For a sector that is booming and is said to be buoyantly bucking the UK trend when it comes to 2022’s cooling economy, you may be forgiven that there really aren’t any challenges. However, this is certainly not the case. There are severage challenges facing the tech industry, and here, we explain just a few.
The tech industry challenges of 2022
For a start, vacancies in the first quarter of 2022 reached in the region of 76,000 up 10% from the final quarter figures of 2021. New tech company numbers also increased by 62% in 2021 over 2020 figures, so it’s pretty clear that the demand for staff within the sector isn’t looking at slowing despite an economic slowdown in many sectors.
Limited ready-to-run talent
Talent pools are limited, with vacancies outstripping fully qualified, ready to go candidates. This has led to a skills shortage and a lack of suitable candidates coming forward with all the skills in place to handle the relatively new skillsets the fast-changing industry requires. This problem is not just confined to senior staff. Yet it is and will likely for some time become more common, especially amongst the more senior or leadership positions. So it can be a good idea to seek the help of a specialist recruitment agency such as Cartisian Technical Recruitment, which can offer many years of industry and local knowledge to help businesses identify and match suitable candidates to the roles available.
Passive candidates
With a large number of the workforce being passive about changing roles and not actively seeking new companies to work for, understanding how to tap into them and tempt them to come and work for you is one area that recruitment specialists can assist with. A passive recruit will often be a better hire as they will be tempted to your company not out of need but out of a desire to work for you and do the job you have, which brings a greater level of alignment with it.
Recruitment agencies understand how to draw in passive candidates to the roles they offer and can see talent and skills amongst those seeking new positions that can be adapted or adjusted to other areas or sectors. Finding the right candidate is a skill that requires an element of human interaction that should not be lost amongst the growing psychometric testing and data-driven recruitment that is growing in popularity. Identifying candidates beyond a set of automated tick boxes is key to overcoming the challenges of too few people neatly fitting into the vacancy boxes.
In-house skills development
The UK tech industry recruiters also face a challenge of businesses that realise there is a shortage of skills. Therefore, instead of hiring the solution, they look to upskill the people they currently have, so they have less need to seek assistance from recruitment agencies. However, there is likely always a demand for short term support, or contract hires to help fill skills gaps, so it’s time to be flexible and help companies face skills shortages with suitably qualified staff from a pool of talent that meets their needs.
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Meeting changing consumer demands
You might believe as a tech company that the most significant changes in consumer demand happened through the various lockdowns of the Covid-19 pandemic with the almost overnight need to shift to online shopping and remote working. Yet, there is still more to come if you want to keep up. Tech firms must continue to be innovative, adapt and invest in developing tech that consumers want in the future to avoid being overtaken by competitors. With the average job vacancy taking 42 days to fill and the best candidates only being in the job market for around ten days, overcoming recruiting challenges may require specialist recruitment skills and expertise across all of the tech and related industries found using a quality recruitment specialist’s experience.
