Younger workers, again, will drive further adoption of these trends, as will the necessity to source candidates from far-flung geographies and to enable a greater remote workforce, Morgan says.
"The amount of competition by candidates for IT roles is just incredible. The IT unemployment rate is something like 2.2 percent, which is technically zero unemployment. That means companies can't just look in their immediate area, they are looking for remote candidates or people who are willing to relocate for work -- that means using video interviewing and other technologies," he says.
IT hiring will continue to focus on candidates with specialized experience, Morgan says, rather than generalists who can wear multiple hats. He says clients also are looking for talent with hands-on, been-there-done-that experience that can be productive almost from day one.
"Clients across all industries are wanting to see more specialized experience in candidates, and in IT, I would say our clients absolutely want specialists. There are very few roles that require someone to wear, say, three different hats across multiple roles. They want someone who's gone through this, who can integrate that specific technology, for instance," Morgan says.
For candidates, the gig economy will continue to be appealing, especially for those with specialized skills that command premium pay, Morgan says.
"There's a very specific demographic we see a lot of within IT that wants the freedom and the flexibility of gig economy work. They want to use that specialization they have to do their jobs, get paid and then move on to the next client. We believe the gig economy is here to stay, and it's going to strengthen in 2017," he says.
Every candidate is an IT candidate
Regardless of industry, candidates for almost every available role must have at least some technology skills and include those on their resume to be in consideration for a role, Morgan says. It's the logical evolution of the 'every company is an IT company' mantra that's permeating the employment landscape and will continue to do so in 2017, he says.
"I focus in the IT area, but we have multiple divisions; what I'm hearing from my colleagues in areas like engineering, administrative, finance and accounting and non-clinical healthcare practices is that IT skills are absolutely necessary. Every single one of those jobs available has some sort of technology component necessary somewhere in the job description," he says.
These technology skills will continue to command premium pay rates, whether salaried or through contingent work, Morgan says. While many of his clients understand this and are raising their salaries and pay rates to better attract talent, some others are slow to come around to the need for competitive pay.
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