Let’s face it; developing a sustained talent pipeline is low on the priority list for most software companies. With tightening budgets and an ever-growing project backlog, we are fighting just to keep the system flowing and meeting project deadlines. This leaves us very little time to worry about where our great talent is going to come from. We read the stories of soaring engineer salaries in Silicon Valley but there is very little talk of how to keep the talent pipeline full.
2012 brought the talent war, and so far it shows no sign of getting better any time soon. The WSJ pointed out that because the talent drought is so severe, larger tech companies are looking to internships as a source of their core talent. They are building a pipeline that in the past was not needed; the senior talent was readily available in the market. The quest for talent, present and future, will continue to be difficult unless a solution is part of the strategy. Infrastructure needs to be in place to guarantee talent flows in and projects keep flowing through to completion.
The intern model has worked as a pipeline in the past but now even the interns are becoming scarce.
If you’re not Google, Facebook or Apple this is what you’re up against.
- Sexy products that are “changing the world”
- Cool work spaces and company cultures
- Location, location, location (unless you happen to be in The Valley as well)
The talented developers know what they have is in short supply and they don’t want to waste time working at a place that feels too much like work; they’re chasing the perks. Couple that with the draw of starting or joining a startup, which is contributing to an already high turnover landscape, and we’re sorry to say that the end of the talent crunch isn’t anywhere in sight and it appears to only be getting worse…