United States Information Technology Candidate Preferences
Any human resources (HR) professional these days will tell you that there is a talent shortage in the U.S. information technology (IT) workforce. IT candidates represent one of today’s most competitive talent markets, and positions seeking specific skills and experience are the hardest to fill. Moreover, there is increasing preference for IT professionals who have soft, or interpersonal, skills that help them lead enterprise-wide teams in a world where technology has become mission critical. Twenty-six percent of IT leaders report communications skills as most in-demand, followed by collaboration skills (18 percent), according to “The Softer Side of IT,” a report from Experis, the professional resourcing and project-based solutions arm of ManpowerGroup.
In the ManpowerGroup 2016-17 U.S. Talent Shortage Survey, IT staff ranked second globally among the top 10 hardest jobs to fill. And in many cases, the best candidates for a job are often the ones who are already employed somewhere else. Savvy companies need to understand what motivates IT candidates and how to reach them in a credible and authentic way. From companies where technology and innovation are the primary products to corporations where technology supports business model transformation, IT candidates are essential to organizational success.
To better understand how employers can leverage global candidate preferences and perceptions, ManpowerGroup Solutions, the world’s largest Recruitment Process Outsourcing (RPO) provider, went directly to the source: candidates. In the Global Candidate Preferences Survey, nearly 14,000 individuals currently in the workforce between the ages of 18 and 65 shared what matters to them in the job search process. The survey was fielded in 19 influential employment markets around the world during the fourth quarter of 2016. In the United States, ManpowerGroup Solutions surveyed 1,384 candidates and special emphasis was given to the fastest growing industries: IT, healthcare, retail and financial services.
The second in a series exploring U.S. candidate preferences by industry, this report provides new insights into the successful recruitment and retention of IT candidates. The results reveal how employers can be led astray by presuming that all candidates think, feel and behave exactly the same way. IT candidates are a unique breed; they are a new group of disruptive candidates that inherently challenge commonly held perceptions about career advancement.