What should companies do to fill the technology gap?

There is a lack of technology professionals in the market and more and more people know this. Over time, it is likely that this gap decrease considerably, with students who are starting now graduating in the future.

The problem is that companies cannot wait for this movement. The area is currently underfunded and some immediate solutions are needed.

Not that there is an exact formula that will work for any company. It’s still important to have patience and long-term vision, anyway. But it is possible to improve the current situation with some practices that make sense in this market.

For starters, you need to understand that technology professionals recognize their potential and are being co-opted by competitors all the time. The data proves it: both in the latest LinkedIn report and in the most recent rankings by recruitment consultants PageGroup and Robert Half professions on the rise, careers in technology occupy the top positions. In the LinkedIn report, they are 9 of the 15 professions listed. Therefore, offering a competitive salary and benefits package is essential.

Ensuring a positive environment that listens to the demands of the team is essential for good management of in-house talent.Source: Gettyimages

Still, this may not be enough in some cases, given the limitations of each company. Whereas many foreign corporations are attracting Brazilian talent because of the difference in currency appreciation, it is especially important for domestic employers to consider other factors when attracting and retaining professionals.

In situations where it is not possible to compete financially to get the best talent, there are two other possibilities that have been gaining strength: outsourcing and training.

Outsourcing works for companies that need one-off IT services, generally not very complex and without in-house technological creations. In other words, they are solutions that keep the business running, but not with the intention of innovating.

If the idea is to work with technology, focus on innovation or have more control over processes, training can be the ideal path. That it means understanding that the professional person hired will not have as much experience, but will be willing to learn and grow with the company.

Training, in some cases, can be carried out internally, but it takes a lot of investment to guarantee a complete education that guarantees results. Generally, companies choose to partner with institutions that already offer courses – not always degrees – in the area. Even when it is not exactly a partnership, it is possible to keep an eye on students who are graduating from different schools and institutes and consider hiring in an internship format, with the support of at least one senior professional person to help with the development.

My tip is to look for candidates who have a determined, practical and curious profile. These are often the people most inclined to test themselves and discover new possibilities. It is exactly the type of profile that will make the investment in training worthwhile.

Finally, it is worth remembering that retaining technology professionals is also a corporate challenge. Be careful not to focus all your attention on recruiting and forget that the market is still in an uproar. Take care of in-house talent, ensure a positive environment and listen to the demands of the team. These are simple actions that can make a difference when your best professional person receives another proposal — and it’s not difficult for them to receive.

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Arnobio Morelix is CEO of Sirius Educação and an executive in the Data Science area, with more than 12 years of experience in the area in Silicon Valley in the United States. Sirius is a higher education institution that places an emphasis on practice and student experience. Morelix, who is also an executive and data scientist, works at the intersection of technology, public policy and social impact. Over the course of his career, he has led a global team of PhDs, scientists and consultants; advised governments in more than 35 countries on their innovation policies; and has authored research and analysis with Stanford University, the World Economic Forum, the Inter-American Development Bank, and the Kauffman Foundation.

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