How To Maintain a Robust IT Talent Pool in a Post-pandemic Workforce

When the COVID-19 pandemic began spreading across the country, it sent a seismic wave that impacted the entire workforce. It shocked IT companies and exacerbated an already present digital talent skills gap. A 2021-2023 Emerging Technology Roadmap report from Gartner Inc. noted that 64% of IT executives had cited talent shortages as the most significant barrier to adopting emerging technology.

The battle for tech talent

According to a survey from TalentLMS and Workable, 72% of tech employees in the US are considering leaving their jobs in the next year. About 40% of them attributed limited opportunities for career progression. And even as IT leaders say their teams are working more closely with recruiters to implement workplace technologies to improve attraction, engagement, and retention, actually finding the talent to execute and support that move is a significant challenge. While hiring cools in some technology segments, the demand for IT professionals is likely to remain high in 2022—and it's poised to continue to prove challenging to find and retain those skilled workers.

Staffing and recruiting agencies feel immense pressure to fill as many vacancies as swiftly as possible, coupled with growing demands from the marketplace. Meanwhile, agencies must also address potential candidates' new needs post-pandemic and the rising candidate expectations that are here to stay.

Related:Gartner: Complexity is IT's Big Problem. Talented Staff is the Answer

So, how can companies end the struggle to find IT candidates and keep the ones they have?

IT staffing hiring trends that can stop the revolving door

From IT managed service providers to IT consulting firms, companies that offer extensive professional development opportunities are more desirable for today's available candidates. Given the massive shortage of IT skilled professionals, upskilling and reskilling are ways to bridge experience and fill knowledge gaps while opening the potential talent pool to try and serve key markets.

Yet, the balancing act remains intense. The Great Re-Evaluation has brought a renewed focus on hiring practices. IT talent-focused staffing and recruiting organizations must now embrace new methods and technologies to remain successful and avoid losing candidates to competitors. More than ever, candidates with sought-after skills are moving into positions that offer more flexible schedules with better benefits and salaries.

Given how sought-after IT professionals' skill sets are, opportunities are around every corner. The Great Re-Evaluation has extended beyond the job itself; candidates expect more from the entire interview, hiring, and onboarding process. To be competitive, staffing and recruiting firms need to provide a concierge-like experience that affirms their interest and relationship with the candidate at every turn, and that gets complicated with clunky tech stacks making the process more arduous and slower.

Related:Report: OpenStack Private Cloud TCO Suffers from Talent Shortage

Read the rest of this story on our sister site, Network Computing. Aaron Elder is CEO & Co-Founder of Crelate.