Brad Smith is the Chief Information Officer at Paycom, a comprehensive HCM software company. He has more than 30 years of IT experience.
The IT skills gap is anticipated to impact 9 out of 10 organizations by 2026 and cost $5.5 trillion from delays, quality issues and revenue loss, according to IDC. The study also found that AI skills, IT operations and "a variety of cloud skills, including architecture, data management and storage, and software development, are among the ten most needed skills" in this area.
This points to a big problem: The skills gap is wide, and companies need to act now to fix it. And in many cases, the leaders who are most equipped to do that are CIOs and CTOs.
Make training part of your culture.
Continuous advancements require a continuous learning environment. And studies show this is what leaders are focusing on in 2025. An HR trends survey from PSB Insights, commissioned by Paycom, revealed the importance of upskilling and reskilling employees, which rose in importance by 12% with nearly 39% of HR professionals prioritizing it for 2025 compared to 2024.
This is crucial for addressing the skills gap effectively. Companies could integrate training into their culture by offering ongoing opportunities for skill development. Training should also extend to emerging technologies and practical applications. This can be achieved through both external resources and in-house training programs.
Paycom uses this approach by investing in a variety of training programs offering curriculums customized to IT applications and other required skill sets. Internal training focuses on strengthening practical skills and expanding knowledge across different areas of technology through an intuitive learning management system in a single software.
Companies should look for logical thinkers with clean code practices versus language-specific skills. Then they can teach them a specific language syntax and the underlying principles that apply across different technologies. IT staff focused on networking and server administration benefit from a wide variety of external training resources, while individuals in the security and cybersecurity space should concentrate on targeted certifications and updates in the field.
Leverage emerging talent.
Using automated recruiting and hiring practices will also ensure you reach the right talent quicker and more effectively. Paycom, for example, leverages strong partnerships with local universities to reach new talent pools. By developing relationships with universities and faculty members teaching IT curriculums, it’s easier to create a readily available pipeline of talent already trained in the latest technologies and methodologies.
And sharing insight with institutions can help universities create a curriculum that prepares students for the real-world challenges and opportunities they’ll encounter in the IT field. Interns and entry-level employees get a unique opportunity to learn the necessary skill set before they are hired.
Internships serve as a vital link between college and the professional world, offering hands-on experience, skill-building opportunities, mentorship and valuable industry connections. They greatly improve a student’s chances of securing a job and lay the groundwork for long-term career success. Interns bring new skills and knowledge that can complement the existing team, and this investment in emerging talent can benefit the organization in the short and long term.
Identify and lean into transferable skills.
Another approach to solving the skills gap is to focus on transferable skills within the existing workforce. Employees with a knack for technology or analytical skills can be trained and empowered to take on more technical roles.
Paycom employees from noncoding backgrounds who exhibit strong analytical and problem-solving abilities have transitioned into roles that require these traits, such as entry-level technology positions. Internal mobility opportunities are essential for this strategy. By assessing the current team’s skills and interests, companies can identify individuals who are well suited for more technical roles and offer the preparation needed to succeed in them.
Addressing the IT skills gap requires proactive measures from companies. By fostering a culture of continuous learning, leveraging emerging talent and focusing on transferable skills, organizations can stay competitive and effectively bridge the skills gap in their IT departments.
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