The data centers sector in Spain has been charging more and more relevance for several years, and it does not seem that the rhythm will be decelerated. Growth projections have been made that anticipate that current energy consumption will soon be tripled and as a consequence, the investment that is counted is billions of euros, consolidating data centers as a fundamental pillar of the economy. However, and despite the fact that the sector has been trying to solve the great challenge of talent management, there is still a long way forward. And not even the most advanced hardware and the most desperate energy efficiency can prosper without adequate human capital.
Talent scarcity is not exclusive to data centers, it is a generalized problem, but it is particularly accentuated in this sector, and the structural gap is aggravated with the speed of innovation. The data is clear: thousands of professionals are needed to meet the current and future demand, both in the construction phase and in the operation and maintenance.
Traditionally, the sector has tended to look for university profiles, but reality shows us a prevailing need for professional training professionals (FP). Mechanical, electrical engineers, refrigeration specialists, maintenance technicians … These are the profiles that, in many cases, are the true engine of a data center. The paradox is that, while the industry claims for them, the social perception of the FP has been, until recently, an obstacle. It is inspiring to see how this trend begins to be reversed, with a greater assessment of technical training and the creation of specialized modules.
Companies are also doing our part to achieve it; For example, in Vartiv we are working with professional training centers (technicians in electricity, electronics, cooling, etc.) to incorporate young people in practices that then have real possibility of staying in the company.
However, for many, the university is still behind in the integration of specific content on data centers in its curricula. It is not the responsibility of a single company or association to address this challenge, but it is a pending subject that must address the sector as a whole.
Diversity that expands the talent horizon
The talent conversation cannot ignore diversity. Although gender balance in all areas and also in management positions is often spoken, diversity is a much broader concept that encompasses – but is not limited to – racial, culturally and, crucial inclusion.
Talent scarcity is not exclusive to Data Center, it is a generalized problem, but it is particularly accentuated in this sector
Something undeniable is that the data centers sector is, in line with the rest of the technology – historically masculinized, and it is true that the incorporation of more women is not only a matter of equity, but a strategic need. The diverse perspectives enrich decision making, encourage innovation and provide more robust solutions to the complex operational and strategic challenges. That is why we must make an effort to ensure that there are more women in management positions and give visibility to women in events and initiatives so that they are more represented.
The same happens with generational diversity, which offers a unique opportunity. The experience and knowledge of Senior professionals has an incalculable value for new generations, and allows the transfer of knowing how to do and good practices, thus creating an enriching balance that drives collective growth. In Veriv we take these two aspects very seriously and have zero discrimination and impulse policies to women.
Talent and its link with sustainability
The high competition for talent has resulted in a “battle” by professionals, where companies are disputed to the most qualified profiles, so retention has become a fundamental pillar. Competitive wages must be added withholding plans that include attractive benefits, clear professional development opportunities and, above all, an alignment between the personal objectives of the employee and the goals of the organization.
In Vartiv we firmly believe in the creation of sustainable career trajectories. This implies not only continuous technical training, but also the development of skills such as leadership and team management. Labor flexibility, with hybrid models, has established itself as a determining factor to attract and retain talent, responding to the demands of a new generation of professionals that values the balance between personal and professional life, and it is something that we take into account.
The relevance of internal talent development
In an increasingly competitive and sometimes aggressive market, it is vital to identify and train employees in relevant and up -to -date technologies, allow mobility between departments to feel that they have growth, learning and change options and having an internal structure of positions linked to competitive wages in the market. In Veriv we have new programs at the global talent development level and a new system of career structures with personalized plans that are giving great results.
Finally, although not less important, it is crucial to change the public narrative about data centers. The conversation focuses, many times, around energy or water consumption, generating a very debatible negative perception. However, as we have already seen, the sector is an economic engine that generates thousands of qualified jobs, drives innovation and is the basis of digital life that we take for granted today. From Veriv we work to communicate the positive impact of data centers on the local economy, in the quality of life of citizens and in the technological development of the country. We must also continue to educate young people, who have no vision of what data centers are or the opportunities they offer.
The challenge is great, but the opportunity to build an ecosystem of robust and resilient talent is even greater.
