Filling the Talent Shortage Gaps in the IT Industry

Recruitment in the IT sector is undergoing tremendous changes, which are driven by high levels of attrition and resultant talent shortages. This chasm is only likely to widen unless enterprises choose to adopt new strategies including hiring digitally from Tier 2 and 3 cities.

In her well-researched blog, Asmaani Kumar highlights the fact that the IT industry is facing attrition rates 30% higher than previously. While the pandemic pushed things over the edge, it was long coming. It is a function of a range of factors including the sudden upsurge of unicorns and ‘soonicorns’, changing employee expectations who look take a rounded perspective of work culture, culture and diversity, well-being, growth etc., as core considerations to work with enterprises.

The ‘Great Resignation’ and a growing demand for highly-skilled IT professionals are forcing companies to go back to the drawing board and re-look at their hiring, branding and retention strategies. While the latter — branding and retention are very internal to the company, when it comes to hiring, companies need to start looking beyond Tier 1 cities for a wider pool of talent. Fortunately, Covid and the work from home policies make room for that.

Talent acquisition heads and recruitment firms will need to widen their scope of search and traditional search methods won’t be useful anymore. They will need to turn to tech-based platforms like CBREX if they want to effectively meet hiring requirements.

Unlike near manual processes that are cumbersome and unable to keep up with the pace of hiring, resulting in poor closure rates, CBREX enables enterprises to engage with over 2000 plus curated recruiters from across the world and with a proven Resume Shortlist Ratio of over 80 percent in record time. CBREX makes it possible for enterprises to fill all its talent requirements — high volume, niche hard-to-fill and even international mandates. If enterprises want to remain competent and in the market they need to prioritize their hiring strategies and look to Digital Vendor Management Systems.