Moving beyond the numbers: it’s time to rethink the IT skills shortage

EVERY year, headlines highlight South Africa’s growing IT skills shortage.

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From software developers to cybersecurity experts, the conversation is often dominated by the scarcity of qualified professionals. But this narrative, while not entirely inaccurate, risks missing a more urgent and empowering opportunity. Instead of simply counting vacancies and lamenting the lack of talent, what if we shifted the conversation to how we are using the skills we already have?

A narrow focus on scarcity breeds stagnation. We should instead shift our focus from the lack of skills to also asking whether existing talent is being deployed effectively and whether businesses are missing opportunities by failing to nurture potential and tap into untapped talent pools. The skills gap may not be as insurmountable as it appears if organisations start approaching talent with more strategy and less panic. The strategic approach can lead to increased productivity, reduced recruitment costs, and a more resilient workforce.

Smart utilisation beats frantic recruitment

Companies often look for the perfect candidate who ticks every box, overlooking internal employees who could fill those roles with some targeted upskilling. The idea of “ready-made” talent has led to a cycle of poaching, inflated salaries, and underutilised team members already on the payroll. By adopting smarter deployment strategies, businesses can significantly enhance the capabilities of their current workforce.

Take, for example, an organisation that, rather than hiring externally for a cloud specialist, identifies someone in-house with a strong foundation in systems administration and provides the necessary training and mentorship. Not only is this cost-effective, but it also boosts employee morale and retention. Upskilling doesn't just plug gaps; it builds a culture of growth and loyalty.

Redefining what ‘ready’ looks like