Digital transformation is moving faster than ever before. Companies everywhere are trying to keep up by investing in new tools, systems, and strategies. But there’s one big roadblock in the way — a massive shortage of skilled talent. Without the right people, even the best digital initiatives can stall or fail completely.
1. 87% of companies say they have a skills gap or expect to have one in the next few years
The skills gap is no longer a future problem — it’s already here
Across industries, businesses are realizing that their teams just don’t have the digital skills needed for today’s work. Whether it’s understanding data, using new software, or driving online marketing strategies, many employees are behind the curve. And as digital tools continue to evolve, that gap is only going to get bigger unless companies take action.
Why does this gap exist?
There are a few key reasons:
- Technology is evolving faster than training programs.
- Traditional education systems aren’t built for digital change.
- Companies have been slow to invest in reskilling.
- Employee roles are changing faster than job descriptions.
This creates a frustrating cycle where hiring gets harder, performance drops, and digital transformation slows down.
What can you do about it?
Start with a skills audit. You can’t fix a gap unless you know where it is. Look at each team, role, and function in your company. Identify the digital tools, systems, or knowledge each person should have — then compare that with what they actually know. Use simple surveys or one-on-one interviews.
Create fast, focused learning programs. Don’t wait months to launch training. Create short workshops, micro-courses, and on-the-job learning that directly solves real problems. Think “learn by doing” instead of sitting in a virtual classroom for hours.
Reward learning. Make learning part of your company culture. Recognize people who take the time to improve their skills. Show that learning isn’t just encouraged — it’s expected.
Build digital literacy across all departments. This isn’t just for the IT or marketing teams. Every team needs basic digital knowledge to succeed in today’s world.
Use mentorships. Pair experienced team members with newer employees who want to learn. You’ll build trust, speed up learning, and create better teamwork.
2. 70% of digital transformation initiatives fail due to lack of skilled talent
When skills are missing, digital projects stall
It’s a harsh number, but one that can’t be ignored. Most digital transformation efforts fall flat — not because of poor technology, but because the people using that technology aren’t ready. Even with the best tools, it’s people who make or break a transformation.
Common mistakes businesses make
- Hiring tools before hiring skills
- Assuming employees will “figure it out”
- Not including HR or training teams in transformation plans
- Ignoring change management
Without a strong team of digitally skilled workers, your transformation is just software with no power behind it.
Actionable strategies to fix this
Make training a first step, not an afterthought. Before buying any tool or system, plan for who will use it and how they’ll be trained. Invest in training early.
Involve your people in the planning stage. Ask employees what tools they need, what processes are slow, and where they struggle. When people feel heard, they’re more likely to adopt change.
Create digital champions. These are team members who love new tools and aren’t afraid to try them. Give them early access, train them deeply, and let them help others.
Don’t aim for perfection. Many transformations stall because companies try to get every detail perfect. Instead, go live with small changes, learn quickly, and improve as you go.
Track success in people terms. Don’t just measure transformation by software use. Measure employee confidence, training completion, and speed of adoption.
3. 60% of CEOs say the digital talent shortage is their biggest barrier to transformation
CEOs are feeling the talent pinch
When the top leaders of companies say talent is the #1 problem holding them back, it’s time to take that seriously. Digital transformation is no longer optional — it’s what keeps businesses alive in fast-moving markets. But even with budgets, plans, and vision, CEOs are finding that skilled people are the one thing they just can’t find fast enough.
Why is this happening?
Most CEOs are ready to invest in digital tools. They’re signing off on cloud platforms, automation, AI, and new business models. But finding people to lead those changes — data analysts, digital marketers, product designers, cybersecurity experts — is proving much harder. Often, the problem isn’t just hiring, it’s hiring fast enough and well enough to keep up with demand.
Some roles sit open for months. Others are filled with people who aren’t quite the right fit. And this slows down progress, frustrates teams, and limits growth.
How to help your CEO lead through this challenge
Start with clarity. CEOs need a clear view of which skills are critical. Help leadership teams understand which gaps are slowing things down and what impact that’s having on business goals.
Link talent to business outcomes. Make sure hiring, training, and upskilling are tied directly to revenue goals, product timelines, or customer satisfaction. This gets buy-in and budget faster.
Simplify decision-making. Many CEOs want to invest in talent but get stuck in long, slow approval chains. Cut the red tape where possible. Give department heads the freedom to move faster on hiring and learning.
Offer market-level compensation. Digital roles are competitive. If you’re not matching or exceeding market salaries, you’re losing out — and the CEO needs to understand that clearly.
Invest in your employer brand. Top talent wants to work for companies that value growth, innovation, and people. Show that you’re serious about digital — and about treating your employees well.
4. 58% of businesses cite hiring difficulties as a major obstacle to adopting new technologies
Technology means nothing without the right people
There’s a dangerous assumption in many companies: that once a new technology is bought, everything else will fall into place. But without the right team to manage, implement, and use that tech, it just sits there. That’s why nearly 6 out of 10 companies say hiring problems are stopping them from using the tools they’ve already invested in.
