The Contest for IT Talent Continues
Feb 21, 2022
The Contest for IT Talent Continues
Feb 21, 2022

IT talent has always been in high demand, but no more so than right now! We are now at the point where many companies are chasing the same scarce talent. Therefore, we are seeing double-digit pay increases in some areas of IT. But where does it end? And what about the companies that are unable to pay inflated salaries? What happens to them?

We’ve researched the current IT jobs market to find ways to enable you to recruit someone worth recruiting, without having to pay 6 figures salaries.

IT Talent Most in Demand

According to data from CIO.com, the 10 most in-demand tech jobs for this year are –

  • Database Administrator / Architect
  • Information Security Analyst
  • Software Developer
  • Network & Computer Systems Administrator
  • Computer Programmer
  • Web Developer
  • Information Systems Manager
  • Systems Analyst
  • Helpdesk / Desktop Support
  • Network / Cloud Architects

And we are hearing the same reports from the job boards too. Of the hardest job titles to fill, 8 out of 20 are in the IT sector and are remaining vacant no the job boards for 3 months+.  Again, not terribly helpful if you have an urgent IT job to fill.

But this could be a double-edged sword for many companies. Not only are you trying to secure the best candidates (and paying more for them!), but your own teams are also asking for pay rises due to inflation, or even worse, they are offered a considerable increase to move to another company. You then have a decision to make. Is it cheaper to agree a higher salary to keep hold of them? Whilst this does work in some cases, over 80% of people still move on within 6 months of accepting a counter offer. So, think carefully before you react to any resignations.

IT talent

Shorten Your Time to Hire IT Talent

Is your recruitment process preventing you from securing the best talent? Candidate expectations are changing and to secure the best IT talent, you need to shorten your interview process to just 1 or 2 stages. These stages also ideally need to be remote so that the candidates can fit them into their day. You can always invite the candidate in to receive the job offer at the end of the process. But don’t let a 2- or 3-week interview process stop you from achieving your business goals. Here’s our advice on timescales –

  • CV Feedback – 24 hours maximum. Ideally same day.
  • 1st interview – within 2 days of receiving CV. Ideally remote
  • 2nd interview – if absolutely necessary within 1-2 days of 1st interview
  • Offer – within 24 hours of final interview

Whilst sticking to these timescales doesn’t guarantee that you’ll secure your first-choice candidate, it does give you a better chance. However, it also means that you are less likely to be wasting your time on interviews that candidates are quickly going to withdraw from.

Purpose Before Profit

Do you have a company mission? What is it that your business does that helps others? IT talent, especially younger candidates are very selective about who they work for. If an in-demand candidate receives 3 equal job offers, there decision is likely to be based on your purpose. Gone are the days of wanting to work for a ‘growth-at-all-costs’ company. For some companies there is a clear mission. One that can easily be communicated to candidates at interview. However, there are companies that need to be a little more creative when it comes to communicating their mission. Take a look at yours and make sure it’s fit for purpose before interviewing.

How Langley James can help you to secure the best IT talent

Not all recruiters are the same! It’s important to choose carefully who you work with, especially in times of a skills shortage. You don’t want a recruiter who just posts your roles on a jobs board. We’ve shown above that this is no longer the answer! The superstar IT candidates are not to be found in advert response. They are the candidates on databases, in recruiters’ networks, and recommendations. So be sure to ask the right questions of your recruiter next time you are hiring IT talent. We’d be happy to answer any questions you have, show you testimonials and even put you in touch with our clients. Just ask – we are here to help.

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