Hiring Trends for 2021 in the IT Sector

The year 2020 has been nothing like anyone expected. Across the globe, the pandemic disrupted our personal and professional lives deeply. While the world still waits for a vaccine and healthcare remains the focus, the business world seems to have picked up momentum after the initial slowdown.

Organizations are now looking forward to embracing the ‘New Normal’. According to a survey by Charter Global, it is expected that more than 50% of organizations expect hiring to become fully active after January 2021. With the introduction of reforms by the Government of India, the IT/ITeS/ BPO industry now has the leverage to allow its employees to work from home’ or ‘work from anywhere. Companies are enabling new employees to work remotely by shipping assets and using technology-enabled collaboration and productivity tools. – The workplaces are going remote.

As the demand for talent gains back momentum, it is bound to put pressure on talent acquisition teams and staffing agencies. It’s vital to understand the key trends that will shape the hiring processes in 2021 and plan to adapt to these changes. If you are looking to optimize your hiring processes and maximize output, here are some top trends you must know:

Change in Working Patterns

The criteria of location for a job have become less important. It gives more options to employers to look for the right talent beyond the city, state our century.

With remote working, many organizations have clocked better output and efficiency and many employees are enjoying the flexibility of time and not having to travel daily to work.

Work from home supported by robust communication technology and clear actionable can lift physical barriers between good employers and a quality workforce. Its boosting global hiring and helping companies to improve their deliverables to clients. Many expansion programs that were shelved due to the non-availability of the desired talent are now possible because we just realized it can all be digitized. Organizations quick in adopting the advanced HR-Tech are the biggest beneficiary of this emerging trend.

Data-Driven Recruitment by use of AI

Another trend that hiring professionals must keep an eye on is data-driven recruitment. With more pressure to hire the right people, both cost and time-effectively, many organizations have turned to data to help them make smarter hiring decisions; and avoid unconscious bias.

With the help of AI, the traditional hiring process will get upgraded through complete automation of employee verification and onboarding practices.

AI-powered Chabot’s will also become commonplace as companies begin to use them for the first phases of applicant screening before scheduling candidates for person-to-person interviews.

Furthermore, organizations now move from traditional descriptive analytics to predictive people analytics. By maximizing previous and current metrics, they can predict upcoming trends that they can utilize to improve HR and recruitment operations.

The complete digital experience for candidates

Technology for the Human Resource fraternity has been a key point of discussion across organizations for quite some time now. The rise of remote hiring has given a thrust to these discussions and in the coming year, HR would like to focus on a smooth digital employee experience.

HR has been using technology for payrolls, attendance, and even video interviews as a part of their process, but with changing times, HR will focus on the use of technology to provide an effortless onboarding experience. 2021 will experience a rise in the adoption of technology for paperless and contactless onboarding including employee authentication. This will help organizations mitigate the risk of hiring employees with dubious backgrounds, provide genuine employees with a great onboarding experience and employers will enjoy a quick TAT while hiring new employees.

Summing it up:

The IT industry has been evolving due to the ongoing impact of the pandemic and the worldwide lockdown. Post-COVID hiring policies depend on how swiftly different sectors plan to scale and transfer their working strategies from traditional to digital, these include healthcare, FMCG, supply chains, delivery, and manufacturing sectors.

Additionally, pandemics expedited the demand for specific disciplines and abilities across the IT job market. Hence, IT hiring will witness a significant change in the key skills and salary expectations to fit the new business practices.

Companies that undergo digital transformation must stay afloat and on top of the game, which is only possible by hiring qualified IT employees. Not ones with just technical capabilities but also the above-discussed skill sets.

Demand for IT Talent is high, in spite of mass layoffs

The Covid-19 pandemic can be ironically described as a tale of two cites: mass layoffs occurring in certain industries while there is a spike in demand for IT services and support talent. Businesses across a broad range of industries have been drastically affected by COVID-19. Many employees are out of work due to quarantine and social distancing requirements or their business models require in-office presence. Simultaneously, many employees have to adapt to a work-from-home model. Companies are relying on collaboration and cloud computing technologies so employees can perform work duties and communicate with managers, colleagues, and customers.

According to Industry Analysts, tech companies are recruiting for thousands of tech positions, including software engineers, Java developers, project managers, systems engineers, and IT help desk specialists. The Wall Street Journal says major tech companies are reaching out to colleges and business schools new seeking candidates for their executive programs.

IT jobs in high demand

Front-end developer

A front-end developer is mainly responsible for the design and implementation of the front-end requirements, performs code review, and advises for optimization. This position requires strong expertise in web technological innovation and rich internet application development, as well as an in-depth understanding of user experience, interaction processes, and user needs.

UI designer

UI designers have a deep understanding of the user experience and make the interface as user-friendly and convenient as possible. UI designers usually work with a team to collect consumer feedback and implement creative plans to optimize the users’ experience. The designer first makes the prototype of the interface and presents designs to the team. They gather feedback, make modifications, and generate various interface elements including wireframes, storyboards, user flows, process flows, and so on.

Tester

A tester’s responsibilities include designing test cases, preparing test data, and performing tests. Test practitioners need knowledge of testing and the ability to quickly deploy applications and build test environments.

The global pandemic has created an entirely new world. Business leaders will rely heavily on digital transformation to navigate through this pandemic, requiring an increase in the demand for IT talent.

At Charter Global, our goal is to provide you with insights into what is happening in the IT industry. Give us a call or email us if you are looking for your next opportunity or are looking for an IT consultant to be a part of your team.

