The technology market has been growing with more and more demands.
Every year the number of companies looking for professionals in the technology sector is increasing and many students find it difficult to get opportunities in the area, leading many of them to give up their career or even higher education in computing.
It’s a huge elite, just because they not only require proven experience, but also have a lot of academic training and be fluent in several languages. This is a big problem to be seen in this market, since there are young people with great potential for logical reasoning that need to be seen by large companies.
In a few years, this market will tend to grow more and more and the number of graduate students will not be enough to meet the demand of technology companies. From my time of experience using LinkedIn, I have seen several selection processes that have been open for more than weeks and months and had very few candidates, where companies have already told me in an interview that they could not find suitable profiles for the position.
But what is the reason for this lack of professionals that plagues so many companies these days?
In addition to what was already clarified at the beginning of the text in relation to the elite of technology, we say that there are young people with great potential to learn new things and even create innovative solutions, but the problem is the lack of some gaps that exist in most of them and that these noblest and most influential technology companies consider it as an eliminatory factor.
There are skills that the professional develops outside and inside the company, be they technologies, learning or even linguistic skills such as the knowledge of a new language to communicate with people from different countries.
But in certain candidates, there will be some who will be able to invest their time and money in a language course and others will not. And another factor is important to highlight here why companies have difficulties or even reject professionals: inequality.
But is there inequality in the technology market? Worse than yes. Many young people with low financial conditions when they choose to learn programming sometimes when they are able to buy a new computer that is not cheap and even then the simplest deal with performance problems due to low memory that the machine comes from the factory, also considering the quality of the processor , amount of storage and RAM memory.
That’s why in job interviews, when they asked me if I knew about this technology and I replied that I didn’t and the interviewer excluded me from the selection process, little did they know that in my mind I wanted to say: I don’t know because it settles down this program that works with such technology, the memory runs out and my computer crashes!
It may be a bit of a nonsensical answer, but unfortunately this is the reality of many technology professionals who, at the beginning of their careers, deal with this problem and because of that they miss opportunities. In fact, it is not they who are losing out, but the companies that do not give up providing an initial investment for these young people to start.
With this, we have the media saying that there are plenty of vacancies in the technology area and with the elite, they make more and more young people leave this area seeing that they can find another profession that makes money faster, which reduces the number of professionals in this sector in the market.
There are other ways to earn income in less time and without meeting all the requirements in non-tech areas. Therefore, in the IT sector, inequality tends to grow more and more, where there will be students with fluency in English from large private, federal and state universities who will seek opportunities in other European countries or in different parts of the world with a greater appreciation only with the academic background and even with their professional experience obtained within the university.
This means that most tech companies squint their eyes at those candidates who are in their ongoing or finished college life, leading to an aristocratic pattern of hiring and team building. Therefore, it is not difficult to find places where 100% of professionals have higher education with pay above the market and are still young.
Due to the bureaucracy factor of hiring professionals in this area with their immigration to other parts of the world, there is a huge deficit of specialists in different sectors of technology everywhere, some places with a smaller deficit and in others much greater.
From what has been said before, a question arises:
Looking for a specialist or training an expert?
Making a brief analogy comparing the two statements separated by the conjunction “or”, we can analyze that when a recruiter looks for a specialist for a technology company, he develops a battery of interviews with all the candidates, where the “tech recruiter” maps specific eliminatory questions and all expected answers to these questions must be in accordance with what each candidate responds with their experience and knowledge for the position for which they are applying. But what’s the problem with that?
It is the number of people who undergo this process depending on the level of seniority that the position requires, the higher it is, the fewer professionals to be interviewed and, in turn, the greater chances of this vacancy being blank, that is, remaining open and remaining in the market. In addition, remuneration also influences the process, for example: a senior professional who received more than 10 thousand dollars in a high standard company and was fired during the pandemic, in his search for a new position, it is very difficult for him to accept a proposal salary much lower than he received in the previous job due to the time of experience throughout this professional’s career, counting on his academic background, developed projects, knowledge, popularity and participation in technology events. Not to mention that this senior professional will evaluate the company’s ecosystem, culture, values, benefits, among other factors.
When the level of seniority is lower, more candidates appear for the open position, where the interview becomes increasingly brief due to the large number of candidates. From my own experience, there have been interviews that were scheduled at such a time with the recruiter(s) that didn’t last even 5 minutes, it was just the time to ask some basic questions and after a few hours, days or weeks they sent me a rejection email. From this event, we can observe that the elitization of technology is becoming increasingly common in the present and future of the technological generation marked by the advance of hot trends in the IT market, such as Data Science, Big Data, Artificial Intelligence, Virtual and Augmented Reality, Robotics, among others.
At all levels of seniority, there is a lack of professionals to fill open positions, as there are so many technological requirements, courses, qualifications, certifications, experiences that small to large technology companies look for in candidates that the perfect match is rarely is found in both younger and older profiles.
Based on this premise, we can say that it will be easier to analyze the second statement, where the company from now on does not seek a perfect match, but it develops a perfect match to attract competitors. What does that mean? It’s the same thing as buying an old and used car and investing in it to make it look newer and better. Who doesn’t? It is a matter of economy, creativity and profit. And those who rejected the old car before passing through the hands of the intelligent buyer, seeing it renovated, elegant and with an attractive design, will make purchase proposals with values greater than what was spent by the current owner of the car, and over the course of the time its value tends to grow more and more with the conservation and improvements of the vehicle.
This is how it happens when a company decides to train a specialist. In fact, the chosen professional is not even a specialist in this subject, but with the company’s investment in its potential and learning in new technologies, it will mature over time, which will add more and more knowledge and value to your career, taking the even to remain in the institution for many, many years, collaborating in the development of new products, creating new ideas and contributing to the entrepreneurship and innovation of the company in which he is working.
In this article, we saw characteristics of the technology elitization, a subject little discussed among specialists in the area, but very important to understand the inequalities that thousands of early-career developers experience in society. For this reason, we expand this idea by explaining one of the aspects of the shortage of professionals in this sector, which tends to grow more and more and this is worrying when we are in a digital age surrounded by technological trends that emerge every year.
It is also important to observe the hiring models of certain companies according to the description of the vacancies that they publish each month to see traces of the technological elite that is becoming increasingly frequent in the selection processes and in the interviews with younger profiles of professionals in the field of information technology.