By Jamie Norrington of Fidaris
We are now only a matter of weeks before the end of the year! Madness! Turning our attention to 2023, we are set to see a rise in the number of tech vacancies across the country and most likely across the globe.
So, with this in mind Fidaris has put together some things to expect when hiring next year, and how you may be able to put yourself in a stronger position to attract or even retain talent.
It Is Still A Candidate Short Market
Will it ever be any different in the tech market? Most likely not!
2023 will see the continuation of a candidate short market, with companies competing for top-tier talent to join them. We will touch upon the point more so below, however, the economic uncertainty that we are all facing in the not-too-distant future could play a role in attracting candidates also.
Ways to get around a candidate short market?
The simplest way is to look internally. Are there people who can step into roles, and be replaced by junior staff who are easier to find? Secondly, does your business have a great training and development platform for staff to progress? If not, then investing some time in this area could be really beneficial.
The Gap Between Skills And Employer Requirements Is Still There
Is it a candidate short market or is it a skill short market? You will see this question asked across many forums, and the answer is not clear-cut.
However, what will be clear in 2023 is the gap between what skills are available in the tech space vs what they need for their business to grow and expand.
In-house training and development of teams is a great way to tackle this. This does not just help a business to keep developing talent, but also to retain staff in the long run also.
Global Economic Uncertainty
We hope this is not hanging around for all of 2023, but reports show that in the UK we are heading into a recession, so economic uncertainty needs to be factored in.
What does this mean for hiring?
From a candidate’s perspective, changing jobs will take a lot more convincing due to security. If a candidate has been in a role for 3, 4, 5 years or more then tempting them away could become slightly tougher.
From a client, perspective hiring needs to be strategic and well thought out. Scaling a business during economic uncertainty will be dependent on business finances and appetite for the product/service they are offering.
Getting around this is not easy, however, it is those that become innovative with hiring, or think outside the box that will ultimately prosper.
Candidates Still Want To Work Remotely
Remote working is set to stay now, it is that simple! However, even as a recruitment agency, we have seen a slight decrease in the amount of fully remote roles that are available on the market.
As people managers and those in HR try to develop a better culture, it is clear to see why companies want to see their teams more and more.
A balance will need to be struck in the coming 12 months and beyond to ensure companies do not miss out on vital talent needed to grow.
For more information on Fidaris and how we can help support your talent in people needs in 2023, drop us an email at info@fidaris.io
