How Kazakh IT companies are addressing the talent shortage

IT is rapidly developing worldwide, and specifically in Kazakhstan. According to 2022 data, 1.2% of all employed Kazakhstani citizens work in the information technology sector. According to the Center for Labor Market Development, 56% of specialists employed in information and communication technologies studied at a university or college in a non-IT field. Where can Kazakhstani citizens acquire the knowledge needed to work in the IT sector, and what educational programs do Kazakhstani companies offer to those who have decided to build their careers in IT?

From searching for ready-made specialists to developing internal human resources

In recent years, Kazakhstan's IT sector has developed to such an extent that companies are engaged not only in searching for ready-made specialists in the market but also in training their own personnel using internal resources. This trend is characteristic of large IT companies, according to labor market specialist Alexandra Molchanovskaya. This is primarily due to the need to employ the best specialists in their projects, as well as the availability of sufficient resources for training.

Independent cultivation of personnel is a solution to the problem of the market's inability to meet companies' needs for qualified workers.

Companies are engaged not only in hunting for ready-made specialists but also in training their own personnel. This is done to address the problem of the personnel shortage and to develop the Kazakhstani IT community as a whole. This is a sign of the maturity of Kazakhstan's IT sector.

Training specialists offers several advantages for Kazakhstani IT companies. Primarily, it allows for the creation of employees adapted to the specific needs and goals of the company, which increases work efficiency and competitiveness in the market.

Thus, independent cultivation of personnel has become an important factor in the development of the IT sector in Kazakhstan. Companies investing in educational programs and resources for training young specialists actively contribute to the development of the industry as a whole, ensuring themselves access to qualified personnel and strengthening their positions in the information technology market.

Alexandra Molchanovskaya

Businesses should participate in personnel training at the level of educational institutions; some companies have already begun cooperation with schools. Otherwise, graduates of IT professions from universities and colleges, despite their high demand, will be forced to work outside their field of specialization.

According to estimates by the Center for Labor Market Development, 10% of IT graduates work in unskilled positions after graduation.

Complete training and stay with the company

Maxim Arzhanov, Frontend Developer at the outsourcing IT company qazdev

I spent a year studying development through online courses and wanted to try myself in a real project, so I called qazdev and asked if I could complete an internship with them. I sent my resume, and within two days, I was invited for an interview.

By education, Maxim is a radio engineer. Before his internship at the Karaganda-based IT company qazdev, he worked for three years as an engineer for radio electronic equipment. Mostly, Maxim worked with hardware: writing programs for microcontrollers, designing printed circuit boards, and testing radio equipment.

Maxim Arzhanov

At some point, I realized that I wanted to engage in web application development. Whenever I visited a website or used mobile applications, I always paid attention to interface details: I noted what was convenient for the user and what could be improved.

Maxim completed a free offline internship, after which he remained to work with the team. Currently, he is developing a new section for a Kazakhstani blogging platform.

According to analysts, the demand for qualified IT specialists in Kazakhstan is growing rapidly. Unlike traditional universities and colleges, educational programs in IT companies reflect the real needs of business and help acquire relevant practical skills.

The problem of alignment

At the same time, there is an increasing need for effective training methods that will allow young specialists to quickly adapt to the dynamic and demanding information technology industry. Training directly through practice is an effective approach to preparing professionals.

Ekaterina Gottfried, Head of Human Resources Management at the IT company qazdev

Training in IT specialties immediately on real projects allows students and junior specialists to immerse themselves in the professional environment from the first day. Working on real projects and dealing with specific tasks helps to quickly master not only technical skills but also understand the specifics of working in the industry.

The company qazdev has been conducting training as part of the DevPractice educational program for several years. Initially, these were internships for junior specialists supervised by experienced developers. Currently, the company conducts offline training on the Java Spring Framework for third- and fourth-year students of relevant majors. The training is conducted in the format of a three-month intensive course and consists of eight blocks, including theory from a qualified instructor and practical work on the company's active project under the guidance of a professional team.

In 2023, Kazakhstan's IT market continues to experience a high demand for qualified specialists. The expansion of digital technologies, the development of internet infrastructure, and the growth of e-commerce and digital services volumes are leading to an increased demand for IT professionals in various sectors.

