在这一部分"办公室可选与拉里英语,” Larry talks about the war on tech talent 和 what that means for your organization.
你为即将到来的战争做好准备了吗? No, 我说的不是地缘政治冲突, but rather the significant challenge 业务es will be dealing with for years to come: 科技人才之战.
的 Covid-19 p和emic caused an unprecedented wave of tech adoption for 业务es across all industries – as companies learned to work remotely 和 connect with customers virtually, 他们基本上把十年来的技术应用都挤在了一起 数字转换 进入了旋风般的一年.
现在, 拥有大量预算的大组织正在推高工资, 为工人支付更多的工资——不仅仅是为沿海地区的工人, 但对于任何地方合格的候选人来说. 换句话说, companies are up against wage inflation 和 a competitive field that includes not just their own backyard but the entire world. This makes the talent squeeze especially difficult for medium- 和 small 业务es.
大流行爆发了技术技能短缺
科技人才短缺并不是一个新问题. 十多年前， 超过半数的ceo 表达了对数字岗位人才匮乏的担忧. 到2019年，79%的人对此表示担忧. Covid severely exacerbated the skills gap, 和 there’s no end in sight.
根据CompTIA的《澳门金沙官网》， 40%的公司 hired tech staff during the p和emic, 和 66 percent have plans to add more in 2021. Many of the changes brought by the p和emic aren’t going to fade with lowering infection rates, which means companies will need to continue investing in tech 和 modernized ways of working to survive. 各地的公司都在研究如何制造 混合工作永久. 数字渠道的采用 远程医疗 和 路边商店皮卡 are so overwhelmingly preferred by customers that many firms are putting permanent solutions in place.
同时, a mass talent exodus is on the horizon – 微软’s 2021 Work Trends Index found that over 40%的员工 正在考虑换工作吗. People with in-dem和 tech skills will be able to be picky about their next move. Wages are already increasing substantially; my company is seeing tech salaries inflating for some roles as much as 20 to 30 percent. Companies that fail to deliver the working experience people want – flexibility is overwhelmingly preferred – will suffer severe brain drain.
为了培养技术人才，公司必须快速创新
加强科技人才管道的风险很高. 最近的一次 光辉国际研究 研究发现，除非我们有更多的高科技工人，否则到2030年，美国将会有更多的高科技工人.S. 会错过超过1600亿美元的年收入吗.
积极主动的公司已经在致力于创造性的解决方案. 这些包括:
- Upskilling员工. 百分之四十二 of companies say they plan to launch upskilling or reskilling initiatives among current workers. 例如，亚马逊在2019年宣布了一项 提升10万美国人技能的重大计划.S. 员工 到2025年，专注于软件工程， 云, 机器学习 这工人.
- 重新设想对技术人才的培训. 的 大多数人力资源专业人士 support eliminating the four-year degree requirement for positions. 技术学徒制 提供一种培训选择. 等组织 LaunchCode – which my company partners with – train people without college degrees for tech jobs 和 connect them to job opportunities. Apprenticeships are already gaining traction in Europe, 和 will likely do so in the U.S.考虑到新的 国家学徒法案, which earmarks $3 billion to exp和 apprenticeship programs across many industries, including tech.
- 转向全球 自由经济. 一些公司在远离本土的地方寻找技术人才, turning to the global 自由经济 or looking for full-time workers abroad. 这只是权宜之计, 然而, as the talent squeeze is felt everywhere – recent stories have highlighted companies in 澳大利亚, 联合王国 和 新加坡 放眼海外，满足他们对技术技能的需求.
- 帮助制定国家移民政策. 谷歌 recently submitted an amicus brief to maintain work authorization for the thous和s of individuals whose partners have H-1B visas, 这种地位在科技行业很常见. 亚马逊, 苹果, IBM, 微软, 推特 和 other major tech organizations also signed the court filing.
All these solutions, 然而, take time to implement 和 start bearing fruit. Companies must act now to put a strategy in place for attracting 和 maintaining tech talent.
One immediate step they can take is getting creative in their benefits – offering the flexibility of remote work is a no-brainer, 考虑到 CodinGame, 一个开发者招聘平台, 发现95%的开发人员更喜欢混合工作模式. 在所有行业, 远程工作的 工作清单 增加了457%, according to recent LinkedIn data, with the tech sector a leader in job listings. Companies that fail to figure out how to offer this flexibility simply won’t be able to attract the talent they need.
的 p和emic transformed nearly every organization into a tech company. 尽管对合格技术人才的竞争将会非常激烈, companies can start laying the groundwork now to keep their pipeline full of viable c和idates.
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