The gap in the IT job market

From a number of different conversations with graduates seeking for IT jobs and with employers seeking for IT graduates, something that many would not believe is happening. There is a gap between what employers want and what graduates are offering.

Many employers want people who are committed, who are willing to engage with IT problems and who are able to go beyond their own area of comfort or expertise. They do not seem to find this sort of people when they interview or recruit. After endless assessment activities, interviews and the like, they reach a staring conclusion: Many people do not have this kind of 'X' factor. They then need to go into another round of recruitment!

Graduates on the other hand come to me with concerns about not getting a job in which they can gain experience and develop their IT and management careers. The last statistic I heard from one of them is that for every position available there could be 200 applicants. So graduates apply but find it difficult to go through the process. There are some good stories though: A graduate obtaining a position as a data administrator, another getting into teaching, and another one realising he needs to redefine his expectations. Among graduates I still find those who think that having connections will get them a job. Partly true. But partly misleading. Specially if they come to me to 'get them' a job. Or if they end up 'begging' for it. None of these work with me and with many employers. At least in the side of the world where I am now.

There is a gap in the IT job market that in my view needs to be addressed from both sides. Employers need people that can 'hit the ground running', in other words people who are ready to deliver what is expected. But we all know that it takes time, and even if you get a job candidate who is like this, then s/he might have several job opportunities. It is important to give candidates a good space to find their ways, as quickly as possible, but giving them the opportunity to put their skills into practice before hitting the ground (and hopefully continue walking).

Candidates on the other hand need to show better what they are capable of. I come across CVs that look like lists of bullet points on technical languages, tools, courses and marks (nothing on commitment, client engagement, understanding needs and being proactive in the best possible ways). More needs to be said about how people see themselves, what strengths and limitations they bring to the job, and how they have developed their career so far. Promising too much can also be a bad thing.

I also come across individuals who just 'think they deserve' something better, given that everyone (including themselves) expects nothing else but success. I went through a similar thing myself and I thought that I had done enough to 'deserve' a good job. A good friend asked me: Why are you so worried of failing? Another good friend told me: Things take their own time to come to you. I am very glad for their advice. There are lots of things that we can call 'work' that need to be done, there might be just few things we can call 'jobs'. If we only wait for the latter, we might be missing work that no one is willing to risk doing, in other words missing opportunities.

I am sure we can keep ourselves mentally active by reviewing things we have learned, by talking to people, by thinking positively and laterally (simple solutions to problems) and by valuing what we have, the people that love us and that will treat us the same, with or without a job. Good friends can make a difference.