But the larger the company is, the less likely it is to follow this approach: The June 2007 CIO Insight survey on recruitment and retention discovered that only around one-quarter of companies with revenue topping $1 billion take this approach, compared with more than half of firms between $5 million and $99 million.
Instead, many large companies regard IT workers as disposable: They’re willing to pay top dollar for talent, but then drop these workers when they’re no longer needed. Many billion-dollar corporations pay little attention to career issues: Just 42 percent of these large organizations do a good job of creating specific career paths for members of their IT organizations, our research reveals. At smaller firms, the number is around 60 percent.
There’s a three-part solution to the skill shortage: One, no matter how the economy affects your firm, increase training for employees. Two, when recruiting from outside your company, be willing to interview capable IT professionals, even if their skills aren’t a perfect match for the job. Three, be willing to provide new hires with technical training.
So stop griping about the skill shortage, broaden your searches and start creating the skilled workforce your company needs.