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8 hot IT hiring trends — and 8 going cold

Paul Heltzel | Sept. 19, 2017
Recruiting and retaining tech talent remains IT’s biggest challenge today. Here’s how companies are coping — and what’s cooling off when it comes to IT staffing.

Not only does money go farther in places like Austin, tech companies there are more willing to bring in out-of-town candidates than California firms. “Austin-based companies are especially willing to relocate the right talent, with more than 60 percent of job offers going to candidates living outside the Lone Star State. In comparison, only 30 percent of offers from SF Bay Area companies are given to non-local candidates.”


Cold: Finding top talent

Across the country, tech firms — and other industries that rely on IT talent — say they can’t find qualified candidates to quickly fill their needs.

“When in-demand candidates do enter the hiring market, they are often snapped up at lightning speed,” reports the Robert Half 2017 Technology Salary Guide. “The IT professionals they want to recruit may already be interviewing with several other companies — or considering multiple offers.”

“There’s a war for talent,” says WorkplaceTrends’ Schawbel, which factors into rising salaries and companies’ trouble retaining employees. “Those things go together. That’s why salaries are increasing. The talent gap is increasing. Sixty percent of businesses are unable to find skilled candidates.”


Hot: AI-based recruiting

Ask any job seeker and they’ll tell you that it’s easier than ever to apply for multiple positions. With a click (or a tap) your resume and work samples are sent off. But hiring managers and recruiters say they’re swamped with applications and recruiters find the data difficult to differentiate.

“There’s been a definite increase in the number of contingency-based hiring services, as well as an explosion of online services that cross-post job opportunities,” says Ory. “We see many more resumes now and the onus has shifted to the employer to properly vet candidates based on the actual requirements for a job.”

Recruiters are now looking to employ searches that can put candidates in context, applying algorithms and machine learning to help find the right person for the job. Artificial intelligence can help replicate successful placements — or bypass candidates that aren’t a good fit for certain positions, based on previous placements.

In addition to honing in on good candidates, an AI recruiter, for example FirstJob’s Mya, can use natural language understanding to answer candidate questions, provide updates to candidates, and even schedule interviews.


Cold: Slow, outdated hiring experience

Staffing firm Robert Half reports that the thing candidates find most frustrating about job searching — reported by 57 percent of respondents — is the long, post-interview wait to hear if they got the job. If they haven’t heard back after two weeks, about 70 percent of respondents said they lose interest in the position.

Hiring managers feel the pain as well, according to the report. A staff-level IT role takes about 4 and a half weeks to fill and more than 40 percent of tech leaders say that’s too long.


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