Anyone looking for a job that will grow with the next few decades is eyeballing the tech industry, and with good reason. Experts predict this job market will increase by 13% before 2030, making it one of the fastest-growing professions globally.
The reality is that nearly every business that wants to stay relevant and competitive will need someone with tech skills on their payroll. But what will these jobs look like over the next ten years? From AI to digital infrastructure, we’ve labeled the top trends and strategies in tech hiring to help you prepare for your future.
1. Skills Expansion
In the past, hiring managers looked at a job applicant’s ability to do the hard skills the position required. However, without a holistic view of the person’s knowledge and experience combined with their interpersonal capacity, organizational skills, and dependability, this strategy consistently showed poor results.
Now, we know that soft skills are often just as important as the talent to do the work — and in some cases, companies are willing to train someone on the hard skills if they see they have traits like leadership, communication, innovation, creativity, and drive. Candidates who thought they’d skate into an interview based on their top grades or years of experience are frequently finding themselves edged out by someone with less knowledge but more willingness to be a team player.
2. Job Platform Changes
The days of using platforms like Indeed and ZipRecruiter to find tech candidates are slowly disappearing. Now, major tech companies seek out the top talent in this field on more tech-specific job sites, as discussed in this article by Obsidi®.
While these mega-job posting platforms can help people find work, many candidates and employers are fed up with the quality of results they find. Some people claim that the postings are full of “ghost jobs” and scammers because the platforms are too large to screen listings and applicants.
With the importance of finding legitimate work and workers in the tech industry, job platforms dedicated to this goal are the preferred way to go in the future.
3. Moving to Hybrid and Remote Jobs
If the position requires a person to be on-site for teamwork, customer service, and equipment usage, then an in-person job is understandable. However, for many tech positions, the work can be completed remotely, as long as the worker has the necessary software and materials. So, tech candidates are holding out for flexible jobs where they can choose to work remotely or in a hybrid setting.
Companies that offer this flexibility can still monitor employees’ progress without micromanaging their work. This combination of meeting deliverables and working around family schedules increases worker satisfaction and boosts the business’s chances of hiring top talent.
It’s a win-win for employers and employees. Remote work reduces or eliminates the geographic boundary limitation, letting workers expand their job search outside of their home country, and hiring managers seek talent that would’ve been inaccessible to them otherwise.
4. AI and Machine Learning Job Hunters
It goes without saying that Artificial Intelligence (AI) is disrupting the job market today. Companies and job seekers are still learning the system, and the rules continue to change regularly.
Still, the trend remains that recruitment and hiring is being handed off to AI-based tools, saving companies time and money that would’ve been spent sorting through qualified and unqualified candidates.
AI recruitment streamlines the hiring process by screening resumes, connecting with job seekers, scheduling interviews, and expediting time from application to offer. While the system is still being tweaked, many hiring managers say that AI-based recruitment diminishes bias and results in better-quality candidates.
5. Internal Training is On the Rise
In the past, climbing the corporate ladder was a challenge. Instead of hiring internally, businesses sought someone with more specific skills outside of the office. However, today’s hiring managers understand that upskilling and reskilling the people they already have on the payroll is a more cost-effective way to get the job done.
Today’s tech workers can expect to continue to grow their skills through in-house training programs paid for by their employers. Through this strategy, employee job satisfaction increases, skill gaps decrease, and worker loyalty keeps company turnover rates low.
Conclusion
The tech industry is booming, and candidates and hiring employers must keep up with the trends to stay competitive. One might assume that the future of tech, with AI as a massive aspect, would look cold and robotic, but the trends show the opposite.
To achieve success in this industry as a business, you must incorporate employee job satisfaction into your mission. And workers trying to edge out the competition must possess a mix of hard and soft skills. The future looks bright for those involved in technology, and it’s getting bigger by the day.
