In 2025, tech hiring challenges and opportunities will be more complex and dynamic. IT skills shortages will continue to pose a significant challenge. Open vacancies cost organisations and delay digital transformation projects. As the tech industry evolves, so do the hiring methods to secure top talent.

Traditional hiring practices struggle to attract candidates in a competitive job market. To stay ahead in 2025, companies must adopt innovative strategies and hire faster.

High demand

Companies in the UK have seen a significant increase in digital transformation projects. As a result, skilled tech workers will remain sought-after. According to Oxford College statistics, two-thirds (66%) of large UK businesses struggle to recruit employees with the needed skills.

Expanding recruitment strategies

While a strong employer brand, candidate experience, and remuneration remain important, there are other recruitment methods that firms can use in their quest for top tech talent.

AI-driven recruitment

AI-powered platforms can analyse job descriptions and match them with candidate profiles. This reduces the time spent searching for talent. AI-driven recruitment tools are a recent trend. These tools can analyse big data to identify the best candidates. Examples of AI tools include:

• HireVue uses AI to analyse video interviews and assess candidates based on their responses and non-verbal cues.
• Textio analyses job descriptions to make them more inclusive and appealing to a wider audience.
• Harver2 uses neuroscience games and machine learning to evaluate candidates' cognitive and emotional traits.

These can reduce bias in the hiring process and give intel into candidate behaviour.

By analysing past recruitment patterns, AI can pinpoint traits of high-performing employees. These insights result in informed decision-making, enabling hiring managers to find candidates who are the right fit. Predictive analytics are helping companies streamline their recruitment processes with more informed decisions. This is something that recruiters will capitalise on in the future.

Passive candidate utilisation

Engaging passive candidates can be a game changer when finding skilled tech talent. Many IT professionals are not looking for new jobs but would consider new opportunities.

Job ads are often the first interaction passive candidates have with your business. Instead of listing qualifications, skills, and daily tasks, focus on what makes your company unique. Talk about the digital transformation projects they will be a part of.

Proactive outreach, personalised communication, and showcasing company culture can attract passive candidates. Social media channels and specialist recruitment partners like NU Concept Solutions can also help.

Skills-based hiring

Skills-based hiring has grown as employers realise that formal qualifications aren’t always the best way to assess whether someone has the skills for the job. In 2024, many employers adopted some form of skills-based hiring. They perceive it as an effective hiring strategy for several reasons, from reducing hiring bias to realising that contemporary tech skills have been gained in real-world experience. 84% of UK companies used skills-based hiring in 2024, as compared to 75% in 2023.

According to the State of Skills-Based Hiring 2024 report by Test Gorilla, over half (60%) of companies expect their budget for skills-based hiring to increase in the next 12 months. The same report reveals that 81% of employers using skills-based hiring reduced their total time-to-hire. Moreover, 78% of employers using skills-based hiring reduced their total hiring costs.

Another benefit of skills-based hiring is reducing the skills gap. Tech employers now prioritise transferable skills due to the industry's rapid evolution. Hiring for mindset over qualifications is crucial. In tech, skills become outdated, making traditional learning less significant.

Prioritising skills over traditional qualifications enhances hiring effectiveness in tech roles, particularly for digital transformation and ERP project teams. This approach ensures experienced candidates possess the necessary competencies to drive innovation and success.

Unlocking talent

Skills-based hiring can unlock potential in overlooked groups like ex-forces and returners to work. Traditional attitudes often miss out on strong talent. In 2025, as hiring managers adopt skills-based hiring, more organisations will recognise these valuable candidates.

Flexible work

Work-life balance is a top priority for professionals, playing a role in recruitment and retention. In 2025, companies that prioritise work-life balance and employee wellbeing will attract talent. The shift to remote and hybrid work models has changed most sectors. IT professionals are tech-savvy, and as a result, often expect an element of remote or hybrid working. The ability to attract and retain top tech talent now depends on offering flexible work arrangements. Remote work has broadened the talent pool, and in a skills-short market, it enables companies to recruit from a wider area. This also means that competition for skilled IT professionals is more intense.

Interview processes

Structured interviews, where candidates receive the same questions, give consistency and fairness. It can help assess technical skills and ensure all candidates are evaluated on the same criteria. Unstructured interviews lead to a conversational approach. This can help assess cultural fit and communication skills.

A combination of these is the most effective. Start with structured questions to check technical abilities. Unstructured interviews enable hiring managers to assess their character, work style, and team fit.

Revisit hiring for 2025

By considering alternative hiring methods, companies can secure skilled tech talent faster. And in turn, build high-impact teams that drive technical innovation in 2025 and beyond. Are you ready to revisit your hiring strategies in 2025?

To learn more about how NU Concept Solutions can boost your recruitment success in 2025, email This email address is being protected from spambots. You need JavaScript enabled to view it. or call us on 0330 058 3400.