With a heated and growing market, the Information Technology area has faced challenges that go beyond innovation. If for some sectors there are plenty of professionals, for IT there is a lack of people to work in the segment. And it is not just the shortage of manpower that has worried managers, the volume of workload in the sector is also high, whether to implement a solution or even improve an existing system, many internal teams feel overwhelmed with the number of projects to be developed and delivery times.
Over the years, several studies have always pointed to the prospect of high demand in the area of ??Information Technology, however, one of the factors that accelerated this process was the Covid-19 pandemic, which, among others, transformed the work routine, bringing to the reality of a large portion of professionals working at home, which until then was seen as something impractical in several segments.
And for that to happen, it was necessary, mainly, the strong performance of the IT teams that focused on optimizing the mechanisms of digital communication. Another point that leveraged the demand in technology was e-commerce, still on the rise, online shopping increased substantially in this period.
Web and software development, network architecture, data science and technology management, for example, are some of the professionals sought in this segment, and as demand is greater than supply, hiring in technology has become a major challenge for recruiters.
797,000 vacancies by 2025
According to the Association of Information and Communication Technology (ICT) and Digital Technologies Companies – Brasscom, 797,000 vacancies will be created in the technology area by 2025.
With an annual average of 53 thousand trainees, and an average demand of 159 thousand vacancies per year, the study carried out by Brasscom points to an annual deficit of 106 thousand professionals. To overcome this lack and ensure the best hires, corporations have made an effort to offer above-average salaries and work models that are attractive to candidates.
These competition and talent attraction strategies, in addition to promoting professional turnover, have also made companies rethink the issue of talent retention. With increasingly attractive salary offers, how can we ensure that these professionals remain in the company? Organizational climate and a sense of belonging is one of the answers to this question.
No-Code Platforms
Developed with the objective of speeding up deliveries and reducing costs with the development of technological solutions, no-code platforms have gained more and more space in the corporate world.
Without the need to type a line of code, the processes of creating software, as well as improving an application, have become faster and easier, as development is done just by clicking and dragging modules.
Instead of thinking about which language to use, the programmer will focus on defining attributes, rules and functionality of the system he is creating. And it will build the product with just a few clicks.
Another important and favorable factor of no-code tools is that every application can be tested immediately, allowing changes to be made at the same time, according to verified needs.
In these two points alone, the development has already reduced some, or many, hours of work in relation to the traditional methodology of creation. For example, if in the traditional way a simple system of forms for product registration takes 1 to 2 days to be done, in a no-code platform, this same task can be done in 10 minutes.
Another important issue is that these platforms, such asArkeyva, allow integration with different systems, enabling the creation of more complex programs. In other words, the no-code tools can be used both by those who want to develop their solutions and sell them, as well as an internal support platform used in the creation of simpler or emergency programs, helping to speed up deliveries and focus the most specialized in specific projects.
Fonte: Brasscom
