How can solution providers, vendors and distributors be strategic in sourcing the right IT talent for short- and long-term business needs? Hansford and Saxton shared their insights.
1. Reprioritize current projects based on existing skills.
Business leaders should reprioritize current projects based on talent they have now.
“We’ve had to rejig our priorities. We’ve had to reharmonize our talent in terms of having the right blend of individuals with the right skills to support cloud basics,” Saxton shared.
2. Reskill existing roles for core functions.
To support core business functions or mission-critical projects, IT companies are redeveloping the talent they already have.
Hansford said, “We’re seeing more and more people reskilling from roles that aren’t core or maybe don’t have a medium- or long-term future as part of the company’s business strategies. They’re reskilling roles before they’re looking to let people go.”
3. Identify skills gaps for future business needs.
In a business crisis like a pandemic or economic recession, it’s tempting to focus only on pressing recruitment needs.
“What we’ve seen is a lot of people retract. Retract to core business. Retract to business as usual… A lot of companies in the moment are in survival mode or recovery mode. They’re not looking at the bigger picture,” Hansford noted.
Hiring managers should devote time and energy to identifying skills gaps for future business needs. These skill gaps represent where companies need to grow their talent pipeline, starting now.
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