The real cost of this problem
Let’s say a company invests in a new data platform. It’s powerful, expensive, and designed to drive decisions. But they can’t find or keep the data engineers and analysts needed to run it. So, the system doesn’t get used. Decisions don’t improve. And the ROI drops to zero.
This is happening everywhere — in marketing teams, product teams, finance, HR, operations — you name it. Tools get bought faster than talent gets hired.
What to do differently
Map your tech stack to your talent stack. Before buying new technology, list the exact skills needed to use it. Then check whether you have those skills in-house. If not, plan for how you’ll get them — through hiring or training — before you commit.
Simplify your tech. More tools don’t always mean better outcomes. Use fewer, better-integrated systems that your team can realistically manage and master.
Offer onboarding sprints. When you do adopt a new tool, launch it with energy. Run intensive onboarding programs. Train fast. Offer support. Make sure everyone who needs to use it feels confident within 30 days.
Hire for learning ability. In today’s job market, people who can learn fast are more valuable than people who already know every system. Prioritize adaptability, curiosity, and comfort with change.
Partner with vendors. Many technology vendors offer free training, support programs, or even help with hiring. Ask for it. Use those resources to close gaps quickly.
5. 67% of HR leaders say digital transformation has created new roles that are hard to fill
The job market is shifting faster than job titles
HR teams are under pressure. As companies go digital, completely new roles are popping up — roles that didn’t even exist a few years ago. Think about titles like “Data Governance Specialist” or “AI Ethics Advisor” or “Digital Product Owner.” These aren’t just fancy names. They’re critical jobs, but HR often has no benchmark for hiring them.
Why this is such a challenge
- There are few standard job descriptions for these new roles
- Salaries and expectations vary widely
- Internal recruiters may not understand the technical requirements
- Candidates are in short supply and high demand
HR wants to help, but without clarity and structure, they end up guessing. And that leads to slow hiring, poor fits, and missed opportunities.
How HR teams can adapt quickly
Work closely with hiring managers. HR shouldn’t guess what a job needs. Have deep, practical conversations with the teams that need the role. Ask what outcomes the role should drive, not just what tools they should know.
Use external benchmarks. Look at what similar companies are doing. Use LinkedIn, Glassdoor, and industry forums to see how others define, hire, and pay for similar roles.
Focus on problem-solving skills. New roles don’t always come with degrees or clear certifications. Focus on how candidates approach problems, how they’ve learned new tools, and how they think — not just what’s on their resume.
Invest in internal mobility. You might already have someone who could grow into that new role. Look for curious, adaptable people inside your company. Offer stretch assignments, cross-training, and coaching.
Educate hiring panels. Make sure everyone involved in interviews understands the role and what really matters. Align early to avoid delays and confusion.
6. 54% of organizations report that digital roles take more than 12 weeks to fill
Slow hiring is slowing everything else
When it takes three months or more to hire someone for a critical digital role, your business slows down. Projects wait. Deadlines shift. Teams lose momentum. And competitors move ahead.
This long hiring timeline isn’t unusual — but it is dangerous. And it creates hidden costs in every part of the company.
Why digital roles take so long to fill
- The job market is tight and competitive
- Roles are often highly specific
- There are too many steps in the hiring process
- Decision-makers aren’t aligned
- Candidates are lost to faster-moving companies
And sometimes, companies don’t even realize how long the process really takes until they measure it.
How to hire faster without lowering quality
Track time-to-fill carefully. Start by measuring how long each hiring process really takes. Break it down: job posting, screening, interviews, offers, and acceptance. Identify bottlenecks.
Streamline the interview process. Limit the number of interview rounds. Use structured interviews. And empower hiring managers to make decisions faster.
Build a talent pipeline. Don’t start from zero every time. Keep a running list of strong candidates, even if you’re not hiring today. Engage with them regularly.
Use contract-to-hire. Bring in skilled people as contractors with the option to convert. This speeds up onboarding and reduces risk on both sides.
Make fast, strong offers. When you find a great candidate, move fast. Don’t wait days or weeks. Offer competitive pay, clear expectations, and a warm welcome.
7. 76% of IT leaders say talent shortage is hindering their cloud transformation efforts
Cloud is the future — but only with the right team
Moving to the cloud isn’t just a tech upgrade. It’s a total change in how systems run, data is stored, and teams operate. But most IT leaders say they can’t move as fast as they want to — because they don’t have the people to make it happen.
Cloud skills are in especially short supply. Cloud engineers, DevOps pros, architects, and security experts are being snapped up fast. That means many companies are stuck halfway between old systems and new ones.
The risks of falling behind
- Higher infrastructure costs
- Poor scalability
- Increased security vulnerabilities
- Lost agility and innovation
The longer a cloud project is delayed, the more your competitors pull ahead. And the harder it is to catch up.
What companies can do to keep moving forward
Prioritize critical skills. You don’t need to fill every role at once. Focus on the most critical positions that unlock momentum. Often that’s DevOps and security.
Offer cloud certifications. Help current team members get certified in AWS, Azure, or GCP. Pay for the tests. Give them time to study. Celebrate their success.
Use hybrid teams. Mix internal staff with trusted contractors or consultants. This allows you to move faster without long hiring delays.
