Why Tech Talent Is Still In High Demand: Insights For Recruiting Success

The current economic climate is characterized by an uncertain future, with ominous signs of a potential recession on the horizon. The tech industry, which was once considered immune to economic downturns, has been affected as well, with major conglomerates announcing mass layoffs one after the other; more than 1,000 companies have let about 150,000 people go. This has led to a sense of unease among other companies around the world, many of which have responded by freezing their hiring processes.

However, it's essential to recognize that these cutbacks are not indicative of declining demand for tech talent. In fact, the opposite is true. The technology industry continues to evolve and grow at a rapid pace, creating an ever-increasing need for software engineers, developers, and other tech professionals. The situation at present is, therefore, a double-edged sword for companies seeking to attract top tech talent.

While a recession can lead to job losses and economic slowdowns, it also creates new opportunities. Highly skilled tech professionals who have lost their jobs may be more open to considering new job opportunities. This presents a unique opportunity for employers to access top talent that they may not have had access to before. 

For organizations looking to capitalize on this opportunity, the key is to adopt a proactive approach. Seek an opportunity in the prevailing conditions and leverage it to gain an advantage over your competitors that are more hesitant or passive in their hiring processes. 

Whether you're a startup or a well-established enterprise, there are several strategies you can use to stand out and attract the best tech talent in a crowded market.

Read on!

The demand for software and engineering talent has been steadily increasing over the years, driven by the growth and evolution of technology. In this new era of remote work and digital transformation, companies of all sizes and across all industries are recognizing the critical importance of technology in driving growth and competitiveness. From healthcare and finance to retail and education, businesses are investing in tech to meet the needs of their customers, employees, and partners. It has reached a point where a lot would no longer be possible without the necessary tech tools and features. 

Where there is a demand for technology, there is guaranteed to be a demand for people who understand how to design, develop, and implement it with ease; and this is something that might never be impacted by changes in the economic climate. As industries continue to digitize, they require software developers, user support specialists, systems analysts, project managers, systems engineers, and network engineers.

In fact, not only are these professionals in high demand, there is a massive shortage that needs attention as Korn Ferry predicts that 85 million tech roles may remain unfilled by 2030. 

It is critical to understand that the recent layoffs in the industry are a result of over-hiring during the tech boom of 2020-21 and not a reflection of the state of the economy. The fundamental demand for IT continues to grow, as there is an increasing amount of work to build new digital products, rebuild old systems, take advantage of cloud tech, and automate human-dependent processes.

As the demand continues to increase for top tech talent, it goes without saying that it’s going to get harder to attract the best and brightest. This situation urgently calls for an evolved strategy- one that accommodates the changing needs of the workforce as well as better understands the gaps within the organization. 

Be it the younger talent or the experienced professionals, everyone is now seeking a workplace that isn’t rigid with its policies. Tech talent values the freedom to be able to work from home and set their own hours. While a lot of organizations had adopted flexible methods of work a couple of years ago during the pandemic, once the situation normalized they attempted to go back to how it was before and forced employees to come back to the physical office. This led to massive attrition and a demotivated workforce. 

Offering flexible arrangements and focusing more on tasks that need to get done on time is a great way to appeal to a wider pool of talented tech candidates and also keep your existing employees happy!

An often overlooked aspect, employer branding is key to becoming an organization that regularly attracts experienced professionals and retains them for longer.

Candidates, especially highly skilled ones, conduct extensive research on the organization before they decide to interview with it or accept an offer. It’s crucial to create a compelling brand, one that fully displays the company’s mission, goals, and values to the world and conveys why it is different from the others in the same space; give the professionals a reason to choose you over your competitors.

Your website or social media pages should effectively convey the unique selling points, the culture, opportunities for learning and development, opportunities for growth, and a commitment to work-life balance. 

As important as it is to find the right candidate in terms of skill and technical prowess, it’s also equally important that they’re a good fit for your organization’s culture. A mismatch of goals and values could create unnecessary friction as months go by, ultimately leading to high attrition and high turnover rates. 

