As the demand for tech professionals increases and younger employees leave their jobs more quickly than ever, companies are facing the need to explore unconventional methods for finding new talent. One approach involves implementing internal training programs to enhance the skills of existing employees, including those from non-technical departments. Academic requirements are being de-emphasized in favor of skills-based hiring, and companies are actively seeking talent from regions not traditionally considered for recruitment.
According to Gartner, approximately 37.4 million individuals are expected to resign from their jobs in 2022, primarily comprising Millennials and Gen Zs. Moreover, a study conducted by Korn Ferry, a management consulting firm based in Los Angeles, suggests that by 2030, there could be a global shortage of around 85 million skilled workers, resulting in an estimated $8.5 trillion in missed annual revenues.
Despite the perception of a slowdown due to layoffs and hiring freezes in prominent tech companies, the tech industry itself remains highly active. Tech jobs postings have increased by 25% compared to the previous year, indicating a different reality for tech leaders in their pursuit of qualified talent. In this article, we will examine the most sought-after tech jobs in 2023, as well as the challenges associated with bridging the skills gap and cultivating a strong tech workforce.
Most Demanded Tech Jobs of 2023
1. Cloud Engineer
A cloud engineer plays a crucial role in managing an organization’s cloud-based systems, ensuring the successful implementation of cloud applications, and facilitating the migration of existing applications to the cloud.
- They possess expertise in diagnosing and resolving issues within cloud infrastructures, implementing robust security measures for cloud-based applications, and devising innovative solutions using cloud technologies. Proficiency in troubleshooting, analytical thinking, and familiarity with SysOps, Azure, AWS, GCP, and CI/CD systems are essential skills for cloud engineers.
- Additionally, effective communication, collaboration, and client management skills are vital in this role. Typically, a bachelor’s degree in computer science or a related field, along with a minimum of three years of experience in cloud computing, is required. Candidates with certifications such as AWS Certified Cloud Practitioner, Google Cloud Professional, or Microsoft Certified: Azure Fundamentals are worth considering by companies for this position.
2. Database Developer
Database developers are responsible for the development and maintenance of new servers, understanding business requirements to determine technology needs, and resolving server-related issues.
- They possess expertise in troubleshooting databases, implementing best practices, and understanding user requirements for front-end applications. Database developers should have experience working with NoSQL databases, Oracle Database, big data infrastructure, and big data engines like Hadoop.
- Typically, a bachelor’s degree in computer science or a related field, along with three or more years of experience in database development or a related field, is expected.
3. DevOps Engineer
DevOps engineers play a crucial role in developing and enhancing IT systems, acting as a bridge between development teams to ensure seamless integration between coding and engineering processes. They are instrumental in improving and maintaining IT and cloud infrastructure, leading to enhanced productivity within the organization.
- DevOps engineers possess skills in automating application deployments, managing applications, and assessing the potential risks and advantages of new software and systems. Typically, a bachelor’s degree in computer science, software engineering, or a related field is required, along with experience in automation, infrastructure deployment, and service development on cloud platforms like AWS.
- Relevant certifications to consider include Docker Certified Associate (DCA), Certified Kubernetes Administrator (CKA), AWS Certified DevOps Engineer, and Microsoft Azure DevOps Engineer Expert.
4. Front-end Developer
Front-end developers are responsible for coding, designing, maintaining, and modifying web and mobile applications. Their focus is on creating applications that deliver optimal user experience, functionality, and usability.
- This role requires strong project management skills to handle complex projects and balance design requirements while ensuring scalability, maintainability, and efficiency of the final product.
- Front-end developers write and analyze code, debug applications, and possess a solid understanding of databases and networks. Typically, a bachelor’s degree in information technology or a related field is required, along with experience in multiple programming languages.
5. Network security engineer
Network security engineers are tasked with deploying and maintaining corporate WAN, LAN, and server architecture. These IT pros help steer the organization on the right path with network security by enforcing corporate network security policies, ensuring overall compliance, and managing external security audits and recommendations.
- The role requires implementing and administering network security hardware and software, identifying security policies and communicating them to the organization, and have an eye on emerging trends in network security technologies.
- The role typically requires a four-year college degree in a technology field — you’ll also want to keep an eye out for candidates with security-related certifications. Candidates should have at least five years of experience with installing, monitoring, and maintaining network security solutions.
6. Software developer
Software developers are responsible for designing, developing, installing, testing, and maintaining software systems.
- The job requires coding, designing, and building applications, websites, or mobile apps, working with multiple programming languages such as C#, C++, HTML, Java, Microsoft .NET, and SQL Server.
- Developers need to be able to understand client requirements and provide recommendations for improving web, software, and mobile applications to ensure they meet user needs.
7. Network Security Engineer
Network security engineers are responsible for the deployment and management of corporate WAN, LAN, and server infrastructure with a focus on maintaining network security. They play a crucial role in enforcing network security policies, ensuring compliance, and overseeing external security audits and recommendations.
- This position involves implementing and administering network security hardware and software, communicating security policies to the organization, and staying updated on emerging trends in network security technologies.
- Typically, a four-year college degree in a technology field is required, and candidates with security-related certifications are desirable. A minimum of five years of experience in installing, monitoring, and maintaining network security solutions is typically expected.
8. Software Developer
Software developers are responsible for the design, development, installation, testing, and maintenance of software systems.
- They specialize in coding, designing, and building applications, websites, or mobile apps using various programming languages such as C#, C++, HTML, Java, Microsoft .NET, and SQL Server.