Mutual benefit

One of the key advantages of training in IT companies is access to experienced professionals as mentors and coaches. Students have the opportunity to communicate and work in a team with active specialists, allowing them to learn from others' experience and receive advice and feedback in real-time. Mentors analyze and evaluate code developed by students and provide constructive comments and recommendations for improvement.

Sofia Yalyshova, graduate of the DataArt internship program, Junior QA

I had a mentor whom I could always turn to with difficult questions. During the internship, it was often necessary to communicate with other experts in the field, and I believe this is good practice because you constantly receive feedback from people with vast experience in the subject.

Sofia Yalyshova switched to QA from genetics. By education, she is a veterinarian specializing in small domestic animals. She engaged in scientific research in parasitology: studying the genetics of pathogens of particularly dangerous parasitic diseases in Kazakhstan.

According to HR department heads, employees of IT companies who conduct training and act as mentors for young specialists also receive a number of advantages and benefits. First of all, this helps a developer strengthen their reputation as an expert in their field.

Additionally, when an employee becomes a mentor, they are forced to deepen and update their current knowledge, believes Ekaterina Gottfried, Head of Human Resources Management at the IT company qazdev. A qualified instructor and mentor must be up-to-date with the latest trends and best practices in their field to be an effective coach. As a result, the employee expands their professional skills and level of expertise.

Playing for selection

Anyone can apply for educational programs from Kolesa Academy and Kolesa Upgrade, however, admission is conducted on a competitive basis with several stages of selection.

Vera Chernobil, Senior Manager for Training and Development at Kolesa Group

When recruiting for IT professions at Kolesa Academy, we receive a minimum of 800+ applications. Currently, we are finishing the recruitment for the Academy for junior product managers, where we received more than 1,200 applications.

Candidates should already have a good theoretical background, as well as the ability to apply this knowledge in practice. It is a big plus if the candidate has already tried making pet projects or has previously worked or interned in the specialty for which they applied.

To select the most talented and motivated applicants, IT companies conducting student training often use competitive selection. This allows attracting students who demonstrate a high level of knowledge and skills. Such students are usually willing to make additional efforts to achieve success and fully immerse themselves in practical training.

Thus, to enter the internship program for junior QA specialists at the international outsourcing company DataArt, one needs to have good conversational English and basic knowledge in development.

Liliya Lirolo, IT Recruiter/HR Manager at DataArt KZ

We received 220 applications for the first program. 30 candidates passed the HR interview and the English language test, of which 10 underwent a technical interview with an expert, and only eight young specialists passed all stages and entered the training.

The internship at DataArt is designed for 12 weeks. At the end of each month, the intern also undergoes a review with the participation of experts. Only upon successful completion is the student allowed to proceed to the next training block.

The company qazdev conducts testing and interviews before enrolling a young specialist into the ranks of the intensive course students. The group curator conducts an online test for applicants to determine logical abilities and basic mathematical knowledge, as well as an in-person introductory interview.

Flexibility and diversity

In the modern world, IT training for young specialists takes place in various formats, providing students with flexibility and variety. Online training provides students with the opportunity for a flexible schedule and independent study of material. This format allows completing training at one's own pace and in any convenient location, using a computer or mobile device.

Vera Chernobil

Kolesa Upgrade is an online format. Live webinars and live coding, communication with teachers in chats, active networking. Lectures are held twice a week in the evening so that participants can combine them with their main studies or work.

More than 350 specialists have completed the Kolesa Upgrade online courses. 94% of graduates remain and continue to work in the IT field.

However, in addition to online training, the offline format is widely used in IT companies. It provides students with the opportunity for direct interaction with teachers and other students.

Thanks to the diversity of educational formats, young specialists have the opportunity to choose a learning method that best suits their needs, preferences, and lifestyle. This allows them to effectively absorb new knowledge and skills, develop professionally, and achieve success in the IT sector.

The development of the information technology industry in Kazakhstan and the popularization of related professions will increase the number of educational programs in IT companies and give Kazakhstani citizens the opportunity to realize themselves in this field, regardless of their basic education.