The interview process should be strategically created to evaluate the candidate as a professional and also as a person! Well-rounded questions that take into account their needs, wants, goals, motivations, and more, are highly appreciated and will convey to the candidate that the employer cares. 

In today’s global marketplace, talent can come from anywhere in the world. Look beyond the traditional job boards; hackathons, virtual events, and networking sites like LinkedIn are excellent places to find leading tech talent. 

It’s also key to not restrict your search for the right fit within a particular area. With advances in technology and communication, cross-border hiring has never been easier and thus, it’s worth considering as part of your overall recruitment strategy.

Also read: Global Recruitment: Separating Fact From Fiction

Also read: Leveraging Talent From Global Tech Hubs

Companies in India still insist on potential candidates coming down to the physical office, often for the very first interview itself. Not only is this screening process highly time-consuming and exhausting, but it is also restrictive and could lead to the loss of some excellent applicants. Utilize the different tools and techniques available in the HR tech space to up your recruitment game like screening tools, tracking systems, assessment worksheets, and more. Make the process streamlined and efficient by setting up meetings over the phone/video conferencing. 

It’s a misconception that all professionals are looking to work on tasks that are not very complex and are straightforward. 

Skilled talent, especially those with several years of experience, have a strong desire to be presented with challenges and opportunities to work on “cracking” a tough situation. It allows them to apply themselves and more ways than one and doesn’t make them feel as if the job is repetitive and boring. 

Offering a sense of purpose to talent and giving them the space to showcase their knowledge and creativity is a great way to attract and retain them for long. 

According to a report by Hired, 60% of tech professionals who lost their jobs due to the pandemic believe they will receive lower compensation in their next role. Organizations often attempt to leverage the current situation by cutting down on compensation offered to laid-off talent. Not only is this unethical and immoral, but it is also unlikely to reap results as attrition will soar within just a couple of months. 

Be fair and transparent about your compensation packages and be competitive in your offers to attract leading professionals in the industry. 

By following these strategies, employers can effectively attract top tech talent, even during the economic downturn. Taking a proactive approach and investing in their recruitment processes can help organizations gain a competitive advantage and find the talent they need to succeed.

Here are a few examples of how turbulent times can be leveraged for success.

A large financial services company, which previously struggled to attract top tech talent, was able to turn the tide by implementing a hybrid and remote work policy. This allowed the company to attract and retain top tech talent at very nominal rates, while also seeing an increase in productivity and employee satisfaction.

A software company in Europe struggled to find the right candidates for their development team during economic uncertainty. The company modified its hiring process to include a series of technical assessments and hands-on projects to address this. This gave the company a more accurate picture of the candidates' skills and allowed them to hire the most qualified individuals, regardless of their location. The company's ability to identify and hire top tech talent during a tough job market helped them maintain a competitive edge and stay ahead of the curve.

Another great example is a mid-size retail company that was able to leverage tech layoffs to hire a team of experienced software engineers at affordable rates. This allowed the company to accelerate the development of its e-commerce platform and provide a better online shopping experience for customers, resulting in increased revenue.

A fast-growing tech firm in the United States was having trouble attracting top talent during a period of economic turmoil. The company decided to focus on creating a supportive and inclusive work environment, offering generous benefits, and promoting work-life balance. By doing so, the company was able to differentiate itself from other employers and attract top tech talent who were looking for more than just a paycheck. This allowed the company to build a talented and motivated team, even in a challenging job market.

Finally, a mid-size food and beverage company was facing challenges in staying ahead of the competition in the industry. They took advantage of the tech layoffs by hiring a team when all their competitors chose to freeze recruitment. The new hires were able to help the company improve its supply chain management and streamline its operations, resulting in cost savings and increased efficiency.

In conclusion, the demand for tech talent is not slowing down despite the current economic climate. With the increasing digitization of industries and the shortage of tech professionals, organizations need to be proactive and adopt new strategies to attract the best of the best. 

Offering flexibility, creating a compelling employer brand, aligning the hiring process with the organization's goals, and searching for talent through different avenues can help organizations stand out and attract skilled professionals. By doing so, employers can capitalize on the current market situation and secure the tech talent they need to thrive in the digital era.