Sourcing IT skills: where to find it in the world

it is no longer safe to leave recruitment in the hands ofthe HR department. It must be handed over to the talent managers.
The supply of talent – in both developed and emerging markets - isnot keeping pace with demand. As the global talent pool dwindles, thefirms that are able to attract and retain the brightest stars will bethe ones that prosper. Never has talent management been higher on thestrategic agenda. A survey by the Economist Intelligence Unit,sponsored by SAP, looks at how firms are preparing for the talentcrunch. The findings are presented in the reports below.

Download the briefing paperTalent wars:The struggle for tomorrow's workforce free of charge [PDF 195 KB].

We need out-of-the-box thinking, says the report of a SAP sponsored survey bythe Economist Intelligence Unit - sounding slightly off its box. It asked nearly1,000 people around the world, 600 in developed markets what they need to winthe talent wars (around 200 of these were Chief Eos, Ios or Fos).
IT will look to developing markets for talent it said. More interestingly itsaid 40,000 IT workers returned home to India last year and took up work inBangalore. And one Indian executive is reported as saying: “Labour is aglobalised market now so it is not difficult for companies in China, Brazil orIndia to attract talent from western Europe.”
But IT ain’t what it used to be. Just 14% said information systems skillswould be critical to their success over the next three years with ability tomanage change being the most sought after skill (68%). Just 18% believe that ITskills with be the hardest to source with the belief that finding changemanagement ability again topping the poll .
Sourcing IT skills over the next three years is very important (45%) orsomewhat important (42%) to almost all companies. Almost an identical number 47%and 41% believe that IT skills are vital to their company’s ability to succeed.For all that 23% believe that universities must improve the IT skills of theirstudents.
Conclusion. Senior management want new blood to manage change and thoughaware that that change is technology driven appear cool that they will find thetalent to cope with it.