Are You Feeling the Hiring Crunch?

After years of experience, we can now definitively say one thing about information technology: There is always a hiring crunch, and it will always be better soon.

I first noticed this trend in InfoSec years ago. Everyone was short-staffed and looking for available candidates. Everyone wrote their recruitment text like there was no shortage and they could ask for the moon and everyone was certain that this temporary staffing shortage would end soon.

It didn’t. It still hasn’t. And it has spread. DevOps in general, development in particular are acting exactly the same these days. And it’s not going to get better.

So, my advice? If you absolutely must have a person, write your recruitment copy to reflect the actual skills you must have. No bells and whistles, no “We always include…” no “But what if we…” Hire for what you need. Or hire with an eye to training what you need. And offer competitive pay. No one here will argue that IT is underpaid, but when there is a shortage of people, or more are leaving than coming in, then the cost of employees goes up. That’s just the way it is. If you are only hiring the ones you must have, then you can afford to pay them a bit more.

Meanwhile, invest in even more automation. Let’s face it; again, we can learn from InfoSec. They are doing more with less staff—even if “more” is not “everything that everyone wishes they could”.  They have at least partially conquered their staffing woes by increasing the use of automation. DevSecOps is automating even more of the space, so we really will eventually get over the InfoSec staffing shortage.

We can do this for all of IT, too—just follow their lead. Invest in automation, take the risk and turn on automated actions. Start small, but get started. Relatively high turnover and lower qualified applicant counts are likely to be the status quo for the foreseeable future, so automating processes as much as possible is not taking away jobs at this point, it is improving response in light of a lack of people for the available jobs.

So, to sum up:

• Hire when you can, but be focused. Don’t ask for experience in all three big cloud providers if you’re looking for an Azure person. Don’t ask for fifteen years of experience in Go for that entry-level position. Be realistic, be laser-focused and get the person you need in.
• Train when you can’t hire. Let’s face it, there are going to be people who are massively familiar with application security but who have never done DevSecOps specifically or never used your DevSecOps solution. Train them—whether they are internal or hired with an eye toward training.
• For non-critical, long-term needs, explore automation options. That includes both things that are being done manually today and things that are not being done at all. Find a way to get it done in the absence of hiring someone.

And keep rocking it. You are already getting the job done—I’m just recommending ways to stay on top of it and deliver more while you try to find the additional people you need. A balance of automation and hiring will help you sleep at night and make the rest of the org certain that IT is on the ball.