IT Hiring Trends 2022 5 Changes to Know to Succeed in Tech Recruiting This Year

IT Hiring Trends 2022 5 Changes to Know to Succeed in Tech Recruiting This Year

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1. It’s a job candidate’s market

In 2021 the tech job market was already tight. There were more job openings published than candidates available. 2022 will not be any easier for tech recruiters. The pandemic has affected supply and demand in two main ways. First, the need for every company to go online in the face of lockdowns and other restrictions created a greater 

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1. It’s a job candidate’s market

demand for developers across industries. Some of the larger employers also increased hiring.  Indeed, during the pandemic in 2020, Facebook announced they would hire 10,000 additional product and engineering staff members and Amazon announced they would hire even more than that. Second, the pandemic has had 

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1. It’s a job candidate’s market

an effect on the number of new developers being trained. In 2020, for example, the number of developers increased by 2.5% instead of a predicted 4%. More companies need developers and the growth in the supply has slowed, a perfect scenario to tip the balance in favor of developers.  53% of our recruiter survey respondents reported that their 

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1. It’s a job candidate’s market

budget for hiring developers is going up in 2022. While increasing budgets likely reflect greater recruitment needs, some recruiters mentioned a need to offer higher salaries to keep up with demand.    There is also an increase in mass hiring. The percentage of survey respondents planning to hire 201-500 developers has more than doubled compared to the 2021 survey.

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2. Recruiters casting a wider net to fill posts

As the market tightens, recruiters are updating their criteria to widen the pool. It’s no longer practical to filter too strictly and leave candidates with excellent potential by the wayside.  There is a need to focus on the criteria which matter the most. “Finding qualified candidates” is the number one challenge recruiters face in 2022.

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2. Recruiters casting a wider net to fill posts

One area in which recruiters are becoming more supple is their recruiting of developers who learnt to code outside of a university or engineering school, such as those who are self-taught or who learnt from a boot camp, MOOC, short-term training course, etc.  The percentage of recruiters who hire from this pool has increased from 23% to 39% in 

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2. Recruiters casting a wider net to fill posts

just one year. This greatly widens the talent pool. Only 43% of developers who responded to our survey learned to code in a university or engineering school. 32% were self-taught, learning from free online and offline resources, such as tutorials, books, YouTube, etc.

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3. How recruiters are competing for technical talent

In such a tight job market, recruiters need to do what they can to ensure they find and attract the best talent.  Providing a great experience can make the difference between a potential recruit accepting an offer or not. LinkedIn reports 83% of candidates can change their mind about a role or company they once liked if they have a 

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3. How recruiters are competing for technical talent

poor candidate experience. It’s therefore no surprise that recruiters chose “candidate experience” as the number one thing their company will invest in/develop in 2022. The increase in recruiting remotely means that there are new challenges and opportunities for recruiters to provide a great candidate experience. Both recruiters and 

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3. How recruiters are competing for technical talent

developers listed “dealing with technical difficulties (unstable internet connection, unreliable tools, faulty material, etc.)” as a major issue with remote recruiting.  Hiccups can make a remote interview a stressful experience. Issues often arise when trying to use tools which aren’t perfectly adapted to a coding interview.

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4. Improving diversity an opportunity for everyone

65% of recruiters agree that bias is an issue in tech recruiting. Unconscious bias leads to less diversity.  Diversity benefits companies in various ways, including benefitting innovation, problem-solving, and profitability. In addition, it’s also not feasible to ignore a large portion of the talent pool in such a tight job market.

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4. Improving diversity an opportunity for everyone

In addition to the benefits for the company and the access to a wider talent pool, there is also another benefit to embracing diversity.  In a 2021 Beqom survey, 48% of respondents said they would consider moving to another company if it had a well-developed Diversity, Equity and Inclusion (DEI) policy. This can be especially important for 

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4. Improving diversity an opportunity for everyone

millennials. According to a Deloitte survey, 83% of whom feel empowered and engaged in the workplace when they believe their company fosters an authentically inclusive culture.

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5. Retention: how to hold onto employees during the Great Resignation

Along with the tight job market, another challenge facing companies is the Great Resignation.  Many employees are changing jobs, with resignations increasing by 4.5% in the tech industry. The tumultuous period we’ve been experiencing worldwide has many people reconsidering what they want from a job and has been a 

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5. Retention: how to hold onto employees during the Great Resignation

catalyst for many to start looking elsewhere. Fortunately, a strategic employer can hold onto current employees if they focus on the aspects which matter most to them. Just below “candidate experience”, recruiters listed “talent retention” in second place as something they would be investing in or developing in 2022. Some opportunities to 

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5. Retention: how to hold onto employees during the Great Resignation

retain current employees overlap with those mentioned to attract new recruits. This includes working on the challenges mentioned by developers, such as “Rework, changes, unplanned work, unplanned problems”, “Unclear direction”, “unrealistic deadlines” and “inadequate or insufficient work tools”.

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