Legal Commentary

Is an IT talent shortage on the horizon? That's what CIO Insight suggests in a recent article by Dennis McCafferty. Just another thing you can blame on the Baby Boomers, who are beginning to contemplate retirement, according to two surveys (CareerBuilder and the National Association of State Chief Information Officers) that will give law firm leaders another reason to reach for the Prilosec. 

Boomers make up 26% of the IT workforce, according to staffing firm TekSystems -- and the first crop hits 65 this year. Despite the icy grip of the recession that makes many folks leery to let go of steady paychecks, the surveys found that worries about finances "are clearly on the decline." 

And the survey of state IT leaders found that about half of them were already have trouble finding staff. Others worry that the won't have enough money to attract the best candidates. 

To help cope with the anticipated departures, some experts are counseling firms to set up "technical talent management programs" so that institutional knowledge "doesn't walk out the door" with the retirees.

And managing talent might be focusing more on teamwork and sharing knowledge than creating stars. Another recommendation: cross train! "Let employees trade roles on a temporary basis."

Others suggest that CIOs set expectations at the job interview. "Describe department goals, culture, and day-to-day practices honestly and clearly during the interviews," advises McCafferty. "This way, there are no 'unpleasant surprises' after a new hire comes on board." 

Legal IT

After reading the CIO Insight story, I wondered if our legal community had any specific nuances to this dilemma, so I gave a shout-out to headhunter Michael Potters, of New Jersey-based Glenmont Group. 

His advice to firms: "First of all, don't be naive (or wishful), believing that your people will never want to leave your firm." He echoes the suggestion to create "farm teams" of junior people being mentored by veterans, "so knowledge is shared, and culture is improved. This way, when someone leaves, a new person can plug right it."

Further, says Potters, put it in writing! "Document (map) the corporate IT knowledge, including current initiatives, so that if the 'brain trust' leaves, you do not have to scramble to figure things out." 

Among the findings of the two surveys:

? 65% of overall IT workers 60+ say they're putting off retirement because they can't afford it (72% said that last year).

? 28% of workers 60+ plan to retire within the next 2 years; 27% 3-4 years; 18% 5-6 years, 16% 7+ years. 

? Greatest hiring challenges include security (52.4%), project management (505), app/mobile app development and support (47.6%) analysis and design (42.9%)