Start with small wins. Move one workload to the cloud at a time. Prove the value. Build confidence. Scale from there.
Promote from within. Many IT professionals want to grow into cloud roles. Give them a roadmap, training, and support. You’ll keep your best people and fill your needs.
8. 83% of employers have had trouble recruiting suitable candidates for tech positions
The tech hiring game is tougher than ever
Hiring for tech roles is starting to feel like chasing unicorns. Nearly every company needs software developers, data analysts, security professionals, or AI specialists — but the supply just isn’t there. Even companies offering high salaries and great perks are struggling to attract the right talent.
And here’s the truth: this is more than just a hiring challenge — it’s a competitive disadvantage.
Why is it so hard to find the right candidates?
There are a few big reasons:
- The tech job market is oversaturated with demand.
- Many candidates lack practical, real-world experience.
- Companies sometimes write unrealistic job descriptions.
- Startups and big tech firms are soaking up top talent.
- Candidates are being ultra-selective about where they work.
All of this adds up to one thing: a lot of open positions and not enough qualified people to fill them.
What can you do to improve your chances?
Write better job descriptions. Be clear, specific, and realistic. Don’t turn away great talent by asking for every skill under the sun. Focus on the top 3–4 must-haves and be flexible on the rest.
Build your own tech talent. Invest in training junior talent and developing people internally. It takes time but pays off massively in loyalty and long-term success.
Speed up your hiring process. Tech talent moves fast. If your interview process takes too long, you’ll lose candidates to faster-moving companies.
Sell your mission. Talented tech professionals want meaningful work. Make sure your job pitch includes why your company matters, how the role makes an impact, and what kind of learning opportunities exist.
Look outside traditional backgrounds. Not every great tech hire comes with a computer science degree. Self-taught developers, bootcamp grads, and career changers can be incredibly valuable if they’ve got the right mindset and skills.
9. 63% of companies plan to upskill existing employees to address talent gaps
Upskilling is the new hiring
Hiring externally isn’t always the best — or fastest — solution. That’s why nearly two-thirds of companies are turning to a smarter strategy: upskilling the team they already have. It makes sense. Your current employees already understand your business, culture, and customers. All they need is the right training to grow into new digital roles.
Why upskilling works so well
- It’s faster than external hiring.
- It builds loyalty and reduces churn.
- It’s often more cost-effective.
- It strengthens company culture.
- It increases internal mobility.
Upskilling is a win-win — your team grows, and your digital projects get the talent they need.
How to build an effective upskilling program
Start with clear skill mapping. Identify what skills are needed across departments, and compare them to what your team already knows. This shows you where the biggest gaps are.
Create role-based learning paths. Don’t just offer general training. Design learning paths tied to real roles — like digital marketer, data analyst, or cloud engineer.
Make it practical. Use project-based learning. Give employees the chance to apply new skills on real tasks and get feedback.
Offer time and support. Learning takes time. Make space in people’s schedules. Offer coaching, mentoring, and recognition for progress.
Celebrate success. Share stories of people who’ve upskilled and moved into new roles. It motivates others and shows what’s possible.
Invest consistently. Upskilling isn’t a one-time thing. Keep evolving your training programs to match new technologies and business needs.
10. 90% of companies view digital skills training as a critical investment
Digital training is now mission-critical
It’s no longer a nice-to-have. Almost every business leader agrees: if your team doesn’t have digital skills, you’re at risk. Whether it’s automating processes, understanding data, improving customer experience, or managing cloud infrastructure, digital skills sit at the heart of business performance today.
What are digital skills, really?
Digital skills cover a broad range of capabilities. Some are technical (like coding or using data tools), and others are strategic (like understanding customer journeys or digital product design). The key is this: digital skills help people use technology to solve business problems.
Building a training strategy that actually works
Know your audience. Not everyone needs to become a coder. Tailor training to different departments, roles, and career levels.
Use bite-sized formats. Long, boring courses don’t stick. Microlearning, short videos, and interactive modules work better — especially for busy teams.
Focus on outcomes. Training should lead to real improvements. Set goals like “reduce reporting time by 50%” or “launch three automated workflows” to track impact.
Make it social. Learning is more effective when people do it together. Use small cohorts, discussion groups, and learning buddies to make it collaborative.
Leverage your internal experts. You probably already have people with great digital skills. Let them lead workshops, mentor others, or create custom training materials.
Measure progress. Track completion rates, confidence levels, and business results. Use the data to refine your training strategy.
11. 52% of companies report higher attrition in digital roles due to competitive hiring
The digital talent war is draining your team
It’s not just about hiring — it’s about keeping the people you’ve already got. And over half of companies say they’re struggling to hold onto their digital talent. Why? Because competition is fierce. Skilled digital professionals are being headhunted, offered big raises, or leaving for remote jobs with more freedom.
The cost of digital attrition
When a developer or digital strategist walks out the door, the cost goes far beyond just replacing them. You lose institutional knowledge. Projects stall. Teams get discouraged. And hiring a replacement can take months — if you find one at all.
Strategies to keep your digital talent engaged
Offer growth, not just money. Sure, salary matters. But most digital professionals also want interesting projects, a chance to grow, and recognition for their skills.
