We live in a hyper-digital world. Whether you’re a startup company trying to get off the ground or an established enterprise looking to innovate, the tech skills gap is real—and it’s growing.
Employers across the globe are asking the same question: Where have all the tech professionals gone?
Understanding the Tech Talent Shortage and Pipeline
Before diving into solutions, it’s important to take a look at what’s really going on with the tech talent shortage. The US Bureau of Labor and Statistics reports that employment in computer and information technology occupations is projected to grow much faster than the average for all occupations from 2023 to 2033. About 356,700 openings are projected each year due to employment growth and the need to replace workers who leave the occupations permanently. This demand has soared driven by advancements in cloud computing, AI, machine learning, cybersecurity, and data science. This is a skill area where professionals are a prized commodity!
According to Joseph Davis, CSP, TSC, Managing Director for Technology and Engineering Recruitment at Lloyd, “Many of the shortages are in new and highly specialized roles such as Security due to an increase in cyber threats, In Software Engineering/ Development there is a constant need for new software and applications with the explosion of AI, along with cloud and mobile growth, Companies are also seeking Analytics/Data Scientists due to big data analytics and data driven decision making. If you’re looking to fill these roles, you’re not alone—everyone wants them, and that’s part of the problem.”
Is the shortage based on geographic region?
The short answer is sometimes. While the tech talent shortage is largely global, certain regions are hit harder due to either lack of educational infrastructure or high competition for local talent. Coastal tech hubs like Silicon Valley, New York, and Seattle see fierce bidding wars for top talent. However, with remote work now a permanent fixture in many organizations, companies have a chance to widen their nets and tap into tech talent far beyond their local geography.
We asked Joe Davis if candidates are easily recruited out of the workforce.
“That depends. Many candidates have different motivations for exploring new opportunities. For example, a Millennial mid-level person trying to raise two young children will care about very different things than the Gen Y or Boomer executive who is already in a different stage of life. That said, whether they like it or not, employers still need to acknowledge the pandemic forever changed the onsite/hybrid/remote requirement by both the employer and prospective employee.”
Remote Work: The Great Tech Talent Equalizer?
Remote work isn’t just a perk anymore; it’s a strategy. Many businesses are now leveraging flexible, remote setups to attract tech professionals who don’t want to be tied to a specific location. Offering hybrid or fully remote roles opens your talent pool to a global workforce. But be mindful—while this sounds like a silver bullet, remote work can come with its own challenges, from managing productivity across time zones to fostering a collaborative culture from afar.
In fact, many companies, even those that rely heavily on tech, are now calling employees back to the office to strengthen collaboration, camaraderie, and corporate culture. This Return to Office (RTO) movement is creating a tricky balancing act for companies who want the best of both worlds: vibrant in-office collaboration and the flexibility that tech professionals have come to expect.
Davis adamantly believes tech talent will not need to forfeit their flexibility and remote lifestyle for job opportunities. “There is no need to…too many companies will accommodate the work from home schedule. It is literally the most commonly asked first question a candidate will ask me…is the position remote or hybrid? Funny thing is, they assume it not to be fully in office and don’t ask if it’s in office, just if it’s hybrid or remote…that’s how much things have changed. Employers must adapt or lose access to quality candidates.”
So, how do you fight the RTO trend while still allowing your tech professionals the flexibility they need? The key is finding a middle ground that satisfies both business objectives and employee expectations.
Hybrid Models: The Best of Both Worlds
One solution is embracing a hybrid work model. A hybrid setup allows employees to come into the office on certain days—often for key meetings or team-building exercises—while still offering them the flexibility to work remotely for the rest of the week. This setup can help foster in-person collaboration and keep company culture alive, while also accommodating the flexibility that tech workers have grown accustomed to. Tech professionals thrive in environments where they have autonomy, and hybrid models allow them to choose the work environment that best suits their tasks. Some days, heads-down coding requires focus best achieved at home, while brainstorming sessions or big project launches might benefit from in-person collaboration.
Creating a “Virtual-First” Culture
Another approach is to focus on building a virtual-first culture even when some employees are in the office. This means adopting technology and processes that prioritize online communication and collaboration, ensuring that remote workers are never left out of the loop. Encourage team bonding through virtual events, shared online spaces for informal chats, and project management tools that keep everyone aligned, regardless of location.
