IT Hiring Trends: What's in and What's Out?


Despite the convenience of job portals and social media, why is it still a challenge to recruit the top tech pros? Should your email and phone be bursting with inquiries and CVs? Such is the life of being a tech recruiter — it’s challenging but definitely rewarding! That’s why you should apply different strategies and specifically know what kind of hiring trends are applicable to tech talents nowadays!


How do you recruit the best tech talents in the country?


IN: Remote work options
In the Philippines where traffic sucks the life out of everyone, work flexibility in terms of being able to work from home means a big deal to most. It’s always possible to find a balance in terms of schedule. If WFH is not possible, a flexible work shift is also an option — as long as there isn’t the pressure to clock in exactly in the wee hours of the morning. This goes for almost all positions, even outside tech. When companies show that they’re willing to be flexible in terms of shifts, it’s already plus points to the candidate. Proper management and task delegation is the answer to find a balance in this set-up.


IN: Hiring beyond IT skills
Are you hiring specifically because of their skills alone? If such is the case, and you don’t acknowledge a candidate’s potential aside from his or her IT capabilities, then you’re missing out. For instance: it’s better to hire someone with medium-level abilities who are willing to learn over a snobby know-it-all. A candidate’s soft skills also count because it goes to show you see them as an individual, not just because of what they can do for the company. Besides, this is how you can have different kinds of people in one team working for one purpose.


IN: Career growth opportunities
Most of the IT talents you will come across are Millennials, and if they’re passionate in their respective fields, one of their main goals is to excel. They will always ask for chances to improve. Presenting them with the chance to climb the career ladder is vital if you want to attract and retain tech pros. When applicants feel that they wouldn’t be stuck in a dead-end job — even if it doesn’t have the highest pay, will always feel like a good choice to them.


IN: Hiring potential
Sometimes, the best IT talent is still a diamond in the rough. You have to find tech pros who have the basic skills you need and believe that they have room to grow and learn more iT skills along the way. This goes especially for candidates who have the passion for what they do.


OUT: Freelance work
That being said, project-based work isn’t going to get you anywhere. Candidates are getting smarter. They know what they want and it’s a stable job. In today’s economy, it’s just unwise to sign with a job that offers no benefits and long-term employment. Besides, always classifying their line of work as something related to freelance even if it involves full-time dedication may discourage potential hires. They might think your company doesn’t take them seriously and undermines the hours and effort they put into their work.


OUT: Senseless perks
If you make the cool perks in the office your main selling point, you might be missing out on

great candidates — especially if the job description itself isn’t really appealing. It doesn’t matter if it’s a gaming station, a pool, or free gym memberships — all of these shouldn’t be the reason why you want to attract people to apply or should you make these the reasons why employees stay in your company. These should be just what they are — perks and bonuses, but not exactly the reason why your company retains its people. Table tennis in the office isn’t enough to make up for a horrible job; it’s a temporary distraction from a long-term problem.


OUT: Hiring only “the best”

When you look for talents, do you only consider them based on their variety of skills and nothing else? Are your standards unequivocally high? Well, you might want to step down from your high horse — unless you want to keep waiting forever for the right one to come along. Mind you, these high-end applicants are already applying for other companies, and unless they reached out to you first, your chances may be lower than you think. Unless you’re offering the moon and stars, you might as well broaden your scope and explore other candidates who have more or less the same skills.  


OUT: Traditional hiring strategies

How long do you give updates on the candidates you approach? If it takes you more than two weeks to reply to any of their inquiries or their application, don’t be surprised if they disappear on you. Tech pros know they’re in demand, and if you take your sweet time before responding to them — even if it’s making them wait for long hours in the reception area, they might get turned off at the prospect of working for your company. Make them and their time feel valuable.


With this new info, we hope you would find it easier to navigate the IT recruitment process. It’s already hard enough to source for the right people, so you have to have the right strategy and approach when you make contact with them.


Want more recruiter tips like these? We want to make your hunt for your company’s IT pro as easy as possible! To help you out better, you can use the skill matrix tool to get skill-specific results for your inquiries. Good luck!

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