Create a strong tech culture. Let your tech teams experiment, solve problems creatively, and collaborate with business units. Avoid micromanaging and siloing.
Provide career paths. Help digital employees see where they can go next. Offer lateral moves, promotions, and new challenges inside the company.
Be flexible. Remote work, flexible hours, and mental health support matter. Respect their time and autonomy.
Check in often. Don’t wait for the exit interview. Use regular one-on-ones and pulse surveys to understand how your digital teams are feeling — and act on what you hear.
12. 49% of businesses say they’ve delayed digital projects due to talent scarcity
Projects are waiting — not because of money, but because of people
Almost half of all businesses have had to hit pause on important digital projects because they simply don’t have the talent to make them happen. That’s a huge issue. In today’s fast-paced world, delays mean lost opportunities, frustrated customers, and falling behind competitors.
Why delays happen
- Can’t hire fast enough
- Team is stretched too thin
- Skills required are too niche
- Contractors are overbooked
- Knowledge transfer takes too long
And every delay comes with a cost. Momentum is lost. Stakeholders lose confidence. Customers wait longer for new features or better experiences.
How to keep things moving despite talent gaps
Break projects into smaller chunks. If you can’t do the whole project right now, find a piece you can tackle with your current team. Small wins keep energy high.
Use external support smartly. Bring in freelance talent or agencies to handle short-term needs — but make sure you plan for knowledge transfer and documentation.
Cross-train your team. Don’t wait for the perfect hire. Train existing employees to fill critical gaps and rotate roles where possible.
Create a project triage system. Prioritize projects that have the biggest impact and can be done with the resources you have. Push less urgent ones to the back burner.
Communicate delays clearly. Don’t let project delays fester quietly. Let stakeholders know what’s going on, why it’s happening, and what the plan is.
13. 45% of hiring managers say finding candidates with AI/ML skills is extremely difficult
AI and machine learning: high demand, low supply
Artificial Intelligence (AI) and Machine Learning (ML) are transforming every industry — from healthcare and finance to marketing and logistics. But while businesses are eager to implement AI solutions, almost half of all hiring managers are struggling to find people who actually know how to work with these tools.
And that’s not surprising. AI and ML are still emerging fields. The best talent is scarce and highly sought-after. And many companies don’t fully understand what they need, making hiring even more confusing.
Why hiring for AI/ML is so tricky
- Few professionals have hands-on experience with production-level AI systems.
- The field moves fast — yesterday’s knowledge can be outdated today.
- Job descriptions are often vague or overly ambitious.
- Candidates are being pulled in every direction — startups, academia, tech giants.
This creates a tough spot for growing companies that want to innovate but can’t get the people to do it.
How to compete for AI/ML talent
Narrow the focus. Instead of hiring for broad “AI experience,” identify the specific skill sets your project needs. Is it model training? Data labeling? Deployment? Hiring becomes easier when roles are clearer.
Look beyond traditional degrees. Many AI experts are self-taught or come from bootcamps and online courses. Don’t let the lack of a master’s degree stop you from interviewing a skilled candidate.
Use real-world challenges. Let candidates solve a small data problem or walk through how they’d approach a business challenge. This gives you a true sense of their skills and thinking.
Partner with universities. Internships, research partnerships, and campus recruiting events can give you early access to up-and-coming talent.
Create a learning lab. If you can’t find AI/ML talent, grow your own. Create space for curious employees to learn, experiment, and build simple AI tools as a team.
14. 37% of digital transformation leaders say hiring delays have cost them market share
Time is money — and hiring delays cost both
In digital transformation, speed is everything. Companies that move quickly can launch new products, improve customer experiences, and adapt to changes in the market. But more than a third of transformation leaders say they’ve lost ground to competitors — simply because they couldn’t hire fast enough.
That’s a real-world consequence of a slow hiring pipeline: not just missed deadlines, but missed opportunities.
What delays are doing to your business
- Slowing product launches
- Reducing innovation speed
- Frustrating internal teams
- Giving competitors a head start
And often, the problem isn’t just a lack of candidates. It’s the internal process: unclear roles, multiple approvals, drawn-out interviews.
How to fix hiring delays before they hurt your market position
Create hiring “strike teams.” Set up dedicated cross-functional hiring teams that can move fast on critical roles. Give them authority to make decisions without waiting for endless sign-offs.
Use just-in-time recruiting. Always have a short list of candidates ready for key roles. Keep talent pools warm through periodic check-ins, even if you’re not actively hiring.
Improve internal alignment. Get HR, department heads, and recruiters aligned on what success looks like. Misalignment causes unnecessary back-and-forth.
Cut interview rounds. Three rounds should be more than enough. Make interviews meaningful and efficient. Use structured scoring to avoid bias and speed up decisions.
Track your competitors. If others in your space are hiring faster, study what they’re doing differently. Use that insight to improve your process.
15. 72% of firms are increasing their use of contract workers due to digital talent shortages
Contractors are filling the digital gap
When hiring full-time staff gets too hard, companies turn to contractors — and nearly three-quarters of businesses are doing exactly that. Freelancers, consultants, and agencies are helping bridge the talent gap in design, development, data, and more.
