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A guide to tech hiring in 2024


The tech industry is constantly evolving and demanding new skills from its workforce. Hiring highly skilled IT consultants can be challenging, especially in a competitive market where talent is scarce and in high demand.

The IT Skills Gap Report reveals that 93% of businesses say there is a gap in IT skills within the UK jobs market. CIOs and CTOs are fighting harder than ever to recruit and retain talent. And it doesn't stop there.

Automation, ChatGPT, and AI tools are changing the business world, and skilled digital transformation teams need to drive them. In 2024, AI-powered cutting-edge technologies will continue to develop and the demand for specialised professionals will skyrocket in an already competitive market.

According to research by the Industrial Strategy Council, the UK could face a shortage of 2.5 million highly skilled STEM workers by 2030 due to the changes in technology and the low uptake of relevant subjects among young people. This could harm the economic growth and competitiveness of the UK tech industry.

The IT skills shortage is well documented and known. This has empowered skilled candidates. For many open roles, it’s a candidate’s market and this is likely to be the case in 2024. Especially in highly skilled, in-demand specialisms such as ERP and EPM recruitment, and AI, skilled employees will continue to have their pick of places to work.

Tips for Hiring Skilled Candidates in 2024

Remote work remains strong

Hybrid and remote work and hybrid models stand out as a prominent trend in technology recruitment for 2024. As the global workforce embraces flexible arrangements, hiring managers must adapt strategies for talent sourcing across diverse geographical locations. Remote and hybrid working enables hiring managers to reach a wider candidate pool and can help with diversity and inclusion initiatives.

Define your needs clearly

Have a clear idea of what kind of IT specialist you need, what skills and qualifications they should have, and what projects they will be responsible for. This will help you narrow your search and write a compelling job description that attracts suitable candidates.

Showcase your employer brand

Gone are the days when IT specialists simply looked for their next role; nowadays, they look for a company that matches their values, culture, and vision. Showcase your employer brand and what makes your organisation unique. Think about:

  • Mission
  • Vision
  • Values
  • Benefits
  • Perks
  • Learning and development (L&D) opportunities

Ensure your company uses testimonials, films, and stories to showcase your company culture and employee experience.

Embrace diversity and inclusion (D&I)

While the IT sector advances, the challenge of building diverse and inclusive tech teams remains. Companies nowadays realise that including diversity and inclusivity in their hiring processes boost creativity, innovation, and problem-solving in tech teams. D&I helps address the shortage of tech skills. Hiring managers and HR teams can work together in many ways to encourage diversity. Consider:

  • Writing job ads that are free from unconscious gender bias
  • Conducting skill-based job interviews
  • Having diverse interview panels


Think about women in tech

According to Women in Tech, women only account for around 26% of IT workers, although more companies are addressing the gender gap in technology. Hiring and attracting more women in tech can help towards the skills shortage in the UK. According to the recent Women in Technology Survey 2023, 90% of people believe that the tech sector would benefit from a gender-equal workforce. Recent research from the same survey revealed that 79% of women agreed that there is a gender pay gap in the technology sector with males earning a higher salary.

Consider Neurodiversity

Neurodiversity is the idea that different ways of thinking, such as autism, ADHD, dyslexia, and dyspraxia, are natural variations of the human brain. As a result, neurodiverse people can bring valuable skills and perspectives to the IT industry and tech roles, such as creativity, innovation, visual reasoning, and pattern recognition. Discrimination, inflexible work practices, or unfair application processes and interviews can deter skilled, neurodiverse candidates.

Attract passive candidates

The IT Skills Gap Report reports a scarcity of skilled candidates. Often, it is passive candidates who have the specialist skills and experience your company needs. Specialist tech recruiters will already have access to passive candidates.

Hone the interview stage

Holding a panel interview can help in the areas of diversity and inclusion. Even if your role is 100% remote, it is still beneficial to hold the final stage interview in person. Today, an interview is a two-way process, with the candidate interviewing the CIO or CTO as much as they are being interviewed themselves.

Assess skills and fit

When you’re recruiting for skilled techs it is easy to only consider their skills. This is a challenging task for hiring managers. Employees need to be able to work collaboratively and creatively with colleagues, but organisations need diversity too. Look for candidates who demonstrate the required competencies and the potential to learn, adapt, and grow with your business. This will pay off in the long run and aid with staff retention.

Make a competitive offer

In 2024, when you find the ideal candidate, make a competitive offer that reflects their value and meets their expectations. Consider not only the salary, but also the benefits, incentives, and recognition that you can offer. Be flexible and open to negotiation, and communicate clearly and promptly throughout the hiring process. Remember that IT specialists have many options in the market, so you need to act fast and show them why they should choose you over your competitors.

Hiring in 2024, in summary

Looking into the future of technology recruitment in 2024 reveals more digital transformation. In 2024, as the need for skilled tech workers grows, companies must find unique ways to differentiate themselves. From inclusive and attractive job descriptions to onboarding processes, candidate experience matters more than ever. Incorporating your organisation’s culture and values into your recruitment process is vital for a long-term recruitment strategy.

Remote work, soft skills, AI integration, diversity, green technology, and candidate experience emerge as key trends shaping the recruitment landscape. Hiring firms that understand these trends and adapt their recruitment strategies will recruit skilled technology talent and remain competitive in this exciting digital age.

To learn more about how NU Concept Solutions can support your recruitment strategy in 2024, email This email address is being protected from spambots. You need JavaScript enabled to view it. or call us on 0330 058 3400.