IT recruiting professionals have a saying: the only constant in tech recruiting is change. Each year’s labor market has different dynamics, which means that IT recruiters—candidates and employers, too—must be up-to-date on market realities. This year, recruiters and employers are up against a tighter labor market and falling unemployment. Read on to learn about the top three trends in IT jobs.

  1. It’s a Recruiter’s Market – When it comes to IT jobs, 2017 looks like a recruiter’s market. Because companies are having trouble finding skilled individuals, a recruiter with a strong lead can easily fill a requisition with a serious and experienced candidate. The question is: how does one find such a candidate? That’s what JobDiva, an Applicant Tracking Software (ATS) in a class entirely its own, does with such fearsome efficiency. By accelerating the candidate search and jumpstarting the recruiting lifecycle, it helps you stay ahead of the competition, making it, truly, the ATS for 2017 and beyond.
  2. Expand Your Candidate Search – Because demand will be so high in 2017, competition will be rather hot. That means you need to stay ahead and look, beyond LinkedIn and Monster, to new talent sources. Staying competitive requires innovative thinking, and no ATS is as relentlessly innovative as JobDiva. Using patented technology, JobDiva will help you widen your net and find the candidates other IT recruiters miss. 2017, meet JobDiva. It’s time to let innovation take the reins.
  3. Stress Work-Life Balance to Candidates – As independent contracting becomes ever-more embedded in our job economy—particularly when it comes to IT jobs—tech employees have become more concerned about maintaining work-life balance. This means that when doing IT recruiting, it’s important to stress to candidates that an employer’s company culture will be fulfilling. And the better your clients are to your candidates, the longer-term position will be, leading to higher dividends for you. JobDiva’s CRM system makes it simple to manage client relations and keep track of which clients have which types of company cultures, so that you can be confident you’re placing your candidates in IT jobs that will keep them feeling happy and balanced.

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