The 2,000 workers Infosys plans to hire at its planned technology hub in Raleigh’s Brier Creek area include software developers, analysts and digital architects – all jobs that require specialized knowledge.
It won’t necessarily be easy for the company to fill those positions.
“In our particular market there’s a high demand across the board for all informational technology jobs,” said Cindy Waite, president of Accentuate Staffing, an employment agency in Raleigh. There is so much demand and so much “quality opportunity” Waite said, that prospective employees can afford to be selective.
Infosys picked Raleigh, in part, because of the local universities – which the company expects to supply much of its needed talent – and has recently held career fairs at UNC Chapel Hill and Duke. But recent graduates will not be the company’s only labor pool.
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Representatives from Wake Tech, the North Carolina Community College System and Infosys are developing a training program based on the skills that various employees will need, said Maureen Little, vice president of economic development for the state’s Community College System.
Little said the program will be developed over the next two to three months.
That’s important because there is not a large enough supply of top talent, said JP Sakey, the CEO of Headway Workforce Solutions. “If you did a search today looking at jobs postings on various internet sites you’d see there are thousands of unfilled tech positions in our geographic area,” Sakey said.
He added that there’s a shortage of tech talent across the U.S.
Infosys, which received a $25 million incentive package from the state and another $1 million from the City of Raleigh, has said it expects to hire 500 initially. Workers will move into offices now under construction in Brier Creek in early 2018. Jobs will pay an average annual salary of $72,000.
Infosys will need to create and maintain those 2,000 jobs over 12 years, said David Rhoades, a spokesman for the state Department of Commerce.
Employment agencies say that money will not be enough to attract top talent.
“Money is always a factor but when these candidates have multiple options it becomes other things,” said Zane Sosna, a vice president and branch manager for Robert Half Tech in Raleigh.
Prospective employees make decisions based upon the culture of the employer, and the ability to work with newer technologies, Sosna said.
Waite said opportunity is another crucial selling point. Prospective employees want to know, “How soon are they gonna be able to make a contribution once they’re there,” Waite said.