This shift makes sense. Contract workers offer speed, flexibility, and niche skills. But they also come with challenges — like knowledge transfer, integration, and long-term planning.
The pros and cons of contract hiring
Pros:
- Quick access to hard-to-find skills
- Scalable up or down as needed
- Lower long-term costs for short projects
Cons:
- Less company loyalty
- Risk of knowledge loss when contracts end
- Harder to build a unified team culture
How to use contract talent effectively
Define clear scopes. Be specific about deliverables, deadlines, and outcomes. Ambiguity leads to frustration on both sides.
Integrate them into the team. Don’t treat contractors like outsiders. Include them in meetings, Slack channels, and decision-making — especially on long-term projects.
Document everything. Insist on strong documentation practices so that knowledge stays with your team after the contract ends.
Use contracts as trials. Great contractors can become great full-time hires. Use short-term work as a way to test fit and build relationships.
Balance internal and external talent. Don’t become over-reliant on contractors. Make sure your core team is also growing and retaining key digital knowledge.
16. 78% of companies with successful digital initiatives had formal digital skills strategies
Skills don’t grow by accident — they need a strategy
The companies leading digital transformation aren’t just winging it. Nearly 8 out of 10 have a formal strategy in place to build the digital skills their teams need. That includes training, hiring, performance tracking, and even partnerships with schools and learning platforms.
In other words, success in digital doesn’t just happen. It’s planned.
What a good digital skills strategy looks like
- Starts with clear goals
- Covers both technical and soft skills
- Ties directly to business outcomes
- Has support from leadership
- Is reviewed and updated regularly
If your company doesn’t have this in place, you’re flying blind — and likely falling behind.
How to build your own digital skills strategy
Audit your current capabilities. What digital skills does your team already have? What’s missing? Use surveys, interviews, and assessments to map it out.
Tie skills to business priorities. Don’t train just for the sake of it. Build skills that support key projects, goals, and customer needs.
Choose delivery methods that fit your team. Some teams love online courses. Others need workshops or hands-on coaching. Match the format to the learners.
Measure impact. Track progress through both learning metrics (like course completion) and performance outcomes (like project delivery speed or error rates).
Keep evolving. Update your strategy every 6–12 months to match new tools, market shifts, and internal priorities.
17. 59% of HR professionals say reskilling is more cost-effective than hiring
Reskilling: your secret weapon in the talent war
Hiring new people is expensive — job ads, recruiter fees, interviews, onboarding, and training. That’s why almost 60% of HR leaders say it’s more efficient to reskill the people you already have than to hire from outside.
This is especially true in digital roles, where the right mindset often matters more than specific tools or certifications.
Why reskilling works
- Saves time on onboarding
- Retains company knowledge
- Improves morale and engagement
- Fills talent gaps faster
Plus, it shows your people that you’re invested in them — and that builds trust.
Reskilling the right way
Identify who’s ready. Not everyone wants to change roles — and that’s okay. But look for curious, adaptable team members who want to grow and learn.
Offer multiple pathways. Some people learn best through courses, others through projects or mentoring. Create flexible learning experiences.
Set clear milestones. Reskilling should be treated like a structured transition. Set goals for skill mastery, shadowing, and project contributions.
Give real opportunities. Let reskilled employees move into new roles or lead new projects. Don’t make learning feel like extra work with no payoff.
Track and share success. Celebrate stories of people who’ve moved from admin to analytics, or from support to product. It inspires others and proves reskilling works.
18. 51% of CIOs say tech teams are understaffed to meet digital transformation goals
Understaffed tech teams can’t carry the weight of transformation
Digital transformation requires a huge lift — system overhauls, data migration, integration of tools, new cybersecurity frameworks, and much more. Yet over half of Chief Information Officers (CIOs) say their tech teams are too small or stretched too thin to get it all done.
This isn’t just a staffing issue. It’s a risk to execution, innovation, and growth.
Why tech teams are under pressure
- Budgets don’t match expectations
- Hiring is too slow
- Workloads have doubled or tripled
- Support demands are rising with more tools and users
- Shadow IT is creating extra cleanup work
With so many new tools being rolled out, and old systems still needing maintenance, tech teams are caught in the middle — trying to build the future while holding together the past.
What to do when your tech team is overwhelmed
Re-prioritize. Not everything needs to happen at once. Align closely with leadership and departments to decide which projects are most business-critical.
Hire roles that create leverage. A great DevOps engineer can automate manual tasks. A skilled system architect can prevent issues before they occur. Hire smart, not just fast.
Reduce “tech debt.” Don’t let legacy systems eat up all your team’s time. Start paying down tech debt — one system, one integration, one process at a time.
Give teams room to think. Schedule “no-meeting days” or focused sprints where tech teams can go deep on high-impact work without distractions.
Document and delegate. Encourage your team to create playbooks so support tasks can be handled by junior staff or even non-technical employees with training.
19. 62% of companies face difficulties hiring for cybersecurity roles amid transformation
The cybersecurity talent crunch is real — and risky
Every digital initiative increases your exposure to threats — from data breaches and phishing to ransomware and insider threats. So it’s alarming that 62% of companies can’t find the cybersecurity experts they need.
