The tech market has blossomed into a massive industry like it has never been before. The Covid-19 pandemic may had an impact on the landscape in a diverse array of ways, and recruiters like me must remain on top of the trends to ensure they can keep current employees satisfied while also filling new roles.
However, even before Covid-19 advanced, rapidly changing technologies and new modes of working were drastically transforming how firms recruited and hired people in the IT industry. We may have despised Covid-19 for delaying our travel or wedding plans, but the fact is that it has contributed to boost in performance today's tech sector.
My team and I have identified the following insights as indicators that companies must work hard and think differently in order to attract and hire talented individuals. Keeping up with the newest hiring insights or trends might be time-consuming, but my team and I have done the homework for you.
The following are some of the latest IT hiring trends:
Rapidly Changing Tech Means More IT Job Roles
The Circuit Breaker restrictions in Singapore back in 2020 meant that businesses have hastily switched to working remote in order to stay afloat. A survey from Mckinsey finds that responses to COVID-19 have speeded the adoption of digital technologies by several years—and that many of these changes could be here for the long haul.
The IT technology industry has played a critical part in keeping organizations running and thriving, and it's no surprise that some of the most in-demand IT expertise have been Cloud Computing, DevOps Engineers, Solutions Architects, Software Developers, Artificial Intelligence, Cybersecurity and many more.
Clearly, these in-demand talents are critical for future success and effectiveness, and they extend beyond technical skills alone.
As technology encompasses practically every profession, 'Digital Literacy' is no longer an option; you must be proficient in it. Talents who are not directly in charge of software development must yet embrace programming and the entire digital literacy landscape.
Despite a slight slowdown in 2020, tech job growth has not slowed much. Hiring in technology, like in every other industry, may froze at the beginning of the outbreak but it has grown to the moon since then. 📈
The IT industry has rapidly evolved despite the severe unemployment in different industries elsewhere. Companies have posted more open tech positions in 2022 more than ever.
The IT Industry Has Started Investing In Hybrid Environments
What I've written so far indicates that the pandemic has irrevocably changed the way employees utilize offices. Smart technology will play a part in sustaining seamless and simplified corporate operations in the future workplace.
While most of our clients are eager to return to the workplace after a period of largely remote work and many Microsoft Teams or Zoom meetings, employers and recruiters have the expectation that job seekers will be looking for companies that provides a more flexible working arrangements.
Employees will continue to ask for access to a physical office for in-person meetings, while more job applicants want the ability to work remotely. Although I like to work in an office setting, but based on my conversations with prospective applicants, many of them have asked to have the option of working remotely. Perhaps these prospective candidates might see this as a way to gain control over how they wish to perform at their career.
The pandemic's tremendous wave of technological adoption was not a flash in the pan. Investing in collaborative software and pushing it out across a full organization is a difficult and time-consuming process.
However, in order to avoid disruptions, this is a vital step, and the conveniences and efficiency that these solutions brought are enhanced speed and high security, which eventually sparked an industry-wide appreciation for digital technology.
Finally, a solid grasp of workplace personalities is critical for assisting business executives in making educated decisions about long-term technology and workplace investments. This is to guarantee that employees have the necessary software tools and work settings to maximize efficiency and productivity while they adjust to new work styles.
Companies should guarantee that these investments allow them to pivot quickly if the pandemic situation causes yet another wave of disruption in employment patterns.
The IT Industry Continues to Lack Diverse Workforces.
Organizations in the IT industry have been seeking for ways to increase diversity in their employment practices. Despite its efforts, however, a lack of diversity in the IT business has remained a concern.
With new ideas and approaches to organizational problems critical to technological innovation, tech companies must hire and retain talent from diverse backgrounds and demographics, including gender and ethnicity.
Inclusivity must be addressed from the top down, and the more individuals from diverse backgrounds in positions of leadership and perceived to be actively participating in decision making, the more incentive and motivation for others in the industry to tear down the barriers of yesterday.
If your organization does not receive good grades for diversity, you are at risk of alienating talented employees.
It is critical to cultivate a workplace culture in which every voice is welcomed, heard, and appreciated. When it comes to fostering diversity and inclusion in the workplace, exercise basic decency and avoid favouritism; it is incredibly clear when someone does.
People have always talked about race and gender when discussing about diversity, but has you ever thought building a multi-generational workforce? I am convinced that most talents may never thought of it. In today's society, millennials make up the bulk of the workforce, and while millennials are recognized for being tech-savvy, previous generations may not be as proficient with technological tools.
Hiring processes may be perceived as unfair and biased toward others, and most of the time, the reasons are due to unconscious sentiments of sexism or racism, which, if left unchecked, can affect your company's reputation.
Hiring managers and recruiters must learn how to debias their hiring methods and procedures. My belief is that if your firm has improved diversity and inclusion policies in place, your company will have higher employee retention and engagement.
Talents are beginning to demand what is most essential to them in the positions for which they are interviewing. This might be related to the pandemic, generational differences, or a greater emphasis on work/life balance – or all three.
The interactions a potential employee has with everyone at the organization, from recruiters to hiring managers, influence how they view and feel about the hiring process. Recruiters must be careful and knowledgeable in what they say to prospects, since any possible statements might lead to poor Glassdoor evaluations. In contrast to a 'transactional' approach, I would develop a connection with my prospective prospects and treat them as if they were a normal friend. I would ask them of their job experience but I want my candidates to feel like they are talking me like I am their friend. This would allow them to feel less tense and I will understand them in a better way.
Let's be honest:
How many times have you been tense during an interview and blurted out things that made no sense to you? 🤨
It is important for recruiters to create a positive candidate experience and simplify the application process because well, life is tough these days and we should keep it simple one day a time. Recruiters should remove any form of hiring bias-ness as you are at risk of overlooking a worthy candidate.
Understanding current insights and utilizing hiring strategies will put you in a better position to face difficulties, attract top personnel, and stay one step ahead moving forward.
