Demand for TA Specialists hits an all-time high
Over the past eighteen months, we have become used to attributing every change in our personal and work lives to the effects of the Coronavirus pandemic. However, when it comes to Talent Professionals, those changes started years before.
Over the past five years, the demand for professionals to recruit talent has risen by 63%, and it is expected that this trend will only continue. According to LinkedIn, this rise in demand results from the increase in automation taking over repetitive tasks, leaving humans to work more creatively. In short, talent will simply matter more, and this talent will be more consequential to business overall.
Research by LinkedIn identified seven ways that recruiting is changing, including new skills that Talent Acquisition Specialists will need to master to get ahead in their industry. In addition, the report looked at the metrics that will be most important to inform HR, Talent Specialists and Business Leaders how they should approach their recruiting strategies for the coming year.
Highlights from the LinkedIn Report
In the current tight labour market where high-quality candidates are at a premium, recruiting the right talent has become increasingly critical for businesses. This explains why the demand for Talent Professionals is at an all-time high, increasing by 63% since 2016.
However, the path to becoming a Talent Professional has changed, with more than a third of Heads of Recruitment now coming from business-oriented backgrounds, typically sales, operations or business development rather than the more traditional HR or Talent Acquisition route. Now leaders aren’t required to have the functional skills of their department but are recruited for their business abilities and strategic skills.
In addition, the report identified that the Talent Community all agree on the need to invest in technology to find the high-quality candidates their clients were demanding. These tools include tech to find and engage candidates, assess soft skills, analyse talent markets, and conduct video interviews.
How metrics are used for recruitment will also change. No longer will metrics focus on tracking just actions but on the resulting outcomes as well. Softer KPIs such as quality of hire are becoming more critical, though currently, 52% aren’t tracking this, while 88% admitted in the next five years, it will be helpful. Another metric that 88% of Talent Professionals expect to be essential in the next five years is candidate experience rating. Although three quarters aren’t currently tracking it, the expectation is that it will become critical to recruiting success. Diversity has become increasingly important, and while a significant percentage aren’t actively monitoring diversity, more than half predict this will need to change.
Over the next few years, the number one focus will be keeping pace with the ever-changing hiring needs of their stakeholders. This has been further accentuated by the impact the pandemic had on the economy and business in general. As an example, the demand for talent analytics has increased by 111% since 2014.
Other skills that are predicted to become increasingly essential for success over the next few years include:
- Passive candidate engagement requiring excellent communication skills
- The analysis of talent data to effectively drive decision making. A 2 x increase in the requirement for data analysis skills has been identified over the preceding few years
- Problem-solving skills that will allow Recruitment Professionals to become advisors to business leaders and hiring managers
The Rise of Tech Recruitment
The rapid move to remote working at the beginning of the Coronavirus pandemic insulated the tech sector from the adverse effects of Covid-19 as it played a vital role in ensuring business continuity when employees were obligated to work from home. Since the worst of the pandemic has receded, the tech recruitment sector has seen a significant boom.
There are currently 90,000 tech vacancies advertised in the UK alone each week, and tech employees make up around one-fifth of the UK workforce. As businesses become increasingly reliant on technology to attain their goals, recruitment professionals specialising in the tech sector expect this number of vacancies to increase.
Many business leaders believe the coronavirus pandemic has affected how reliant they are on technology, with 71% expecting their organisations to become more reliant on technology. But to be fair, for many businesses, this reliance happened when their employees needed to be supported in remote working with cloud-based technologies, video conferencing and remote access to their office IT stack.
Additionally, the pandemic accelerated this reliance on tech in our daily lives, from video appointments with doctors to ordering food at restaurants via apps. This will increase the need for highly skilled tech talent to make this happen and keep it secure.
For the tech sector, this is good news, with unemployment in computer-related occupations dropping from 3% to 2.8% between January and April 2020 as demand for tech skills remained high. However, with so few suitably qualified candidates on the market, employers will need to up their game to attract the best candidates by creating a refined candidate experience and an appealing company culture. Working on all areas of both candidate and employee journeys is what will set you apart from the competition.
Increasing Demand for Talent Professionals
The boom in demand for tech talent has increased the need for specialist Tech Recruiters to manage the process. Currently, 62,000 Tech Recruiters are employed across IT products, GICs, consulting, tech start-ups and tech staffing agencies, according to data from specialist staffing firm Xpheno.
It is anticipated that a net annual addition of 18,000 Tech TA Specialists will be required because of current attrition rates and hiring plans from sectors that use significant tech talent. Xpheno co-founder Kamal Karanth said, ‘The net additions projected are for servicing current pent-up demand and the projected buoyancy for the next financial year.’
Sameer Bandre, Chief People Officer, Persistent Systems, also commented, ‘The Recruitment Team at Persistent Systems have grown three times in the past year to allow them to handle a steep rise in lateral hiring needs.
The demand for skilled recruitment talent isn’t going to ease anytime soon as businesses continue to struggle to find the skills they need. Our reliance on technology will only increase over the coming years requiring more IT and tech staff to keep up with this demand.
Find out how our agile award-winning Recruitment on Demand solution can help you in the race to secure the top tech talent, giving you a competitive edge over your competition.