IT Workers are Hard to Find and Keep in 2022

According to a survey titled The Impact of Technology in 2022 and Beyond: on IEEE Global Study, 97 percent of IT leaders agree on two things:

  • Their team is working more closely with human resource leaders to implement workplace technologies
  • And that the entire process will take longer than expected because staff shortages are abundant in the industry.

To further reinforce the shortage, three recently published reports have suggested that both the demand for technology and skilled IT workers is high. Especially on the worker front as there is a shortage of workers.

The Impact of Technology in 2022 and Beyond: on IEEE Global Study, published by the Institute of Electrical and Electronics Engineers (IEEE) in November, based their findings on the responses of 350 chief information officers, chief technology officers, IT directors and other tech leaders in US, China, UK, India and Brazil. These individuals also worked with organizations that have over 1,000 employees across multiple sectors.

These IT leaders shared their views further beyond those initial points. Most of which revolved around the impact of COVID-19 has had on the workplace. They predicted the following problems that need to solved:

  • Maintaining strong cybersecurity for a workforce that is remote and in-office (83 percent)
  • Maintaining return-to-office health and safety protocols, software, apps, and data (73 percent)
  • Deciding what technology is needed for the company post-pandemic (68 percent)
  • Recruiting technologists and filling open tech positions (73 percent)

Why Are These Jobs Hard To Keep?

Based on the multiple reports, the concern about recruiting and retaining individuals needs to be looked at further. Businesses need to look into the various causes that result in these individuals leaving their jobs.

In search of answers, a survey last October was conducted by TalentLMS. The results weren’t positive but the survey did shed light into why these jobs are hard to keep.

Over the surveyed 1,200 IT workers for the report, 72 percent of respondents in the US have said they’ve thought about quitting in the next 12 months. The reasons came down to the following:

  • 41 percent said their jobs had limited career progression
  • 40 percent said lack of flexible working hours
  • 39 percent said a toxic work environment

What Can Business Do To Retain Workers?

With the pandemic, the entire work environment has shifted and for many businesses, it’s impossible to go back to the way things were before. Some consider it a curse, but it can be a blessing in disguise.

The pandemic has reminded IT leaders that it’s important to adapt to change. Not just through a pandemic but with the industry and workplace. In fact, the problem that’s happening right now should be viewed by HR as an opportunity to find employees:

  • First, while the competition is stronger, there is a much larger pool of candidates available in this field.
  • Second, HR executives and businesses now have the framework for working in geographically dispersed areas. Before the pandemic, this was uncommon.
  • Third, this shift in environment clearly offers incredibly flexible working hours which is a major selling point and can appeal to IT workers who left their old jobs due to the strict regimen.

A Call For More Inclusive Strategies

All in all, as companies are looking for IT skills in this environment, it’s important to have an open mind about where the talent is coming from and to embrace unconventional paths too.

In line with unconventional paths, this also means looking for people from more geographies. Today, there are larger pools of diversified candidates. That’s fine, but it also creates more complexities for organizations. HR leaders will have to be flexible and be ready to support teams and leaders while the transitions are being made.

This can mean adjusting recruiting goals, plans, and considering doubling down on training and upskilling programs across the entire organization as well. This also supports recruiting and retaining efforts as employees will have a sense of progression in the workplace. At the same time, HR managers will be less reliant on outside hiring to fill open roles.

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