As summer winds down, the competition for top technology talent remains hot.
In the latest numbers from the Bureau of Labor Statistics, tech unemployment remains at just 3 percent. And the unemployment figures for specific tech positions such as network architects (1.1%) and database administrators (1.2%) is even lower. These meager numbers will fan recruiting battles at a time when tech pros are getting pickier about the offers they will accept, according to Dice’s semi-annual survey of more than 700 recruiters and HR pros who deal primarily with tech professionals.
The majority (70%) of surveyed hiring managers intend to hire more technology professionals in the next six months, as compared to the first half of the year. That’s a slight dip from year-end, when 73 percent anticipated more hiring in the first half of the year, as compared to the number of hires to finish off 2013. A tight labor market combined with robust hiring plans suggest competition for top talent will remain heated for the foreseeable future.
Technology pros can afford to be patient in this environment, and often are holding out for exactly the right position. While one-third of corporate hiring managers said more technology professionals were leaving their current positions this year, that’s down from 42 percent who experienced increased turnover in 2013. In addition, 32 percent of hiring managers and recruiters said more tech candidates are rejecting offers as compared to six months ago.
As the pressure to hire mounts, so will the need to find and engage with tech talent. But with so much competition out there, how can any one organization beat out its rivals in sourcing the best possible talent? The answer is social recruiting – with tools that allow companies to surface all the online information they need to make an informed hiring decision.