the orientation and training paths of current students are one of the factors that could explain this pitfall. Added to this is also the lack of upstream communication on the potential of these new professions. The result is a real gap between the pressing needs of the market and the state of human resources available.

Faced with the scarcity of talent, attracting and retaining them remains one of the main challenges for companies. In addition, the pandemic context has also created new expectations among these profiles, who tend to turn mainly to digital giants where salaries and working conditions are more attractive. Companies must rethink themselves and move towards a renewal of their culture. They must offer new perspectives, but also more flexible working conditions and permanent training. Eventually, a whole new kind of auto-entrepreneurs who would come to sell their services on software platforms, similar to an employment “Trip Advisor” is likely to emerge. Current working models are in the process of being completely transformed.

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The lack of IT talent is an obstacle to the competitiveness of companies, how to get out of it?


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