IT recruitment trends have dramatically shifted in recent years, with companies facing challenges to fill high-demand digital roles. Recruitment has now become a top priority among organisations. Companies need digital leaders and tech experts with up-to-date skills to remain competitive in the sector.
Sourcing, hiring, and retaining top-tier digital professionals within the current uncertain environment has made the situation more complex. If you’re interested in accessing top-tier IT talent, contact Archer IT Recruitment for details.
IT Recruitment Trends
This article considers the top 12 noticeable IT recruitment trends in 2023 and how to prepare for them.
1. Employee expectations. Digital talent scarcity is a core issue overall, but recognising that attitudes among IT professionals have evolved is key. Although digital experts have an edge on employment opportunities, they are anxious about updating their skills. Skill development has become a top priority among digital experts who typically favour companies that offer valuable upskilling opportunities.
2. Internal mobility. New roles frequently arise in companies today, and a smart solution is to consider employees within the company that may fit these roles and train them accordingly. Encouraging and investing in internal mobility may help retain talent and prevent redundancies for obsolete roles. This strategy boosts employee loyalty and may prove effective during hiring freezes.
3. Virtual hiring. Virtual hiring is a rising trend and can be an efficient way of sourcing and recruiting top talent. Having the right technology in place to meet candidates online and screen their applications is now essential. While it can be a great way of eliminating bias, it can also help your company to update candidates and inform them of decisions at all stages of the process.
4. Artificial Intelligence (AI). AI is closely linked to virtual hiring, and leveraging AI to find suitable candidates is a timesaving tactic. AI can manage tedious tasks like writing advertisements and job listings accurately. It can also use predictive analytics to identify professionals within and outside your organisation that might fit upcoming roles. Using chatbots in recruitment can also help candidates with their applications and help deter unsuitable applicants early in the process.
5. Diversity, Equity, and Inclusion (DEI). DEI will continue to be a top priority within HR teams as they aim to build more inclusive and diverse teams. Companies will become more proactive in seeking professionals from diverse backgrounds and locations. Companies will identify resistance and pushback against DEI and focus on building empathy and awareness of social issues and inclusion among current employees.
6. Supporting staff. While society has emerged from the pandemic, employees and potential candidates still struggle to come to terms with its consequences. Worker burnout and underperformance are common situations, and now companies are looking for long-term solutions and pathways to retain and support their staff. Candidates expect employers to care about their wellness and worth and will evaluate companies on what they offer to improve health and stress management at work.
7. Data gathering. While companies leverage data on their employees to help meet their needs at work, data collection has also compromised workers’ privacy. Machine learning, virtual assistants, and wearable tech can provide valuable information on workers’ health, family situations, and locations but can also be intrusive and present a security risk. Companies will agree to be transparent on how they collect and utilise workers’ data in line with legislation while giving workers a choice on what they wish to disclose.
8. Social recruitment. Using social media channels to find and nurture future candidates has become a top recruitment trend. Companies now advertise vacancies on social media to reach a wider talent pool. They also use social media to raise their brand awareness and reach potential future candidates and build relationships with them.
9. Digital soft skills are increasing in importance. While hard digital skills are essential in IT recruitment, social isolation in recent years has impacted communication skills. Entry-level workers are often unprepared to use negotiating, problem-solving, and networking skills in the workplace. Companies need to address these knowledge gaps in their workforce and consider not just IT skills but staff willingness to upskill and be flexible at work.
10. The candidate experience. In a candidate-driven market, the hiring process is highly important for the company’s reputation. Candidates expect to be treated like clients and will share positive or negative experiences about their recruitment journey. Open and regular communication with candidates is essential, and meeting their expectations during the hiring process must now become a priority.
11. More fluid job prerequisites. As career pathways shift, companies rely less on candidates’ academic backgrounds and previous experience. They are now focusing more on engaging employees that can perform in the role or are willing to train to meet the demands of a specific job. This expands candidate pipelines and gives companies access to a wider talent pool.
12. Contract workers. The rise of the ‘gig’ economy in the last few years has meant a rise in professionals with very specific and often up-to-date IT skills. It often makes sense for companies to recruit temporary workers who can complete a specific project and work on a short-term basis. It is quicker and less expensive than onboarding new recruits and can help support existing staff that are finding the workload overwhelming.
Companies Remaining Competitive
As the effects of the pandemic start to subside, companies and workers are left to cope with dramatic changes in the business landscape and face uncertain times ahead. The emergence of AI and the Internet of Things (IoT) mean the IT sector will continue to grow, and recruitment in this area will surge. The rise in remote and hybrid working means potential candidates are less constrained by location.
To remain competitive and progressive, companies must offer more attractive packages and working conditions for their employees. Flexibility and good work-life integration are now essential. Career progression with defined pathways has also become critical for attracting top talent to the workforce.
Companies must think ahead. They need to identify the professionals they are likely to need now and in future months and plan their recruitment and onboarding strategy carefully. Now is a good time to consider software and AI recruitment tools to give your company a competitive edge.
Consider using a recruitment agency with top industry knowledge to speed up the recruitment process and access a wider talent pool.