Attracting IT Talent in 2023

If you’re recruiting IT Talent, what’s the market like? Are there lots of IT candidates available? What’s happening to IT salaries?  How do you attract the best IT talent?  Here are some answers……..

With many Big Techs recently announcing job cuts (Alphabet, Spotify, Dell, Microsoft & Salesforce), along with Boeing and Tesco , you might think lots of UK IT candidates are readily available and keen to move. But that’s not the case.

I’m working on a variety of IT vacancies, technical and in leadership, and rarely do I speak with anyone who is or is being made redundant. There are not swathes of technology professionals just hoping for a call. Boeing is making cuts to HR & Finance staff, while Tesco is changing it’s store management and staffing.

The reality is fewer IT candidates, at all levels, are coming to the market. They are now cautious about moving to a new employer as they fear being last one in and first one out if redundancies happen. Maybe they’re not in their dream job, but it feels safer to stay with a financially secure organisation where they have a track record, than taking a leap of faith to a new one.

Salary its rarely the priority. Currently the top priorities for talented candidates are a collaborative working environment, feeling like part of the team, good leadership, having a challenging role and exciting things to work on. Then after that comes money and the benefits package is more important than it used to be. Hybrid working is the norm.

Employers no longer write blank cheques to win candidates. However, the increased cost of living is having an impact. Good candidates are looking for circa 10% more, mainly to bring them into line with industry standard pay for their role.  

So how do you find IT talent? You need to reach Passive Candidates which are people that don’t need to move but are ambitious and will move when the right thing comes along.

You won’t find them emailing their CV to all and sundry. But they are inquisitive, so they browse job adverts. They’ll respond to a well written advert with a clear message about a career opportunity that appeals to their aspirations, motivation and their need for challenge. 

When I say a well written advert, I don’t mean an advert with a list of responsibilities from the job spec dropped in, details of benefits or how long established your company is. Instead, I write adverts focussed on the new challenge this person will take on, the culture, what needs to be delivered and outcomes they will achieve. I tell a story to take them on a journey of what they could expect if they joined my client.  Can they see themselves in the role? What would it look and feel like? It must meet their aspirations and motivations for them to apply.

It's about drawing out the Passive Candidates by taking that inquisitive reader on a journey and turning a job into a career opportunity.

Posted 15.02.2023

Category: IT market news | For candidates | For clients