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.
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.
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.