4 Ways to Get Over the Tech Skills Shortage in the U.K: A Brief Guide

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

According to a report by TechUK on the skills shortage, there are approximately 600,000 vacancies in the digital sector which costs the U.K. government £63 billion a year. As the technology industry in the U.K is growing by leaps and bounds, the demand for IT professionals is soaring too. The start-ups and SMEs working in the IT sector are constantly looking for proficient tech professionals to take care of their in-house projects. Not just that, most of these organizations also face a domain/sector-specific skills shortage.

Take a look at the statistical findings which will give you an idea about the sector-specific skills shortage in the U.K.

  • Software Development (35%), Cybersecurity (54%), Business Intelligence and Data Management (41%) are the top 3 skills in demand in the U.K. Industry.
  • 50% of IT firm owners revealed that recruitment is a daunting and time-consuming process.
  • Only 10% of professionals deemed themselves as ready to compete internationally.

Looking at the above statistics, we can say that when it comes to hiring highly-qualified technology experts or new-fangled IT talent, there needs to be a systematic recruitment strategy in place so that it becomes easy for organizations to thrive in today’s competitive market. Through today’s article, we will try to know about the strategies you can apply to tackle the skills shortage. So, here’s how you can go about it

Provide Cross-Skills Training

Let’s say you already have a small IT team. In cases like this, whenever there is a scarcity of resources, you can find out if one of your staff members is keen to learn new skills and transit into a developmental role. It will be easier for you to do that as the person is already a part of your organization and is aware of the workings of your organization. By training them, you will also be able to save on the costs spent on training and spend it on back-filling their previous position.

Hire Based on Experience, Expertise, and Inclination towards Learning

When it comes to hiring a developer, a lot of factors need to be considered. For example, if you want to hire a developer with React Skills in Bristol, you might be able to find one. But if you are specific as finding a solutions architect having React skills in Bristol at a particular sum, it might get difficult for you. There might be chances of someone in the mentioned area has skills that you’re looking for, but they’re already contracting at £450 per day from home or might be hired at £55K for a permanent role elsewhere.

Now, if you are not willing to spend an extraordinary amount in hiring someone, things might not work in your favour. To get over this issue, you can consider seeking help from an IT staffing solutions provider offshore who can provide you with the right talent for the right project or someone with an expert who can ensure that your project is taken care of. Or, you can hire someone with good problem-solving abilities. A good developer comes with the potential to learn and adapt to a new syntax in a matter of a few days.

Consider Hiring Fresh Graduates and Offer Paid Internships

A lot of experts are of the opinion that hiring fresh graduates and interns from local universities promotes technology careers and contributes to the growth of the organization. So, you can consider partnering with universities and offer placements to students by educating them on the technologies that your organization works on.

You can also offer apprenticeships and trainee programs for amateur professionals. Once you figure out about the specific skills required in the region your company operates in, you can have a broader approach towards overcoming skills shortages and end up hiring skilled professionals.

Other Strategies

It is important to understand that apart from a competitive salary, technology professionals also look for flexible work timings, work from home options, training programs to sharpen their current skills/learn new technologies, etc. You can also consider taking the following steps:

  • Organize internal training sessions to upskill or move internal staff to senior positions
  • Run advertising campaigns on social media platforms for hiring candidates
  • Sign contracts with freelancers for short projects
  • Partner with an IT Staffing Solutions Providers
  • Get in touch with Head Hunter for permanent positions

Get Over Your Hiring Woes with TecBridge

At TecBridge, we believe that a degree in IT is not enough to fulfill client demands. And hence, we create a talent pool of tech teams that undergo training sessions to sharpen their existing skill-set along with their soft skills. Besides, we also help aspiring candidates to achieve prevailing certifications in the industry to help you bridge the talent gap.

If you are a U.K. based firm looking forward to hiring IT professionals, write to us on info@tec-bridge.com and our experts will discuss the ways in which they can help you hire the right candidates for your project.

