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The Skills Shortage of IT

Written by Norm Jefferies, Managing Director of Truis


It’s no secret the IT industry has been experiencing a skills shortage in recent years. The demand for skilled IT professionals has been growing rapidly, driven by digital transformation initiatives, increased reliance on technology, and emerging technologies such as artificial intelligence, cybersecurity, cloud computing, and data analytics. However, the supply of qualified IT talent has not kept pace with this demand, resulting in a skills gap. 

Some of the major roles in the IT industry that have been impacted by the skills shortage are: 

  1. Software Developers and Engineers 
  2. Cybersecurity Specialists 
  3. Data Scientists and Analysts 
  4. Cloud Architects and Engineers 
  5. Artificial Intelligence and Machine Learning Specialists 
  6. IT Project Managers 
  7. Network Engineers 
  8. IT Support and Helpdesk Professionals 

The shortage of IT skills can have several impacts on businesses, some of the key impacts include: 

  1. Security and compliance risks: Skilled IT professionals play a critical role in managing cybersecurity and data protection measures. The shortage of IT skills can leave businesses more vulnerable to security breaches, data leaks, and non-compliance with regulatory requirements. Inadequate security measures can lead to financial losses, reputational damage, and legal repercussions.
  2. Delayed or compromised projects: The shortage of IT skills can result in delays or compromises in project execution. When businesses struggle to find qualified professionals, project timelines may be extended, impacting time-to-market, customer satisfaction, and overall business competitiveness. 
  3. Impact on innovation and competitiveness: IT skills are crucial for driving innovation and maintaining competitiveness in today’s digital landscape. The shortage of IT talent can hinder a business’s ability to adopt emerging technologies, implement new strategies, and leverage data-driven insights. This can impede innovation and put businesses at a disadvantage compared to competitors. 
  4. Increased labour costs: The demand for IT talent often exceeds supply, leading to increased competition for skilled professionals. Businesses may need to offer higher salaries and attractive benefits to attract and retain qualified IT staff. This can increase labour costs and put pressure on budgets, particularly for small and medium-sized businesses. 
  5. Increased workload and burnout: When there is a shortage of IT skills, existing IT staff may be burdened with additional workloads and responsibilities. This can lead to increased stress, burnout, and decreased productivity among the IT workforce. Overworked employees may also be more susceptible to making errors or experiencing reduced job satisfaction. 
  6. Difficulty in adopting new technologies: Adopting new technologies requires skilled professionals who can effectively implement and manage them. The shortage of IT skills can hinder businesses’ ability to adopt and integrate transformative technologies, impacting their ability to optimize operations, improve efficiency, and deliver enhanced customer experiences.  
  7. Difficulty in recruiting qualified talent: The shortage of IT skills makes it challenging for businesses to find and recruit qualified IT professionals. This can result in longer hiring processes, increased competition among employers, and potentially settling for candidates who may not fully meet the required skill level. 



There have been concerted efforts made to address the skills shortage; governments, educational institutions, and industry bodies are actively working to promote STEM education, upskill existing IT professionals, attract international talent, and facilitate industry collaboration. These initiatives aim to build a sustainable pipeline of skilled IT professionals in the long run, but it will take time for their impact to be fully realised. Here are some things you can focus on to lessen the impact of a skills shortage. 

  1. Retention and upskilling of existing staff: Focusing on the retention of current IT staff is crucial. Offer competitive salaries, benefits, and career development opportunities to keep existing employees engaged and motivated. Invest in upskilling programs to enhance their skills and knowledge, enabling them to take on new responsibilities and fill skill gaps internally. 
  2. Collaboration with educational institutions: Partner with universities, colleges, and vocational training institutions to develop programs that align with industry needs. Provide input on curriculum development, offer internships, apprenticeships, or work-study programs to bridge the gap between education and industry requirements. 
  3. Engagement with industry associations and networks: Engage with industry associations and professional networks to connect with skilled professionals. Attend industry events, job fairs, and conferences to network and build relationships with potential candidates. Participate in mentorship programs to nurture talent and attract aspiring IT professionals. 
  4. Flexible work arrangements: Offer flexible work arrangements, such as remote work options, flexible hours, or compressed workweeks. This can help attract and retain IT professionals who value work-life balance and flexibility. 
  5. Collaboration with managed service providers (MSPs) and outsourcing: Partner with managed service providers or outsource certain IT functions to leverage their expertise and resources. MSPs can help bridge skill gaps and provide specialised support in areas such as cybersecurity, cloud management, or software development. 
  6. Continuous professional development: Support employees’ ongoing professional development by providing opportunities for training, certifications, and attending conferences or workshops. Encourage them to stay updated with the latest industry trends and technologies, fostering a culture of continuous learning. 
  7. Emphasise company culture and values: Promote a positive work culture that values employee well-being, growth, and diversity. Create an inclusive and supportive environment where employees feel valued and empowered. A positive company culture can help attract and retain top talent. 
  8. Talent pipeline development: Engage in long-term talent pipeline development initiatives. Collaborate with educational institutions at the secondary and tertiary levels to promote STEM education and inspire young students to pursue IT careers. Offer internships or apprenticeships to provide hands-on experience and nurture future IT professionals. 
  9. Strategic workforce planning: Conduct strategic workforce planning to identify current and future skill needs. This can help businesses proactively address skill gaps, plan for succession, and allocate resources effectively. 

I hope there is something here that is helpful to you. I have certainly learned over the years that business is a lot more fun when you are surrounded by good people. It’s up to us to look after them, then we all succeed: our people, our customers and our suppliers. 

Norm Jefferies

Managing Director Truis

When I joined Truis 30 years ago, I was fresh out of university and jumped at the opportunity to take on a sales position. My love for technology and its potential to help businesses transform was what drove me, but I found it frustrating that so many business leaders saw IT as a business expense, rather than an opportunity for advancement.

Fast forward to now, and the world has changed, almost beyond recognition.
It’s exciting to see how technology has transformed the way we live and work, and the attention being given to it by business decision makers. IT is no longer just a line item on a list of company expenses - it’s an opportunity to work smarter, improve efficiency, and build a better world.

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