While a limited candidate pool will drive wage growth, channel organizations need to make sure that compensation levels are in line with market trends and sustainable for the long term.
Saxton stated, “A lot of engineers are able to freelance and do consultancy, which has a significant impact in terms of what they demand for salary and pay, and that’s something we’re working on... [But] it doesn’t stay sustainable. You can’t keep paying all of these salaries, so we find a blend that works for everybody.”
5. Create IT apprenticeship programs to build your own talent pipeline.
Some managed service/solution providers, vendors and distributors create IT apprenticeship programs to nurture their own talent for technician, developer, engineer and analyst roles.
“We’ve seen quite an uptick in the traction of talent in apprenticeships. Great way to bring in younger talent. We’re seeing lots of recruitment at entry-level roles,” Hansford said.
Robust apprenticeship programs offer accelerated IT professional training that few schools and colleges can offer.
Saxton noted, “We’ve been doing [apprenticeships] for seven years now. Fifty-seven percent of our apprentices come from our outreach schools. Of that 57 percent, 100 percent move into management. [Those] students and young people we’ve worked with over the course of a few years move directly to senior and management roles in the business.”
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