Tendencies and Data on the IT Workforce of 2023

In the last two years, companies have had to face some unprecedented obstacles. The sudden move to virtual settings and restrictions on travel had a global impact. Nevertheless, organizations from all industries, from food to technical staffing, managed to overcome the difficulties.

As the world moves into a post-pandemic era, it is becoming increasingly clear that there are two essential requirements that will remain in demand: food and new employees. The IT staffing business has responded to these needs by improving its remote recruitment processes, while the food delivery industry has broadened its offerings for customers. Moreover, the emergence of recent IT recruitment trends, such as the ‘Netflix and Chill’ movement, has further highlighted the significance of these requirements.

The most recent developments in IT staffing and remote hiring are as follows:

IT Personnel Definition.

IT staffing involves working with external companies to source skilled software developers to work on specific projects. Potential roles available include:

  • Professionals who work in cloud computing
  • Experts in both the front and back ends
  • Experts in computer networks
  • Programmers who work on computer systems
  • Technicians who fix computers
  • Customer service
  • Administrators of databases

If you require a long-term or short-term employee to fill a role that requires a specialized set of skills or knowledge, IT staffing services can provide you with the right candidate. Our services allow you to find the perfect individual with the necessary technical capabilities and a suitable personality to complement your team, regardless of your own technical expertise.

IT staffing trends are the changes happening in the IT recruiting sector. Here are six developments to keep an eye on in the next months and years.

How do hiring patterns in technology and information technology look for 2023?

1. Contract Length: Contingent vs. Permanent

Two years into the COVID-19 pandemic, many businesses had to face additional challenges due to the sudden shift to remote working and the instability of the workplace. Staff had to adjust to new routines as they worked from home, whilst companies had to fill new roles to improve their systems for remote working. The IT sector is responding to these changes globally, embracing two new practices.

Recent research from Gartner reveals that 32% of businesses and organizations are shifting from full-time to contingent staff members in response to the increased need for quick turnarounds and adaptability due to the pandemic. This has resulted in many businesses relying on temporary workers and other forms of contingent employment in order to reduce costs. To facilitate this trend, IT agencies and staffing firms have implemented dedicated recruitment strategies for these positions.

Businesses are increasingly embracing remote working on a full-time basis. According to Agile, many IT companies prefer to have permanent roles filled by full-time employees. Hybrid and remote solutions provide flexibility and a long-term commitment, while eliminating the need for training and recruiting expenses. Companies are actively seeking to recruit long-term personnel through technical recruiting, aiming to build a solid team that can grow and develop without interruption.

Suggestions for Business Owners:

Due to two conflicting demands, businesses now face a dilemma. They may need to address specific IT challenges, such as transitioning from a physical to a virtual office, which may require extra security measures that necessitate external help. On the other hand, they may need to enhance their eCommerce database and data collection, in which case they have the option of signing either a freelancing or contingent contract. The new employee will work alongside the existing team to develop certain features.

For the latter, you will need to ensure that the project has a strong and reliable leader. Whether you are launching a mobile app for your fledgling business or managing the records of workers at a multinational corporation, hiring a full-time worker is the ideal solution. Firstly, someone who is hired to write code must be given the time to learn the habits of the previous programmer. Secondly, it is important for the team to work together to train new developers and ensure that they are integrated into the rest of the organization. The second option is often the best choice if you are looking for a more secure and stable solution. Nowadays, many IT businesses are turning to both temporary contractors and full-time employees, so consider which option would suit your company best.

2. Need for Computer System Safety

Netwrix’s research in June 2023 revealed that 38% of CIOs and IT directors planned to increase their expenditure on security training, compared to prior to the pandemic. Furthermore, 31% of CEOs indicated a preference for investing in the training of existing IT staff, rather than recruiting new employees, unless specialist skills were required. Companies that wish to adhere to cyber-security regulations during a period of increased remote working are placing high value on training and educating their current workforce, or recruiting highly skilled individuals.

Suggestions for Business Owners:

Companies are increasingly aware of the need to protect their data and systems from cyber threats. To meet this need, organisations are looking to recruit security personnel including security operations, support engineers, analysts, threat vulnerability engineers, information security officers, network security technicians, and cyber defence professionals. To ensure their development staff are up-to-date with the latest industry practices, companies are hiring trainers to provide training. Due to the high demand for IT specialists, the job market is highly competitive and businesses are looking to provide full-time employment that can be worked remotely, which offers employees a degree of freedom while also allowing them to maintain a lasting working connection.

