IT talent acquisition trends and predictions for 2023

Building IT teams has never been an easy task. In today's digital world, hiring the best IT talent is becoming an ever-more difficult and time-consuming process. As technology advances and new opportunities arise, companies must stay ahead of the curve by leveraging modern recruitment processes and strategies to keep up with the demands for qualified IT professionals. 

Top IT talent acquisition trends in 2022

Recent studies have identified several key trends that are transforming the way companies acquire IT talent in 2022 and beyond. One of the most notable trends is an increase in remote hiring, as businesses become more comfortable with recruiting and onboarding new employees virtually. Additionally, many organizations are taking advantage of technology to speed up and simplify their recruitment processes by using AI-powered applicant tracking systems and automated interviewing.

Furthermore, there has been a significant focus on developing an employer brand that attracts IT professionals. Companies are investing in their workplace culture to emphasize how it can benefit potential employees, as well as showcasing the unique value of working for their organization. This is in addition to emphasizing the value of diversity and inclusion in their recruitment efforts.

Companies put a lot of effort into retaining team members

Retaining IT talent is just as important as recruitment, and many companies are prioritizing retention efforts to make sure they do not lose their best employees. This includes offering competitive salaries, flexible working hours and creating a culture of transparency within the organization.

Additionally, more organizations are looking for ways to provide meaningful work experiences that offer IT professionals opportunities to learn and grow. This includes offering training and development programs, as well as providing employees with access to the latest technology and tools.

Insight into the internal talent pool became more important

Companies have been paying closer attention to their internal talent pools. Many businesses are now investing in talent management, as well as data and analytics tools that give them better insight into the skills, experience and potential of existing employees. This allows organizations to bridge any gaps between IT roles through training and development programs instead of relying solely on their recruiting process. 

Virtual hiring became the norm

The pandemic greatly accelerated the shift to virtual hiring. Companies had to quickly adjust their processes and strategies for recruiting IT professionals online, including creating virtual onboarding programs and providing tech support tools. This has allowed businesses to target a global tech talent pool and reach qualified candidates from a much wider range of locations than before.

Candidate experience during the hiring process became paramount

Hiring managers have been making sure they create a positive candidate experience during the IT recruitment process. This includes providing timely and clear communication at each stage of the process, as well as offering personalized feedback to applicants who are rejected. Additionally, businesses are increasingly focusing on removing unconscious bias from their hiring decisions by using automated systems such as blind resumes and AI-powered candidate filtering.

Hiring boomerang employees became more popular

Companies are tapping into their existing talent pools by hiring boomerang employees. This is when former employees are rehired to fill IT roles, offering them an exciting new opportunity to return to the organization. Boomerang hires can be beneficial for both employers and candidates, allowing organizations to tap into experienced professionals who already have a strong understanding of their culture and values. 

Companies built cultures of feedback and appreciation

Organizations have been focusing on creating a culture of feedback and appreciation for IT professionals. This includes providing staff with regular performance reviews to help them understand their strengths and weaknesses, as well as offering rewards and recognition programs that acknowledge employees’ hard work. Additionally, many companies are investing in career development resources such as mentorship programs and training courses to help talented professionals further develop their skills. 

Data driven recruiting became more prevalent

Companies have been leveraging data to inform their IT recruitment processes. This includes utilizing real-time data analytics tools to track key performance metrics, as well as collecting feedback from candidates and hiring managers to gain insight into their experiences. Data-driven recruiting allows organizations to identify areas of improvement and make more informed decisions about the future of their IT talent acquisition strategies.

Predicted IT talent acquisition trends for 2023

Looking ahead to 2023, there are several predictions that can be made about how IT talent acquisition will evolve over the coming year. The trend of remote hiring is likely to continue, as more organizations embrace this technology-driven approach to recruitment. Additionally, more companies are likely to invest in technology-driven screening and evaluation processes for IT professionals. This will offer businesses greater insights into the skills and capabilities of potential hires. 

It is predicted that there will be an increased focus on candidate experience when recruiting IT talent. By making their recruitment process as transparent and smooth as possible, businesses can ensure that they attract the best IT professionals. 

Employers are also likely to invest more in developing their employer brand and creating a unique workplace culture for IT professionals. This will involve emphasizing the value of diversity and inclusion, as well as offering flexible working hours and other benefits. 

Hiring is going to become even more challenging

As the IT talent pool continues to shrink, businesses are going to face even more staffing challenges. The IT recruitment market will grow more competitive and access to top talent will be more limited.

Research suggests that hiring budgets are shrinking

The worsening conditions are not causing companies to spend more in an attempt to overcome them. Instead, even the top 60 among the World’s Most Attractive Employers are lowering their hiring budgets despite rising staffing needs.

Reskilling existing talent and internal career growth are the winning strategies

Faced with a competitive market and limited resources, many companies are turning to reskilling existing talent as an alternative to recruiting externally. This involves providing current employees with the necessary tools and support that they need to acquire new skills and transfer them into more senior roles within their organization. Additionally, some organizations are looking at internal career growth opportunities by offering IT professionals the chance to gain experience in departments outside of their own. 

These strategies can help companies keep up with the changing IT landscape while developing a more diverse and dynamic workforce. They also provide employees with an opportunity to advance their career and increase their job satisfaction. 

Team augmentation as part of an IT talent acquisition strategy

Team augmentation, or the strategic addition of external IT professionals to existing teams, is becoming an increasingly popular solution for businesses with IT recruitment needs. This approach allows organizations to bring in expertise and specialist skills when they need it without having to go through the lengthy process of recruiting a new employee. 

By allowing companies to benefit from temporary access to experienced IT professionals, team augmentation can help businesses fill their IT recruitment gaps and keep up with the changing market demands. 

The IT talent pool is shrinking and access to top talent is becoming more limited. In order to stay competitive in the future, organizations must be prepared to invest in their employer brand, create a unique workplace culture, and explore team augmentation as an alternative to traditional recruitment.