A universal conversation is taking place in businesses across all industries about how to combat an unprecedented talent shortage. The COVID-19 pandemic initiated record-breaking numbers of individuals quitting their jobs, which is being referred to as The Great Resignation or, less commonly, The Great Re-Evaluation. This mass departure, paired with the anticipated influx in retirement numbers, is continuing to shrink today’s already strained talent pool, putting increased pressure on today’s data centres and leaving enterprises of all sizes scrambling to recruit, upskill, and retain the best employees.
Malaysia has a growing data centre market with a developing presence in Southeast Asia. According to the ASEAN Investment Report 2020 - 2021, there are approximately 44 data centres, 27% of which are foreign-owned in Malaysia. The local data centre market is expected to grow to more than US$800 million (RM3.37 billion) by 2025.
However, despite the widespread acceptance of technology adoption due to the COVID-19 pandemic, there is still a gap between the demand and supply of skilled talent available in Malaysia due to high talent mobility. It is found that skilled professionals choose to migrate overseas for better opportunities and higher compensation packages.
To retain top talent in a jobseeker’s market, employers need to collect employee and candidate feedback to adjust based on the ever-changing needs and wants of today’s workers. Here are five ways companies can begin to evolve with today’s talent and combat data centre talent shortage:
- Capturing the next generation via education
Exacerbated by an ageing workforce, there is no question that young talent is needed to sustain the future of data centres. But the first step is getting this generation to see a career in data centres as a viable and fulfilling option. That starts with training and inspiring at a young age - whether via internships or STEM programs.
- Focusing on transferable skills
The pace of change in the industry is relentless. New technologies, such as data centre automation, mean there is an ongoing need for skills that can transfer into this new way of working. Adjusting qualifications to job listings could be the first move towards driving a more abundant talent pool for data centre operators. This includes adjusting data centre job requirements to allow for alternatives to a college degree or certification from a technical trade school.
- Promoting diversity and inclusion in the industry
Currently, women represent approximately 5% of data centre staff. By actively recruiting under-represented populations, companies can diversify what has been traditionally an extremely homogeneous workforce. Not only does this result in increased innovation and creativity, but also helps address today’s most pressing societal challenges.
- Utilising software and services to redeploy talent
Taking advantage of DCIM software for remote monitoring, management, and maintenance reduces the number of physical bodies needed in the data centre, for more efficient operations. These technologies also allow people to upskill by freeing up time for training.
- Leaning on technology partners
Rely on Managed Services Providers to bridge the gap in in-house capabilities. Bringing in partners may offer services that essentially make them an extension of an organisation. With common goals and values, the two can work together to bring the highest value to current customers, while ensuring no one has to say no to new business.
Attracting and Retaining Top Data Centre Talent Starts with Employee Experience
Data centre technology is the powerhouse supporting the global economy, and employers in the industry can’t afford to lose talent. It’s time for employers to craft a thoughtful, employee-centric strategy for recruitment and retention to keep data centres secure, efficient, scalable and staffed. That means offering enhanced learning and development opportunities, venturing outside the typical job description for hires, promoting diversity and inclusion in the industry, and leveraging the latest and greatest technology to elevate the employee experience at all stages of the employee lifecycle
When The Great Resignation is considered from a bird’s-eye view, the overarching theme is evolution. Employees and job seekers want to be at a great place to work, and that means employers must pivot to satisfy the needs and wants of the workforce, both today and tomorrow. What workers expect from companies right now will differ in years to come, and the only way to recruit and retain top talent sustainably is to understand these shifts and adjust accordingly.
