Nearly all organizations would agree that digital talent is important and that they are aware of the digital talent gap. Our pioneering research in collaboration with LinkedIn however, suggests that although the majority of companies frequently discuss this gap, concrete action to bridge it is rarely taken. Close to 50% of the organizations we studied conceded they have not taken digital talent seriously.
To probe this issue, we undertook a worldwide, cross-sector research program in collaboration with LinkedIn. We surveyed over 1,250 people to gain the perspectives of both employees and leadership teams and we interviewed human resource and talent executives within organizations as well as digital and technology recruiters. In parallel, we worked with LinkedIn to understand demand and supply for specific digital skills and digital roles. The research methodology at the end of the report provides more detail on our approach.
Some key findings from the research
- The ever increasing Gap. Every second organization we surveyed acknowledged that the digital gap is widening. Moreover, over half (54%) of organizations agreed that the digital talent gap is hampering their transformation programs and that their organization has lost competitive advantage because of a shortage of digital talent.
- Skills redundancy fears could drive attrition. Overall, 29% of employees believe their skill set is redundant now or will be in the next one to two years, while more than a third (38%) believe their skill set will be redundant in the next four to five years.
- The talent gap in soft digital skills is more pronounced than in hard digital skills. The report identified that people with experience in soft digital skills, such as customer-centricity and passion for learning are most in demand by organizations, and are an increasingly important characteristic of a well-rounded digital professional.
With ever-increasing demand for skills, the talent gap has widened. The challenge of the digital talent gap is no longer just an HR issue; it is an organization-wide phenomenon that affects all areas of the business. The objective of this report is to guide the Chief HR Officer, other CXOs, and the Learning and Development teams in addressing this challenge.