Lots of employment and little specialized talent, the dilemma of the technology sector in 2022

Rental for technology works stopped during 2021 due to a lack of specialized talent in new digital tools. In other words, a lot of employment has been reported, but few profiles with the necessary skills to occupy it.

According to an analysis by the Get on Board platform, less than 50% of applications to digital positions had a successful appointment last year. “There were very few qualified candidates for the posts,” the report said.

“There is a large amount of demand that has grown and grown much faster than the supply of talent. Today there are many more technology companies and companies that do not have technology but seek talent for technology”, Says Sergio Nouvel, co-founder and CEO of Get on Board.

Part of this gap between supply and demand is due to the little talent available for senior positions related to information technology (ICT), roles for which there is greater competition between companies to maintain the best profiles.

To a large extent, the growth in demand for digital profiles it relates to the impact of the pandemic on the digitization and automation of businesses; for example e-commerce.

“It has to do with an issue of profile formation. Today, digital instruments have evolved as development issues, digital transformation or data. With the development of technology, which develops exponentially, people do not succeed in adapting or learning from it, ”explains Luciano González, founding member of Trece Capital Humano.

The National Institute of Statistics and Geography (Inegi) estimates that there is in Mexico 976 000 people trained in information technology, 43% of them have a career related to Computer Science and the rest with Information and Communication Technology.

“There is a combination of variants. In our case, between 2020 and 2021 the profile claim. The growth rate in the demand for these profiles is high. But demand is growing faster than the number of graduates, to which we must add that not all graduates have good foundations. Not everyone who studies for a university degree has the skills that companies are asking for ”, explains Emmanuel Olvera, CEO of IT Jobs.

In this sense, the specialist ensures that companies are currently no longer looking for talent who specializes in a single programming language, but they seek to dominate up to three different technologies to adapt to the transformations in the market. The problem is that some of these skills are new and not developed in the classroom.

The World Economic Forum estimates that due to the digitalisation and automation of business, half of the world’s workforce will have to be retrained to develop new skills. It can take two to three months for a person to be trained in data analysis, artificial intelligence or business development; the process for cloud computing and engineering skills can take four to five months.

“We see that DevOps, quality control, mobile development and data science work are true success rate is low and it clearly indicates that there is an opportunity for people who want to study these disciplines or start learning, ”says Sergio Nouvel.

Get on board report indicates that Full-Stack positions had the highest rental rate in 2021 among all roles in technology, but barely reached 48 percent. In DevOps only 28% of the candidates were appointed, in quality control only 29% and for computer science only 37% of the positions offered were filled.

Conditions are attractive

The pressure in the market to gain little access specialized talent This causes these profiles to have better working conditions than the average of the workers, from salaries to benefits higher than those of the law.

Luciano González explains that the competition for technology professionals This is not only nationally, but also internationally, as it is increasingly common for companies from the United States or India to hire Mexicans for remote positions. This phenomenon causes job offers to be accompanied by a robust remuneration package that is getting stronger in the face of difficulties in finding the right candidates.

“More and more is being developed. technology platforms and business methods and it is they who ultimately win that talent, one no longer competes only with the local market ”, he agrees.

According to the Get on Board analysis, below highly valued benefits for digital talent, insurance for large medical expenses, teleworking and vacations is above the legal minimum.

“In extreme competition, the companies that offer the best conditions have the upper hand, because talent can choose, it is extremely important. There are many companies that think this technical profiles it is something that can be obtained later or at a low cost, but the truth is that these workers have options and choose jobs that pay them better, but also offer them better conditions, ”points out Sergio Nouvel.

From problem to solution

For Emmanuel Olvera, part of the solution lies in ending the shortage of specialized profiles in the teaching of digital skills from high school.

But this is not the only way, it is also important that the workers themselves bet on their own training. “There are several alternatives to making career changes and this is accompanied by the fact that some companies do not require university studies to gain access to work. I have seen people who study a specialty in six months and become specialists in Front-end or data ”, says the specialist.

In turn, Sergio Nouvel considers it one of the challenges to have more specialized talent is that organizations hire more people for work junior and develop them to fill the positions senior, where it is usually more difficult to find suitable candidates. “The vast majority of companies strive to work with highly qualified people. senior and this puts the market in a state of stagnation ”, he reveals.

In this sense, Luciano González believes that this scenario is an opportunity for new talents, which can benefit from free training platforms to create and specialize a career plan.

“It is a matter of Constant learning. Today, companies are more open to hiring people who do not necessarily meet the full profile, but who can develop internally, ”he emphasizes.


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