Why is Talent Shortage a Major Concern in Finland?

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

The Finnish software industry is facing a major lack of talent for long. The collective effect of demographic trends and a post-recession slowdown in hiring has resulted in a growing shortage of talent. Due to this, Finnish organizations experience a huge gap in finding candidates with the right skills and expertise.

The Helsinki Times reported that Finnish employers were also struggling to find tech professionals, especially engineers. Despite the relatively high number of 4,000 unemployed engineers in the country, vacancies remain due to a skills mismatch.

Major challenges that Finnish organizations need to recognize and overcome:

Shortage of Skills

The economy of Finland is driving large numbers of startups and providing companies with enough confidence to make big investments in modern technologies. Businesses are transforming in terms of technology, tools, and skills, which help them to innovate and adapt quickly. Therefore, the requirement for niche-based tech skills in various small and medium organizations is increasing at a fast pace.

IT companies and other business organizations have to recognize that digital transformation prevails at the enterprise level. Companies also have to consider the way in which the digital revolution and technology are affecting different facets of product and service delivery.

Skills Mismatch

With increasing innovation in digital technologies, the nature of work has also evolved. From modifying the business models to customers’ expectations the challenge for finding the right fit with relevant skills is going to be intensified as we move ahead with 2020.

Finnish organizations need to bring their hiring strategies more in line with the demands of the business. As companies are experiencing the demand for candidates with new roles, there are chances that the traditional way of working would become obsolete. In addition, onboarding a candidate with a dynamic skill set rather than confined to anyone will be more effective.

Cross-Culture Differences

Cultural differences play an important role while hiring candidates from different regions. Therefore, it is essential to understand and consider those differences for optimal onboarding experience of candidates belonging to different countries. Understanding these differences makes the staffing process more powerful and boosts the success rate of hiring candidates.

Some of the innovative and effective ways to fill the skill gap are:

  • Draw a talent map and pen down the required skill sets.
  • Identify and analyze the difference between the skills gaps based on your current and projected business priorities.
  • Implement training and learning into everyday work by leveraging innovations.
  • Opting for global talent searches.

At TecBridge, we suggest you with professionals who have experience of working exclusively with Finnish clients. We can find the right talent or train them correctly after assessing your project requirements in-depth. Collaborate with us and get the right workforce for your next project! For more information, visit www.tec-bridge.com.

Tech Talent Shortage in the Netherlands: How can IT Companies Cope with it?

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

The Netherlands is the only European country, which has three of its cities listed among Top 15 when it comes to the quality of life while maintaining the first position for its work-life balance. However, one of the major problems for the Netherlands is that it is currently facing a huge shortage of technological talent.

Staffing Shortage in the Netherlands

According to a recent report released by Startup Amsterdam and Amsterdam Economic Board, the demand for tech talent has doubled, reaching a figure of x26 job vacancy openings per available tech worker. Sterksen, a popular recruitment firm located in the Randstad area (the largest Dutch urban region including the major cities) has cited that 5 out of 6 tech job openings go unfulfilled.

Among the tech talents, data scientists are highly difficult to find and software developers continue to be the most sought-after candidates.

Going forward, IT leaders are likely to experience the biggest concern in finding the technical talent to drive projects of new-age technologies. In order to overcome this challenge and stay ahead of the competition, many companies are opting for global talent searches.

Strategies Adopted by IT Companies to Cope with Tech Talent Shortage 

Depending on the current situation of the Netherlands pertaining to tech shortage, good IT companies have to adopt the following effective strategies-

Consider the Effects of Digital Transformation

Today’s strong economy is driving large numbers of startups and providing companies with enough confidence to make big investments in modern technologies. Businesses are transforming from technology-wise and investing in tools and skills, which help them to innovate and adapt quickly. Therefore, the requirement for niche-based tech skills in various small and medium organizations is increasing at a fast pace.