This leaves your systems, data, and customer trust vulnerable — all while cyber threats are growing more sophisticated by the day.
Why cybersecurity hiring is especially hard
- High demand, limited talent pool
- Cybersecurity pros are expensive
- Many roles require certifications or clearances
- Workloads are high and burnout is common
- Misunderstandings between HR and security teams slow hiring
A shortage here doesn’t just delay projects — it puts the entire business at risk.
How to protect your business despite the shortage
Train from within. Look for IT staff, system admins, or even help desk pros with an interest in security. Support them in getting certified and stepping into cyber roles.
Use managed security providers. If you can’t build a full in-house team, outsource critical functions like threat detection and response.
Involve cybersecurity in all tech projects. Don’t treat security as an afterthought. Make it a partner in every new system implementation or app launch.
Automate routine security tasks. Use tools that handle patching, password resets, and monitoring to free up your limited team for strategic work.
Build a security-first culture. Train all employees in basic security hygiene. Make it everyone’s job to protect company data.
20. 64% of organizations say hiring time has doubled for tech transformation roles
Time-to-hire is getting longer — and more costly
It used to take weeks to hire someone for a tech role. Now it can take months. Almost two-thirds of organizations say the time it takes to hire for transformation-focused roles has doubled — and that’s slowing everything down.
When roles stay open, projects stall. When you rush, you risk bad hires. And when candidates drop out due to long processes, you start over again.
What’s causing the slowdown?
- Job requirements are too narrow
- Too many interview rounds
- Unclear decision-making ownership
- Rigid internal processes
- Candidates taking multiple offers at once
This means even if you find the right person, you might not hire them fast enough to make it count.
How to speed up your hiring cycle
Audit your process. Break down your hiring pipeline into stages. Identify where delays are happening — scheduling interviews, waiting on approvals, finalizing offers.
Set hiring SLAs. Hold everyone accountable. Require interview feedback within 24 hours. Set deadlines for offer approvals.
Build ready-to-go pipelines. Use your careers page, social media, and internal referrals to keep a steady stream of candidates flowing.
Offer fast, personalized communication. Candidates appreciate timely updates, clear next steps, and knowing what to expect. Treat them like valued customers.
Be decisive. If a candidate meets your criteria, move. Don’t wait to “see a few more.” Good people won’t stay on the market long.
21. 43% of business leaders say the talent shortage has increased transformation costs
The cost of missing talent is adding up
Digital transformation is supposed to improve efficiency, lower costs, and drive growth. But when you can’t find the right talent, those costs go up — way up. Nearly half of all business leaders say the talent shortage has made their digital initiatives more expensive.
Why? Because delays cost money. Workarounds cost money. And rushed hires or mistakes cost even more money.
Where the hidden costs show up
- Paying above-market rates to poach talent
- Hiring contractors at a premium
- Delaying launches and losing revenue
- Burnout from overworking your current team
- Rework due to underqualified hires
You’re not just paying more — you’re getting less return on every dollar you invest.
How to control transformation costs while still tackling talent gaps
Plan longer-term. Spread out your transformation roadmap to match realistic hiring and upskilling timelines. Don’t try to do everything in one quarter.
Invest in retention. It’s cheaper to keep great people than to replace them. Make sure your compensation, culture, and growth paths are competitive.
Use value-based hiring. Focus on what outcomes each hire is expected to drive. This helps avoid overhiring or hiring the wrong role entirely.
Track ROI per hire. Instead of just looking at headcount, track how each new hire contributes to project delivery, revenue, or efficiency improvements.
Get creative with talent models. Tap into global talent pools, freelancers, and cross-functional teams. Think beyond the traditional 9-to-5 employee.
22. 75% of enterprises are automating hiring processes to speed up digital recruitment
Automation is becoming a key hiring tool
When every day counts, slow and manual hiring processes just don’t cut it. That’s why three-quarters of enterprises are turning to automation to streamline recruitment — from screening resumes to scheduling interviews.
This isn’t just about speed. Automation also reduces bias, improves candidate experience, and frees up your team to focus on relationship-building.
What parts of hiring can be automated?
- Resume screening with AI
- Skill assessments
- Interview scheduling
- Candidate communication (status updates, reminders)
- Background checks and onboarding
Used well, these tools turn a clunky process into a smooth experience — for both candidates and recruiters.
How to introduce hiring automation without losing the human touch
Start small. Pick one or two stages — like screening or scheduling — and pilot tools that save your team time.
Use automation for consistency, not judgment. Automate repetitive tasks, but keep interviews and decision-making human.
Communicate clearly. Let candidates know where automation is used and what to expect. Transparency builds trust.
Measure impact. Track how automation affects time-to-hire, candidate drop-off rates, and team workload.
Balance tech with empathy. Use automation to enhance your recruiters’ ability to connect, not to replace it.
23. 61% of digital transformation investments are spent on talent development
People are the core of transformation — not just the tech
When companies invest in digital transformation, it’s easy to think the big costs are tech tools, software platforms, or cloud systems. But here’s the truth: most of that money goes toward people. In fact, 61% of digital transformation spending is focused on talent — hiring, training, and developing the skills required to keep up.
