An article in the December 21 issue of Information Week focuses on “ “Jobs in the Clouds.” The article notes that, right now, business has about 1.7 milion “cloud jobs” they can’t fill.
That’s the word from a Microsoft-sponsored report based on global intelligence from research IDC. The study projects our economy will produce 7 million of these “cloud jobs” over the next three years.
Cloud computing and related areas like virtualization and data management will make up the bulk of these employment needs—all of which puts marketing in the center of the bursting cloud.
Cloud Work Takes a Combination of Skills and Related Training
According to the article, nearly everybody is behind the cloud curve. “Despite modest growth in the IT sector overall in the U.S., cloud-ready jobs are increasing as we head into 2013,” said Cushing Anderson, a program VP at IDC. “With this increase comes the harsh reality that workforces around the world are steps behind when it comes to attaining the skills necessary to thrive in the cloud computing industry.”
Who are these high-demand folks? Individuals with a mix of business and IT skills. But, the study also notes that cloud positions not being filled today definitely require training, certification, and experience.
What Skills Should Cloud-Starved Marketers Be Searching for Right Now?
The best strategy appears aimed at two objectives: first, understand how the cloud-heavy organizational structure is different from anything we’ve done in the past; second, focus on finding people who can go both ways, from BI to IT, and back again.
Finally, Information Week (November 12, 2012) featured seven tactics to employ in waging – and winning — The Big Data Talent War:
1. Train and retrain current staff using as many low-cost options as possible (webinars, big data events, etc.)
2. Establish tuition reimbursement programs, cash incentives, and other lures to convince your workers to retrain.
3. Rethink how you use current talent (for example, figure out how to move analytical folks out of R&D and into operations).
4. Relocate corporate headquarters to where the talent is emerging (for example, in the tech-talent San Francisco Bay area or other areas with nearby schools that feed into the community).
5. Recruit from the colleges and universities that make data a priority.
6. Understand that business intelligence and data management are the right mix for the current challenge. Not easy to find right now, but optimal.
7. Reinvent your corporate culture to attract the people you need.
Takeaway: Get ready. Learn to look out for — and help create — flexible, adaptable, creative technologists now.