My column this month in The Register looks at “the skills gap” most hiring managers see when it comes to tech skill. The suggestions for fixing it are, of course, to fix the framing, expectations, and profile of people you’re looking for. As Andrew Clay Shafer put it: there is no talent shortage.
According to one study:
“Headcounts may not rise significantly, but look for IT organizations to spend more on talent, especially managers and developers who can lead the transition to cloud, mobility, and big data solutions,” Computer Economics says in its executive summary.
n=”over 200 executives.”
Men apply for jobs when they meet 60% of the criteria, while women wait until they feel they meet 100% of the criteria.
As we have grown and evolved, we’ve realized that the best salespeople don’t have to necessarily be trained in retail. They just need to be trained in life.
“OpenStack talent is a rarified discipline,” McKenty said, adding, “to be good with OpenStack, you need to be a systems engineer, a great programmer but also really comfortable working with hardware. You need to understand how the infrastructure works under the covers.”
“There’s 2,000 people working on OpenStack on the vendor side, and the customers can’t compete with HP to hire OpenStack engineers. So they’re relying on us to make OpenStack work for them,” McKenty said.