After a year of relative slowdown in 2020, with candidate insecurity and remote onboarding challenges, the tech recruitment market was undergoing a big rebound.
There were new roles proliferation in data, project and product management, and moving away from a replacement market, we saw new ways of working together, such as remote working and working from everywhere.
For the release of Robert Walters Salary Survey 2022, we interviewed Julian Meissner, Head of Technology and Transformation at Robert Walters, about the future recruitment and remuneration trends in the Technology sector.
What do you believe will be the three biggest hiring trends of 2022?
JM: "As part of the digital transformation that is still ongoing and the post-pandemic trend of working from everywhere, we’re seeing implementations of technologies to support the new way of working. We’re expecting to see new positions arise in this in projects, implementation and product management. We also see a challenging way ahead as more candidates are asking for fully remote positions. How will the companies actually deal with this? That’s up to them."
Which skill sets will be in highest demand in 2022?
JM: "There’s a current shortage of the following roles where we do not expect a slowdown, but rather a growth as they are fundamental to the technologies, companies and the market in general. We’re starting with data (data science, data engineering, data security), then towards products in SaaS sales, in development, product management and also in Cloud and Cloud security."
What advice would you give hiring managers looking to recruit and retain employees in 2022?
JM: "We advise to have a fast and streamlined hiring process and a solid remote working policy in place. Given that, we advise you to schedule regular meetups in person to guarantee the continued engagement and retention of your people."
What do you expect will happen to salaries in 2022?
JM: "We expect salaries to inflate further, in line with the trend of 2021. The main reason for this is the war for talent, which we see from both technical and leadership positions and especially for positions where niche skill sets are required. Besides people changing to new jobs, where they seek a salary increase, we also see that companies are now reviewing their salary structures in order to retain their talent. "
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