{"id":27150,"date":"2021-12-22T21:08:30","date_gmt":"2021-12-22T21:08:30","guid":{"rendered":"https:\/\/www.n-able.com\/?p=27150"},"modified":"2022-01-06T13:23:49","modified_gmt":"2022-01-06T13:23:49","slug":"managing-the-skills-gap","status":"publish","type":"post","link":"https:\/\/www.n-able.com\/es\/blog\/managing-the-skills-gap","title":{"rendered":"Managing the skills gap: to hire or not to hire?"},"content":{"rendered":"

The MSP sector currently finds itself in a difficult situation: While the industry is growing, many are finding it increasingly hard to hire skilled techs quickly enough to fill their increasing knowledge gaps.<\/p>\n

We frequently hear from our partners that there just aren\u2019t enough skilled techs in the market, and things are moving too quickly. This is particularly true in security, but it\u2019s certainly not limited to that area. It\u2019s also really hard to find senior engineers; most don\u2019t want to leave the companies they\u2019ve been with for years. And if any are looking to move, you\u2019ll pay a hefty premium in today\u2019s market.<\/p>\n

The past 18 to 24 months have really changed the IT job market. The people out there looking for new roles are demanding more money and flexibility (many want to continue to work remotely). Not every business can afford or manage these terms. And, they\u2019re not feasible, certainly in terms of some of the salaries people are asking for.<\/p>\n

I\u2019ve heard of service providers in the UK that have almost doubled their salary offerings for needed hires now that they\u2019re going back to the office\u2014and people coming in are asking for double that. And other firms are hiring them. This is not sustainable for businesses in the long term.<\/p>\n

So how can MSPs navigate the current market without breaking the bank and undermining their business model? I see businesses approaching this in three different ways, and there\u2019s something every MSP business, however big or small, can learn here.<\/p>\n

Training<\/h2>\n

We all know training takes time, and time is often in short supply, particularly these days. However, it does represent the best route. Nobody wants to hire the wrong person\u2014it can be a hugely expensive mistake, even in an employers\u2019 market. With training you keep your best staff and bridge the knowledge gaps.<\/p>\n

But you need to rethink your approach to training. You\u2019ve got to figure out how to find time to actually let your techs learn; it\u2019s only going to make your business better. You certainly can\u2019t do everything internally\u2014you don\u2019t have the time and resources. So look to your vendors to help. A good vendor should be invested in helping your business succeed, and can support you with everything from delivering their own training to hooking you up with your industry peers to find out what are they doing. This can help you understand what sort of training your teams truly need.<\/p>\n

Realistically, you should be investing in training your techs on an ongoing basis.<\/p>\n

Automation<\/h2>\n

One partner I talked to recently told me he\u2019d just lost his main RMM champion. While he had a small team managing this function, this was his key person. So, they decided to examine his daily duties and automate as many as possible, and then train another team member to be the new champion.<\/p>\n

This approach can give you a much deeper understanding of your business, via your platforms, tools, and all of your software. Is it just running, or can you tweak it to improve the efficiency of all of your techs? Of course, this doesn\u2019t have to just be for your RMM: It could be any piece of software your business uses that helps monitor and manage data to improve efficiency.<\/p>\n

For years Gartner has talked about the digitalization of the worker.<\/span> And that should be a serious consideration before you hire people\u2014can you alleviate the problem with software or automation? For example, our MarketBuilder program automates some of your marketing. Do you need to hire a marketing person, or do you want to try this first? While MarketBuilder isn\u2019t specifically about techs, you get the picture. Certainly, if you\u2019re a smaller MSP, something like MarketBuilder can help you better spend your time helping your customers. This doesn\u2019t mean we\u2019re going to automate people out of a job, though. You\u2019re not replacing people\u2014you\u2019re augmenting your team with software.<\/p>\n

Automation doesn\u2019t mean you\u2019ll never hire anyone again. What it does mean is that when you do hire, you hire who you really need, not who you think you need.<\/p>\n

Looking outside your company<\/h2>\n

Partnering is another great way to quickly fill a skills gap. Find a complementary business that has some slack as well as the skill set you need, and strike a deal. We\u2019ve talked about this with respect to MSPs teaming up with MSSPs to help deliver security, but realistically you could do this with any skills if you needed to fill in your service offering quickly.<\/p>\n

Also, your approach depends on where you are in your growth and maturity cycle. I know some MSPs that are looking to acquire other MSPs to help them bridge a skills gap\u2014buying the skill sets they need rather than hiring them. This might be a bit extreme for some, but if you want to scale rapidly and efficiently, it could put you on a path to the growth you need.<\/p>\n

With the changes and challenges we currently face as a sector, a skills gap is inevitable. However, looking at the problem in a different way can help you through without getting dragged into expensive hires that may not be what your business needs.<\/p>\n

 <\/p>\n

\n

David Weeks is senior director of partner experience at N‑able<\/em><\/p>\n

Follow David on Twitter\u00a0<\/em>@WhatWeeksSays<\/em><\/span><\/a>\u00a0or connect via\u00a0<\/em>LinkedIn<\/em><\/span><\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Many MSPs are facing a tough time finding qualified techs to keep pace with a rapidly changing marketplace. David Weeks looks at how some businesses are coping.<\/p>\n","protected":false},"author":78,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-27150","post","type-post","status-publish","format-standard","hentry","topic-msp-business"],"acf":[],"yoast_head":"\nManaging the skills gap: to hire or not to hire? - N-able<\/title>\n<meta name=\"description\" content=\"Many MSPs are facing a tough time finding qualified techs to keep pace with a rapidly changing market. 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