EDITOR ’ S QUESTION
possibility to build a long-term talent pipeline that fits with the real needs , identified by the assessment .
Build partnerships : Partner and engage with universities , colleges and private training organisations to become first stop and point of contact for data centre topics . University programmes are essential for building future capacity and especially to create incentives for a more diverse workforce – for example , encouraging more female students to join the IT sector .
TAJ EL-KHAYAT , REGIONAL DIRECTOR MENA , CITRIX
Bet on the people : Despite automation , Artificial Intelligence and other augmented technologies – designed to make us more efficient and productive – humans will never be replaced . However , more advanced skills will be required , so data centre operators need to invest in their talent development towards these new advanced skills , such as cloud ( focused on 5G and colocation expertise ), data science and data centre security , using network intelligence to enable undisturbed performance , analyse data and automate functions without any security risks . he lack of available
T skilled talents in the IT sector has always been a recurrent issue for the industry , but the Digital Transformation ’ s acceleration across organisations due to the pandemic has exposed this skill shortage even more clearly . This has especially been the case for data centre operators , requested to provide the best and most stable service while facing a drastic and sudden increase in load .
Based on what we ’ ve seen at Citrix and in our customers ’ and partners ’ businesses , these are the tactics that I believe can help data centre players to limit the risk of skills shortage :
Use a skills matrix : Data centre managers should implement a skills matrix – a tool that gives a detailed overview of resources and expertise available within an organisation or a team . This not only helps to identify needed competencies , but also to make sure there is no skills gap and to be able to react on time if a new talent needs to be recruited . Such a matrix is also an excellent way to assess current skills – and for team members to improve and understand the key role they play in their department .
Be a proactive part of the recruitment process : As with any industry , recruiting skilled talent is a tough task , the requirement of very specific technical skills and a high-demanding environment are making this task even more challenging . Working proactively with internal and external recruitment teams from the beginning of the search process gives team leaders the
“ Facing skills shortage and finding a way to improve the situation is a marathon , not a sprint . But the combination of best practices and close , proactive collaboration with internal talent development teams , as well as external academic partnerships , will without a doubt help to face the future with more serenity .”
FACING SKILLS SHORTAGE AND FINDING A WAY TO IMPROVE THE SITUATION IS A MARATHON , NOT A SPRINT .
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