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Why not hire someone with basic skills and train up in the first 3-4 months?
This makes perfect sense. People need to catch up to emerging technologies. You may have to invest and train them. I’m in a few AI courses right now. I studied UX over 20 years ago when most never heard of it, but I saw a growing need for it. Now it’s rare to find someone with my years of experience in that. The need to understand AI is much faster now.
Sounds like you need to increase salaries. Nearly everyone “in demand” is simply looking for the highest bidder.
Quit expecting to find 10 years of experience with a technology/terminology that is relatively new. Remember that human beings really do think, learn, and grow. As far back as 1995, we used to create intelligent business automation solutions using software from SAS Institute. It was more laborious then, but self-adjusting process models functioned well. Hire for inventiveness, problem solving, ability to think, shed light rather than heat, communicate esoteric concepts without resorting to self-important complexity or private-club vocabulary. Notice that failure to use the exact accepted words rather than incomprehensible gobbledygook to indicate proficiency can help teams find common ground rather than being an exclusive and unaccountable “special” club. Recognize that ATS systems are the path of sameness, mediocrity, compliance with bland nothingness. Do the real work to understand what makes an individual genuinely qualified rather than a parrot who spews big words.
You’re having difficulty finding them because it’s emerging tech with fairly transferable skills, thus allowing the few with the capabilities you need to chase the highest $$$s.
So short term - salaries and golden handcuffs, long term build your own training programs and be there to recruit out of college programs.
I agree with training internally wherever possible. Otherwise, plan to pay a LOT for folks with legitimate skills in the emerging tech. It’s called emerging for a reason - there aren’t a lot of people with deep skills in these domains, and there is a lot of competition for those unicorns.
This job market is crazy - people are looking for jobs for months if not years. I feel for those that are unemployed or in toxic situations.
Having said that - the technologies are emerging - your talent pool is going to be smaller than it will be in a few years time. Look at the background of those you consider to have expertise - what roles/skill set/experience/education did they have before? That would be a great foundation of the candidate you are looking to hire - they would prove to be technically skilled and can learn the emerging technology. Giving someone the chance to grow would be excellent in attracting and retaining talent.
There may even be folks within your organization that would be good for these roles and you can backfill their positions. Internal growth/opportunities is great in retaining talent.
I need a remote job. Hire me. I can learn the system and train a department of already onboarded staff, who could be cross trained in said field.