Countless economists and labour experts have weighed in on the challenging IT hiring climate right now in Canada. Most, however, have taken a bird’s-eye approach to their analysis, making sweeping generalizations that fail to provide clarity on the best hiring path forward.
Is the talent shortage getting better or worse? On what level does the skills gap exist, and is there any way to close it? What’s the shelf life of today’s in-demand tech skills?
We tapped into our network of IT consultants to share a new perspective on these burning questions: theirs.
Read on to learn what our talented consultants had to say about the IT labour market in Canada.
Is there a tech talent shortage?
A labour shortage can often be mistaken for a skills shortage, when, in fact, these are two interconnected yet distinct challenges that plague businesses. Let’s look at the numbers.
Of the 16 million Canadians at work, 1.2 million of them are IT professionals. Now, is 1.2 million enough tech workers to go around? Not exactly. The enormous pressure to digitally transform means that businesses across all industries need tech talent.
Just one example of this is the seemingly permanent move to hybrid and remote work. For many companies, it has required a retooling of processes and workflows and the creation of an IT infrastructure that can safely support it.
One of our consultants suggested that the talent shortage is localized to a particular category: full-time employees.
“Lots of candidates seem to be with large consulting firms. There is a shortage of in-house independent talent.” - Sheldon, QA Lead
What about the recent headlines surrounding the right-sizing of resources within the IT industry, resulting in thousands of layoffs? Harvard Business Review shared how businesses can take advantage of this tech talent flooding the market.
One of our consultants shared his take on the layoffs and where that talent might ultimately land.
“With larger tech companies laying people off, there should be a previously inaccessible talent pool up for grabs. But what I’ve seen lately is that true tech talent, the die-hard developers, are generally not attracted to larger organizations. They are enticed by more exciting projects with newer technologies. That leaves a large number of B-players to be picked up by bigger companies with more dated technology.” - Justin, Solution Architect