Ideal Way to Handle Talent Shortage in Software Testing
Technology and software have become the bedrock of modern civilization, driving almost everything we do. Their pervasive presence has rendered software testing an indispensable component. However, in the tech world, finding and keeping top-notch talent for software testing is as tough as finding a needle in a haystack. The reason is that with all the disruptions from supply chain hiccups and COVID exhaustion, plus a shift in employee behavior and priorities, every field, including software development and testing, is feeling the pinch. According to a recent study, the US Labor Department estimates a staggering shortage of software engineers globally by 85.2 million in 2030.
The demand for software developers alone is projected to surge by 30% by 2026, prompting hiring experts to raise alarm bells. A survey conducted by Indeed.com revealed that a whopping 86% of respondents, i.e. almost 9 in 10 respondents, find it challenging to recruit technical talent, with 36% finding it exceptionally difficult. The burning question, however, remains as to why it is such a struggle to find and retain the right talent. Also, how do you think industries can lure in and hang onto those tech-savvy experts? Let’s find out.
What Does the Talent Shortage in Software Testing Mean?
Breaking down traditional development silos is a big challenge for the software quality assurance domain. Because approaches such as continuous development and Agile have taken over the industry, collaboration among developers, IT experts, and operations engineers has become the norm. These methods require team members to possess versatile skills. Concurrently, advances in specialized testing areas such as test automation solutions and security testing services have created challenging niche expertise to recruit.
What to Ensure While Recruiting the Ideal Candidate?
Solving problems by the book is one thing, but having true adaptability in your arsenal is a game-changer for any business. However, finding the perfect fit isn’t a walk in the park. Why, you ask? It’s because sticking to the old-school method of chasing experienced candidates instead of spotting potential limits your options.
In the tech industry, it’s not just about finding someone who can code in a specific language; the real catch is snagging a candidate who should be capable of learning, adjusting, and advancing in other digital proficiencies as necessary. Tech recruitment often suffers from tunnel vision, fixating on rigid notions of what makes a ‘top-tier’ applicant. When we limit our assessment to metrics such as university, specific degrees, and tenure, we fail to tap into a massive pool of potential candidates.
Then there are the dark horses, the unconventional candidates often lost in the shuffle due to their circumstances. They’re the ones with the goods, whether it’s a midlife switcher who’s mastered coding boot camps or those who’ve crafted their skills through unorthodox means. These underdogs are a goldmine waiting to be tapped. Moreover, candidates with theoretical knowledge but limited on-the-job experience often display a greater openness to learning and have the potential to propel innovation by exploring unconventional approaches rather than sticking to conventional methods.
Furthermore, tech moves at lightning speed, making what was hot yesterday old news today. Hands-on, up-to-date experience, therefore, holds greater significance than familiarity with outdated technologies. Insisting on a specific number of years of experience might lead to unsuccessful hires. Prioritizing passion and a proactive drive to learn while on the job is more apt to secure candidates who are devoted and productive.
So, the real win in tech recruitment is finding someone who not only brings skills to the table but is also eager to soak up new digital know-how. They might be your key to recruiting employees who are adaptable and eager to break through barriers. Besides, such candidates can offer significantly more value compared to those solely seeking tenure for career advancement and retirement.
Minimize Threats by Partnering with Experts
If a company is low on talent, one of the most useful resources may have been outsourcing services. Hiring a trustworthy software testing partner can reduce the challenge and bring a sense of comfort in knowing that your software is working efficiently and that the user experience is consistent. Outsourcing software testing becomes necessary if your organization is responsible for a product’s complete functionality.
A reliable partner consistently innovates to stay abreast of technology while sparing you from doing so. Additionally, an outsourced quality assurance team can supply the required talent, easing your worries about locating, hiring, and retaining test technicians. When opting to outsource a business function, you should choose a company that will take the time to get to know your organization—someone who cares as much about the success of your initiatives as you do.
ImpactQA partners with your team to create a customized solution to your software testing requirements. We have built a workflow support system that corresponds with the client’s work schedule to optimize the effectiveness of testing. This collaborative solution allows developers to benefit from ongoing support from the QA team, resulting in a more dynamic and real-time workflow. The QA team is involved in the release process from the initial concept to the final production push to provide seamless and transparent client support. In addition to this, ImpactQA offers a combination of onshore and offshore service models that provide exceptional value at reasonable costs without dealing with the difficulties of language, time difference, or geography.
With a partner like ImpactQA, you don’t have to rely on the human resource team to produce talent; instead, you can put the talent issue behind you and leave the task to us. Contact us today!