IT companies and other business organizations have to strategically recognize that digital transformation prevails at the enterprise level. Companies also have to consider the way in which the digital revolution and technology are affecting different facets of product and/or service delivery.

Latest Development in the IT and Technology Space

The skills sought after by IT companies are changing rapidly. Accordingly, new and emerging skills, like analytics, big data, blockchain, cloud solutions in the form of AWS and Azure, CD/CI and SDN technologies are a few of the skills in demand. Simultaneously, if we talk about Oracle, SAP and Java project management, along with business analysis, the demand has exceeded the supply.

With the consistent change in the industrial pace, companies demand specific skills for robotics, artificial intelligence, Internet of Things to develop and emerge. As the adoption of the mentioned technologies is increasing consistently, talents have to manage projects in those areas that require some catch-up time.

Organize Tech Bootcamps for New Talents

Today, most of the companies and business ventures are focusing on the programming skills of a potential candidate instead of checking his/her educational background. For this, IT companies should organize tech boot camps to allow potential talents to learn the necessary skills to become employable within a record time. Thus, candidates develop the exact skills, which employers often look for in new candidates. On the other side, companies get a competent candidate and overcome tech shortage to some extent.

With the aforementioned measures, TecBridge provides staffing solutions with the aim to send the right candidates for the right jobs in various IT companies in the Netherlands. Connect with us now at info@tec-bridge.com

Tech Staffing Crisis in Scandinavian: How Can TecBridge Help?

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

Scandinavia is a developed region of Europe because of its talented citizens. It is in this region, where startups flock consistently and people thrive for innovation. However, when it comes to technological talent, the country faces certain problems. The ongoing shortage of tech talent in Scandinavia is fueling employers to look beyond borders and find the skilled manpower as per their needs.

Most of the countries in the Scandinavian region are experiencing problems when it comes to searching for IT staff. The problem is, lack of skilled staff, while it is growing consistently. For instance, if we talk about Finland, a study by the Finnish Information Processing Association stated an urgent requirement of about 7,000 software programmers recently. While in the case of Denmark, the country might face a shortage of about 20,000 IT specialists in the coming decade. These problems are likely to grow with time.

For many reasons, whether it is because of the brain drain of the talent or aging populations, the recruitment crisis is likely to take place in different countries of the Scandinavian region. As a staffing solution expert, TecBridge aims to resolve the skills shortage issue prevailing in today’s technological sector.

Skills That Employers Should Look for

While working with the IT industry for long, each of the candidates selected by us has experienced an opportunity of working with various technical verticals. This helps them to cater to the demand of today’s clients. Also, it brings a well-rounded understanding of technology or niche. With such insights and capabilities, IT staffing consultants can match candidates for different companies, thereby achieving the highest possible success rate in the form of the right person for the right job.

What Tech Skills Are in Demand?

The Cedefop Report highlights ICT architects, ICT testers, test analysts, software and systems engineers, and developers as some of the most wanted professionals. There is also a dearth of both graduate and experienced candidates. This is reflected in the current research figures and in the anecdotal evidence. 

The government and wider tech industry need to work together to overcome the challenges the IT sector is facing – ensuring that digital innovation continues to flourish. For the candidates with sought-after skill sets, this represents an opportunity to take their career in a better direction.

How Can We Help Tackle the Talent Gap?

We believe in building the talent gap and invest in tomorrow’s talent. We know that mere formal knowledge is not effective to boost the talent pool. Thus, we apply different schemes, which allow people working with us to undergo certain training sessions that can boost their existing skill sets. Besides, we help employees to improve their soft skills and gain certifications prevailing in the industry to close the talent gap further.

If you are looking to hire IT professionals, get in touch with TecBridge. Our experts will guide you to hire the right candidates for your project. Drop us an email on info@tec-bridge.com or visit us at www.tec-bridge.com.

