“We have initiated such a study because we observe a serious shortage of personnel in the IT sector. However, the gap in the market is typical only for mid- and senior-level positions. The software import substitution process is very active in in the country – in particular, the transfer of large companies from SAP to 1C – therefore, now everyone needs ready-made specialists who will not need training and updating for a long time. And the deadlines are running out: Companies that are object of critical information infrastructure must completely switch to Russian software by January 1, 2025. 1C middle developers, analysts and architects are ready to get to work immediately and quickly start generating revenue for the IT company “, said the leader. Head of human resources at BIA Technologies Tatyana Kolpakova.
The systems integrator studied the personnel market and named the main factors that motivate employees in high-tech professions. As it turned out, 63 percent of respondents need to “move” mountains and implement interesting projects. Nearly the same number of candidates (62 percent) cited professional development opportunities as an important factor. And “remote voting” fell to third place by a wide margin from the top two: just 36 percent of the vote.
IT market experts generally agreed with the study’s conclusions, but also added “their own” forms of non-material motivation for current and future employees. “The opportunity to participate in complex and interesting projects and grow professionally in them is an important advantage for an applicant who is improving in his field. For ambitious specialists, the opportunity to speak as an employee of the company at industry conferences, publish in the media or On the employer’s blog is important. If the organization offers these opportunities, for creative employees this will be a significant advantage, – says Alexander Shchukin, technical director of the hosting provider Tendence.ru. – Indirect incentives for employees employees should not be discounted. Insurance, dentistry, fitness and other similar bonuses will appear to be an advantage in the eyes of applicants.”
According to Ilya Samsonov, COO of MediaPro, in addition to high income, there are three ways to “attract” a qualified IT specialist. The first is flexible hours and remote work, providing comfort and balance between work and personal life. The second is professional growth and training. Companies can offer opportunities for professional development, training in new technologies and participation in interesting projects, which is an important motivator for ambitious professionals. And the third is additional bonuses, healthcare benefits, corporate events and other nice additions that can enhance the company’s overall package of offerings.
Tatyana Kolpakova also reported that lately there are many graduates of online courses from the series “Login to IT in a month.” These are often people who have decided to retrain in another profession, so they already have some work experience, although not in the field of information technology. Unlike yesterday’s schoolchildren, they are not willing to start from scratch, from the minimum Junior level, and want to start from a level that, unfortunately, does not correspond to the realities of the market. The future career of these “specialists” in the IT industry is very vague, according to experts.
People in adulthood rarely radically change their field of activity, says Tatyana Paci, head of the selection and adaptation department of the Alfa-Leasing group of companies. Before considering these applicants, it is important to close questions about the reasons for changing careers. After all, if a person has established himself in his field and is developing professionally and financially, he is unlikely to retrain as an IT specialist. Most likely, this is done by people for whom a professional identification crisis is relevant. Finding themselves in this state, potential applicants are not seeking to give a “second life” to their current experience, but are determined to leave the profession altogether. “In general, this trend has always been and will always be. For example, before it was believed that you could make a lot of money in sales, now in the IT field. However, in any direction you need skill and hard work, without them “There are no courses that will help you get a well-paid job. It is important to acquire real practical skills, taking junior positions and improving applied skills,” says Tatyana Paci.
Most employees want the opportunity to develop professionally.
The opinion of the main IT specialist of the ELAR corporation, Dmitry Starikov, is very radical: “It takes enormous motivation, luck and a penchant for technical thinking not only to take a course, but also to find a job in a new It’s like a “gold rush.” “There was a time when paddle salesmen made money, and in the rise of courses, only the creators of the courses will make a lot of money.”
“Given the shortage of personnel in the IT market, new IT specialists will be able to get a position quickly,” answers Alexander Shchukin. “However, this will be an entry-level, Junior, position with an appropriate salary. In the profession, it will be necessary to apply relevant previous experience and engage in self-education” to improve your professional level. Surely the employer, seeing such laudable aspirations of the employee, will offer paid advanced training courses and then even transfer the initiative. specialist to a higher position. The professional growth of the employee corresponds to the long-term economic interests of the employer.”
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