Tendencies and future of IT recruitment

Tendencies and future of IT recruitment

May 9, 2022

This Website uses cookies

We´re experiencing the peak of technological evolution nowadays. And with this evolution comes the companies increasing demand to find qualified professionals in that same area.

The pandemic did not present itself as an obstacle to IT recruitment, which is one of the most important tools in the tech area. Like many other companies, we adapted our specialized recruitment processes and we tried to help our IT recruits adjust to these needs.


The demand is no longer one-sided

When analysing the tech market more thoroughly, we can see that the world of IT recruitment has too many needs for the existing number of qualified professionals.

For the employer the demand for talent is high. IT recruiters know which are (some of) the most wanted areas and where to look: Data & Analytics Manager, DevOps Engineer, Cyber Security Manager, etc. There is a higher demand for hard and soft skills (combined), leadership skills, communication, and guidance towards problem resolution. For workers with these characteristics to be interested in the available job openings, the employer needs to be able to give them what they want. More importantly, they should know how to keep and retain the employee, ensure the benefits are long term and not only a decoy.

For the worker, there are other impending factors, and all of them are equally important. Flexible hours, better payments, education and activity benefits, quality tech tools, challenging and interesting work and, last but not least, the possibility of a full-time remote position.


Remote work

After the pandemic, the ability to work remotely has become the norm in the market in Poland. This type of cooperation brings many benefits for both the employee and the employer. This is primarily an increase in productivity due to the lack of time spent commuting and often greater comfort in performing work. On the other hand, however, with such a change in cooperation there are also challenges.

When planning to work remotely, it is necessary to take into account the needs of arranging a space to work from home and the need to maintain the effectiveness of remote team collaboration. The popularity of remote work and its standardization, however, contributed to the rapid adaptation of companies to these changes.

Despite the popularity of this form of cooperation, there are still companies that find it challenging to offer employees the opportunity to work from home. However, given the number of job offers offering at least partial remote work, the need for such a solution seems to be inevitable in the future and there seems to be no going back.


Remote IT recruitment

To keep up with this trend, IT recruitment companies focused also on a hybrid hiring method. The candidates initiate their recruitment process virtually and can end it (or not) in person, at the company they were selected for. This way, it becomes possible for companies to save time and costs. Looking for new ways to find the balance between on-site and virtual allows optimizing the candidate’s experience by conjugating the advantages of face-to-face and the speed of online recruitment.

Remote recruitment in the IT industry is most often a formality. Because of this one should focus on simplifying complexity of the process and making it transparent for the candidate. A clear and efficient recruitment process ensures the best possible candidate experience. What’s more, in order for the remote recruitment process to work effectively, companies should actively invest in tools and technologies to support or maybe even automate this process. There are many tools and systems available on the market dedicated for its optimization.

The approach of companies to recruitment, especially in the IT industry, should be associated with openness to new technological opportunities, or at least openness to consider their introduction. We have entered an era where technology can support us in doing an increasing number of activities, including those related to talent acquisition & HR. It seems that that the use of such solutions may become more common in the future and all participants of the market should embrace those possibilities.