6 ways UK CIOs can help to begin closing the IT skills gap

The IT sector continues to be plagued by skills shortages, which has seen UK tech job vacancies skyrocket by almost 200% since 2020 UCS.

Not having the right skills or team is the third biggest concern among senior IT decision-makers in the UK, with two-thirds of technology leaders (66%) saying their organization’s digital transformation projects are being hampered due to difficulties recruiting IT professionals. Professionals faltering with the skills they need.

According to the, cybersecurity is the most sought-after qualification in the UK tech sector Nash Squared Digital Leadership Report, with 43% of respondents reporting a shortage, followed by big data specialists and analysts (36%), technical architects (33%) and developers (32%). Other in-demand skills include network engineering and DevOps.

Unfortunately, there is no quick fix to the lack of technical skills problem. With the biggest cause of IT skills shortages in the UK being a shortage of STEM graduates progressing through the education system, public policy changes are crucial. However, there are steps CIOs can take to ease recruitment challenges.

1. Change the perception of a career in IT

One of them is working to change the general perception of IT jobs and give people a better understanding of how varied working in technology can be.

“IT often feels like it’s focused solely on the lone ranger sitting in a darkened room responding to the bad guys. In terms of attracting talent, this may not appeal to those looking for a career that is people-centric and revolves around being part of a team,” said Heather Hinton, CISO of cloud-based communications company RingCentral.

“Roles in IT encompass a range of interesting responsibilities including product development, technology architecture, usability, business impact and risk management, which is why the industry needs to change perceptions to attract new talent.”

Changing perceptions will also help address the shortage of women in IT roles, as is currently the case only 25% of qualified technical positions are held by women.

Code Institute research found that some women have various misconceptions about careers in IT, potentially leading them to rule it out as an option.

“The illusion out there is that tech careers are still reserved for mathematical geniuses. Given the current representation in the industry, women in particular are largely lacking a peer group within the industry to help break this notion,” said Jane Gormley, Director of Careers at Code Institute.

“We see several obstacles – first, confidence that they can make it, but equally important, lack of confidence that the tech industry will welcome them. Starting the recruitment journey feels like running the gauntlet for many.”

2. Talk about your company culture (and why it’s such a great place to work!)

A little closer to home, culture and employer brand are essential to attracting tech talent. Therefore, CIOs should send a clear public message about their vision and technology strategy.

Tech talent is attracted to transformative organizations as these individuals often have a strong desire to make an impact on businesses, people and the environment. With this in mind, if CIOs want to reach a broader talent pool, they need to make sure they are identifying the opportunities to make a difference.

“Candidates want to see that a prospective employer’s technology strategy supports the company and enables positive change – they’re excited to join organizations with a purpose,” said Rachel Davis, joint general manager at recruitment specialist Armstrong Craven.

“This requires an effective communication strategy. They want to see this through a dynamic online presence and at industry events. They want technical leaders and teams within the organization to spread these messages as well, and are drawn to organizations with inspiring leaders who are thought leaders. As a CIO, be on the speaker list, get involved in hiring and network, network, network.”

3. Cast a wider net

Given the shortage of tech talent in the UK, it is imperative that CIOs look beyond traditional talent pools when recruiting.

Now is the time to open up to those who have learned technological skills in their own time or come from careers in different industries, rather than fall into the trap of insisting on the same qualifications from the same universities.

“There are many great stories from autodidacts. As part of a recruitment program we ran for a large tech company, we introduced them to a previously homeless person. She had taught herself to code, and they took the leap of faith and brought her on board,” says Craven.

Hybrid and remote work also support expanding an organization’s talent pool. For example, organizations can now consider candidates located much further afield. Hybrid working also offers the level of flexibility that women with young families need, helping open up tech jobs to a greater number of women.

4. Improve diversity and promote inclusion

A diverse workforce offers a multitude of benefits, and yet many minority groups continue to face barriers to entering the technology sector.

For example, 65% of black students and professionals surveyed by Colorintech and Meta said they have encountered and continue to encounter obstacles when trying to get started in the tech career of their choice.

The study found that huge, persistent racial inequalities still exist and that 30% of respondents said they cannot – and do not want to – be their true self at work and believe they need to hide their personal views, values ​​and characteristics to match those of the company.

More than half (56%) also said they felt unable to negotiate their salary and would come to an agreement while their peers made progress.

“The results show that experiences for black talent differ greatly from those of their peers. It’s up to companies to consciously and systematically remove these barriers to ensure they don’t limit their talent pool and recruit the best people out there,” says Dion McKenzie, co-founder of Colourintech.

With this in mind, CIOs need to do more to improve and foster inclusion in the technology sector and to support everyone from people of color to the neurodivergent and disabled. This, in turn, will help expand the talent pool available to them.

5. Qualify and retrain existing employees

Your existing workforce is a great source of talent that shouldn’t be overlooked. Many Millennials and Gen-Zs are interested in working in the technology sector but feel it is too late to join, while there is often a misconception that older workers struggle with new technologies.

In fact, these individuals offer CIOs an excellent opportunity to fill their organization’s skills gaps in-house, and it’s something more and more executives are taking advantage of.

“We found that more than half of digital leaders have increased the amount of cross-training and upskilling for their employees over the past year. That makes sense. Investing in and developing your people drives engagement, loyalty and career fulfillment,” said Rhona Carmichael, Regional Managing Director for Harvey Nash, Scotland, UK, North and Ireland.

6. Engage with the next generation of talent

A great way to ensure your company becomes a destination for young talent is to partner with schools and colleges and promote technology careers through dedicated programs and events.

This can help spark their interest in a technology career early on and help attract more qualified individuals to the sector. This is urgently needed as between 2015 and 2020 the number of UK students studying computer or ICT qualifications at GCSE or A level fell by 40%.

Skill-sharing initiatives can also have a big impact, says Mike Hook, executive director of LMG.

“A notable example of this is the industry partners who are helping to deliver the UK’s first-ever data center curriculum for secondary schools – the Digital Futures programme. This educational program for 14-19 year olds focused on the digital infrastructure and data center industries and empowered people on the cusp of entry into the workforce.”

“Through workshops, projects and challenge days, the program also offers a route to work experience and training.”

In fact, apprenticeships and graduate programs are also a great way to train new employees with the skills your business needs.

More than half (52%) of those surveyed in the Nash Squared report said they expect to increase apprenticeships over the next two years. However, this is more of a long-term solution as it will obviously take some time before an apprentice is able to assume a significant role in key projects.

“Investing in the growth and nurturing of your own talent is critical over the long term,” says Carl Austin, CTO of technology and engineering consulting firm BJSS, which has its own engineering academy for entry-level professionals and supports them with full-time learning followed by practical competence development in projects.

“Hiring these people isn’t just about teaching a language or a single skill, it’s about giving them a broad, functional understanding of concepts and principles. It’s about giving them skills in teamwork, communication, presentation and lateral thinking.”

“You end up with people who are flexible, adaptable, motivated and able to take on multiple roles in any tech stack, which is of course an important long-term vision.”