Staffing in Europe: Cultural Differences Affecting the Hiring Process

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

Cultural differences play an important role while hiring candidates from different regions. Therefore, it is essential to understand and consider those differences for optimal onboarding experience of candidates belonging to different countries. Understanding these differences makes the staffing process more powerful and boosts the success rate of hiring candidates.

Understanding Different Work Cultures

Let’s talk about Europe. Out of 51 countries in the continent, each country follows a different culture. 28 countries out of these belong to the European Union where people also work in out of office premises. Now, hiring the right candidate for the right job is not an easy process in a culturally diversified continent like this as each country has its own job board with different expectations from the candidate. If you use the same approach for all candidates in all countries, it is difficult to achieve maximum results.

Belgians expect to meet the manager level of a person from a company during their interview. While the Dutch believe in keeping in touch with the person that had interviewed them first throughout the entire interview process.

The cultural differences between candidates also influence what information they give during the job interview. In Scandinavia, applicants even put the name of their pet or children on their CV, where candidates in Germany are much more formal and send a whole bundle of information,” says Jolie den Boer, APV recruitment Continental Europe & Africa at Cognizant.

Cultural Norms Influence Power Distance

Due to different culture and history, candidates in Europe carry different values and beliefs. So, when we analyse the belief for power distance in different zones of European countries, people in the southern and eastern region follow a high level of power distance among the employees in the company. This means organisations operating in this region will have a minute level of the hierarchy. Employees in this region have to rely on the decision of the boss before moving ahead with any assignment.

In the Netherlands and Sweden, there is a lower power distance. Everyone in the organisation is approachable and there is an informal atmosphere on the floor.

According to the international study by The Global Talent Acquisition Monitor, in countries with high power distance, such as Slovenia or the Czech Republic or Slovakia, over 63% of people will carry out any assignment without asking any questions. Whereas, in Northern and Western European countries they emphasize on flat hierarchy in the workplace and therefore employees ask questions without any hesitation.

Wrapping Up/Concluding…

From the above insights, we can conclude that there are two ways to hire the right candidate for the right job.
● Be versatile and well-acquainted with different cultures of European countries
● Partner with staffing solution provider and hire candidates based on temporary, permanent or software factory setup staffing.

Want to hire the right candidates that fit best to your job description? We Are Here for You!

At TecBridge, we suggest you with professionals who have experience of working exclusively with European clients. It helps them to cope with the work culture of all European countries and understand different aspects of business dealings with ease. Collaborate with us and get the right workforce for your next project! For more information, visit www.tec-bridge.com.

Where Can You Find Skilled Employees During a Talent Shortage?

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

In this digital age, technology is transforming the expectations of skill sets from any new hire. It has given rise to new roles and responsibilities, which require advanced skills. This is where businesses are facing a challenge. – Right talent for the right job. As companies go digital, the roles and expectations of the candidate transform. From a research report by Manpower, nearly 18 percent of employers say the main reason they cannot fill roles is a lack of suitable applicants. Another 25 percent say candidates lack the type of experience. Finding the right person with the right blend of technical skills and human strengths has become difficult. It is time to adopt a new approach that addresses this talent acquisition problem.

As companies are experiencing the demand for candidates with new roles, there are chances that the traditional way of working would become obsolete. Employers today, realize that what you are likely to learn is becoming more important than what you already know.

Most of the companies are already facing a situation where a happy client wants to increase the volume of work. However, the expected contract is for a short duration. To manage this opportunity it is not wise to raise the requirement for hiring additional candidates. They may become a liability when the project gets over. Therefore, to tackle the talent shortages companies need to find different ways to acquire the right talent. Here are a few suggestions, read on-

#1 Upskilling existing talent

Many company leaders focus on getting more out of existing employees to counteract the effects of talent shortages. On the other hand, most employees also appreciate the development opportunities received from the company. Though this looks like one of the most impactful approaches to manage the skills shortages, it demands regressive efforts and certain amount of time. Upskilling the existing staff requires multiple training sessions along with the practical implementations.

