Recruitment
PEOPLE MATTERS
James Barrett, managing director at Michael Page Technology talks to PCR about the current trends within tech recruitment.
and SOC MSPs. As a result, security specialists are going to become increasingly in demand. With technology evolving faster than workers can learn the skills
to specialise in said tech, bridging the skills gap is a challenge for tech businesses that will never be entirely resolved. It’s therefore more important than ever to hire candidates with transferable skills suited for a business’ future as well as its current structure. Another conundrum is the continued rise in salaries. Wages
overtook inflation for the first time in two years last month whilst talent supply in tech is still failing to meet demand. Tis uncertainty is gripping businesses and job seekers alike – unfilled vacancies remain and those firms hoping to find top talent at reduced market rates are struggling. Furthermore, the aſtershocks of the pandemic and Brexit have
Can you give us an overview of the current landscape? To understand the current landscape, it’s important to note that hiring in the tech sector has been in a state of flux for the past year to eighteen months. We’ve seen a series of high-profile layoffs at big tech firms such as Microsoſt and Google, but these cuts have, thankfully, subsided in recent months. Despite the latest ONS figures revealing UK unemployment rates
remained at a steady 4.2%, all sectors continue to struggle to find the right, skilled workers – a problem felt particularly in tech. Te current shortage of skilled tech talent means employers are stuck in an ongoing race to keep up with the rapid pace of development in the sector. For tech resellers specifically, security remains the dominant
current trend that will only gather momentum into 2024. Given the amount of recent data breaches and ransom attacks, resellers are pushing hard in this department on behalf of security providers
42 | January/February 2024
combined to shrink the talent pool as demand for technology skills rockets – creating a fresh challenge for tech businesses to navigate.
In your view, what strategies can businesses employ to effectively bridge the skills gap and ensure they have the right talent? It is vital for businesses to strategize both for the short and long- term. In the short-term, where there is an urgent need for talent, it may be helpful to bring in contractors or temporary workers to fill gaps. Longer-term, businesses must invest in training to enable current staff to grow and adapt to the ever-evolving technological landscape. We are also seeing a rise in the practice of ‘job hopping’ – rapidly
moving from one position to the next in a bid to gain seniority and higher salaries more quickly. In a constantly evolving sector like tech, offering quality upskilling and training on the job can be hugely attractive to talent, which benefits both the individual and the business in bridging the skills gap.
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