Whether you’re employing for tech roles or looking to grow your tech career, our expert Simon Rutten shares his insights on the current tech recruiting trends.
Insights Author: Simon Rutten
Are you hiring for tech roles in your company or looking to grow your tech career? Our Director and technology specialist, Simon Rutten, shares his insights on what’s happening in the technology recruitment market currently.
A recent report by the Tech Council of Australia says that 1 in 4 Australians are now working in tech jobs (both direct and indirect tech roles), with more software engineers than plumbers, hairdressers or baristas.
According to the same report, we’re on track to have 1.2 million tech workers by 2030—a joint goal by the Council and government.
This growth, which is four times as much as other industries, is being driven by the increasing uptake of technology across the economy rather than just the result of a rapidly growth tech industry.
While COVID brought a hiring frenzy with the shift to online, things have now slowed a little, changing the market dynamics. Here are some of the current trends.
Tech companies are moving away from CVs, qualifications and work experience and focusing more on a candidate’s practical skills. In fact, it’s a trend being seen across most industries, with 81% of hirers globally saying they use skills-based hiring.
Recruiters are using tools like HackerRank and Codility to assess applicants through real-world challenges that test skills instead of just looking at qualified candidates. This is broadening the talent pool and enabling companies to hire more self-taught professionals.
The gig economy within the vest tech industry is growing. Contractors, freelancers and temporary workers are increasingly being hired to take on short-term projects.
It’s a trend that’s especially helpful for businesses needing specific skill sets without the commitment of full-time hires. However, it does need a more streamlined onboarding process and more effective managing of remote teams.
If you’re a candidate, it means greater flexibility, an exciting variety of roles and projects (and a chance to learn new skills) and a better work-life balance. But it can mean inconsistent incomes and less security.
With Gen Z (those born between 1995 and 2009) entering the workforce, companies hiring for tech are adjusting recruitment strategies to meet their expectations.
Gen Z favours work-life balance, digital-first processes and socially responsible employers, and tech employers are embracing these preferences by offering more flexible work options and modernising their recruitment tools.
According to McCrindle, 80% of Gen Z want to work with cutting-edge technology in their future career; 61% see flexible working hours as extremely or very important to them in their place of employment.
There’s an increasing demand for candidates with specialised skills. Here are some of the current most sought-after:
Companies can remain agile and innovative by hiring or upskilling talent in these areas. Tech professionals can secure highly rewarding, flexible and future-proof careers with these tech skills.
We’re seeing increased competition for top tech talent due to the growing number of start-ups and large organisations expanding their digital capabilities. This means companies are and need to be focusing on their employer branding to stay competitive.
It’s no longer about just competing on salary or benefits like EAP programs but differentiating yourself by showcasing your culture, values and purpose to appeal to potential employees. A good recruitment partner (us!) can help you do this!
According to a LinkedIn report that came out a few years ago, 75% of job seekers consider an employer’s brand before even applying for a job. A strong brand can also help retain talent.
The tech leadership gap isn’t new per se, but it’s still relevant. Many employers have been hiring workers but have forgotten the importance of hiring tech leaders and decision-makers who know how to manage tech teams.
But having these skills up top is essential to help companies become more successful in a digital future.
To help bridge the skills gaps, companies should be looking at leadership potential more when hiring and considering job applicants. It’s not just about tech expertise. You also need to be looking at soft skills like communication, collaboration and emotional intelligence.
Did any of these trends resonate with you? Were you aware of them?
By staying attuned and taking action to lean into these trends, you can position yourself for success in a competitive market. At the same time, candidates can seize exciting opportunities for growth and development and find it easier to pick the right employer.
Hiring for tech roles or looking to grow your tech career? Let’s start a conversation to see how we can help support you and navigate these trends. Contact Simon Rutten on 0447 718 446.
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