U.S. federal agencies continue to face challenges in acquiring talent. 2023 found 73% of executives expressing difficulties in attracting and hiring IT talent. Government is doing more in terms of marketing for open positions, improving compensation and incentives, and leveraging vendor partners and training, but the challenges persist.
Active-duty military members, military spouses and military retirees are prime candidates for training in hard-to-fill roles such as cybersecurity.
Opportunities abound for creativity and innovation in addressing talent skills gaps. Where shortages exist, agencies and other organizations must develop qualified candidates. Training and mentorship programs, executed in private-public partnerships, provide an avenue for identifying candidates with potential and training them in the skills necessary to deliver mission results.
Continued focus on and investment in Science, Technology, Engineering and Mathematics (STEM) education is vital to develop the workforce of the future.
One strategy that CGI has successfully employed is sourcing candidates based on capability rather than experience. Active-duty military members, military spouses and military retirees are prime candidates for training in hard-to-fill roles such as cybersecurity.
People who are leaving shrinking industries are also often ideal candidates for retraining opportunities.
Government must continue to look to upskill the current workforce. We recommend continued investment in training in-place personnel to develop their careers, enhance their skills and take on additional responsibility.
Mentorship programs provide the means for current personnel to gain additional skills through direct interaction with professionals fulfilling those roles today as well as opportunities to learn by doing.
Case in point
Innovative affordable-housing internship program
CGI and the Columbus Metropolitan Housing Authority (CMHA) launched “The Collaborative,” an immersive student internship program with Central State University (CSU).