Winning Despite IT Staffing Challenges
The concept of an IT staffing shortage shouldn’t surprise you, or anyone who has been in the industry for the past ten years or so. It’s no secret though, that the COVID-19 pandemic and the subsequent Great Resignation has impacted an already struggling industry and escalated long-term labor shortfalls. Since 2020, over 3 million workers have left the workforce in droves – widening the gap that IT executives are already concerned about. This isn’t great news for a world that is quickly becoming heavily reliant on new technologies.
Why are IT employees leaving?
The American workforce is changing. Employees are demanding better benefits, a more flexible work/life balance, and more money to keep up with the rising cost of being alive. The technology industry has one of the highest turnover rates in the United States – small and medium size businesses are disproportionately affected. Reasons for the turnover rate varies. Some employees leave their company for higher salaries, others leave the industry completely feeling the effects of burnout. It’s hard for companies to mitigate the effects of turnover when it happens. It’s expensive to hire. Companies spend time and money recruiting and interviewing candidates who might not accept the offer.
How can businesses withstand the shortage?
If you’re committed to hiring and training your own staff, restructure your hiring process. Figure out what your audience wants and cares about. Your company may offer free lunches throughout the week, but if your potential candidates are looking for remote flexibility, there’s a gap in expectations. This generation of employees is looking for a better work-life balance. This could look like 100% remote positions, hybrid positions, more PTO, balanced schedules, or a mixture of these.
Use your network. LinkedIn is a powerful recruiting tool. Of course, there’s the ability to post job listings for candidates to find, but there’s also the opportunity for personal recommendations. If you’re connected to your industry on LinkedIn, ask for recommendations for your open positions. This includes your current employees as well. Who knows a job better than the people who currently do it? Employee referrals can have high rates of success with a lower initial cost in the recruiting process. Studies show that referrals are one of the most effective forms of hiring and around 40% of hires are referred.
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Recruiting, hiring, training, and retaining quality staff can be difficult, but it’s not the only option. GMI can help you fill the gaps left by turnover and other staffing challenges. Our deeply experienced team contributes all the skills needed to manage your processes without any of the headaches related to maintaining your own team. Our top-notch managed services actively serve a range of industries and can be customized to fit your unique needs. Kick to the curb the pains associated with staff turnover and find out how GMI can help your team succeed.