#2 Partnering with IT staffing solution provider

Companies can consult IT staffing solution provider who will analyse the project requirements and guide you with the right talent. In the above scenario, the company can partner for temporary staffing and onboard the talent for the short duration too. With them, companies can scale, implement, and support projects without the strain of an IT hiring process. The hassle and tediousness of searching candidates and arranging interviews are taken care of.

#3 Get a temporary staffing solution

If there is an immediate requirement to hire staff for a limited period similar to the above scenario then temporary staffing solution works best. TecBridge is one of the leading consulting and professional services providers in Europe offering complete staffing, hiring, and human resource management services to organizations. When any company partners with us for temporary staffing solution, we work as an integral part of that organization.

If you are looking for a staffing solution- temporary or permanent, our experts will guide you to decide better. Get in touch with us at info@tec-bridge.com and find the right candidate for your project.

What Does a Wrong Hire Cost to the Business?

AUTHOR: Santosh Basarkar

DESIGNATION: Head Tec-Bridge

Over the years, researchers have given different opinions regarding the exact cost involved in hiring the wrong person. Undoubtedly, any organization bears an enormous cost for hiring talent not fit for them. According to a survey by The Australian, a wrongly hired talent can cost a business 2.5 times the employee’s salary. This means, when you hire someone for a role that demands a salary of $50,000, you will need to invest $125,000 as additional costs, which will eventually not provide any result. The Australian survey also claims that this multiplier might increase for senior-level positions.

Apparently, when you hire an employee who is not well suited for the job, it not only affects the finances you have invested, but also the morale and productivity of your organization.

So, when do we say that we have hired incorrectly? There are multiple elements involved right from the hiring process to the entire training period. Some are as follows:

  • Candidates selected just on the basis of the length of experience
  • Considering the candidate based on his personality
  • Ignoring the work background of the previous employer
  • An unclear vision of profile for a particular prospect
  • Inadequate understanding or training program being given to the candidate

Now, let us say you hired the wrong candidate. What would happen in such a scenario? What are the unexpected circumstances that can come up for you? How does it affect your company? How can you go about hiring the right talent?

Waste of Investments

When any new employee is on-board, it demands certain investments. This often includes an interview process, specialized certification classes or programs, and on-the-job training. All of these activities are necessary for making a new employee accustomed to your company work culture and expectations.

If there is a wrong hiring decision, these efforts and investments are wasted and the organizations might have to spare valuable resources to go through the whole exercise again for replacements.

Lack of Productivity

When it is determined that a new member is not the right fit, the managers end up spending more time in training them. This not only hampers the productivity of the new employee but also adds on to the existing responsibilities of the managers.

Moreover, when a new hire is inefficient, the reduction in work output affects business. This leads to companies spending on other resources to meet with their organization’s productivity standards.

Lower Employee Morale

A misfit talent results in lowered employee morale as the rest of the team has to put in more efforts. It can cause valued employees to become dissatisfied or disengaged. Therefore, while the companies try to fill the gaps the damage is already done. In addition, dissatisfied employees mean unresolved conflicts and added stress to the human resource departments.

Also, when a talent feels like a misfit in an organization they fail to perform at their 100%.

So, How Can You Avoid the Above-Mentioned Scenarios?

Most companies and industry leaders expect the right people for different job roles on the floor. To make this possible, they keep themselves limited to registering on job portals and trying their luck browsing various profiles. What follows next, is a prolonged process of screening candidates, interviewing them, etc. but what if someone else takes care of all the processes for you to find the right talent for your organization?

TecBridge can do this for you. It significantly reduces the risk of hiring the wrong person. As the consultants from our organization understand your project requirements and assess candidates before you hire them, they save on a lot of your time, energy, and efforts. Also, with a shorter discovery stage, our team works as an extension of your project teams and optimizes talent acquisition.

The most effective way in which a company can avoid hiring mistakes is to invest in a proven recruitment process. Why not write to us at info@tec-bridge.com and discuss your resourcing need?