The Robert Half 2019 Salary Guide identified some key IT hiring trends that all companies must be cognizant of in order to recruit and retain top talent. As CIO’s Sarah K. White wrote in an article about the report, “When it comes to IT, change is constant. Thanks to a wide range of maturing technologies and the threat of digital disruption, the pace of change in IT has accelerated… But one facet of IT remains the same: that IT organizations continue to struggle to find enough talent to meet demand.”
It should come as no surprise then that the talent gap factored prominently into many of the trends identified by Robert Half, including:
Employing temporary workers or consultants
Using a flexible staffing strategy enables some companies to temporarily bridge the skills gap as they look for full-time employees to fill the role. In other cases, companies may need a select group of skills that don’t require a full-time worker, making it an ideal scenario for project professionals or temp workers.
High salary expectations
As White put it in the CIO piece, those seeking employment in IT “know they’re a hot commodity” and expect to be well compensated both in terms of base salary and also with benefits, company perks, and professional development opportunities.
The interest in digital transformation initiatives is having a direct impact on hiring. But Robert Half found that “digital transformation efforts can be quickly thwarted by a talent shortage.” As technology becomes more integrated into every business, the need for soft skills in IT will only increase. Candidates with strong listening, critical thinking, and communication skills are particularly well-positioned to capitalize on the hot IT job market.
Given the competitive hiring market, it’s important for companies to use the interview process to thoroughly vet the candidate while simultaneously promoting the company and positioning the opportunity in the best light possible. Forbes contributor Bernhard Schroeder recently underscored this theme in an article exploring how companies can maximize candidate interviews.
Tips from the article include:
- Having an interview partner: Collaborating with another colleague who brings his or her own questions and perspective to the interview can provide a more detailed and well-rounded understanding of the candidate.
- Tap into problem-solving: Whenever possible, phrase questions by describing a problem the candidate is likely to encounter on the job and ask how he or she would address the issue.
- Be flexible: It’s important to have a list of topics you’d like to cover, but it’s not essential that the interviewer follows a strict structure. Schroeder advises, “Go with the flow, but still ensure that all necessary points are covered.”