Bridging the IT skills gap: A strategic shift for channel leaders

The IT industry is facing a significant skills shortage, resulting in an impact on innovation and growth across businesses of all sizes. The channel is no exception as it finds itself in need of fresh talent, but plugging the skills gap has proved to be somewhat of a juggling act. According to the Tech Channel Ambassadors (TCA), the UK channel must recruit approximately 100,000 people while simultaneously spending billions annually just to retain key staff. 

For channel organisations, the skills gap can translate to increased costs, potential customer dissatisfaction, and limited growth opportunities; just to name a few. In fact, the International Data Corporation (IDC) predicts that 90% of organisations will be affected by the IT skills crisis, potentially leading to $5.5 trillion in losses due to product delays, reduced competitiveness, and lost business.

With demand for skilled professionals vastly exceeding supply, channel leaders must shift their strategies in order to continue to drive customer success. 

Understanding the tech talent deficit

The challenge is two-fold. First, the workforce is suffering the slings and arrows of rapid technological evolution, which constantly demands new, evolving skillsets. Whether it’s learning a new programming language, integrating cloud infrastructures, or staying on top of emerging cyber threat tactics, IT professionals are constantly adapting to the fast-paced evolution of the industry. As a result, many struggle to stay up to date in a field that never stands still.

When an industry's growth outpaces its ability to find skilled workers, businesses inevitably bear the brunt. The scarcity of talent drives up operating costs and can even delay projects as companies compete fiercely for the limited number of qualified individuals. Thus, the ripple effect begins, impacting productivity, growth, and ultimately, the bottom line.

As such, distribution partners have started seizing the opportunity to expand knowledge, diversify skills, and create a larger pool of capable professionals.

So, how do channel organisations contribute to developing IT talent and reducing the skills gap?

Developing IT talent: The next steps for channel leaders

Traditional methods of hiring, which depend heavily on large tech companies, aren't effective anymore. To bridge the technology skills gap, channel organisations should focus on developing core competencies to build a more adaptable and capable workforce.

One strategic shift could involve transitioning to a Managed Service Provider (MSP) model, helping remove workloads from organisations and enabling them to outsource key IT functions. As partners embrace this MSP-style business model, they will also need to adopt a DevOps-oriented approach to manage increased workloads and offer new service capabilities. Integrating Generative AI will also be crucial for automating service delivery more efficiently, particularly in customer support, and gaining a competitive advantage. In an increasingly crowded market, standing out requires skillset differentiation. Demonstrating advanced technical capabilities, showcasing successful case studies, and delivering measurable outcomes will help position companies above competitors.  

Channel leaders can take several proactive steps to build the talent needed for this shift. One effective strategy is to develop scalable training programmes that focus on competency-based learning. These initiatives can attract new talent, while also providing ideal upskilling opportunities for existing personnel, facilitating continuous learning and ensuring everyone is up to speed with the latest technologies. Free training programs like Extreme Academy, for instance, offer a comprehensive range of courses that not only equip students with specialized qualifications but also promote a well-rounded understanding of concepts like network design and security, making them widely applicable across the industry.

By building valuable programmes that offer hands-on experience, not only do individual partners gain relevant expertise in necessary fields, but it also strengthens the overall IT ecosystem, sustaining healthy competition among candidates and supporting innovative growth within the industry. Additionally, offering educational training courses positions channel organisations as key players in the fight for enhanced technological innovation and business success.  

It's important to note that investing in talent development isn’t a quick fix. Nor should it be treated as one. To deliver tangible value to the industry, channel organisations must approach talent development with careful planning and execution. This involves aligning and updating training initiatives with recent industry advancements and providing ongoing support to participants. With these resources in place, individual partners can enhance their competitiveness, improve employee retention, and strengthen customer relationships to secure a more stable future. 

The bottom line

Channel leaders have a crucial role to play in shaping the future of the IT industry. Now more than ever, these organisations should assess their training offerings, focusing on nurturing talent, broadening the skilled workforce, and building a strong foundation with scalable, grassroots-level training.

By taking decisive action and investing in programmes that inspire new generations to embrace technology, leaders can address the skills gap and keep the channel ecosystem strong, ensuring that the industry remains adaptable, innovative, and capable of meeting the demands of a constantly evolving, tech-driven world.