In 2021, IT recruiting was characterized by two key trends – the need to build a strong employer brand, as well as the need for quality professional development for IT recruiters.
Those companies that took into account these trends were able to actively expand the staff of IT employees. In addition, since 2021, fortunately, candidates are complaining less and less about incompetent recruiters confusing Java with JavaScript. This is a huge step toward ensuring that recruiters and candidates are on the same wavelength as possible, without causing mutual dissatisfaction in communication.
Today, the trends have changed a bit, and now the key focus is not on the “hard” skills of employers and hiring managers, but rather on “soft” skills.
Kindness and sincerity
The image of work, which boils down to the classic “boss-subordinate” hierarchy, has long sunk into oblivion. Employees have long ceased to be perceived as “little cogs” supporting the functions of a large corporate machine.
Therefore, experts pay more and more attention not only to the company’s product but also to the good deeds with which the brand is associated, they consider it important that employers contribute to charity and help other people.
The humanity behind the company name is especially relevant now, and many candidates will be more willing to consider such employers.
Confidence
The fear of making a mistake is perhaps one of the fundamental ones in the work of any employee, not only an IT worker. If a company manages to create an image of understanding and loyalty, it has more opportunities to attract new employees.
Even large companies put a lot of emphasis on a humane attitude towards people, trying to build interaction on mutual trust and not total control.
Quality, not quantity
“We have the largest database of candidates” is a classic advantage of recruiting agencies. Given the new trend towards trust and humanity in companies, the focus is changing here.
It’s no longer about how many prospects a recruiter can handle; it’s about how well they’re processed. It is important how trustful the dialogue with the specialist turned out, whether long-term, reliable communications are possible, without formalism, but with warm, friendly (at the same time not going beyond business) communication.
Refusal of arrogance
Organizations with an overblown feeling of self-importance, even if justified, will be less competitive in 2022 than companies that recognize that they and experts are equally interested in each other.
An employer-employee partnership is what you should be aiming for in 2022.
Acceptance of market realities
In 2020-2021, the IT hiring market went crazy, and literally from every iron we heard that the collapse was happening, the market was overheated, and the candidates went crazy.
It’s time to move on to the fifth stage of accepting the inevitable and coming to terms with this fact.
The fact that IT applicants seek higher compensation than those in other areas is understandable since demand much outnumbers supply. We begin to calmly play by the rules without excessive dramatization.
Recruiting automation
HR-tech is now on the rise, platforms are being actively developed that can assess the level of soft skills of candidates through video interviews, process their emotions, and advanced CRM systems are being created.
The need for communication
Many are now working remotely. This, of course, is no longer a trend, but because of this, many candidates have greatly increased the need for communication. Companies that understand applicants’ needs and fulfill them not only in terms of remote work but also in terms of compensating for the lack of an office via online coffee meetings or more frequent corporate events have a higher priority among candidates.
In order to save time and not waste resources on learning new rules for the correct recruitment, use IT recruitment services CNA-IT.
Counterfeiters
The latest trend of 2022 is a counteroffer for every second offer. As a result, it is too early to open the champagne after the applicant accepts the offer, and even better – to “process” the candidate ahead of time, preparing him for potential rejection, thereby making such a dialogue a compulsory feature of engagement with the candidate.
Because it is so intimately linked to one of the most active sectors of IT today, the field of IT recruitment is fast evolving, with new HR technology developing, candidate demands moving, and the emphasis shifting toward a more progressive system of employer-subordinate interactions.
Therefore, in this difficult race for worthy IT specialists, those companies that can quickly evaluate candidates, quickly give feedback, quickly interview, respect each employee, with an emphasis on humanity, loyalty, and partnership with candidates, will win.
More useful information can be found here: https://cna-it.com/employer-branding/.
