Teleworking widens the skills gap

As the skills shortage grew, the company was left with these opportunities.

According to a survey of more than 600 technology managers and professionals by Pluralsight , the gap in the technical skills of employees is widening as more and more employees work from home. More than four in ten found major gaps in cybersecurity and cloud computing.

However, raising the level of qualifications is a challenge for managers. Workers say over-occupancy, budgetary constraints and a disruptive environment are hampering efforts to develop their skills.

Employers invest in tools that facilitate further training, but these are not always used by employees. Although 62 percent of organizations offer online technology skills development, only half of employees have used this resource in the past 12 months. Nearly half of employers (47 percent) invested in virtual, instructor-led training, but only one in three employees took advantage of them.

As skills shortages increase, the company has the following opportunities: to hire skilled talent or to train current employees. The shrinking labor market makes the latter more attractive.

According to a Global Knowledge report released in November 2020, eight out of 10 executives in North America are disturbed by a lack of IT skills. But workers bear the main burden. Increased stress and difficulties in meeting quality objectives are the two most important effects of skills shortages on organizations.

Companies can bridge the skills gap by training business-critical skills of existing employees. The existing workforce already has business knowledge and just needs to update new technical skills.

Suppliers rush to their aid. Cloud giants like AWS, Google and Microsoft offer free cloud training and certification programs to help businesses learn the latest skills. Bootcamps, support for higher education, and other programs, whether in-house or outsourced, also provide support.

Even if an organization decides to hire fresh candidates to bridge skills gaps, plastic candidates that the organization can train can help meet business needs consistently and even offer new opportunities for non-traditional talent.

For example, traineeships and apprenticeships simultaneously train emerging professionals and test full-time candidates at the company. The programs address skills shortages and expand the talent pool. Employers can also look for candidates or prisoners who have not completed a college degree and are awaiting further training and who want to find a job in the field of technology.