Targeting IT Talent
Demand is just as strong as ever for IT professionals at all levels, in both permanent and contract. Despite Brexit remaining in the news, candidates are not mentioning Brexit as a reason to remain with or change employers and employers are continuing to increase headcount. In fact the UK recruitment market has grown to a turnover of £35 billion this year, its highest ever.
UK permanent starting salaries rose sharply and accelerated fastest in the 19 months to June 2017 according to a recent REC survey. At the same time the supply of permanent and contract staff continued to shrink. In the same survey, 35% of UK employers had absolutely no spare capacity within their organisation to absorb more work.
Demand for IT professionals is predicted to remain strong. It’s been forecasted that between 2014 and 2024, demand for Web design / development professionals with grow by 57% while demand for programmers / software development professionals will grow by 49%. Almost every IT job function is set to see increased demand during the same period, from Technical Directors and Project Managers to Business Analysts and Systems Designers.
As a result of this strong demand across the sector, you need to compete to attract and win IT talent. Think about what you are offering. What exciting projects and challenges can you tell candidates about? What do you want the person to deliver? Why would they want to join your company and team over any other? Don’t think of it as a vacancy, think of it as a career opportunity, whether you are recruiting a technician, analyst, manager or director. Start recruitment early and be prepared to be flexible on the expertise / skills you require.
The presentation of the career opportunity is crucial to attracting IT talent. Think about the times when you were looking for a career move. How many roles were you approach about? Which roles sparked your interest and why? Was it the way the role was presented to you? It probably sounded exciting, which made you want to find out more, such as what needed delivering or improving and the contribution you could make. It appealed to your motivations. This is when a vacancy becomes a career opportunity. Job specs being recited in parrot fashion rarely spark anyone’s interest.
You need to think about employee retention too. What are you doing to keep your talent? Some of the key reasons candidates give for leaving their employer are lack of interesting projects or challenges and that their employer doesn’t try to understand their goals and interests. So make sure you are offering opportunities internally, have regular personal development reviews, agree plans for achievement and remember that whilst salary is important, it’s not often top of the priority list for IT Talent.
The IT recruitment market remains a candidate driven one.