In a recent survey, 80% of companies report they’re planning budget increases of 10% or more to modernize. On a related note, EDI, MFT, and APIs are forecast to grow between 13% - 25% annually.
Shifting supply chain strategies are driving demand for these tools. In this article, we discuss how the growth of integrated data exchange solutions could strain the integration talent pool. We also offer strategies to address the challenges and opportunities these growth trends will bring.
The Rising Demand for B2B Integration Talent
The growth projections in EDI, MFT, and APIs track with manufacturers’ push to re-shore or nearshore their supply chains after the disruption of Covid. But the trends aren’t just about increased proximity to suppliers. They reflect a need for greater visibility, speed, and efficiency.
All of which means new systems and trading partners to connect. It also means a tighter supply of qualified data integration talent.
At the same time, retirements and resignations are further draining the integration talent pool. We’ve also seen key staff depart from undocumented environments and walk out the door with tribal knowledge. This leaves managers helpless if a problem emerges in their integration environments that disrupts production.
While these trends are great news for individuals with in-demand skills, they pose challenges for the organizations that need them.
The Impact of Talent Scarcity on Business Operations
The repercussions from integration talent shortages ripple across businesses. Errors, fines, and chargebacks multiply due to the lack of expertise. Mapping errors due to inexperience or overwork cause hiccups in order to cash communication. Such glitches can delay shipments or payments. But the problems don’t stop with document issues.
Short staffing leads to delays in onboarding, which can frustrate trading partners and strain relationships. Understandably, firms are under pressure to find staff to support trading partners and perform other EDI tasks. However, rushing to fill positions without thorough vetting can be even more costly.
According to online recruiter Zippia, a bad hire can cost the company up to 30% of the hire’s salary. When you consider an EDI specialist earns an average salary of $81,000, not including benefits, a bad fit can carry a high price tag. Plus, starting the search all over again can worsen the issues the new hire was going to address.
Strategies to Mitigate the EDI Talent Squeeze
Organizations are looking at several strategies to ease the pressure on their integration teams:
Total outsourced solutions, such as those offered by providers like SPS Commerce provide an all-in-one approach. While such approaches entail giving up control over their integration environments, organizations choose this route for a number of reasons.
For example, a comprehensive outsourced EDI solution frees their IT teams to focus on core competencies. Also, they don’t have to worry about resolving errors or installing updates. At the same time, top-notch support and communication is critical to maintaining smooth data flows and good relationships with trading partners.
General IT staffing firms boast wide networks and can help source professionals with broader technology expertise. At the same time, generalist firms can struggle with finding qualified integration pros.
Also, steer clear of high-pressure staffing firms. Recruiting for these positions requires a level of discernment and a commitment to skill vetting and matching that doesn’t align with their business models.
Staff augmentation and contract-to-hire models offer several advantages. First, companies can bring in temporary employees for specific work and projects. This strategy insulates them from the risks of a bad hire. It allows managers to evaluate a potential hire’s skills, personality, and cultural fit before offering them a permanent position.
This approach is particularly useful in managing integration projects, which require diverse sets of skills.
Customized managed EDI services offer tailor-made solutions to address specific needs. Be aware that some service providers require customers to abandon their current EDI solution and adopt a new platform in exchange for ongoing support.
Want Help Assessing Your EDI and B2B Integration Health?
EDI system performance and talent issues cost companies time, profits, and new business opportunities. Instead of one-size-fits-all templates, Remedi works with customers to develop tailored EDI solutions that meet your objectives and deliver them on time and in scope. Get in touch here if you’d like a fresh perspective on your EDI challenges—and opportunities.
