There's a supply and demand problem happening in IT, and it's causing some very nervous discussions between CIOs and their IT organizations. What's happening is this: IT has never been in more demand than it is today, but less and less new faces are interested in IT, and experienced technologists are either leaving the companies they work for or choosing to go into tech products industry rather than support mainframes at a non-tech company. This all spells trouble for any CIO who is trying to keep the very best people in the organization and hire some new, eager IT staff that can add something to the group. As the article explains, the “next wave” of tech talent is looking elsewhere, so you must develop ways of keeping that talent close: Keeping good tech talent local is an issue across the United States. “Students graduate from the University of Texas at Austin and move to Silicon Valley,” says Eric Hungate, CIO of the Texas Association of School Boards. “But there are tons of jobs in Austin.” To engage students, Hungate works with Campus2Careers, which helps companies build intern programs and manages InternInAustin, a city-sponsored event aimed at retaining and attracting talent to central Texas. If there's nothing like InternInAustin in your region, you may have to be more innovative. “Reach out to your local chamber of commerce and see what they are doing to retain talent in your region,” suggests Hungate. “Get together with local professional IT association chapters; collect a roster of CIOs and visit high schools, community colleges and universities,” he says. The article closes with the suggestion of focusing on jobs: newly graduated tech talent is looking to find the best possible job at the best rate, but you can avoid getting into failing discussions if you specify that you're looking to hire, and that they'll make good money as soon as you begin interviewing.