6 Hot New IT Roles for 2015

The breakneck pace of change in the IT industry is forcing you to change the way you think about attracting and hiring skilled workers. Here are six new IT roles for 2015 and advice on how to find talent to fill them.

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Filling in the Blanks

But identifying these roles isn't the same as having a plan in place to develop and hire the talent to fill them, says Horne. Even the most innovative organizations will need a plan to develop talent from within and then to hire for what they can't grow themselves.

"Smart companies will plan to develop talent for these roles from within their existing teams, and once they've identified the right skill sets and where they are lacking, they'll hire for what they don't have," Horme says. In the past, companies would identify a needed skill, go look for a candidate, and hire them as-needed. That worked for awhile, says Horne, until the rate of change in IT just became much too fast for hiring to keep up. Today's lightning-fast IT environment demands a new way of looking at attracting and hiring talent, he says.

Creating a Workforce Plan

"Now, you need a workforce plan – a forward-looking plan that takes into account the future roles, skills, competencies you need. You'll also have to be more selective when you're hiring; you might have to change your value proposition, increase your compensation rates, or your benefits and perks. You also have to spot these skills you're looking for within your own organization and be able to develop them," Horne says.

It's a matter of changing your mindset to keep up with the rate of change in the industry, Horne says. One important factor is including your IT teams and leaders in the search, vetting and hiring process to make sure IT and business needs are being met.

"Don't try and make these hiring decisions in a vacuum or make them exclusive to executives. Don't hide these roles from your IT team. Engage them in figuring out what holes need to be filled, what positions they need, and also who they have currently whose skills could have additional value," Horne says. "If you already employ people with cross-functional experience, you can build on existing skills and teach or train the others. You've already gotten ahead of the curve," he says.

Copyright © 2014 IDG Communications, Inc.

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