Find out what effect the growing cloud skills gap will have on businesses going forward, and how you can build a sustainable and cost-effective MuleSoft talent pipeline.
The pandemic has exasperated the rate and speed of digital transformation for businesses and organizations worldwide. As a result, the digital skills gap has risen too, posing a real threat to companies looking to attract the MuleSoft talent they need to scale at speed. If you’re struggling to find MuleSoft talent, read on to find out how cross-training tech talent into specialist cloud ecosystems can help you attract and retain highly-skilled, diverse cloud talent, and meet your organizational goals.
How is the cloud skills gap going to impact organizations going forward?
Over the past decade, global cloud spending has been steadily increasing. As we enter the new year, Gartner predicts that the worldwide public cloud end-user spending will reach a whopping $474 billion in 2022. Gartner analysts also predict that by 2025, over 85% of organizations will embrace cloud-first solutions. If they don’t, their growth may be impeded: companies that don’t embrace the cloud will be deemed as ‘legacy’ going forward.
While the rapid growth of the public cloud sector is exciting on one hand, as it means that there will be more and more innovative cloud solutions available for businesses, the downside is that organizations who are already struggling to attract and retain expert cloud talent will suffer even more.
To put the digital skills crisis in perspective, The World Economic Forum estimates that as many as 50% of workers will need reskilling by 2025.
This is worrying news for business leaders and hiring managers who desperately need to attract cloud talent in order to scale. While organizations could and do rely on recruitment agencies to source cloud talent, including MuleSoft specialists, staff retention is another barrier to ensuring business success, as poaching of skilled staff has become a worrying trend in the IT industry.
What is the real cost of employee retention?
The Achievers 2021 Engagement and Retention Report found that a whopping 52% of employees were considering leaving their jobs, compared to only 35% in 2020. This figure could be even higher among cloud professionals, since the average staff turnover in tech is higher than almost any other industry, at 18.3% annually. This is concerning, since staff replacement costs can reach 60% of that employee’s annual wage, according to The Society for Human Resource Management (SHRM). What’s more, the total expenses associated with turnover (such as hiring costs) can be anywhere between 90% and 200% of their annual salary.
Tech professionals see the cloud as a future-proof career choice
The good news is that, as cloud spending increases, more and more tech professionals are seeing the cloud as a future-proof career choice and are considering cross-training opportunities. Which is why MuleSoft certifications are crucial in assessing a candidate’s suitability for a role that involves this technology. But even with the right certifications, it’s difficult to gauge how much practical MuleSoft experience a candidate has, and whether their skill set will match your organizational needs.
What’s more, even when you do succeed in finding a MuleSoft specialist who has the right qualifications, skills, and experience, there is no guarantee that they will remain in the job for long. This is where cloud talent creation programs can help.
How to build a secure MuleSoft talent pipeline?
There are numerous benefits when it comes to engaging with cloud talent creation programs. They can help businesses find experienced and passionate tech professionals at lower rates and thus avoid getting involved in the ‘war for talent.’ All development and training is handled by a third-party, which is cost-effective and requires less resources and investment on your part. Cloud talent creation programs can also cast a wider net, attracting candidates from more diverse backgrounds who can bring fresh perspectives and innovation to the team. For example, 63% of our own Revols are from a Black, Asian or Minority Ethnic background.
How does our model work?
We’ll help you build a sustainable and cost-effective MuleSoft talent pipeline, helping your organization to scale up, boost diversity and improve cloud talent retention rates.
Understanding your requirements
We will work with you to understand your specific MuleSoft talent challenges.
Recruitment and cross-training
We’ll go out to market to recruit experienced IT professionals and cross-train them with the specific MuleSoft skillsets that your business needs. We’ll also equip them with consultancy skills, so they can deliver business-ready solutions when they start working on your site.
Placement
We’ll place the Revols within your organization. Every two weeks, we’ll have a check-in call with the Revols to address any areas where they may need extra support and tailor their training to meet your business needs. All our cross-training programs include a two-year work placement, but it’s up to you whether you wish to hire the Revol on a short-term basis or keep them on permanently.
