byodEarlier this year, the Cisco Visual Networking Index (VNI) Global Mobile Data Traffic Forecast Update predicted that the following milestones in mobile traffic would be reached in the next five years:

• The number of mobile-connected devices will exceed the world’s population in 2013.

• Due to increased usage on smartphones, handsets will exceed 50 percent of mobile data traffic in 2013.

• Tablets will exceed 10 percent of global mobile data traffic in 2015.

Consumers expect a seamless mobile experience, and workers expect to BYOD.  As these trends work hand in hand to boost the demand for mobile devices and applications, large organizations have an increasing need for mobile development resources in marketing, product development, and internal operations.

According to the CareerBuilder Supply & Demand Hiring Indicator, there are currently 15,500 advertised job openings demanding mobile skills, but only 2,000 skilled candidates available.

In addition to technical mobile skills, big business needs developers with a track record of implementing mobile solutions at the enterprise level, increasing demand for experienced mobile developers.

With hot competition for mobile, enterprises require a strategic approach in sourcing and hiring mobile talent:

Communicate Across Departments

Because mobile app development often stems from a marketing need, IT departments are competing with marketing spend for the same resources.  Better communication between these departments can reduce the cost of implementing the same deliverables.

Create an Agile Hiring Process

The demand for mobile talent greatly outweighs the supply, and the most optimal candidate are not always available.  Organizations who consider both “must-have” and “optional” skills will have better success in hiring and ramping up a great fit.  Alternative skills can make the difference between hiring someone who can get mobile initiatives off the ground and a vacancy left in search of the perfect candidate.

High competition for mobile resources also means that hiring managers have to act quickly when the opportunity to hire a resource arises.  Experienced mobile developers have many employment options, and will easily move on to the next opportunity if the organization is unresponsive.

Explore Unsaturated Markets

Tap into markets in which the demand for mobile talent is less than the supply of active candidates.  While the competition for web developers is hot in San Francisco, it may be easier to attract candidates from a less saturated market, like Orlando.

Use Existing Resources

Current employees fit the organization’s culture.  They already have an understanding of organizational structure and existing development processes.  When flexibility and time constraints allow, investing in internal resources is ideal.  However, there is often a push to get mobile applications to market quickly in order to keep up with competitors and consumer demand.  While ramping up internal resources is cost-effective and culturally-sound, it is not always a feasible solution.

Enforce a Mobile Mindset

Not only are customers clamouring for a seamless mobile experience on their tablets and smartphones, but so are employees.  To truly adopt mobile technology, organizations are taking on a mobile mindset internally.  Giving employees the opportunity to access applications securely on their mobile devices not only provides flexibility and increases productivity, but also forces internal development resources to stay up to speed on the mobile trend without pushing for external hiring.

Currently, the CareerBuilder Supply and Demand Hiring Indicator suggests that positions requiring mobile skills are more difficult to recruit for than 87% of all positions nationwide.    Demand for mobile talent will continue to grow as the pool of mobile consumers grows nationally and internationally.  Tapping into mobile talent will be key for enterprises that want to appeal to their customers, retain their talented employees, and be easy to do business with via mobile devices and applications.

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