IT continues to grow but there is a shortage of staff. What could companies do to tackle it?

This answer will be a bit of a chicken or the egg story.

Actually, there is not really a shortage of staff.If you look at many vacancies then there is mainly a shortage of senior staff for the salary level of a junior. Even large companies such as Google and Amazon are known to have agreed on the hiring of people, in fact a cartel agreement on Labor, which is what they have been fined by the US government, incidentally a pitment of what it has yielded. Amazon pays a little bit of what an experienced programmer brings to them (only 20%). This is not very reliable.

The reason companies often refuse to accept inexperienced personnel is because they believe that the money costs and the risk is large that they will be away within the year as soon as they have gained some experience.The underlying reason is thought to pay the other better. This is not true because of the bid in the vacancies. The reason they leave is dissatisfaction with management, usually inexperienced in their eyes. This is not very mandatory.

The reason that there is so鈩?N shortage of senior staff is because many IT芒 鈧劉 ers of senior level have left the sector and these are something else going to do.These are quite easy to school, you learn a different language. However, the companies find them too old, too many questions, while they have the experience they are about to taste. That looks like bad planning.

Consequence is a spa.Old experienced rotting who no longer want and young inexperienced vegetables that can’t get anything.

The real problem is therefore one of perception and corporate culture, based on mistrust and lack of understanding and that does not change you.In fact, then the only option open to them is to offer more salary .If your earning model and organization are not in order, then forget it, you won’t win that battle. For example, newspapers or an organization like the water board. Chance. The only thing that attracts you is an unmotivated Mbo’er who can do one trick very well. I charter here. This is not a performance-oriented.

The solution is in Trust and understanding.You get that by analyzing well, things where especially good IT芒 鈧劉 ers to be known and by:

  • Self-discipline,
  • To act on a compulsory basis,
  • To strive for performance,
  • Plans
  • and reliability.

It gives you that abstract And unconscious knowledge that it offers and allows that accuracy and analysis to help your business in particular and to give your company a good organizing ability and a better earning model Give.

There is no staffing shortage in IT.
The fact that Zo芒 鈧劉 n deficit exists completely ignores a number of economic principles.One of them is scarcity. Scarcity does not mean that there is too little, it implies that people should make choices.

The issue of staff shortage IT is that there is an alleged high demand, and that there are too few people to solve this problem.
The fact that the price of services and products that rely heavily on IT does not go up arrow fast (as part of standard demand and supply mechanisms) shows that the demand is not at all that high. Apparently there is a maximum of the added value of IT and stabilizes it around the point of the current IT costs.If the added value of IT Was much greater, one would be willing to pay more.

What we might be able to fix on the basis of the above is that IT is too expensive, that labour costs are too high.This is also true: apparently the added value of IT is low, because otherwise the wage costs would not be perceived as high.

Ultimately, customers-paying customers-determine the actual value of a product or service.If a product or service is not declined because the price is too high, then the contract is to the supplier to increase the value or reduce the cost. And that may mean that IT is cut to IT rather than invested. That is not fun for the people in IT, because they do not want it, nor for the customers, because the service is deteriorating, but rather dictates the simple economic principle of supply and demand.


Economic scarcity requires people to make choices.
An organization or organization component exists to add value, realizing benefits.To do this, tradeoffs are made on the use of scarce resources (including staff) and risk taking.
If scarcity is significant and the organisation is able to put in few resources-including higher staff costs-then the organisation must increase the risk or reduce the added value.

This may sound harsh, but the profitability of a company is formed by this balance sheet.If you want to add a lot of value you have to take a lot of risk and also invest more in resource optimisation. If it did not work in this way everyone had a risk-free own enterprise with high profitability.

If you as an entrepreneur are against the shortage of IT staff it means that you do not add enough value.Otherwise you could have been able to take the more expensive IT. Or you add enough value, but you’re a good creeping. Then you’re not willing to pay more, that’s a choice.


If you read the above, you also get an idea what organizations can do:

  1. Add more value, so customers pay more and you can attract the more expensive IT-ers.
  2. The better use of scarce resources.
    A lot of improvement is possible with simple changes in processes, no or only limited high-quality IT effort is needed.
  3. The conscious running of more risk.
    You rent an expensive IT-er because you expect this extra value to add or can help to better deploy scarce resources.
    You can also choose to educate people in the field.

This is of course not what people like to hear.Because then you cannot put the cause outside of yourself, by, for example, blaming education or the labour market.
And if you are a manager and your HR organisation makes it impossible to recruit the right people: apparently the organization makes other choices (point 2 above) and you have to disclose the increased risk of this.If the higher management does not change the course it might be time for another job. The same applies to the attentive employee: How does the organisation acting on points 1, 2 and 3, and does this fit in with your future image?

Staff shortage is involved.There is a shortage of some specialisms and there is a healthy demand throughout the sector.

If there was a shortage, wages went harder to high than the national average.That is not the case

Throwing wages up, focusing on more modern things, trying to lure young staff.

Educate yourself, use leather-work trajacten to bind them to your business.

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