A virtual-first culture doesn’t mean you abandon the office altogether; instead, it ensures that all employees—whether remote or in-office—are on equal footing when it comes to participation and collaboration.
5 Strategies to Implement Now
If your company is feeling the pinch of the ongoing tech talent shortage or sees it on the horizon, here are five strategies you can adopt right now:
- Embrace Remote/Hybrid Work Models: Open your hiring pool by offering remote work and hybrid options with a virtual-first culture. Your workplace flexibility will help talent find you and seek your firm out for possible employment.
- Partner with IT Staffing Companies: Don’t go it alone. Collaborating with IT staffing companies near you or globally can help you access hard-to-find candidates in tech. Staffing firms, particularly those focused on IT, have access to niche talent pools and can quickly match your company with candidates possessing in-demand skills like AI, cybersecurity, or cloud engineering. Their expertise in sourcing hard-to-find tech professionals can significantly reduce hiring time while ensuring a higher quality fit.
- Invest in Upskilling: Develop your in-house talent by offering training programs. Employees appreciate the investment, and you gain the tech skills you need without an external search.
- Leverage Contractors: If permanent hires are elusive, don’t hesitate to hire contractors or freelancers for immediate needs. They offer flexibility and specific skills without the long-term commitment. This flexibility allows you to address urgent tech needs or specific projects while continuing the search for permanent hires, helping your business stay agile and competitive. You can even participate in a contract-to-hire model when a tech contractor is a good skill and culture fit for your organization. Some individuals will make this transition for the right salary, perks and challenge.
- Prioritize Employer Branding: Build a strong, appealing employer brand that resonates with tech professionals. Show that your company offers not just a job, but an opportunity for growth, flexibility, and innovation.
How Tech Professionals Can Stand Out and Be Found by Recruiters
For tech professionals looking to enhance their own hire-ability – visibility and skill development are key. First and foremost, optimizing your online presence is critical. Ensure your LinkedIn profile is up to date with relevant keywords that match the positions you seek—think “cloud engineer,” “data scientist,” or “cybersecurity expert.” Active participation in platforms like GitHub, Stack Overflow, or even publishing articles on Medium can demonstrate your expertise and passion for your field. Recruiters are often scouring these platforms to find top talent, so making your work easily discoverable can give you a competitive edge.
When it comes to skills, tech professionals should focus on showcasing their adaptability and continuous learning. Highlighting experience in cutting-edge fields like cloud computing, AI, and cybersecurity will make you stand out, as these areas are in high demand. Soft skills are equally important—emphasizing your problem-solving abilities, team collaboration, and communication skills can set you apart from candidates who may have technical prowess but lack the interpersonal qualities that companies need in a team environment. Having mention of both technical AND soft skills in a LinkedIn testimonial often resonate with those who scour the profiles.
The Role of Staffing Partners in Addressing the Tech Talent Shortage
Specialized staffing partners are a critical ally in this ever-evolving tech landscape. With access to a vast network of tech professionals, these agencies often know where to find hidden talent. From doing a google search for “IT staffing companies near me” to those across the globe, staffing partners help companies fill gaps quickly and efficiently. They also offer insight into market trends, helping employers stay ahead of the competition.
Davis wants employers to know that partnering with a specialized staffing firm is a critical strategy.
“We vet candidates upfront and that streamlines the hiring process. It prevents applicant tracking systems (ATS) from being inundated by unqualified submissions and expedites the route to top talent – the really exceptional ones disappear quickly and allowing the mechanics of your hiring process to slow that is mismanagement of a talent pipeline that is already struggling with shortages.”
Final Thoughts
The tech talent shortage is a challenge, but it’s not insurmountable. By staying proactive—whether that means embracing remote work, partnering with staffing agencies, or focusing on upskilling—your company can thrive despite the competition. After all, in tech recruitment the hiring process is like coding—speed and precision are key to avoiding a crash!
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Written by Nancy Schuman, CSP, the former Chief Commuications Officer for LLoyd Staffing.
A recruitment and career specialist, Nancy has more than 40 years in the staffing industry – 27 of them with LLoyd. Now semi-retired, she remains an advocate for career education; she has advised thousands of candidates on their resumes and job searches while also serving as the Careers columnist for a large weekly Long Island newspaper. Nancy has written 11 popular books for job seekers and business professionals. You can find her Author’s page and books on Amazon. She continues to blog for Lloyd and coach job seekers at all levels, offering advice for today’s competitive workplace.