3. Online Interviews

Recent developments in the field of Human Resources have seen an increase in remote video interviewing as a result of the COVID-19 pandemic. According to Walters People Recruiters, a 67% rise in the use of video interviews was reported, with 63% of HR professionals using video interviews at least once a week. Additionally, 13% of HR professionals reported using remote video interviews and 16% of businesses have now adopted a remote model for their hiring needs.

Suggestions for Business Owners:

In recent years, virtual interviewing and onboarding have become increasingly important in today’s competitive job market. To evaluate a potential remote candidate’s abilities, it is necessary to set up a series of video chats. Involvement can vary, and it is beneficial to involve other members of the team in order to get a better understanding of how the individual interacts with their peers. This can also provide answers to any questions you may have about the project.

4. Experiential Requirements for Applicants

Companies have become increasingly aware of staff turnover and the importance of a flexible working environment since the emergence of remote working. As a result, businesses are accelerating their training and development programmes to enable employees to progress within the company. This has the added benefits of improved work-life balance and access to training opportunities.

Suggestions for Business Owners:

It has been observed that employees who work remotely in the United States are more likely to be promoted to managerial positions. To build a competitive team, it is recommended to offer full-time remote roles in a digital environment. It has been found that people tend to remain in their current jobs for longer when they have more flexibility over how they spend their time. By offering educational opportunities, a strong team can be developed and employee skills can be improved. However, it should be noted that onboarding new personnel requires an investment of both time and money. To ensure the smooth continuation of a project, it is advised to work with a preexisting team.

5. Inclusion and Diversity

Recent movements such as Black Lives Matter and Me Too have highlighted the importance of diversity and inclusion in businesses and their workforce. According to Clutch.co, a poll of managers found that 23% reported improved productivity due to their organization’s dedication to diversity, with a 14% greater chance of enhancing their brand’s reputation, and an 18% higher likelihood of recruiting top-tier talent. In response to the need for greater diversity, IT hiring agencies are now providing individuals from a diverse range of backgrounds, particularly for telecommuting roles.

Suggestions for Business Owners:

The advantages of having a diverse and global workforce are greatly increased when telecommuting is utilized. By having a service that operates 24/7, productivity, efficiency and a welcoming workplace environment can be achieved. Furthermore, if specific talents are required, professional technical recruiters can be employed to source candidates from a particular region.

6. Analytics and Artificial Intelligence

Human Resources professionals are adapting to the post-pandemic world by utilising analytics and AI-powered platforms to source new candidates. Analytics are now regularly employed in the recruitment process, with many hiring techniques, such as CV screening, relying heavily upon AI algorithms. AI and analytics provide data which assist recruiters in areas such as source of hire, offer acceptance rate, cost per hire, vacancy cost and more. Finally, recruiting chatbots allow recruiters to connect with job-seekers from all over the world.

Suggestions for Business Owners:

Although Artificial Intelligence (AI) systems cannot fully replace humans, they may help to improve accuracy and efficiency. Additionally, through the use of marketing research and search engine optimisation, AI can be used to direct businesses towards their ideal clientele. These robotic procedures may be beneficial to a company in many ways. Furthermore, assembling a stable, long-term team is often more advantageous than starting a new one when endeavouring to expand an existing project.

Strategies for Adapting to the Rising Demand for Technology Employees

Organisations must develop a personnel strategy in line with their requirements in order to effectively identify the best approach to meet their IT staffing needs. This is both a professional and efficient way to ensure the organisation’s staffing demands are met.

The following are the necessary actions for developing your IT strategy:

  • Personnel requirements planning roadmap:

    At the beginning of this conversation, we suggested that remote staffing may be a viable option, either on a temporary or permanent basis, depending on the requirements. It is important to remember that the time and resources invested in finding and onboarding the right personnel are an effective use of funds.
  • Alter the group’s structure in this way:

    Ensure that all necessary materials are prepared in order to facilitate a successful induction of the new recruit, and to allocate responsibilities and duties in accordance with the team’s current structure.
  • Accurate descriptions of duties:

    It is essential to craft an effective job description if you wish to attract the attention of suitable applicants. Consider the values and objectives of your business when producing the description, rather than simply outlining the requirements. When recruiting for a long-term remote role, it is paramount to identify a candidate who is passionate about the role.

Put Your Money Where Your Mouth Is

The IT staffing industry is a reliable source for locating qualified personnel. By monitoring IT employment trends and engaging in professional technical recruitment, talented individuals can be located around the world.

Alternatively, you may utilise our services to source an ideal candidate. We take pride in sourcing the best IT talent from around the globe and placing them in permanent roles in your organisation. Our Human Resources team is vigilant in monitoring all activity and ensuring a long-term partnership. Please do not hesitate to contact us should you have any further queries.

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