Assessment and outlook for tech jobs in 2023

How do you assess the current state of the IT market in France?

After the first half of 2022 which was a continuation of an exceptional year in 2021, with a very dynamic IT market and a very high number of vacancies, we observed a second half which was still dynamic but more cautious. If companies still have tech needs, they are generally slightly less than in H1 2022.

And more importantly, they take longer in their decision-making process. Companies currently lack visibility in the coming months. They need more time to start new projects. The market has reached such a level of dynamism that this slight slowdown is not really a source of concern for the start of the 2023 school year.

What do you think the future holds in 2023 for IT professionals?

Many trends are intertwined with the launch of this new year. On the one hand, some signs announce more difficulties in gathering certain profiles, and on the other hand, the market continues to remain very dynamic. We are no longer in the general euphoria, as at the beginning of the year 2022, but we see no reason for a decrease in IT work in 2023.

Despite the current economic and energy crisis, many technology sectors are facing labor and skills shortages so we should not experience a job crisis in 2023. Companies should continue to recruit.

What are the most attractive sectors that should do well in the coming months?

No one industry or business type stands out in our analysis of today’s IT market. We have both large groups, SMEs and start-ups who have entrusted us with a large number of vacancies, and others who have decided to temporarily freeze their recruitment at the beginning of the year.

Small structures face greater pressure and tend to be particularly demanding in the recruitment process, or to be more cautious in recruiting new employees.

The main groups are digesting their recruitments for 2022 and are showing caution, while being opportunistic with certain shortage profiles or in line with their current digital projects. In contrast, SMEs and ETIs continue to invest.

Companies are facing a talent shortage in tech professions. What are the main reasons for this in your opinion?

IT has struggled to attract talent from a science background over the past 15 years. In addition, science courses are neglected by students or not sufficiently encouraged by our education system.

If training develops more and more in this area to compensate for the deficiency, however there is a double problem:

  • First of all, IT is a constantly evolving sector. If the needs of companies 4-5 years ago were rather focused around infrastructure, it is cybersecurity that is at the center of the expectations of recruiters today. Therefore, it is necessary to train future cyber experts, which takes time before new candidates become available.
  • Then, there’s an uncontrollable latency time to train future digital professionals and see them hit the job market. It takes 4 to 5 years to train and become promotion competent. However, in 4-5 years, the technologies and needs of companies change.

As long as we don’t have a strong enough pool of profiles trained in these tech skills, IT will continue to fall short.

What solutions can help them solve this situation to get more applications?

More ongoing training is needed to support the development of employees. To attract more IT candidates, companies can highlight the skills that their recruits will develop in the future in the projects they will carry out, and offer them a training program to update or develop some technical knowledge. This is a lever that unfortunately cannot be reached by all structures.

Another solution: invest in the training of young student profiles or people in professional retraining. Many organizations are looking for partners and coaches to support and train these students in market methods and tools, with greater employability and undeniable time savings at the end of the study program in work.

How do companies manage to cope with the impact of technology turnover, and retain their talent?

Candidates are really both fickle and demanding of companies. You have to accept that a tech employee changes jobs every 2 to 3 years on average. The average turnover is estimated between 25% and 30% per year, making it the highest through business, and at the same level as commercial functions.

To combat this phenomenon, we advise CIOs and HRDs to:

  • Keep track of market trends and “benchmark” with similar companies,
  • Have a salary grid updated annually to stay competitive,
  • Seek advice to predict movements inherent in the sector/business.

What are the main contracts offered by IT companies?

Among the first level profiles (technician / IT support), we have approximately 50% temporary assignments and 50% permanent contracts.

For positions that require specific expertise and skills, the share of freelance work has grown significantly in recent years, for a volume that represents approximately 35% of the market, compared to 65% for permanent contract.

Freelancing is definitely a solution for companies in the midst of a talent shortage. They are generally senior and expert profiles, able to manage projects with innovative technologies, whereas salaried work tends to be more generic. They are also suitable for supporting a structure that requires resources in a project, to set up an update, launch a redesign of a site, etc.

Our recommendation for recruiters looking for specific profiles: hire a freelancer for 3 to 4 months to test the mission profile, and convert it to a permanent contract afterwards. If it doesn’t fit, it gives us time to look in parallel for a CDI profile to meet their needs.

What are the career opportunities available in 2023 for future candidates in your opinion?

In IT, we have an unwavering base of search volume in profiles related to infrastructure and development, and in all computer languages.

For 2023, we are also registering some requests for specific technologies, such as:

  • In SAP-capable profiles primarily,
  • In cloud-type solutions, ERP (Microsoft, Salesforce),
  • In cybersecurity, to boost jobs related to IT security.

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The last word?

IT recruitment is a real “puzzle” and can be particularly time-consuming and difficult, especially if your HR departments are inexperienced in IT recruitment, or if your operational staff are not in the habit of recruiting .

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