IT Hiring Trends to Anticipate in the Coming Year

The IT industry has always been somewhat unique compared to other industries. It goes through hot phases, then periods where talent seems to be in short supply. Looking ahead to 2014, it may seem like the latter is true, but it’s just that there are certain economic factors, social changes and candidate behaviors that will shape the way recruiters and HR staff connect with tech candidates.

1. Geographical restrictions of the talent pool

In the old days, if you couldn’t find IT talent locally, you could look farther afield and convince great candidates to come to you. These days, too many homeowners are still underwater with their mortgages and can’t move for a new job because they’re unable to sell their homes. Plus, with so many companies having to make do with less, they can’t pay relocation costs or buy people out of their homes.

Instead, focus your efforts and resources on finding local candidates who don’t require relocation. You can actually pay more for local candidates in terms of salary and sign on bonuses and still come out ahead compared to relocating a candidate.

2. Different candidate approaches

In the recent past, job seekers would visit your website, research your employment brand, submit a resume online, and then wait to hear back from you. These days, candidates are more likely to “come in the back door.” Instead of going through traditional screening and hiring processes, they’re using other ways to access information about a company’s job opportunities and work environment—networking with peers in real life and on social media to learn about open positions and get direct referrals to hiring managers.

The best way to handle this change in candidate behavior is to manage it from your end. Involve your current employees in the recruiting process by implementing an incentive program and leveraging their social media networks to connect with current and prospective candidates.

3. The need for more, better transparency

Social media not only creates connections with candidates, it also creates a need for greater transparency when it comes to your employment brand. Candidates will use social media to evaluate the information your company provides about what it’s like to work for you. Instead of being influenced by marketing materials, potential employees will gain their impressions through other sources, including online forums, websites, blogs and other networks.

How can you make sure what’s being said about you is correct? While you can’t control what others say about you, you can make sure that the candidate experience you provide is positive and consistent. You can also conduct an audit of your employment branding messages and materials to make sure that you’re achieving the right tone and that your messages are supported throughout the company.

In IT recruiting, it’s all about finding, attracting and hiring the right people. We know this because we’ve been doing it successfully for decades! Call or contact us anytime to see what we can do for you.


By Logan Bragg: Partner, Triumph Services. As head of the Recruiting Division of Triumph, he has helped thousands of candidates find rewarding positions.