Concern in the IT and Communications Sector Over the Lack of Digital Talent in New Technology Professions

The lack of digital talent to face the new technological professions is a concern in the ICT sector.

After the DES2022 (Digital Enterprise Show) event in Malaga last week, some of the presentations and conferences that were held continue to echo. In particular, the one that focused on the concern of companies in the ICT sector about the lack of talent in the new technological professions and the difficulties to promote, find and maintain it within the organizational structure.

According to the IVth report “Employability and Digital Talent 2021”, prepared by the VASS Foundation and the Autonomous University of Madrid, during the last year up to 7,000 jobs related to the ICT sector, an area that has an unemployment rate of just 3%, could not be filled.

These vacancies are due to different causes, among which stand out the growth of demand in the sector, over 6 % during the period 2021-22, a growth that has been encouraged by the acceleration of the digital transformation processes that were already being developed in the ICT area, but that by increasing has also forced professionals to acquire new skills.

Generate, attract, retain

Some consulting firms such as Alexander Hughes Iberia and the human resources departments of companies such as Amazon Web Services highlight the difficulty of finding candidates capable of “knowing how to manage in a demanding and distributed environment”.

They are looking for “flexible profiles, who know how to work in complex organizations, with teams led by several people, working on different projects in parallel and remotely”.

But companies also face the difficulty of generating, attracting and retaining talent, three factors to which special attention is being paid, looking for a talent loyalty that manages to maintain the affinity of the employee with talent. ESIC describes the qualities of employees as “liquid talent”. Qualities that we must do everything possible to retain, learning on the part of companies to manage what is no more than a temporary commitment.