How Do You Combat the Skills Gap?
In the face of a widening skills gap in IT, we've gathered insights from top tech executives, including CEOs and Managing Directors, on how to bridge this challenge. From investing in existing team development to fostering internal mentorship and continuous learning, explore five strategies these leaders are employing to empower their IT departments.
- Invest in Existing Team Development
- Leverage Project-Based Consulting
- Hire for Potential, Not Just Experience
- Encourage Cross-Training and Certifications
- Foster Internal Mentorship and Continuous Learning
Invest in Existing Team Development
Knowing what your team is already capable of is extremely handy when it comes to identifying and filling skill gaps. You might not necessarily need to hire a new team member to fill the gap—if you are willing to invest time and training in a team member, you could save yourself some money while improving your team's skill set.
We often use this tactic when we recognize a gap, and it is often the first question that we ask ourselves before taking on a new hire: Is there capacity within the current team to develop this skill?
Leverage Project-Based Consulting
At Riveraxe, we've used project-based consulting to fill critical skills gaps. For complex IT implementations, we assemble teams with the niche expertise we need. Recently, when upgrading legacy systems, we brought in experts in security, cloud architecture, and systems integration. By leveraging their skills for a fixed period, we completed the project on time and under budget.
We also invest heavily in employee training and incentivize certifications. Our IT staff have pursued credentials in health informatics, data analytics, and technical project management. With a highly skilled, versatile team, we can take on more ambitious initiatives. Continuous learning has fueled progress.
Finally, we prioritize diversity to drive innovation. For an EHR deployment, we included physicians, nurses, and software engineers on the team. Their insights and feedback were invaluable, resulting in a system finely tuned to clinical workflows. Varied perspectives yield the best solutions.
Hire for Potential, Not Just Experience
The skills gap in IT departments is a growing concern for many organizations, but tech executives are finding innovative ways to address this challenge. One effective tactic is implementing targeted upskilling and reskilling programs, enabling existing employees to acquire new skills and adapt to emerging technologies. Additionally, hiring for potential rather than just experience allows companies to bring in candidates who are eager to learn and grow. Cross-functional collaboration further helps by spreading knowledge across teams, creating a more versatile workforce. Leveraging automation and AI can also alleviate the pressure by handling routine tasks, freeing up resources for more complex work. Building a culture of continuous learning ensures that employees are always developing, staying ahead of technological changes. By combining these strategies, tech leaders can effectively bridge the skills gap and future-proof their IT departments.
Encourage Cross-Training and Certifications
As an ERP consultant, I’ve seen many tactics for bridging IT skills gaps. The most effective is cross-training current staff on new technologies. For example, when one of my clients needed to implement a new CRM, we trained a few power users who then became internal experts and mentored others. Within six months, over 80% of the staff were proficient.
Staying on the cutting edge is key. I encourage my team to get certified on platforms that will drive our clients’ growth. Recently, two consultants became NetSuite Commerce Advanced Implementation Specialists. Now they lead e-commerce projects, upskilling colleagues along the way.
Diversity of thought is crucial. I seek employees with non-traditional backgrounds, then pair them with senior staff for mentoring. A history major turned out to have a gift for data visualization and now builds custom dashboards, exposing others to new skills.
While technology changes quickly, continuous learning and nurturing internal talent help companies gain the expertise to keep up. With the right investments in people, skills gaps don’t have to hold businesses back.
Foster Internal Mentorship and Continuous Learning
One tactic I've used to combat the skills gap in my IT department is implementing an internal mentorship program. Pairing senior team members with junior staff allows for hands-on learning and skill development in real time. We also invest in continuous learning opportunities, offering online courses and workshops that are directly relevant to our needs. This not only closes the skills gap but also fosters a collaborative culture where employees feel supported in their growth, which has been invaluable for retention and innovation.
