Right now, tech jobs are in record-high demand. IT professionals, tech gurus, and top tech talent write their own tickets. In other words, they have bargaining power. There simply aren’t enough IT professionals looking for new roles to fill all the tech roles currently open, with many more opening as companies adapt to a new environment of digital-to-cloud transformation and cybersecurity threats on the rise. Businesses need tech professionals on their teams, building and defending their systems. However, hiring an IT professional is harder than it sounds.

Difficulties in Hiring for Tech Roles

Not only does it take the technical experience to aptly hire IT professionals, but today often businesses having trouble keeping candidates. The tensest moment in the recruiting process is when you extend an offer and your IT candidate says “Let me get back to you.” Once, hiring was only about narrowing down your options. Today, it’s about making your company, roles, and employee packages into an appealing home for your next IT professional.

So what are IT professionals looking for, before they say yes to an offer? What motivates an IT professional to take a job instead of passing, and what can you do to better fill out your IT department positions? Knowing the answers to these questions will help you motivate and succeed in your IT recruitment strategy.

What Are IT Professionals Looking for in a Job, Right Now?

Tech professionals are experiencing what many of us have experienced: the whiplash of the new normal. They are appreciating more time at home and some of the flexibility introduced during remote work. However, they are also seeking more involvement with employers and systems than the previous ‘maintenance’ roles.

They are seeking work-life balance, greater respect for their time, and a potential to grow professionally. The current generation of professionals is also more likely to look for a match in cultural fit with the attitude, team rapport, and workflow.

1. Flexibility and Hybrid Teams

Most IT professionals transitioned to remote work because their work could be done remotely. This means, by now, many have home offices and a decent home workflow. Some have new at-home obligations, some would strongly prefer to work from home or build a hybrid system to work remotely sometimes. Being rigid about in-office work is also a trait that is losing popularity for employers today.

Strategy

Offer remote positions or develop your hybrid workplace flow. The more prepared you are with a solid game plan with some or total remote work, the more appealing your business will be. IT professionals aren’t just looking for the right remote/office balance, they are also looking for companies with policies they can stick to instead of the waffling from many post-pandemic mix-ups.

2. Innovative and Interesting Employers Interest IT Professionals

Tech professionals are, understandably, interested in new ideas and inventions. It’s inspiring to work with an employer who is innovating new ideas, business models, products, and experiences. Making software or running systems for an innovative employer is also more interesting and motivating for your IT team who are elbow-deep in the technology for any major company effort.

Strategy

Spotlight your mission and your innovations when recruiting tech. If your company has a driving motivation, like inventing educational toys or reaching a zero-balance carbon footprint, tell your recruits. Mention it in the ‘company culture’ section of the job listing. IT professionals who share your interest and who find your work interesting will be more motivated to become part of your team.

3. Opportunity for IT Professionals to Work With New Technologies

Along a similar vein, your IT professionals want to grow in their skills, work with the latest technologies, and take on interesting challenges. This helps them to stay sharp and continue both personal and career growth.

Solution

Companies that upgrade their technology and have upward mobility for IT are more likely to hire motivated tech professionals.

[Continued in Part 2]