Analyzing the current marketplace is tough. From corporate turnover, economic uncertainty, evolving technology, and the battle of a health crisis, there are a variety of reasons why a position is hard-to-fill.

As a business leader, you’re constantly asking the question, “Why is a role hard-to-fill?” The stress and cost of leaving a chair empty is nearly as bad as constant turnover. What we aim to do in this series is take the day’s hottest positions, share what our data says are reasons these roles are hard-to-fill and offer advice on how to engage talent. We’re here to help you find candidates that have the skills for these business-transforming roles and fit the culture you’re building.

Today’s question is, “Why is a cloud engineer role hard-to-fill?”

Our Research Shows:

Niche Experience Needs – Cloud engineers are extremely technical positions that require not only education but hands-on experience. With the average salary of a cloud engineer starting in the $100,000+ range, companies are looking for a very specific person because of the cost of investment. An organization’s desire to have a candidate that fits their exact need can add to the time it takes to fill a role.

Many organizations have turned to finding an eager person with a foundational skill set to the need and training them for a higher role. The benefit of finding a cultural fit and investing in a current employee brings immense value beyond what you’re receiving.

However, that is a time investment that many companies can’t afford. Which leads to the next issue.

High Demand and Low Supply – This is a consistent theme we’re seeing in the market across all job functions, not just for cloud engineers. The difference between the “we’re hiring” signs plastered throughout your town and a business looking for someone that can drive their cloud data strategy rests not in pay rate, but pure ability.

If you’re looking to hire a cloud engineer with the exact skills needed, it’s going to be a battle. According to CRN, cloud engineers are the number one most in-demand job in 2021 for cloud computing.

Multiple Offers for Candidates – Now you understand the competition for these brilliant engineers, so you need to showcase why your organization is the best fit. Most assume offering the most amount of money is what will help you win, and often you’re not wrong. But having the highest dollar amount isn’t always going to win you the battle.

Understanding what makes this desired cloud engineer tick is the key. What offers are they getting that may be more enticing? John Rabito, Executive Vice President of TransTech IT Staffing recently posted a video on our YouTube channel discussing the trends in the market. Click the link to hear the staggering stats on what individuals want besides salary.

Understanding the cloud engineer’s needs as a person and professional will give you an advantage.

How does TransTech IT Staffing Help?

As your partner in your IT recruiting journey our responsibility is to find the exact cloud engineer, you’re looking for. Where we differ is in our ability to look at the market conditions, your business objectives, and the type of personality that will fit in your environment.

We analyze people holistically. As we assess your needs, we will make recommendations based on your desire to fill the role.

For example, you may be looking for a cloud engineer with five years of experience. Yet, there may be someone that has PowerShell exposure, but not necessarily experience. Because we understand you want a proactive, engaged person, we may recommend someone with two years of experience that wants to learn. The candidate’s ability to fit the vibe of your team and their wish to grow professionally might be what you need, but not want you want on paper.

This is just one example of how TransTech IT Staffing recognizes the nuances beyond the job description.

If you have any questions or want a market assessment, click the button below to access John Rabito’s calendar directly.

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