Talent shortage and top talent hiring difficulty – this is how Manpower Group’s research can be summarized. To stay ahead of the competition and find the right candidates, you need to remain abreast of recruitment trends. They shape the candidate and employee behavior.
Meeting employees needs is important. This is shown by IT recruitment and the desire to attract talents. We share the present trends and solutions to attract skilled IT professionals. They can prove extremely useful in the already mentioned recruitment process.
Trend 1 – Effective IT recruitment approach change in economic slowdown times
Talks about the recession are coming. An economic slowdown can be one of the most ideal times to recruit and find suitable candidates. According to Amy Bush, president a Sevenstep, valuable technology talents are still necessary for the company’s survival and growth. In times of recession, however, it is simply harder to find quality candidates.
RPO partnerships with easily scalable strategies make it easier to pivot in IT hiring process. A well-executed RPO solution is designed to allow the client to flex demand plan and take advantage of the resulting cost savings. Rajan Mirpuri, solutions director, EMEA, at Hudson RPO believes flexibility allows leaders to focus on the target group business goals. Their RPO partners will attract the best candidates from the organisation business area. They will increase stakeholder interest and reduce the new recruitment time.
According to Jason Krumweide, executive vice president at Broadleaf, RPO partnerships can help organisations formulate effective processes that help meet business goals during downtime. This will pay off in the future.
Employees want to feel confident that their employer is supporting them during difficult economic times. They want to feel secure. Craig Sweeney, executive vice president of global strategic talent solutions at WilsonHCG, believes that candidates are paying attention to how a company has responded to a pandemic. Greg Summers, chief customer officer at Cielo, confirms this. Employees are looking for companies that can get through adversity unscathed and still look boldly to the future. That’s important to a potential candidate.
So how can we meet challenges in these fast-changing times and have a winning position? What is the best talent strategy? Recruiting firms know it is crucial to create the best conditions on the market. It’s worth strengthening packages and offers of total rewards, including e.g. unlimited time off work, extended pension and benefits. It is important to emphasize flexibility, such as the possibility of hybrid and/or remote work. In addition, existing talent skills should be upgraded. The above methods will fill gaps and enable you to fill IT department positions that are in high demand. It is also important to properly manage costs and improve the company’s business efficiency.
Trend 2 – IT recruitment strategies, employer branding and EVP – how to recruit today?
How can a company convey who they are and what it stands for? EVP and employer branding is the answer. Recruitment industry uses social networking sites more and more often. According to Glassdoor research, 75% of job seekers choose an employer that actively manages its brand. Organizations that actively invest in their employer brand, participate in industry events can reduce employee turnover by up to 28%.
Candidates believe that a strong brand attracts the best on the job market. It is therefore important to focus on diversity, equity and inclusion, flexibility, well-being and ESG. Flexibility, sustainability, diversity and work-life balance are what candidates need looking for a new position. According to the MetLife report, 55% of employees consider flexibility when considering new job offers. 34% think diversity and inclusion programs are important.
Organizations are building a stronger DE&I structure. This includes education and internal mobility programs. Providing employees with new opportunities and mentoring, improving their technical skills are important. A flexible IT work environment is essential. Increasingly, when employers force employees to return in-house work, they leave and look for a place that offers flexibility.
Employers adapting to the times and changing demands are the most attractive in the labor market.
Job satisfaction idea has changed a lot in recent years. Organizations need to modernize their brands and value propositions for employees. Recruitment companies and human resources departments should take it into account to attract the best in a well-planned IT recruitment process.
Today’s candidates demand flexibility. They want to work for companies offering career opportunities and putting people first. For companies where well-being and work-life balance are taken seriously. Most companies looking for ideal candidates offer it to them already in the recruitment process and interview process. Skill sets today include both soft skills as well as technical knowledge.
Trend 3: IT recruitment – global talent pool tech talents available thanks to technology
Gone are the days of selecting potential employees only from a local pool of talent. Now headhunters are searching candidates from across the country and abroad. Engaging international talents and creating an experienced team requires the right strategy. According to Amy Bush, global talent engagement starts with internal processes. Recruitment needs include the participation of employees from outside known geographic areas. Resources and technology must be provided to enable the recruiter to find candidates and communicate with global talents. If the team is made up of people from different parts of the world, language and time zones are crucial. It is also important to comply with various regulations.
To contract talents it is important to determine who and where you want to recruit. It’s a good idea to bridge the gap between hiring managers and candidates from around the world. Craig Sweeney recommends consistent and intentional communication. He stresses that regular engagement, including recruiter engagement, is the key to fill best jobs with established professionals.
Recruiter agency must maintain constant contact with candidates. They need to be informed throughout the recruitment project. Feedback is needed for all candidates, not just those who have been successful in the IT recruitment process.
According to MacDonald of Korn Ferry, creating and sustaining internal mobility programs is one of the keys to business success. Information technology industry professionals from different regions can work in these programs. Working on a project with different teams, they can expand their knowledge, bring fresh viewpoints and learn from other team members.
Company’s agility is also a must. Regardless of the trend, organizations and IT recruitment agencies need to show an agile approach to every situation. Conducting a good IT recruitment allows companies to find talents, according to Maria Boyse, vice president of business development for North America at Allegis Global Solutions. Every aspect of the business should be rethought and redesigned by top executives. Outsourcing is a good solution. This will help you adapt to the current economy and grow. To perform better, IT recruiting requires alignment with the needs of the industry and the work to be done.
Jobs for tech professionals – IT recruitment process in line with trends
Commitment to the process of finding the right candidate is the cornerstone in the operation of an IT staffing agency. Adapting job offers and employee recruitment to current realities is the key. It is a good idea to use outsourcing services for a variety of industry recruitment purposes. Flexibility, attention to brand, agile approach to the situation – this is how great recruiters access the best candidates and succeed in recruiting IT staff.
