From the desk of...

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From the Desk of Laura Reynolds – Mastering the Art of Hiring IT Professionals

Oct 18, 2023 | From the desk of...

By Laura Reynolds – Senior Search Consultant, Information Technology Practice

In the wake of substantial layoffs earlier this year, the IT job market has undeniably been a challenging terrain to navigate. Despite the headline-grabbing downsizing at tech giants, IT positions remain at the forefront of the labor market’s demand. These opportunities are no longer confined to corporate giants; they’re emerging in small and medium-sized enterprises, non-profit organizations, and government entities—all of which continue to require tech, data, and IT expertise to drive their growth.

Beyond the disquieting echoes of layoffs, another obstacle confronting the IT landscape is the emergence of the hybrid work model. Historically, many IT roles have thrived in remote settings, with employees rarely tethered to corporate offices like their counterparts in other departments. However, the recent shift towards a hybrid work environment has presented a new set of expectations for IT professionals, adding a layer of complexity to their roles.

So, how can companies adeptly navigate this ever-evolving landscape of recruiting and retaining IT talent?

 

Clarify Your IT Needs for the Present and Future

Between 2021 and 2031, the job market forecasts a remarkable 35% growth in cybersecurity analyst roles and a 25% surge in software developer positions—far exceeding the average 5% growth rate. Whether you’re seeking to implement a CRM system, enhance your HRIS, or safeguard your data against cyber threats during rapid expansion, it’s time to chart a strategic recruitment plan for IT roles like consultants, software engineers, developers, and data analysts.

 

Establish an Appropriate Compensation Range

Once you’ve pinpointed the tech roles you aim to fill, you must gain an in-depth understanding of the prevailing pay rates in your region. A seasoned IT recruiter can outline the market landscape, enabling you to define a competitive pay range for these positions. The outcome? You’ll not only attract top-tier talent but also retain them over the long haul.

 

Proactive Recruitment

In an era where fiscal prudence often makes companies cautious with their budgets, some opt not to post all available positions immediately. Instead, they’re waiting for the right candidate to emerge. 

However, in the realm of IT, a proactive approach is indispensable. Your recruitment team should continuously introduce you to exceptional, highly skilled candidates, even if there is no specific role posted at the moment. This proactive stance is vital as technologies like artificial intelligence and cloud computing reshape the industry, causing job descriptions to prioritize skills over degrees.

 

Craft a Role and Environment that Nurtures Success

To attract and retain IT professionals, it’s crucial to create an environment where they can thrive. It is crucial to recognize that many IT workers harbor reservations about returning to the office. Make sure to engage in a candid dialogue about their preferences and seek solutions that harmonize with your corporate culture. Think about flexibility in terms of work hours and locations because it will ultimately yield dividends in the long run.

Mastering the art of hiring IT professionals requires a strategic approach that aligns with the dynamic nature of the industry. By understanding your IT needs, offering competitive compensation, proactively recruiting, and fostering an accommodating work environment, your organization can navigate these uncharted waters with confidence and secure the tech talent necessary for sustained growth and innovation. 

 

Interested in learning more about how CSP can support your company’s IT hiring efforts?  Contact me directly at lreynolds@chesapeakesearchpartners.com.

RICK FRIBUSH

Partner, Practice Director - Accounting & Finance

Rick is a founding member of Chesapeake Search Partners and Practice Director for the Accounting & Finance Practice, facilitating all direct-hire and contractual searches within these fields. Rick began his career as a CPA in public/corporate accounting. He joined the recruiting industry in 1993 with The Mergis Group. He then went on to successfully lead the Accounting & Finance Practice for Stephen James Associates. As he continued those efforts throughout his tenure in the industry, he realized there was a lack of support for the demand of a recruiting partner in these industries within the Baltimore/DC market.

Rick graduated from Towson University with a Bachelor’s degree in Accounting.

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(410) 372 – 3023