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Mapping the tech talent shortage: How security companies can bridge the gap

COVID-19 affected almost every industry virtually overnight, and the security industry was no different. It challenged us as a company to completely rethink our vision of security and broadened the scope of security from protecting physical and digital assets to promoting safer, healthier and more efficient environments. in all contexts. Now, as we move forward into 2021, keeping people safe has become an even higher priority as workers begin to return to the office. Businesses are evaluating how they can prioritize the safety, health and safety of their employees when inviting employees, visitors and customers to come back inside. Technology is the Solution The solution to this problem, like many others, is technology. Technological innovations can help businesses face threats and stay ahead in a world in which we expect a higher level of security. The use of technologies such as contactless doors, workflow management systems and health exams will continue to be essential in the post-COVID workplace. There is also contact tracing, environmental monitoring and advanced visitor management, all of which are useful tools that can be implemented to help protect and reassure employees before they return to work. With these and other advancements in development, technology will continue to be at the heart of security. This industry isn’t just about locking doors – it’s about integrated and innovative technology. Basically what we need is tech savvy people in all areas of the business. many more roles. Basically we need tech savvy people in all areas of business. They are the ones who develop new smart solutions and they are also the ones who work in the field, making our work, home and public environments safer, healthier and more efficient. For us, technological transformation has already taken place, but it is an ongoing challenge, in our industry and in others, to find technological talent at the rate of innovation. Once you start a technological transformation, the need for talent snowballs. The lack of tech talent is real and won’t go away anytime soon. The problem is, while the demand for security technologies has never been greater, technological talent is increasingly scarce. This was the case even before COVID-19. We’ve known for some time that the talent population is shrinking. There is also clear evidence to back it up: There are millions of jobs around the world that go unfilled because people don’t have the skills, and a lot of those jobs are in tech. In the latest CIO survey by KPMG, more than half of those polled said hiring problems were hurting the industry. The tech talent shortage is real and no imminent solution is in sight. As remote working became mainstream, industries were suddenly forced to compete for tech talent with top companies around the world COVID-19 has only widened the talent gap. Many companies had to quickly ramp up their digitization efforts to operate during the lockdown, so the tech talent in the market was quickly picked up. Additionally, as waves of leaves and layoffs flooded the market with skilled talent throughout 2020, it led to a unique challenge: fierce competition across the globe to attract talent who in many cases , were no longer bound by their geographical location. So, while remote working became commonplace and opened new doors for potential candidates, it also exacerbated the talent shortage for industries that were suddenly forced to compete for tech talent with the best companies in the world. whole world. When companies cannot easily find the skills they need, the only option is to train existing staff and new, underqualified hires. At a time when we couldn’t meet face to face, it became much more difficult. Companies had to figure out how to train, recruit and onboard employees remotely and many simply did not have a process in place for this. As a result, the lack of technological talent continued to grow. Mapping the Solution to the Tech Talent Shortage So what can we do? Ultimately, the private sector must become actively involved in developing solutions to solve the problem. There are also many ways to do this. First, companies can create more entry-level positions that provide employees with the opportunity to gain the hands-on training and education needed to grow. Implementing a high-quality training program is critical to the professional development of employees, especially in remote environments that don’t offer the same amount of face-to-face experience that often helps during the process of integration. At STANLEY Security, we have launched the international scholarships to provide young people with opportunities to develop professional and business skills Second, partnering with schools, associations and governments to develop scholarship and apprenticeship programs is essential for create a sustainable pool of talent. It’s not just about finding talent, it’s also about creating it. At STANLEY Security, we have launched international scholarships to provide young people with the opportunity to develop the professional and business skills needed today and in the future. Our apprenticeship program also provides technicians with invaluable opportunities to collaborate with mentors and gain hands-on experience with security technologies. These two programs are key initiatives STANLEY Security has implemented to help address the talent shortage. Then there’s improving the skills of your current workforce. We found that many of our existing employees in non-tech roles were eager to learn new technical skills, meaning they could be retrained while still working, taking on more of a technical role as we went. that we cultivate their skills. This has been invaluable in enabling our own technological transformation and has helped us get to where we are today. There is certainly a shortage of technological talent, but there is no shortage of people who are open to training opportunities if given the chance. It is now up to companies to provide this training, for the benefit of the company and its employees. Like many others, the security industry has evolved rapidly and we have seen new challenges and opportunities present themselves. Technology – and the talent who develops and implements it – is our best resource to help make environments safer, healthier and more efficient in a post-pandemic world. The demand for tech talent is not going to go away, and neither can we ignore the problem. As businesses, we must face the challenge head-on and work quickly to find solutions. It could mean creating more entry-level positions, offering scholarships and apprenticeships, and upgrading the skills of our most valuable asset – our employees. Ultimately, we need to give people the skills, knowledge and experience they need to design solutions that can help us meet the challenges of the future.


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