- Hybrid work has become the prevailing standard.
Both firms and employees predominantly favor a hybrid work style, wherein employees alternate between working in an office and working remotely on different days.
According to McKinsey’s poll of employed individuals, 87% choose a hybrid work schedule if it is an option, with 55% working remotely for one to four days. According to McKinsey, the availability of flexible work options has emerged as a key factor motivating individuals to seek new employment opportunities.
The IT industry has been implementing remote and hybrid work arrangements prior to the onset of the COVID-19 pandemic. Nevertheless, the prospect of remote work, at least on a part-time basis, has progressively become more prevalent in the majority of IT occupations.1. Hybrid work has become the prevailing standard.
The hybrid work approach, which involves people alternating between working in an office and working remotely, is widely favored by both firms and employees.
According to McKinsey’s poll, 87% of employed individuals choose a hybrid work schedule if it is an option, with 55% working remotely for one to four days. According to McKinsey, the search for a new job is often driven by the need for flexible work alternatives.
The IT industry has been implementing remote and hybrid work arrangements prior to the onset of the COVID-19 pandemic. Nevertheless, the potential for telecommuting, at least on a part-time basis, has progressively become more prevalent in the majority of IT positions.
- Accelerated Adoption of AI-Powered Recruitment
The proliferation of artificial intelligence (AI) has led to its widespread recognition among the general population, as an increasing number of tools are becoming adept at utilizing this technology. In 2024, a study discovered that 63% of firms are already or intend to invest in artificial intelligence (AI) technologies to address talent acquisition issues.
To remain proactive in the face of the AI revolution, hiring teams should actively seek methods to incorporate it into their recruitment and screening procedures. It is important to note that AI-driven recruitment is not intended to supplant the human element of the hiring process. Instead, its purpose is to assess existing hiring procedures and identify possibilities for simplification, automation, elimination of unnecessary repetition, and provision of impartiality—ultimately benefiting both recruiters and candidates.
Potential areas for enhancing employment procedures in 2024 through the use of AI-driven recruitment encompass:
Reviewing applicant resumes to find pertinent skills, backgrounds, experiences, and credentials and selecting those who most closely match the job criteria.
Utilize AI-driven chatbots or virtual assistants to interact with prospects, such as addressing frequently asked questions, delivering application status updates, and even conducting preliminary screening interviews.
AI systems employ predictive analytics to evaluate past hiring data, enabling the identification of patterns and the prediction of candidate success.
AI solutions have the capability to optimize repetitive hiring procedures, such as arranging candidate interviews and subsequent communications.
It is crucial to begin acquainting oneself with AI-driven recruitment solutions as their utilization by hiring teams will undoubtedly expand in the future.
- The practice of hiring based on skills continues to be robust.
With the expansion of organizational tech stacks and the introduction of new technologies, hiring teams often have difficulties in identifying applicants who possess the necessary skills. According to a report by Forbes UK, 93% of firms acknowledge the existence of a gap in IT skills, with 42% attributing this issue to rapid technological improvements.
As firms increasingly demand specialized talents, the scarcity of qualified applicants also increases, leading to a corresponding increase in salary expectations.
As to the identical analysis, the IT skills that were in highest demand included:
- Artificial intelligence and machine learning (ML) are advanced technologies.
- Technical assistance and problem-solving for information technology systems.
- Cybersecurity refers to the practice of protecting computer systems, networks, and data from unauthorized access, attacks, and damage.
- Data science and data analysis
- Programming languages, namely Java, Python, and C++
- Cloud computing
- Development of applications for mobile devices
- DevOps and automation
Many firms are adopting skills-based hiring approaches to prevent talent mismatch. Skills-based IT recruiting is a recruitment strategy that evaluates and prioritizes candidates based on their skill compatibility, rather than relying on traditional criteria like degree or years of experience.
Skills-based recruiting employs assessment methods such as skills exams and coding challenges to evaluate practical skill sets and facilitate more objective decision-making processes, rather than depending solely on prior job titles or degrees.
- Prioritize Cybersecurity Enhancement of Talent
It is projected that the global economy will incur a cost of $10.5 trillion due to cyber attacks by the conclusion of 2025. Organizations in all industries are increasingly recognizing the growing importance of cybersecurity as a strategic priority in order to safeguard consumer, employee, and corporate data.
When recruiting managers are getting ready to fill cybersecurity positions, it is crucial to identify skilled individuals at various levels of competence. According to a Gartner estimate, it is anticipated that by 2026, 70% of corporate boards would have a cybersecurity expert as a member. This is because these experts are required to contribute their expertise in making important decisions.
5. There is an increasing demand for specialized expertise.
The IT industry has developed in parallel with the emergence of new technologies in recent years. Previously, cybersecurity fell under the responsibility of IT, but now numerous firms have designated leaders and well-established teams solely dedicated to cybersecurity.
Furthermore, the advancement of IT has led to the emergence of novel positions and responsibilities that demand not only proficiency, but also specialized knowledge.
In 2024, an increasing number of hiring teams will start actively seeking out individuals with specialized skills in areas such as:
Companies are increasingly looking for IT professionals that can assist them in decreasing their carbon emissions and making environmentally conscious technological decisions.
Quantum Computing: Companies engaged in quantum computing projects will necessitate proficient individuals in this burgeoning domain.
Data privacy and compliance experts: The need for people who possess the ability to understand intricate data privacy standards will endure.
Specialists in Edge Computing: As the Internet of Things (IoT) and edge computing continue to expand, there will be a demand for specialists capable of overseeing and safeguarding decentralized data processing.
