Adjusting tech hiring strategies

At a time when businesses are looking to get back on track following the upheaval caused by the Covid-19 pandemic, seize opportunities and futureproof against upcoming challenges, harnessing technology has never been so important.

Whether born-tech or tech-adapted (those for which technology was not initially core to the business), organisations of all dimensions need access to the right technology talent to succeed. This report investigates technology hiring trends, with insights from Robert Half’s expert team of technology specialists, designed to help businesses get ahead when it comes to attracting and retaining top talent.

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Access to skills

tech skill shortage

Technology is always evolving, which means that businesses and employers must constantly adapt their plans and upskill if they are to achieve their goals and objectives.

  • The pace of technological advancement outpaces skills development – leaving 72% of tech teams with a crippling skills shortage.
  • Information security, software development, and cloud computing roles have been the most in-demand over the past 12 months. Find out how high demand has affected salaries with our 2022 Salary Guide.
  • Tech-adapted companies are finding it harder to fill DevOps roles because they cannot offer the exciting opportunities that come with a born-tech companies unique tech stack.

How can we tackle tech talent shortages with AWS re/Start?

Rules of attraction

In a tight candidate market where employers are struggling to find the skills they need, retaining existing staff and attracting the best candidates becomes essential.

  • More than two-thirds (69%) of tech leaders have noticed an increase in the number of employees resigning in the past 12 months.
  • 62% of organisations are struggling with retention. Increasing salaries, promoting workers and improving corporate culture are all common strategies for encouraging employees to stay.
  • Tech leaders who are finding it hard to attract talent (67%) have found highlighting opportunities for progression, offering a share scheme and increasing paid holiday time effective.

4 simple retention strategies to keep top tech talent

How to attract top-class technology contractors

how to attract top tech talent to your company<br />

Impact of remote working

remote tech jobs

While remote working is widely touted to be the ‘holy grail’ – and one of the silver linings of the pandemic – the reality is much more complicated, and most businesses are moving towards a hybrid model.

  • Hybrid working has overtaken remote working as the most popular approach. 60% of businesses are now expecting employees to be in the office at least some of the time, in comparison to 34% who are still fully remote.
  • 73% agree that remote working is limiting junior employees’ opportunities to develop new skills, which has implications for retention.
  • A lack of facetime is also cause for concern. 69% report that identifying employee issues is harder, and 67% say that their corporate culture suffered under remote working.

Outcome-based work culture: why the UK's hybrid workplace demands it

Investment in hiring and upskilling

Whether just starting out or well-established, increasing headcount is one of the most common ways businesses look to achieve growth after receiving venture capital or private equity funding.

  • 42% of businesses spent some of their investment capital on recruitment and hiring, second only to research and development (44%).
  • Tech leaders estimate that close to one fifth (18%) of funding was spent on recruitment and hiring, and that an addition 20% was spend on upskilling and training existing workers.
  • SMEs were ore likely to hire for business intelligence and leadership roles to solidify future direction, while larger organisations focused on cloud computing and information security to provide a solid framework for growth.

Whether you are hiring for one role or one hundred, we can find the right solution for you. Find out more

tech upskilling

Value in brand ethics

recruiting tech talent with ethics

Environmental, social and governance (ESG) concerns have been steadily rising up the agenda, both inside and outside the boardroom, and it is now a critical part of the hiring process.

  • Nine in 10 (90%) tech leaders have been asked by a job candidate about the organisation’s impact, what it stands for and how it supports staff.
  • 78% recognise that having strong corporate values is now essential for retaining and attracting talent.
  • Organisations are stepping up their ESG game by increasing transparency, strengthening HR and procurement policies and improving employee experience.

Find out more about our collaboration with AWS re/Start, which helps to create a diverse and inclusive global pipeline of cloud computing talent.

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With the rapid pace of change in technology, it is unlikely the skills gap will ever be completely closed – and as business leaders shift and their focus to grow and futureproof their organisations, demand for will only increase. The competition in the market has reached unprecedented levels and securing your first-choice candidate now relies on more than salary alone.

We are seeing how the fierce war for talent is affecting organisations, and by combining our team’s expertise with insights from tech leaders, we can identify trends that reveal what is happening within the hiring market. Understanding the market, candidate expectations and competitor actions will give your organisation its best chance to secure outstanding talent.

Craig Freedberg, Regional Director - Technology

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Robert Half commissioned Opinium Research Ltd to conduct an online survey of 750 technology managers and directors with hiring responsibilities between 9-16 May 2022. The sample included leaders from SMEs and large enterprises, both born-tech (those built around technology) and tech-adapted (those who pivoted to include technology within the organisation).

The results from this survey were paired with expert insights from Robert Half’s UK technology team, who work with clients and candidates to provide access to new skills, access and opportunities on a daily basis. By sharing their experiences of the market, we can help more businesses and candidates identify their next steps, and improve the process for everyone.

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