Why? Because tools alone can’t drive change. It’s people who execute, adapt, and lead. Without them, transformation stalls.
Where the money goes in talent development
- Technical training for new tools and platforms
- Upskilling and reskilling programs
- Leadership coaching for managing change
- Recruitment for digital roles
- Learning platforms and course subscriptions
This investment is a sign of maturity. Smart companies understand that digital success is a people-first game.
How to make your talent investment count
Be strategic. Don’t spend blindly on generic training programs. Focus on skills directly tied to business outcomes, like faster product delivery or better customer service.
Co-create training with teams. Involve employees in shaping their learning paths. They know best what’s useful, confusing, or missing in their day-to-day work.
Track usage and outcomes. Are people completing courses? Are they applying what they learn? Are project metrics improving? Tie training data to real business performance.
Offer different learning styles. Some people prefer video, others like reading, some learn by doing. Give options to improve engagement.
Don’t forget leadership. Managers and executives need support too. Help them build digital awareness, decision-making, and change management skills.
24. 80% of digital transformation initiatives require specialized skills not found internally
Your current team may not be enough — and that’s okay
Four out of five digital transformation projects demand skills that don’t already exist inside the company. That’s a huge gap — and one of the most common reasons initiatives fail to launch, stall midway, or produce underwhelming results.
And it’s not just technical skills. Specialized roles include product managers, UX designers, cloud architects, API developers, and business analysts. Even newer fields like conversational AI or blockchain require niche know-how.
Why internal gaps are natural — and fixable
- Tech evolves faster than teams can keep up
- Many employees were hired for different business models
- Reskilling takes time and focus
- Some roles are entirely new to the company
No need to panic — this is normal during transformation. What matters is how you respond.
How to bridge internal skill gaps strategically
Use skill audits early. Before launching any initiative, identify the exact roles and skills needed. Compare with your current org chart. Highlight where you’ll need outside help.
Bring in specialists for short-term projects. You don’t need to hire every skill full-time. Use consultants or contractors to move fast while training internal teams.
Pair external experts with internal staff. Build blended teams. Let your people learn from the pros while delivering real results.
Set realistic transformation timelines. Don’t expect your team to learn six new skills in six weeks. Phase projects to give time for hiring or training.
Build long-term partnerships. Work with vendors or learning partners who understand your goals. Let them help you fill gaps and grow talent over time.
25. 69% of companies are revising job roles due to digital evolution
Job roles are changing — fast
As digital tools become more common, traditional job descriptions are becoming outdated. Nearly 70% of companies are rewriting roles to reflect new workflows, responsibilities, and skills.
It’s not just about adding “digital” to a title. It’s about redefining what success looks like in every part of the business. For example:
- Marketing is now data-driven and tech-heavy.
- Operations include automation and analytics.
- Customer service includes chatbots and omnichannel support.
Ignoring these changes leads to confusion, underperformance, and frustration.
How to redesign roles the right way
Start with real work. Watch how top performers actually do their jobs. What tools do they use? What problems do they solve? Use this as the base for your new job descriptions.
Collaborate with team leads. HR can’t do this alone. Work closely with managers to understand evolving needs, success metrics, and pain points.
Incorporate digital behaviors. Add expectations around learning, adaptation, tool use, and cross-functional collaboration.
Use tiered role descriptions. Define beginner, intermediate, and advanced versions of each role. This creates clear growth paths and helps with internal mobility.
Communicate changes clearly. Don’t just rewrite roles quietly. Share the why behind the changes. Explain how this helps teams grow and succeed.
26. 48% of firms struggle to attract talent due to lack of employer branding in tech
Your company’s image matters — especially in tech
Almost half of all firms say they can’t attract top digital talent because candidates don’t see them as tech-forward employers. That’s a big deal. In today’s market, great candidates are checking out your Glassdoor reviews, your engineering blog (if you have one), your social media presence, and your tech stack before they apply.
If your company doesn’t look like a place where digital professionals can grow, innovate, and be valued — they’ll move on.
How to build a stronger tech employer brand
Tell your digital story. Share case studies, transformation wins, and innovation stories publicly. Highlight your teams on LinkedIn or in blog posts.
Show off your tech stack. Engineers and developers care about the tools they’ll use. Be upfront about your architecture, cloud providers, or frameworks.
Feature real people. Let employees talk about their work, their learning journeys, or what they’ve helped build. Authentic stories matter more than polished ads.
Support community involvement. Encourage your tech teams to speak at events, contribute to open source, or mentor others. It builds credibility and reach.
Audit your candidate journey. Apply for one of your own roles. Is the job description compelling? Is the interview process fair and respectful? Is the communication timely?
27. 57% of organizations report difficulties hiring data scientists and analysts
Data talent is scarce — and essential
More than half of companies are struggling to hire the people who can turn raw data into real business value. That includes data analysts, scientists, engineers, and visualization experts. These roles sit at the heart of digital transformation — helping companies make smarter decisions, track progress, and personalize customer experiences.
Without them, you’re flying blind.
