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Future Of Tech Hiring: 8 Predictions For 2022

Entering 2022 has brought new hopes and challenges all while businesses are changing. These changes need the adaptation of a unique skill set for growth and revenue generation and tech talent will be essential in ensuring business continuity.   

Sustaining businesses, in the long run, will increasingly include remote and hybrid work models. For the most part, highly trained tech workers are not leaving the industry because the pay is simply too good right now (salaries have risen in some cities by as much as 10 percent). They are, however, leaving the office in droves to work remotely, which is another facet of the new world of work that recruiters must express to founders and CEOs, some of whom are determined to restore the office to its former glory.

Businesses expect to have a noticeable change in tech hiring as the world will demand more tech support for a smooth employee onboarding experience and execution of these hybrid working models. So, staying relevant in business needs and recruitment trends will impact the future of tech hiring.

Below you’ll find our 7 predictions for 2022 in the tech world. 

 

  •  Qualifier tests

Pre-pandemic on-campus hiring was a standard method for companies to hire techies, though adapting to virtual hiring has enabled companies to examine candidates through qualifiers. Adapting to a qualifiers methodology might be a complex process, but it delivers great resources for the project.

 

  •  Smarter hiring process

Increasing competition in the tech talent market has forced corporate leadership to scrutinize the hiring process. Companies with sophisticated talent strategies are focused on candidate experience and emphasizing quality-of-hire metrics over speed-of-hire. Leaders are also looking to improve diversity among tech workers and are rethinking their strategy with this goal.

 

  •  Reward and recognition programs

A recent study has shown that 56% of workers find their companies’ recognition programs have a positive impact on recruitment. An effective recognition program can bring respect, purpose, and solidify the workplace culture. 

By using technical tools, employers can better deploy rewards and recognition programs. They can monitor each employee’s performance, measure it against the company’s KPI and drive real-time information from analytical reports. 

Technology has the added bonus of better monitoring remote workers’ performance in order to include them in the rewards programs. 

 

  •  Staffing for resilience

Pre-pandemic, the priorities were to hire staff to achieve the organizational goal. Post-pandemic, the emphasis has shifted firmly in the direction of resilience. In fact, 58% of employees will join a competitor’s firm if they find a better work environment. 

Ensuring a workforce is healthy enough to keep a business running is a critical element of stability. Companies are now hiring staff to support the business operations as equity holders. Looking for solidity while recruiting is a priority.

 

  •  Focus on skill rather than roles

Post-pandemic scaling focuses less on roles – which group unrelated skills – and more on the skills necessary to get the organization’s competitive advantage.

Skills are critically important because they address core business challenges, with the competencies needed in a workforce to overcome those challenges. On the other hand, roles only describe how individual members of staff relate to an overall organizational structure or hierarchy. This remarkable shift from roles to skills will likely be the future of tech hiring for organizations in 2022.

 

  •  A holistic approach to hiring 

Hiring methods are critical. Evolving hiring methods promote profile analysis rather than mere resume submission. A resume – doesn’t show the creative and dynamic personality of the employee, whereas profile-based hiring can deliver better and more in depth results. Evaluating the whole person and not just the resume will make for a more consistent and evolved hiring process and a better cultural fit for the employees.

 

  • The role of AI in recruitment

The use of AI and data analysis is far more suited to hiring in tech, where hard skills and learning are essential. AI-enabled tools will have a massive impact on recruiting the staff, and AI helps track and analyze candidates’ profiles. Many staffing agencies rely on recruitment CRM to streamline their hiring process and deliver a great candidate experience. Recent hiring statistics reveal that already 13% of managers are using AI-driven HR tools.

As the number of tech-based job applications rises in the future, the use of AI in the recruitment process will also rise.

 

  •  Future roles

The technology world evolves at a quick pace. Companies that can look beyond the now and toward the future of tech can set themselves up for a competitive advantage. 

  • Database administrator and architect

A database architect creates and designs a database that suits a company’s various needs while managing and organizing data is the role of the administrator. These skills are helpful for data security, containing database recovery, and backup procedures.

  • Software developer

The role of a software developer is common yet so complex. Software development is still relevant in developing technology and looking at user needs. Software developers identify user needs, build programs, test new software, and improve.

  • Systems analyst

A system analyst analyses and designs techniques needed to solve unique problems and challenges. System analysts help determine how people, methods, and information technology can best be combined to improve the organization’s efficiency.

  • Network/cloud architect

Cloud computing is a general term for delivering hosted services over the internet. They are mainly responsible for designing and also in implementing cloud computing-based solutions

 

Conclusion

Tech hiring is fast-paced and complex.  Any company that wants to remain cutting edge, and build a resilient staff that is future-facing should analyze their hiring process and create a system where they are looking at the whole candidate, focus on skills, and build a strong reward and benefits program.