8 hot IT hiring trends — and 8 going cold

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.

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“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Cold: Slow, outdated hiring experience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.

And it’s not just the long radio silence — if they hear back at all — that job candidates find daunting.

“Job seekers reported being exposed to skills testing and assessments in their candidate experience more than any other recruiting technology, but it is also the technology they would least like to see the in the future,” according to WorkplaceTrends’ Future of Recruiting Study.

The upside? About 70 percent of employers plan to invest more in their candidate experience, the study says.

Hot: Increased compensation for talent

Compensation across the board for workers is expected to go up about 3 percent this year, and a bit more than that in 2018, according to the Society for Human Resource Management.

Despite salaries going up, most people are open to new opportunities. About 75 percent of developers are keeping an eye out for their next job, according to Stack Overflow. As IT hiring managers find it hard to fill positions, salaries rise to meet demand.

“The biggest challenge for companies right now from a talent perspective is retention,” says Schawbel. “It gets harder to get people to stay, so you have to have a more competitive salary — and then benefits packages also become more important.”

Cold: Diversity in the workplace

In terms of job opportunities, it’s probably no surprise that Millennials have the edge. Those between 25-30 years old get the most job offers, reports Hired’s 2017 State of Global Tech Salaries. After the age of 45, the average salary and number of job offers decline. After 50, most IT pros see a significant decline in salary in line with their experience.

And what about gender and racial diversity?

Women make up less than a third of the tech workforce, according to the National Center for Women & Information Technology. As for the C suite, only about 20 percent of CIO positions are held by women, as of 2016.

Here’s a snapshot of racial diversity in IT: The most recent U.S. census report on jobs in IT shows just 7 percent of IT workers are African-American compared to 11 percent of the entire workforce.

Hispanic workers were about 7 percent of the IT workforce, despite being 16 percent of the workforce overall. Asian IT workers fare better, about 18 percent, compared to 6 percent of the working population. And about 70 percent of IT workers are white (76 percent of all workers).

“Gender diversity, ethnic diversity and the generational clash are big topics right now in Silicon Valley,” says Schawbel. “We still see a lack of diversity even though the evidence shows that a more diverse workforce creates more productivity and creativity. Companies are extremely slow to change. There's no published evidence they’re doing much about it.”

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