Today's focus: Skilled worker shortage: Fact or fiction?
NW on Technology Executive [TechExec@nwfnews.com]
By Linda Musthaler
A few weeks ago, I wrote an opinion column < for Network World in which I challenged the conventional wisdom that there is a dearth of skilled IT workers < Hiring managers moan that they can't find qualified candidates to hire.
Researchers < who study social trends throw up the red flags, saying we don't have enough young people going into IT-related college programs and professions. Companies, particularly high tech ones, import foreign workers through the H-1B visa program < or worse - outsource technical jobs overseas. They do so while claiming there are enough skilled workers in the U.S. to fill the positions.
I called these notions baloney. I said that companies can't find qualified workers because they define the qualifications too narrowly. They use automated resume screeners to weed out candidates who don't have the right acronyms or hot topics on the page. Acronyms like CISSP, MCSE or SAP. Topics like identity management or information life-cycle management.
I thought I would anger people with my bold assertions. I expected to get mail from recruiters and HR people, telling me I'm out of touch with reality.
Oh, I got mail, all right. Dozens of people have written to me, and the notes continue to come in, several a day. Still more reader responses are posted on my blog <
Every single note has come from someone telling me I am spot-on with my assertion. I have heard from so many underemployed IT professionals who can't get a foot back in the door despite years of practical hands-on experience. The reasons? "Lack of certifications." "Not enough experience with XYZ."
"Overqualified for the position." "Outdated skills." Many of the people who wrote to me are middle-aged, and I clearly see a hint of age discrimination in their notes.
Every story is unique, but the overall pattern emerges: many IT professionals are not even being considered for jobs because of trivial or "fixable" reasons. No certification? No problem.
That's nothing that a bit of practical training and hands-on experience can't fix. No experience with the latest programming techniques? Again, that's nothing that can't be remedied with a course or two and a project to tackle.
Hiring managers seem to take a very short-sighted view of potential hirees. The view is that candidates should come in the door already possessing every technical skill and relevant experience that's needed for the job. There is no time to grow into the job anymore; instead, companies want the "perfect fit."
This reader's letter is typical of the feedback I've received:
"I have been working in IT for 8 years. I'm an IT generalist, with a Bachelor's degree in MIS and no certifications. The only jobs I get calls for are entry level, ignoring the fact that I've had experience in managing an IT department and have significant supervisory experience.
"I feel that at some point business will realize the intangibles that people raised in the U.S. with varied experience bring to the table. For example, I served for 8 years on submarines in the Navy. From that I came away with the demonstrated ability to work well under pressure, learned to play well with others, and can follow a job through to completion.
"Others have similar skill sets, being able to bridge the gap between the "techies" and the business units. I don't know a ton about accounting, but my interpersonal skills allow me to meet with the Accounting managers and ascertain their needs, concerns and desires without scaring them away with geek-speak or condescension.
"Can I compete technically with many of the multi-certified people that are either younger than I, or filling a spot with a Visa? Probably not. Will I work as long or hard as them?
Probably not. But will I be able to better contribute to the goals and mission of the company? Definitely."
OK, hiring managers. I've had my say, so what about you? Do you see a dearth in skilled IT people? Are you feeling the pressure to ignore the good possibilities in order to find the "paper perfect" candidate? Are you concerned about where to find your future workforce?
Cheers,
Bluetone
NW on Technology Executive [TechExec@nwfnews.com]
By Linda Musthaler
A few weeks ago, I wrote an opinion column < for Network World in which I challenged the conventional wisdom that there is a dearth of skilled IT workers < Hiring managers moan that they can't find qualified candidates to hire.
Researchers < who study social trends throw up the red flags, saying we don't have enough young people going into IT-related college programs and professions. Companies, particularly high tech ones, import foreign workers through the H-1B visa program < or worse - outsource technical jobs overseas. They do so while claiming there are enough skilled workers in the U.S. to fill the positions.
I called these notions baloney. I said that companies can't find qualified workers because they define the qualifications too narrowly. They use automated resume screeners to weed out candidates who don't have the right acronyms or hot topics on the page. Acronyms like CISSP, MCSE or SAP. Topics like identity management or information life-cycle management.
I thought I would anger people with my bold assertions. I expected to get mail from recruiters and HR people, telling me I'm out of touch with reality.
Oh, I got mail, all right. Dozens of people have written to me, and the notes continue to come in, several a day. Still more reader responses are posted on my blog <
Every single note has come from someone telling me I am spot-on with my assertion. I have heard from so many underemployed IT professionals who can't get a foot back in the door despite years of practical hands-on experience. The reasons? "Lack of certifications." "Not enough experience with XYZ."
"Overqualified for the position." "Outdated skills." Many of the people who wrote to me are middle-aged, and I clearly see a hint of age discrimination in their notes.
Every story is unique, but the overall pattern emerges: many IT professionals are not even being considered for jobs because of trivial or "fixable" reasons. No certification? No problem.
That's nothing that a bit of practical training and hands-on experience can't fix. No experience with the latest programming techniques? Again, that's nothing that can't be remedied with a course or two and a project to tackle.
Hiring managers seem to take a very short-sighted view of potential hirees. The view is that candidates should come in the door already possessing every technical skill and relevant experience that's needed for the job. There is no time to grow into the job anymore; instead, companies want the "perfect fit."
This reader's letter is typical of the feedback I've received:
"I have been working in IT for 8 years. I'm an IT generalist, with a Bachelor's degree in MIS and no certifications. The only jobs I get calls for are entry level, ignoring the fact that I've had experience in managing an IT department and have significant supervisory experience.
"I feel that at some point business will realize the intangibles that people raised in the U.S. with varied experience bring to the table. For example, I served for 8 years on submarines in the Navy. From that I came away with the demonstrated ability to work well under pressure, learned to play well with others, and can follow a job through to completion.
"Others have similar skill sets, being able to bridge the gap between the "techies" and the business units. I don't know a ton about accounting, but my interpersonal skills allow me to meet with the Accounting managers and ascertain their needs, concerns and desires without scaring them away with geek-speak or condescension.
"Can I compete technically with many of the multi-certified people that are either younger than I, or filling a spot with a Visa? Probably not. Will I work as long or hard as them?
Probably not. But will I be able to better contribute to the goals and mission of the company? Definitely."
OK, hiring managers. I've had my say, so what about you? Do you see a dearth in skilled IT people? Are you feeling the pressure to ignore the good possibilities in order to find the "paper perfect" candidate? Are you concerned about where to find your future workforce?
Cheers,
Bluetone
