Different job requirements – When looking at respective job profiles of e.g. a DevOps engineer or a product quality manager or a CEO, we would expect to find fundamental differences related to the type of college degree, technical skills, soft skills as well as experiences that would be required from a candidate applying for a vacant position in one of these roles. Right? The answer is so obvious that it is highly likely regarded by many recruiters, if not by all, as a truism.
Open Source Software specific skills – Now, how does the picture change, if at all, when it comes to Open Source Software related skills and expertise? Is the assessment of what type of profile is needed from a DevOps engineer, product quality manager versus the CEO still so “clear cut”?
A somewhat “odd” answer – What if the answer to this question would be both, a “yes” and also a “no”? This might sound rather perplexing at first sight, especially for the business leaders and HR specialists who are developing the job description for one or more of these roles in order to either fill the respective positions with new talents, or, even maybe in order to develop internal candidates. However, if we dive into the underlying topic a little bit deeper it will become clear why the “yes” and “no” answer fits best. It all depends on your vision and perspective.
The “YES” Answer – Here is why the answer should be a “yes”- i.e the difference in profile remains clear cut.
If we look at the question let’s say from the narrow perspective, we would conclude the answer to be a clear “yes”. Each of the three example positions cover very distinct roles and responsibilities. They require a specific type of education and training, distinct skills and certifications, and different individual strengths, etc.. The salary range is not the same either. If you directly compare job postings for each of the three positions you will likely find no overlap at all or maybe very little overlap in terms of what profile the candidate needs to bring to the table in order to be considered for an interview. And, when considering Open Source Software skills or expertise, usually only the posted engineering position might require certain technical OSS development or management skills, depending on the nature of the employer ’s traditional business and internal operations.
The “No” Answer – Here is why the answer (in our view) should also be a “no”- it’s not so clear.
If instead, we look at the question from an open source software risk and benefit perspective (i.e. let’s say the broad view) taking into account that there are various critical functions within an organization that require a certain degree of OSS knowledge in order to enable an informed and aligned approach with OSS, then we have to conclude that the answer is a “no”. For example, lets assume that one key objective for the organization is to tackle Open Source Software topics for the optimum benefit of all its stakeholders. A company that has failed to establish robust OSS knowledge and proficiency throughout the various different functions and roles in its organization will likely generate only an incomplete approach and it might cost the company more in terms of effort and expenses down the road to overcome the relevant knowledge gap. Put differently, building a successful strategy around OSS will require not only knowledge of OSS risks and opportunities at the company’s top and mid management level but it will also require having available similar knowledge within all the relevant functions such as engineering, procurement, product quality etc. in order to properly implement the strategy at all critical levels. Thus, OSS knowledge should be required by a company in all necessary functions and from all critical stakeholders within an organization to enable a smooth, risk free and growth-minded culture and approach. On the other hand, supporting only a “silo” strategy , i.e. by assuming only engineering needs to know about OSS, will highly likely not bring the expected results.
Conclusion – The above illustration highlights two important messages.
The first message concerns the organization’s willingness to adapt and evolve its HR practices in order to meet its objectives in the OSS arena. Whenever software is in the mix, statistics show that open source software is highly likely as well. And when it comes to OSS, companies should be pro-actively working on developing their OSS knowledge and expertise in all critical functions for prudent risk management and realization of opportunities.
The dual challenges of OSS compliance and cyber security should alone be enough incentive for companies large and small to consider certain OSS specific skills and expertise to be a must when it comes to creating their job descriptions for critical areas such as engineering, product quality, business development, procurement, legal, and even for their top management level positions.
However, proficiency in OSS is not just about managing risk. It’s also about securing the future expansion of the enterprise. A well-rounded training in all aspects of OSS should be an important pillar in an organization’s efforts to drive and realize its objectives for profitability, ROI and growth. The type of OSS knowledge and expertise desired will depend on your company’s OSS maturity and engagement level and your respective business goals and objectives. That said, a comprehensive OSS training addressing all critical areas of OSS would provide your company with valuable information and the understanding to help identify skills and expertise you would want to foster in your organization and embed in your recruitment, career development and retention policies.
The second message is addressed to the candidates for these respective positions: a holistic training on Open Source Software including all the relevant areas necessary to understand what OSS is about, how OSS can support a company in what areas of operations and how to properly manage relevant risks, would not only create the relevant edge in a CV for the candidate when it comes to applying for a respective position but also open up additional career development pathways for that individual once hired. Many OSS skills, even the technical ones, are readily transportable from company to company within a particular industry sector.
Additionally, candidates thus equipped would bring with them huge potential to create a knowledge ‘hub’ for people and talent development in those industries, especially where OSS is still a “niche” area. In doing so, they would provide their organization with an advantage in the increasingly competitive business of finding and keeping talent.
Your mOSS team
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