attracting the best IT & tech talent in 2022.

Many have a vague sense that the technology industry is continuing to grow year-by–year. However, most don't realise how fast the digital tech economy is growing in the United Kingdom. Within the last two years, the UK increased its employment in the digital tech economy by 11%.

As a result of this growth, more than three million people in the UK now work in the IT sector. However, despite the magnitude of that number, many tech companies are starving for great talent. Among other things, the coronavirus pandemic led to a shortage of tech talent and a series of resignations that make it harder for companies to retain essential employees.

However, there are a number of things that tech employers can do to attract the best talent available. 

Read on to learn all about the most effective strategies to attract and retain talent within IT and Tech in 2022.

using remote working and flexible working options to broaden your appeal

During the coronavirus pandemic, many people were forced to find out if they could do their jobs from a distance. Luckily for everyone, the answer turned out to be that they could. However, that knowledge has now opened the floodgates for remote work requests.

Technology employees can often do their work from a distance more easily than employees from almost any other sector, and in many cases had been before the pandemic. Nearly half (47%) of the IT workforce feel that their employer should offer them flexible work arrangements, as highlighted in Randstad’s annual employer brand report - a survey of 10,000 UK workers.

While some organisations have tried to encourage employees back to a physical workplace following the pandemic, many companies are also discovering that they cannot force individuals to return full-time. For many reasons, talented tech employees are finding themselves with plenty of options for places to work and have proved that it isn’t affecting their productivity.

Given the strength of their position, offering remote work whenever possible should be a priority for companies that want to compete, after all, 62% of IT professionals told us that work-life balance is the most important driver when it comes to considering a new employer. 

If there are legitimate reasons not to allow remote work for a certain position, it might be best for a company to put together clear explanations as to why that is.

While working from home may be the preferred method of working for many workers, the lack of office morale and physical team presence can lead to siloed working and in some cases negative impacts on mental health. It’s becoming more common for organisations to offer support directed towards mental health and mindfulness within the benefits package offered, as this demonstrates a higher level understanding of workers’ roles, needs and responsibilities, which sits outside of simply offering a 'hybrid remote working model'. Wellbeing should always be high on the agenda regardless of where the employee is physically placed. 

consider candidates from outside of the UK

Offering remote work also allows companies to consider candidates from around the world. This one difference can completely solve the problems that many employers are having with finding talented technology employees.

Growing wage demands are emboldening some global employers to move jobs to low-cost centres, reversing the trend of organisations in the UK focusing on near-shoring or on-shoring staff. Most organisations have been directly impacted by the jobs market shifting from client to candidate centric. The reality is that during a skills shortage, it is VERY hard to find quality talent - from a skills, budget and time to hire perspective. 

Of course, not every position can be filled with someone working from a distance. It’s important to note time zones and availability for in-person working sessions need to be considered when examining the possibilities of offshoring. 

expanding your search to be inclusive of a diverse workforce

According to the 2022 Randstad Gender Equality in the Workplace report, the tech industry is still

very much male-dominated, but women could be catching up. More than a quarter (26%) of the respondents surveyed in technology were female, and a number of recent case studies created by Randstad in the technology sector suggest that the tide could be turning.

Many companies are looking for fresh ways to compete for female tech talent. However, doing so requires understanding what women are looking for. 

Further insight from the 2022 Gender Equality report revealed that:

• 77% of women in tech would like to see more female mentors in the workplace
• 71% of women say the absence of training resources is impacting their career
• 42% say the possibility of sexual harassment is affecting their careers
• 73% don’t believe it’s possible to return to a senior position part-time after having a baby
• only 30% of the women in tech stated that they intend to stay with their current employer.

Considering how important it is to compete for talent, IT employers may need to consider adjusting policies to meet what talented women in tech are looking for.

Setting up systems to allow for part-time senior position work after having a baby might be a selling point for many women candidates. Companies may also benefit from finding a way to emphasise work-life balance, which 68% of women in tech state is having the biggest impact on their careers.

streamlining the hiring process

Many organisations created their hiring practices many years ago. Since then, competition for tech talent has gone way up. Many potential tech employees decide not to even consider companies with complicated hiring processes.

To maximise your appeal to talent, consider streamlining your hiring processes. One of the great things about the tech sector is that it is easy to assess skills. You can have candidates demonstrate their technical abilities on the spot during interviews.

You might consider using such demonstrations to cut out many stages in the hiring process.

understand the best ways to attract talent

The more that you know about the current IT situation in the UK, the more you will appreciate how important it is to compete to attract the best tech talent. As the world continues to evolve, it is essential that employers evolve with it if they want to be able to keep up. To stay ahead of competitors, it is important to ensure that your recruitment process is as inclusive as possible. Some tips to improve this  include; adding in a diversity and inclusion statement also allows you to showcase your commitment - for example, you may want to include details on flexible working styles, parental leave and location options to cater for reasonable adjustments and showcasing diversity through case studies. 

It’s all well and good saying you’re inclusive, but prospective employees want to see it evidenced. Including a diverse range of case studies on your website and careers page – from recent graduates to members of the senior management team – can help to solidify your position as an inclusive employer. 

To learn more about the latest developments in the IT and tech world and how to attract the best talent, reach out and get in touch with us here: