Code Red: Why IT Talent Is Slipping Through Your Fingers

Today’s top IT talent is dispersed, discerning, and often overlooked.

 

Despite being the most desirable sector globally, IT is now one of the most challenging for recruiters. With AI advancing and tech influence decentralising beyond traditional hubs, many candidates are questioning not just where they work, but why.

 

In recent months, we’ve seen significant turbulence across global tech: mass layoffs, retreats from remote-first policies, and DEI dismantled at major firms. With layers of management removed and long-standing norms upended, many organisations struggle to maintain consistency and culture. The ripple effect? Talented individuals are becoming more cautious, passive, and harder to reach, especially in mature markets. They are weighing their options more carefully and looking beyond salary.

 

Delia Pesenti, HR Director at HP Italy, puts it plainly in an insightful conversation: “Income reflects your value on the market, so it matters. But people also want career development, strong relationships, and a company that aligns with their values.” 

 

The 2024 IT Global HR Trends Report from Grafton’s parent company, Gi Group Holding, backs this up. Based on data from 13 countries, it shows that nearly half of companies (47.3%) struggle to recruit IT candidates with advanced digital skills. 

 

 

Get the basics right 

The challenges are remarkably consistent: 21% of job ads go unanswered, 20% of hiring processes drag on, and 20% of candidates just aren’t the right fit. When offers are made, they’re frequently declined, often due to compensation, mismatched expectations, or better alternatives (19.2% each). 

 

IT still tops the global leaderboard for career desirability, ahead of finance and public administration. But in key markets like Italy, India, and Spain, more than half of companies say they struggle to hire. And that disconnect is only widening as the broader industry shifts under pressure. The companies winning in this climate aren’t chasing volume. They are building credibility by investing in long-term talent visibility, not just short-term recruitment outcomes. 

 

Rethink ‘who’s qualified’

Some employers are still holding out for an ideal candidate who no longer exists or no longer applies. Today, the best hire may not tick every technical box, but they’ll bring adaptability, curiosity and a willingness to grow. 

 

“There’s greater openness to recruiting diverse talent, including graduates from communication or philosophy backgrounds,” says Zaira Panza, former Global Talent and Learning Partner of ABB. “Digital innovation is reshaping technical roles. Different perspectives add value.” 

 

At Grafton, we’re seeing success where businesses are prepared to hire for potential and train for skill. 

 

Build your pipeline before you need it 

Waiting for a vacancy to open before engaging talent is like waiting for a fire to start before buying a hose. With many companies running leaner teams, particularly after recent middle management cuts, it’s even more important to recruit proactively. When key people leave, there’s less redundancy in the system. That makes every hire count. “An integral aspect of combating the candidate shortage is maintaining active engagement with potential hires, regardless of current staffing needs,” says Agnieszka Zakościelna, IT Delivery Centre Manager at Grafton. “Short-term events like webinars, candidate fairs, and open houses might not provide immediate hires, but they prove beneficial down the line.” 

That might feel counterintuitive in a year defined by cost-cutting and hiring freezes. But if anything, it makes forward-thinking hiring strategies even more important.

 

 

Look harder 

Even when you're clear on what you're looking for, sourcing top IT talent is rarely straightforward. The most specialised profiles – in areas like cybersecurity, AI, or data engineering – aren’t just in short supply; they’re often hard to spot. And the best candidates are often not active job seekers.  

You need recruiters who know where to look - GitHub, academic networks, specialist forums - and who have the freedom to think creatively. That requires time, trust, and a more sophisticated approach than just matching keywords to CVs. 

 

 

Give candidates what they really want 

The market might be turbulent, but tech professionals’ motivations are relatively steady. Flexibility, autonomy, purpose, and culture remain top priorities. Especially for Gen Z, who want to be part of something where they can grow and be true to their values. 

 

In our recent interview, Vincenzo Esposito, Country GM at Microsoft Italy, sees this shift playing out daily: “Generative AI is changing how we work and what we value. We need people who can ask the right questions, not just give the right answers. Learning is no longer an event. It’s a daily practice.” 

 

 

In a market this complex, only the most focused strategies cut through.  

You don’t want to hand your most critical hires to inexperienced recruiters. You need people who know where to look, what to prioritise, and who to trust. At Grafton, we specialise in finding the people others miss – the ones with the skills, mindset and potential to drive transformation. 

If you’re ready to rethink what IT hiring success looks like, get in touch. We’d love to hear from you!