The technology revolution has often been termed the impetus behind modern innovation and independence. But with true start of the Internet Age, comes an abundance of technology resources outside the purview of Tech-Eden Silicon Valley. With the advent of the Cloud coupled with the speed of technology, companies are finding it harder and harder to attract the talent they need in the area they’re located, because many of the best and brightest have already been “farmed out.” Companies like VMware and Symantec have begun relocating members of their inside sales and sales development organizations to other geographic areas, and tech giants Google and Cisco have begun pouring millions into start-ups in Portland, Oregon as well as other locations. Facebook’s own Mark Zuckerberg recently stated in an interview with Y Combinator that “if I were starting now, I would have stayed in Boston. [Silicon Valley] is a little short-term focused and that bothers me.” If you’re still not convinced, look at this recent Forbes blog post by Tara Brown about how Los Angeles is exploding with tech talent. Everywhere you look, there are more and more reasons for tech talent to develop outside of, and even stay away from, Silicon Valley.
Stay with me now; I can sense some of you who hate doom-and-gloom talk might be ready to switch to the latest news of your favorite sports team or that nifty sudoku website, but hold on a minute and let me explain why this is truly something that should keep you up at night, if it doesn’t already. First, let’s break it down into a series of hard facts pulled from LinkedIn on a sample skill level:
This is, unfortunately, your talent pool. But Start-ups don’t need, and shouldn’t want, fragmented expertise. During the early stages they want to ensure success by building a team, keeping them engaged, and encouraging them to participate in the success and growth of the company as well as their own career.
So, let’s get to the important part: what are your options in this environment where skill isn’t readily available and unlike large companies you don’t have a training department?
In case it isn’t already obvious which point I favor, let me state it outright: Number 4. Hiring a team is hard in the best of times, and researching them for the proper expertise without stumbling over the hidden pitfalls and tripwires of ineffectual training and lack of drive is nearly impossible in today’s environment. The choice, then, is simple: Play the roulette game of hiring on your own, or borrow from the proven experience and time-tested knowledge of a recruiting firm that has just as much interest in getting you the right employees as you do.
The theme of this blog is around changing times and depleted talent. When you build your business model make sure your strategy includes a delivery platform for talent onboarding, skill and career development as well as employee retention. This is important without the talent shortage. The talent shortage simply underscores the importance of this.