Economic uncertainty, tight talent markets, and the rising need for IT versatility have altered the IT hiring landscape. Here’s how companies are adjusting when it comes to IT staffing.
Hiring tech talent in 2023 means navigating an uncertain economy, the effects of widespread tech industry layoffs, and candidates who want to work for a company with a mission and workplace culture that align with their values, including diversity, equity, and inclusion.
IT leaders say the best approach is to focus on adaptability. Firms that want to innovate and grow while headcounts are in flux are looking to upskill talent from within, promote their firm’s strengths to prospective candidates, and broaden their pool of potential hires from nontraditional backgrounds.
Here we look at five hiring trends for 2023, five that are falling out of favor, and how organizations are adjusting to new hiring realities this year.
Employers are and employees are both looking for a cultural fit, says Andrey Ivashin, CIO at Dyninno Group, with the idea that shared values also lead to better business outcomes.
“Great salary and dynamic work opportunities are not enough anymore,” Ivashin says. “There is an increased interest in having strong values, social responsibility, and inclusive work culture, among other benefits.”
Ivashin says employee branding is critical. Candidates want to work for companies that they can trust and that make their values clear to employees and the public. And, he says, job candidates are increasingly active in researching potential employers to find a suitable role.
“Job seekers now vet their hiring managers to make sure they find a good cultural fit with their prospective employer. It’s become a part of how candidates make their decisions,” he says. “By collecting references about the potential direct manager, the person can make a more thought-through decision and decide whether to join the company or not.”
Gartner’s Mok says that demand across IT roles declined in December, but currently the hardest jobs to fill include AI and machine learning engineers, cloud architects, cybersecurity or security analyst/engineers, solution architects, IT systems engineers, and full-stack developers.
Even among hiring slow-downs and freezes, CIOs need to fill certain roles to meet 2023 objectives, Mok says, like cybersecurity, cloud platforms, analytics/business intelligence/data science, and project management. Many IT leaders are beginning to rethink how they hire for these difficult-to-fill roles.
“Recent layoffs from digital companies will ease but not solve the talent challenge,” she says. “Based on Gartner data, the overall supply of tech workers has increased only by a few percentage points at most. In key function areas, like data science, software engineering, security function, talent supply remains as tight or tighter than before.”
Alisia Genzler, group president and chief client Officer of Randstad Technologies, says the company has seen a shift in demand for what were formerly nuanced roles that are now mainstream, “such as data scientists, which have seen more than a 3,000% increase in job postings since 2012, and data engineers, which have seen job postings increase by 2,000% over the same period.”
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