In the third blog post of this series, we identified occupations that the RBTC Tech Member Industry is most driven by according to job postings, makeup of the existing workforce found, and above average Location Quotient (LQ) all sourced from JobsEQ. From online job ads, there is a broad range of organizations wanting these occupations in roles with their organizations.
RBTC’s Tech Talent Series takes a deeper look at each of these “Fab 5” occupations in greater detail and offers members three suggestions for enhancing the efforts to secure this talent in the future. The “Fab 5” occupations, as previously covered in RBTC Tech Talent Events include:
- Computer and Information Systems Managers
- Software Developers
- Computer User Support Specialists
- Network and Computer Systems Administrators
- Information Security Analysts
Computer and Information Systems Managers
The highest mean annual wage of the group will have an annual demand of 47 of these roles in the region. Over the past year, 100 online job postings have been made for these occupations.
Software Developers
The largest employment base of the four occupations, and the largest number of annual total demand at 145. This occupation has the greatest opportunity for growth based on the positive award gap by local colleges. Competing for this talent could create a regional competitive advantage (1.25 LG up from 0.94)
Computer User Support Specialists
The lowest annual wage, yet the most online job ads of the group for the past 12 months. Annual demand is only 52 and natural growth is stagnant.
Network and Computer Systems Administrators
A high regional competitive score at 1.2 boasting a 4:1 ratio of job ads to total demand. Yet, it’s still a significant chunk with a nearly six-figure median annual wage.
Information Security Analysts
The highest LQ at 1.94 and annual growth percentage at 2.2%. Very low unemployment rate indicates there is a significant current demand, yet a smaller total employment than the others mentioned.
Balanced 3-Prong Approach to Enhance Availability of this Talent in the Region
First, retain Individuals with Degrees that the local colleges and universities are producing. Looking specifically at software developers, our region has a positive award gap, and supports the narrative that our region is educating other region’s workforce. We don’t need all of them, but we need more than we are getting at this time. Bottom line, local firms must compete on campus.
Second, upskill people with desired skills and certificates. Based on existing candidates in the market for the occupation of software developers, their skills are not present in order to meet the requirements of the job openings. Java, SQL, Agile, Scrum and Azure lead the list. Providing a career map of what’s required, with the expected time investment will help. The question is, can companies wait that long?
Therefore, the third tactic is to migrate this talent from other places. These are the MSAs with the highest concentration of software developers based on the Location Quotient.
This is how Roanoke and Blacksburg (separate in this chart) compare to those with the highest LQs.
A targeted promotional campaign to individuals with this occupation who may have roots to the region (native son or daughter, college alum, trailing spouse, other) all are required to close the gap more quickly.
The Roanoke Blacksburg Tech Council is dedicated to elevating the region as a place for innovation while showcasing career opportunities for our member companies. Contact the RBTC team for more information on getting your brand in front of the right audience.
Stay tuned for more talent insights.
