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Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
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April 12, 2019 
4 min read
The Trouble with Tech – Plenty of Jobs Not Enough Talent
Technology continues to advance at an accelerated rate, creating more open positions for skilled technology professionals every day, but can we keep up?
A recent survey report from iCIMS found 49 percent of tech hiring professionals find it more difficult to find skilled technology professionals to fill their open positions than they did two years ago. Of those experiencing this difficulty, 82 percent agree that this is driven by a shortage of applicants who have the right skills or experience.
But this may only be the beginning of this trend, by 2022, the demand for people with the skills necessary to develop technologies to advance artificial intelligence, the internet of things, blockchain and cybersecurity will exceed the supply of workers. The Wall Street Journal reported this may result in a shortage of 900,000 highly-compensated jobs.
Certain roles in tech have been growing more rapidly than others. Over the last two years, data scientist and computer & information research scientist roles had the highest increase in hires according to iCIMS system data, which is drawn from the company’s database of more than 75 million applications and four million jobs posted per year.
Because of this rapid growth, employers are being forced to think creatively about where to find candidates and how to create training programs that can help bridge the increased skills gap.
Look to the Gig Economy to Fill Roles
To combat the talent shortage, 74 percent of tech hiring professionals have increased their hiring of freelance or contingent technology workers. The top reasons for turning to freelance and contingent workers are costs and the availability of specialized skills and flexibility.
The Top Reasons Companies Have Increased Hiring of Freelance/Contingent Tech Workers:
Consider Hiring Tech Candidates with Alternative Educations
Historically, U.S. workers have defined job types as either white or blue collar. Seeing a widening skills gap and increased demand for tech talent, IBM CEO Ginni Rometty coined the term “new collar jobs” to describe occupations that focus more on a candidate’s skills rather than education level. This concept of new-collar jobs provides an alternative to expensive, four-year college degrees and enables employers to redefine job qualifications.
Today, companies are eager to staff newly created technology positions with candidates that have a particular set of skills, but who don’t necessarily have a traditional four-year college degree. According to the iCIMS survey, 96 percent of technology hiring professionals agree that over the past two years, there has been more acceptance of hiring technology candidates with alternative qualifications, such as coding boot camps or certification courses instead.
People with non-traditional backgrounds are becoming valuable to the tech industry, too. In fact, 45 percent of tech hiring professionals agree in the next two years, a coding boot camp will be as meaningful of a qualification for skilled technology jobs as a college degree.
As the technology landscape continues to evolve, the next hot tech role may not even exist yet. Employers will need to continue to find new and creative ways to find the talent that has the skills or the potential to develop the skills to solve the tech problems of the future.
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