* Readers share thoughts on recent article about IT talent crunch
A recent article I wrote for Network World discussed how IT managers consider attracting, developing and retaining IT employees their No. 1 concern.
The article got a few people talking in our online community and aside from the expected and obligatory “this reporter sucks” comments, the discussion is getting interesting. And newsletter readers are also weighing in with their personal experiences in the IT workforce. Here are two e-mails I received, which I am sharing on an anonymous basis, just to highlight what others are running into in the IT industry.
One reader says:
“I just filled an IT position vacated by a retiring baby-boomer. I’m not fully qualified for it, but my boss recognized my ability to learn and hired me anyway. There’s a lot of OJT involved but I’m able to successfully perform some of my duties and am learning the rest on the fly.
I would suggest that employers looking for good IT help recognize there’s a Plan B: hire someone who doesn’t have all of the skills the job requires and through training and a little hand-holding help them become the IT worker they need.”
Another adds:
“Talent shortage…right!
What we have are organizations that won’t even look at U.S. IT workers over the age of 40. Age discrimination is rampant, in addition to the fact that companies don’t want to pay a working wage, relocation or chance you on their medical benefits. Hell, you might get sick! What they want are H-1Bs [Visas] that they can pay less, offer few if any benefits and abuse by working them 70 hours a week!
I am a 50+ year-old career IT executive that was put out in mid-2001 due to a corporate reorganization and shutdown; I have a BBA in business and an MBA (Systems Management). In addition I have current (all acquired in 2006) Microsoft MCSE and CompTIA Project Management+, Network+, Security+ certifications. Prior to getting the certs I was being screened for lack of certs and ‘currency!’ Now, I am ‘overqualified.’
I have sent out hundreds of resumes the past 4 or 5 years and have been close to hire more than 10 times. However, it seems, in the end, a younger or H-1B always wins the job. Give me a break…there are tens of thousands of qualified IT staff and management people out there that were displaced in 2000-2002.The companies just don’t want to hire us because we are over 50 white guys and women who won’t/can’t work for wages less than required to live here in the U.S.A.!
Microsoft’s recent building of a development office in British Columbia is a great example of what’s going on. Couldn’t buy off the politicians to let in yet more H1-Bs so they got mad and moved the jobs to Canada where they are much more open to H-1Bs. Just one small example of what’s going on.
The U.S. is headed downhill and our politicians, corporations and business executives are selling the American worker off each and every day. Welcome to the new Roman Empire.
Signed – Don’t want to be blacklisted further”
This reader says:
“Your interview with Ron Uno says it all. Match this quote from the article ‘keep up with the ever-changing technologies’ with this quote regarding salaries from the same article ‘I am bound by the rules and regulations of the organization.’
IT staff who are expected to renew their knowledge base at a pace that would make most other staff dizzy, are paid based on the erroneous assumption that they are just like any other support staff. It is no wonder that talent is hard to find.
Market forces are a wonderful thing. As a teacher and a part time IT consultant I truly believe that the day you start looking for a better job should be the day you start your first job. Can’t keep your IT staff? Try paying them better.
I must disagree with your assumption about ‘more veteran IT employees reaching retirement age.’ The boomer generation is just starting to reach 60 this year. The bulk of the IT “veterans” did not start working in IT until the mid 80’s to early 90’s when the use of networks for commercial information interchange reached critical mass.
They are not boomers. You have another 10 years at least to wait for them to retire. However, most of that group will never make it to retirement as IT employees. They will have moved into management or figured out long ago that they need not work so hard to make the same money in another area. Burn out will be a much bigger problem than retirement.”
What’s your take? Are you finding the talent pool dwindling? Or do you feel that the issue is being overhyped? Log on to our community page on the topic of finding and retaining IT talent and share your thoughts (anonymously if you prefer) or e-mail me.