Digital Transformation: Four ways to prepare for post COVID-19 pandemic

During this period of uncertainty due to the COVID-19 pandemic, companies may find themselves at a crossroads. Many industry experts had predicted that 2020 will be a year of major digital transformation initiatives across industries. The question is do companies move forward with digital transformation initiatives or put them on hold?

Some experts suggest that companies continue with their digital transformation programs. Many explanations are offered, but one resonates as a strategy to not only survive the pandemic but thrive on the other side of it. If a company accelerates its business digital transformation projects now, the company will be in a better position after the pandemic ends.

Here are four ways companies and organizations can take now to prepare for the post-pandemic world.

1. Increase IT spending 

 

This suggestion may seem radical in light of current events, but it can translate to a positive outcome. According to KPBG research, 80 percent of revenue growth hinges on digital offerings and operations by 2022, IT leaders should continue transforming their operating models.

Experts believe that companies that continue to invest in their digital strategies will maintain business continuity and resiliency that will provide a platform to emerge from this pandemic more competitive. Research suggests that using solid models that incorporate the best people, processes, and technologies can help companies recover faster. Moving forward with digital transformation initiatives covers a broad spectrum in areas such as e-commerce, AI, machine learning, mobile, and public cloud adoption.

2. Strive to retain and hire IT staff

 

The skills gap was a challenge for enterprise IT departments before the pandemic. That gap will continue during and after the pandemic. Filling in those skills gaps should escalate as a high priority during the pandemic, and most likely will continue after the pandemic.

IT leaders understand the importance and value of having strong IT teams. Through years of experience, IT leaders also know that it is difficult and time-consuming to build highly-skilled and experienced IT teams. But to survive the pandemic, companies will need a knowledgeable, powerful, and resourceful IT team.

 

3. Create a plan to support work-from-home as the new normal 

 

There is no question that work-from-home has become the solution of choice so that companies can continue to operate. Shifting to work-from-home was relatively simple for companies who offered to telecommute and had already adopted a work-from-home model. For many companies, this was a new way to work and required adjustments to the IT communications infrastructure. It also required psychological adjustments for employees who never worked from home as well as remote workers.

Remote access and videoconferencing significantly increased overnight. Companies must determine if these systems are adequately provisioned or secured for long term work-from-home functionalities. Also, companies may need to plan for the distribution of mobile hotspots and other alternative ways to get home workers online.

Some other factors to consider include providing ongoing online training for remote workers. Also, IT employees may need training related to new IT infrastructure, hardware, and software applications.

4. Provide a centralized source of communication

 

The need for central communication is greater than ever during this COVID-19 pandemic. Company leaders should provide information to employees clearly, transparently, and in as timely a manner as possible. Announce decisions, and detail how these decisions were arrived at and why.

Communication is the most important element of leadership. During and after the crisis, a return to successful operations will require leadership.

After the pandemic, a company’s success and growth will depend, in many ways, on what leaders do during the pandemic. Leaders should think long-term and guide their organizations through the pandemic and into a successful future.

When the pandemic ends, there will be a new digital normal. The digital strategies that are implemented during this pandemic will help companies navigate with digital transformation.

The post Digital Transformation: Four ways to prepare for post COVID-19 pandemic appeared first on Software Development & IT Staffing Company.


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4 Ways to Leverage Enterprise Mobility

Leveraging the Power of Mobile Devices with Enterprise Mobility

The road to digital transformation isn’t a long one…

However, there are tons of pitfalls on the pathway to transiting successfully to enterprise mobility. There is a need for a plan and purpose when adopting an approach, or the endpoint would be a failure. So, what is the effective approach for using enterprises to leverage the power of mobile devices? What is known as the third screen?

#1: Create an Internal Culture of Enterprise Mobility

Dealing with Organizational Change Management (OCM) is the first challenge that comes with enterprise mobility. A paradigm shift from how things are being done is what enterprise mobility is all about. Definitely, it can create a sense of uncertainty and doubt among workers in an organization. This is because they are probably used to processes that remained unchanged for so long, and this can make things worse.
Therefore, before even implementing a complete enterprise mobility approach, the first step should be the internalization of a culture that promotes the change in a voluntary manner. In essence, it is necessary to train and create awareness regarding the new tools and their ability to boost productivity. The pieces of training could come in the form of small and crisp videos that would help accustom employees to the new solution.

 

#2: Train Workers to be Tech Savvy

 

It’s hard to let go of old habits. It is easier for millennial employees to embrace enterprise mobility than for the regular employees who will find it a challenging transition. Therefore, it is necessary to aid such ‘old-school’ employees to become tech-savvy. In essence, training employees to become accustomed to tech should be an essential part of an enterprise mobility strategy.

#3: Migration to Digital Medium

No doubts, manual processes are characterized by increased error and time consumption, resulting in lower productivity. But, it is not enough reason to migrate the entire manual processes to the digital medium. Adopting a piecemeal method in migrating selected manual processes to enterprise mobility will help smooth out possible difficulties during the transition.

So, during processes migration, it is better to focus on low-stake processes, so that the organization will not nose-dive as a result of the displacement. After migrating the low-stake processes successfully and getting employees adequately onboard, an organization can go ahead and safely migrate high-stake processes, which include critical operational transactions.

#4: Leadership Should Model Commitment

At the leadership level, commitment towards enterprise mobility should be modeled to the rest of the employees, which would help convince them that enterprise mobility is the way forward for the future of digital. Leadership should embark on actions that must provoke confidence in the rest of the employees regarding the strong emphasis on digital.

Finally, it is important for companies to think things through, and not slack on adopting enterprise mobility. Sooner or later, organizations that are sluggish to invest in enterprise mobility may regret.
The Charter Global team of experts is at your beck and call for robust and effective enterprise mobility solutions.