As someone who specialises in IT recruitment, I have seen the IT world as we know it changing and evolving at a rapid pace. IT specialists must continue to be learning, unlearning, and relearning their skills to stay competitive in the market, and are doing so with ease, so why is finding IT and Technology talent so challenging in 2023?
From research and feedback from our clients and candidates, we look at the possible reasons behind this…
Huge demand
The demand for an IT specialist is growing and will not change anytime soon. Companies are choosing to invest in their IT spend in 2023 to keep up with the current market trends we are seeing more available roles in this industry then there are available specialists.
Not enough IT specialists on the market
Companies and even us recruiters who are struggling to source an IT specialist for a particular role, find it easy to say the main reason is that “there are not enough IT specialists in the market”.
The truth is that they are there, but they are already employed by other tech companies and with these companies investing on their IT solutions, introducing new platforms, and developing their internal teams, it will take a lot for someone to want to move.
Shifts in specialisations
With the pandemic came the shift in focus and direction in technology development – and fast!
Many companies had to adapt to a remote working model almost overnight in 2020, which led to an increase in potential cyber-attacks as IT teams become remote helpdesk support for employees required to work from home for the first time.
Fast forward 3 years and most companies still have a remote or hybrid working environment, which meant many have invested in advanced IT security technology and the upskilling of their current teams to focus their roles on cloud and automation skills.
Because of this shift in specialist skills, candidates that are looking for jobs are focusing their searches on cyber security and building infrastructure roles, as these are paid higher because the skills are more in demand.
Company reluctance
Despite the rise of employees choosing to learn new skills, adapt to remote working and develop within their role, some companies are reluctant to adapt to the new requirements as this could involve spending money out of a tight budget.
There are so many IT trends coming into the market in 2023, including artificial intelligence (AI), machine learning, metaverse, etc, and if companies choose to maintain their current status quo, there could be possible negative implications such as talent exodus and recruitment difficulties in the future.
We have found a few things that can be done to meet this challenge and overcome the difficulties, which should help you when looking hire.
Investing in staff
Although I wouldn’t shout it from the roof tops as I am a recruitment consultant, the most affordable solution for many businesses would be to invest in their current workforce.
Training and reskilling your current team, can not only boost employee motivation and job-satisfaction, but it would also build company culture, reduce turnover and keep you at the top of a competitive market.
Attractive remuneration
With a competitive candidate-led market comes rising salaries and the IT sector will undoubtedly see increases in 2023 and beyond.
Not all companies have the budget to increase salaries above the inflammation of the current market rates, but you need to be sure you are offering similar salaries as your competitors. You must also, most importantly look at your overall remuneration.
Companies can raise salaries indirectly through a great benefits package, including, bonuses, overtime structures (we all know IT specialists work above and beyond their current hours) work flexibility, company values (i.e., diversity & inclusion and mental health policies) etc to attract the best talent on the market.
Non-EU workforce
With the higher demand for talent and possible talent shortages if people are choosing to not move, there could be an option for companies to look at sponsorship for IT focused roles.
As a recruiter, we advertise all our roles with the client in mind and would always say that you must have the right to work in UK/EU, unless otherwise requested. However, we can delete up to 50% of responses from applicants that have the skills and experience required to carry out the role as they would need sponsorship to work in the UK.
Why not have a read on UK visa sponsorship for employers and see whether your company would be eligible to sponsor IT talent from outside the UK, and if so have internal discussions to see if it is something you would consider – https://www.gov.uk/uk-visa-sponsorship-employers
Work with a specialist recruitment agency
Working with a specialist agency to help with your recruitment will save you time, effort and in the long run money. At Devonshire, our consultants not only have the industry experience and knowledge, we have access to a large talent pool via our database and network and will take the stress of sorting through tons of unsuitable CVs to find the perfect applicants.
We get to know our clients so can accurately assess whether a candidate is not only right for the position, but for the company too – so will only send you suitable CVs.
And now as many of us offer remote/hybrid working, and most companies do their 1st stage interviews virtually, Devonshire can even offer to do this for you via our amazing video interview platform.
So, to find out more about how Devonshire can help you overcome any recruitment challenges, and to hear about our virtual interviews, reach out to out to me today on [email protected]