Why data roles are so tough to fill
- Not enough experienced candidates
- High salary expectations
- Companies don’t always know what they need
- Long interview processes drive candidates away
- Candidates prefer companies with strong data cultures
This creates a bottleneck for transformation — one that can be hard to fix quickly.
How to attract and grow data talent
Clarify the role. “Data analyst” can mean ten different things. Be specific about the tools, tasks, and impact expected in the role.
Invest in data literacy. Grow data talent from within. Train non-data staff on how to work with dashboards, metrics, and simple analysis tools.
Create a data-first culture. Celebrate decisions made through data. Give teams easy access to the numbers they need. Make it normal to ask for evidence before acting.
Offer real problems to solve. Great data people want to work on interesting challenges. Highlight your toughest business problems in the job description.
Build internal communities. Let data professionals share ideas, tools, and solutions. A strong internal network helps attract and retain top talent.
28. 66% of companies see tech talent shortages as a long-term risk to competitiveness
Talent gaps aren’t just today’s problem — they’re tomorrow’s threat
Two-thirds of companies aren’t just worried about today’s hiring issues. They’re thinking ahead — and they’re right to be concerned. The talent shortage isn’t going away any time soon. In fact, as technology continues to evolve, the gap could widen if companies don’t take action.
This isn’t just an HR challenge — it’s a strategic risk. If you can’t innovate, deliver, and adapt as fast as your competitors, you lose relevance. And once you fall behind in the digital race, it’s hard to catch up.
What long-term competitiveness really depends on
- Fast access to skilled digital workers
- Continuous innovation and experimentation
- Strong internal learning ecosystems
- Leadership that understands tech trends
- Systems that support agility and growth
If you’re not investing in these areas now, the next few years could be even harder.
How to future-proof your workforce strategy
Build a skills roadmap. Don’t just hire reactively. Map out the digital skills your business will likely need over the next 2–5 years. Align this with your transformation goals.
Diversify your talent sources. Use a mix of full-time employees, remote global workers, freelancers, and strategic partners. Don’t rely on one hiring channel.
Make learning a core business function. Treat upskilling like you treat marketing or product development. Fund it, measure it, and evolve it regularly.
Develop talent pipelines. Partner with universities, bootcamps, and online education platforms to shape future talent and build brand awareness early.
Think like a tech company. Even if you’re not in tech, digital skills are now business-critical. Adopt tech culture habits like agile processes, cross-functional teams, and continuous feedback.
29. 50% of HR departments are partnering with educational institutions for digital talent pipelines
Building future talent starts now — and it starts outside your company
Half of all HR teams are already partnering with schools, universities, and learning platforms to create stronger, more reliable talent pipelines. These partnerships help companies stay ahead by preparing the next wave of digital workers before they even hit the job market.
And it’s smart. Waiting until a role is open to start searching for talent puts you at a disadvantage. Building relationships early gives you access to better-prepared, more loyal candidates — and strengthens your reputation as a forward-thinking employer.
How to build effective educational partnerships
Offer internships with purpose. Don’t stick interns in admin roles. Give them real projects tied to business outcomes. Let them experience your tools, culture, and people.
Co-design curriculum. Work with education partners to help shape the digital courses being offered. You’ll get students who are already trained in the tools and methods your teams use.
Sponsor challenges and competitions. Host hackathons, innovation sprints, or case study contests. You’ll attract ambitious learners and spot high-potential talent early.
Hire from your internship pool. Interns already familiar with your systems and culture make smoother, faster hires — and tend to stay longer.
Create learning partnerships. Offer mentorship programs, guest lectures, and open office days. The more students engage with your company early on, the more likely they are to apply later.
30. 82% of digital-first companies say talent strategy is central to their transformation success
Talent isn’t a side strategy — it is the strategy
In companies that are succeeding with digital transformation, talent isn’t an afterthought. It’s the foundation. Over 80% of digital-first businesses say their approach to talent — how they hire, train, and empower people — is the main reason they’re making progress.
That’s a powerful lesson. Tools, data, and systems matter — but they only deliver value when your people know how to use them, adapt them, and improve them.
What these successful companies do differently
- Involve HR in transformation from day one
- Treat digital skills as a business KPI
- Use data to manage and predict talent needs
- Build internal talent academies
- Celebrate learning and experimentation
They don’t wait for talent problems to slow them down — they solve them proactively and creatively.
How to embed talent strategy into your transformation plan
Make talent part of every initiative. For every new project, ask: Who’s leading this? Who needs to learn something new? What support do they need?
Create clear roles for HR and L&D. Don’t sideline the people responsible for hiring and training. Bring them into digital planning conversations early.
Use workforce data like business data. Track skills, learning progress, and performance metrics the same way you track revenue or customer growth.
Recognize team builders. Reward managers who mentor, develop, and retain digital talent. It’s not just about delivery — it’s about capacity building.
Tell your story. Share wins, celebrate talent, and talk openly about the value of skills in your transformation journey. It builds momentum and helps attract more of the right people.
Conclusion
Digital transformation is not just a tech upgrade. It’s a shift in how your business operates, grows, and competes. And the biggest factor in whether it works isn’t the software you choose — it’s the people you hire, train, and support.