- Developers need to understand client requirements and provide recommendations for enhancing web, software, and mobile applications to meet user needs effectively.
9. Software Engineer
Software engineers are accountable for the design and development of software programs and applications tailored to meet business requirements. This role necessitates effective collaboration, communication, and teamwork skills.
- Software engineers focus on producing high-quality source code that is well-documented and organized, working closely with quality assurance teams to ensure thorough software testing.
- Typically, a bachelor’s degree in computer science, electrical engineering, computer engineering, or a related field is required to pursue a career as a software engineer.
10. Systems Security Manager
A systems security manager assumes responsibility for managing and leading a team of security administrators, analysts, and other IT professionals to oversee the overall IT security of a company.
- This role generally necessitates a bachelor’s degree in information systems and a minimum of five years of experience in systems and network security, potentially with management experience as well.
- When selecting candidates for this position, companies consider those who hold certifications such as Certified Information Systems Security Professional (CISSP) and CompTIA Security+.
In the current economic landscape, technology has become an integral part of every aspect of modern businesses. Regardless of industry or specialization, organizations heavily rely on technology, thereby intensifying the demand for proficient professionals who can build, maintain, and safeguard the technological infrastructure that will drive future advancements. However, the problem lies not in the increasing demand for tech talent, but rather in the concerning scarcity of such individuals. This shortage of skilled workforce has compelled companies to make efforts to retain their existing tech employees, while simultaneously struggling to find individuals with the necessary skill sets they require.
What is causing the shortages?
The shortage of tech talent in the United States can be attributed to various factors, with training being a primary concern. Job postings often require specific skills that are in short supply, overlooking the potential for upskilling or reskilling existing employees to fill tech roles. Despite employees remaining in their positions for extended periods, their skills may be rooted in more traditional functions, lacking the necessary technical expertise for newer and more complex roles. This skills gap has created a void in the industry, increasing the demand for tech positions while the supply of qualified talent remains limited.
In addition, traditional recruiting and hiring methods can contribute to the problem. Assessing a candidate’s skills accurately in certain tech fields can be challenging for hiring managers, resulting in the recruitment of underqualified or mismatched candidates. This leads to additional costs associated with re-hiring and training new employees.
How can companies close this skill gap and build the tech talent?
To address the long-term tech skill gap, a study conducted by McKinsey suggests three fundamental shifts that can enhance job ads and foster a skill-based approach to tech talent management. These shifts focus on reimagining job requirements, adopting a growth mindset, and promoting lifelong learning and development opportunities.
- Firstly, reimagining job requirements is crucial to attract a broader pool of candidates and reduce the reliance on specific skill sets that may be in short supply. Instead of crafting job ads with overly specific requirements, employers should focus on core skills and competencies that are transferable across roles. This allows for a more diverse range of candidates to apply, including those who may have the potential to upskill or reskill for the desired tech roles. By expanding the candidate pool, employers increase the chances of finding individuals with the right mindset and potential for growth.
- Secondly, adopting a growth mindset is essential for both employers and employees. Employers should prioritize hiring candidates who demonstrate a willingness to learn, adapt, and continuously improve their skills. This shift requires a shift in mindset from solely looking for candidates who possess specific technical skills to valuing candidates with a growth mindset and a strong foundation of problem-solving and critical thinking abilities. On the other hand, employees should embrace a growth mindset and actively seek opportunities to upskill and reskill. By cultivating a culture of continuous learning and development, organizations can empower employees to grow and evolve alongside evolving technology.
- Thirdly, promoting lifelong learning and development opportunities is vital to bridge the tech skill gap. Employers should invest in training programs, mentorship initiatives, and partnerships with educational institutions to provide employees with ongoing opportunities to acquire new skills. Upskilling and reskilling programs can help existing employees transition into tech roles and meet the evolving demands of the industry. Furthermore, organizations can encourage employees to pursue certifications, attend workshops and conferences, and engage in online learning platforms to expand their knowledge base. By creating a supportive environment that values learning and development, employers can attract and retain top tech talent while ensuring their workforce remains agile and adaptable.
In order to implement these shifts successfully, collaboration between employers, educational institutions, and policymakers is crucial. Employers can partner with universities, coding boot camps, and vocational schools to develop customized training programs that align with industry needs. By working together, employers and educational institutions can create a talent pipeline that produces job-ready candidates with the right mix of technical skills and a growth mindset. Policymakers can also play a role by supporting initiatives that promote lifelong learning, such as providing tax incentives for companies that invest in employee training or funding programs that focus on reskilling the workforce for the digital economy.
Final Words
In conclusion, to close the long-term tech skill gap, employers should reimagine job requirements, embrace a growth mindset, and promote lifelong learning and development opportunities. By expanding the candidate pool, valuing a growth mindset, and investing in training programs, organizations can foster a skill-based approach to tech talent management. Collaboration between employers, educational institutions, and policymakers is vital to create a sustainable and inclusive ecosystem that equips individuals with the skills needed for the evolving tech industry. Through these fundamental shifts, the tech skill gap can be addressed, ensuring a robust and competent workforce for the future.
In order to stay current in the rapidly evolving world of technology, it is essential for all individuals involved to prioritize continuous learning and professional growth. This requires leaders to establish a culture that values and encourages learning, implement supportive practices, and offer relevant programs. Simultaneously, employees must proactively seize the opportunities available to them and make the most of them in order to enhance their skills and knowledge. By fostering a collaborative approach between leaders and employees, organizations can ensure they are equipped to thrive in the dynamic technological landscape.
