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The Growing Tech Talent Shortage

12 January 2022
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The Growing Tech Talent Shortage

In 2021, ManpowerGroup for the fifth consecutive year has been the HR partner of Viva Technologyto support companies as they digitally transform to reflect the changes in their market and to develop people's employability from using innovative solutions.

Many employers continue to experience persistent talent shortfalls-even in recessionary periods-—reflecting a general market imbalance between the supply and availability of certain in-demand skills, especially the tech skills.

Software development, cloud, cyber security, automation and DevOps skills are now in even greater demand than they were pre-Covid. At the same time, the basic level of digital skills required for roles across every business is increasing.

This is because, the Covid-19 pandemic caused an unprecedented wave of tech adoption for businesses across all industries – as companies learned to work remotely and connect with customers virtually, they essentially crammed a decade’s worth of tech adoption and digital transformation into a single whirlwind year.

How can companies cultivate tech talent?

For organizations, creating a culture of learnability so that people are equipped and open to adapt—-to move within the company or elsewhere-—is not just an operational imperative it must be a strategic priority.


One of the best ways to ensure this agility is to embrace upskilling. Encourage remote learning and support workers to reclaim their commute with curated learning opportunities aligned to the skills your business needs.

But, to win in the digital age an effective talent strategy should have four parts: build, buy, borrow and bridge. 

Build an ongoing learning strategy

At the core, both upskilling and reskilling rely on a desire to continuously learn, or Learnability. Developing new skills as a one-time investment may meet a short-term gap, but that gap will reappear in the future, given the pace of today’s development.

Instead, companies must enable and encourage a habit of “lifelong learning,” and offer training that can be intertwined with daily responsibilities.

Buy skills where necessary 

With strong market competition for skilled talent, employers which have and consistently communicate strong value proposition, attractive culture and clear purpose, have the upper hand in the battle for talent.

Borrow from external talent sources 

Traditionally companies relied on permanent employees to get the work done. However, in today’s digital world, new work models have emerged.

When you need to complement existing skills, fill gaps for short term projects, or quickly find expertise you do not have, it’s time to tap Next Gen talent outside the company, including part-time, contingent, contract, or freelance.

Bridge people with adjacent skills from one role to another to complement existing skills 

Transformation, digitization and automation has created a Skills Revolution where new skills emerge as fast as others become obsolete.

As a leader, you have the responsibility to find pathways for those individuals to bridge them into new roles inside or outside of your organization.

As an IT solutions company, Experis is the global leader in professional IT resourcing and solutions, operating in more than 50 countries worldwide.

Thanks to our expert industry knowledge, history of success and strong relationships with organizations large and small, we’re perfectly placed to match specialist IT professionals into permanent and contract assignments.

To learn how we can help you attract the right talent in this competitive market, please fill in the form below and our consultants will reach out to you with a free consultation within 24 hours.

Posted by:

Yoga Kumari Sankar- Marketing & Commercial Executive

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