{"id":1180,"date":"2021-12-07T12:19:35","date_gmt":"2021-12-07T06:49:35","guid":{"rendered":"https:\/\/codequotient.com\/blog\/?p=1180"},"modified":"2024-02-14T18:26:43","modified_gmt":"2024-02-14T12:56:43","slug":"four-tech-recruitment-trends-for-2022","status":"publish","type":"post","link":"https:\/\/codequotient.com\/blog\/four-tech-recruitment-trends-for-2022\/","title":{"rendered":"Four Tech Recruitment Trends for 2022 and Beyond"},"content":{"rendered":"

It’s been more than a year since the Covid-19 pandemic barged into economies and disrupted everything. The tech industry was no exception. However, the way the tech world embraced this change is commendable.<\/p>\n

The sentiment in the industry is now clear. The work-model changes across industries will sustain<\/a>, and the remote and hybrid work model is the future. But what lies ahead? What will dictate the future of tech recruitment<\/b>? First, let’s look at some emerging trends that will sustain in the coming years.<\/p>\n

Four Emerging Tech Recruitment Trends to Follow<\/b><\/h2>\n

\"Four-Emerging-Tech-Recruitment-Trends-to-Follow\"<\/b><\/h2>\n

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As tech recruitment<\/b> is going through a metamorphosis, tech professionals are relooking at what they want from their jobs. And recruiters are welcoming innovation. We are looking at four trends at the forefront of the tech recruitment <\/b>process.<\/p>\n

#1. Increased competition in talent acquisition<\/b>\u00a0<\/b><\/h3>\n

The global IT industry was aggressively becoming an indispensable industrial and commercial behemoth. Predictions say the software product industry alone will hit $100 billion<\/b><\/a> by 2025.<\/b><\/p>\n

That said, there was always a demand for qualified tech professionals before 2020. But after the covid-19 pandemic, when businesses were forced to go online, the need for tech pros skyrocketed.<\/p>\n

Also taking off with tech demand was the number of new and qualified developers. A study predicted<\/a> that the global developer population would expand by 500,000 in 2020, to 24.5 million. However, the pandemic limited growth to 2.4% instead of the expected 4%.<\/p>\n

Therefore, the equation is clear — a ballooning tech industry and skyrocketing demand for tech pros mean recruiters compete to hire the best from the pool, more than ever!<\/p>\n

A boom in work-from-home means tech hiring managers now have access to this broader talent pool, and geography is no longer a boundary.<\/p>\n

Moreover, as the demand for tech solutions rises, companies are not shying away from offering hefty raises and joining bonuses. Hence, the competition for tech talent acquisition<\/a> is likely to sustain in the coming years.<\/p>\n

Recommended: <\/b>Five Tech Recruitment Challenges and How to Overcome Them<\/b><\/a><\/p>\n

#2. Relevance of candidate experience<\/b><\/h3>\n

According to Forbes<\/a>, top employers who provide excellent candidate experience <\/b>garner a 99% job acceptance rate. While the organisations offering mediocre candidate experience <\/b>do not even touch 90%.<\/p>\n

LinkedIn<\/a> reports 83% of candidates are likely to deny an offer if their experience with an organisation was terrible.\u00a0<\/b><\/p>\n

Therefore, getting the right fit candidate is no more limited to offering lucrative salaries and perks.<\/p>\n

You have to project yourself as the right employer. Candidates prefer working with organisations that take their well-being and work experience seriously.<\/p>\n

#3. Adoption of automation, AI, and analytics<\/b><\/h3>\n

Traditionally, companies heavily relied on human resources for the tech recruitment<\/b> process. But after the pandemic, companies around the globe are investing in progressive three ‘A” approaches<\/a>– analytics, automation and artificial intelligence.<\/b><\/p>\n

\u201cThe crisis has forced every company into a massive experiment in how to be more nimble, flexible, and fast.\u201d<\/i><\/b><\/p>\n