![\"\"](\"https:\/\/cdn-01.cms-eu-v2i.applyflow.com\/identifi-global\/wp-content\/uploads\/2022\/03\/ITHiringChallenge.jpg\")
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\n\tMany companies have held fire on their recruitment for the past two years. Now that the pandemic is largely over, everyone\u2019s raring to go. There are half-finished projects to complete, clients to win, new projects to get off the ground \u2013 but where\u2019s the talent? Why exactly is it so hard to fill perm roles?<\/p>\n
\n\tFor companies, the impacts are severe. From day to day operations and resources to business growth and revenue \u2013 the IT talent gap is hurting every aspect of running a business. And hiring perm employees is not going to get easier any time soon. <\/p>\n
\n\tHere\u2019s the full lowdown \u2013 and what you can do about it\u2026<\/p>\n
\n\tWhat we\u2019re currently experiencing in the IT job market is the perfect storm. The two main factors creating this perceived talent gap are Brexit and Covid. <\/p>\n
\n\tWhen we left the EU, we reduced our stream of skilled IT workers. At the same time, the end of Covid meant everyone decided to recruit at the exact same moment. These two concurrent shifts have caused an extreme supply and demand problem: everyone wants IT workers, and there aren\u2019t enough to go around. And other factors are exacerbating the issue.<\/p>\n
\n\tEmployees have had a rough couple of years. Some will be disheartened by how their companies handled the pandemic, and others may simply be in a different headspace now. Many want to continue working how they did during the pandemic \u2013 fully remotely or more flexibly. Others want a change but aren\u2019t sure if now is the right time to make the leap. <\/p>\n
\n\tThe scramble to hire \u2013 and keep hold of talent \u2013 leads to overinflated salary offers. This, in turn, is causing further stasis. With employers trying to outbid each other, what do you do as an employee? You might be ready to leave, and then you\u2019re offered another \u00a310k. Should you stay or should you go?<\/p>\n
\n\tThe overall effect of all these elements is a job market that\u2019s oscillating rather than moving. Meanwhile, companies are spending huge amounts of time and money on recruitment \u2013 which in many cases doesn\u2019t even lead to a hire. <\/p>\n
\n\tWe all know the end result \u2013 and it\u2019s not a happy one. You can\u2019t get projects off the ground \u2013 or complete the ones you’ve started. Internal change and transformation is put on pause. And you can forget about trying to win new clients. In short: you can\u2019t achieve the growth you\u2019ve planned without the right talent in place. <\/p>\n
\n\tThe cherry on top is that recruitment costs you more than ever before. What\u2019s the solution? We\u2019re glad you asked\u2026<\/p>\n
\n\tContractors are quick to hire, highly specialised, and adept at hitting the ground running. We have many skilled IT contractors in this country, ready to come and plug your gap. <\/p>\n
\n\t![\"\"](\"https:\/\/cdn-01.cms-eu-v2i.applyflow.com\/identifi-global\/wp-content\/uploads\/2022\/12\/ContractorsSolution.jpg\")
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\n\tIn two weeks, you could have the talent you need to work alongside your perm employees and keep your company moving forward. When you compare that to how long it can take to hire for a perm role (anywhere between 3 months to a year), it\u2019s a no-brainer. So what are you waiting for?<\/p>\n
\n\tIf you\u2019re screaming \u201cIR35!\u201d, we hear you. Of course, pre-IR35, things were simpler. You paid your contractor their day rate, which was the end of your responsibility. Now, when you hire a contractor, it is your job to ensure compliance with IR35 rules. Too much of a headache, right?<\/p>\n
\n\tThe truth is, IR35 is not as scary or insurmountable as it first seems. <\/p>\n
\n\tInside IR35 means your contractor would be paid as an employee on payroll, with tax and NI deductions applied. Outside IR35 means they\u2019d be paid as self-employed: you pay a day rate and leave the rest to them.<\/p>\n
\n\tDetermining which category a contractor falls into, comes down to how much responsibility they\u2019re given, how projects are managed, and how independently they work. To be deemed outside IR35, they need to be providing a service based on deliverables, working with no guidance or management. <\/p>\n
\n\tIf you want to know precisely how to determine IR35 status, our guide will tell you everything you need to know.<\/p>\n
\n\tWith a bit of a pivot, the current recruitment problem can be turned into a golden opportunity. While everyone else is out there battling for perm hires, paying over the odds (and tearing their hair out), you can find the talent you need to keep your company pushing ahead. After all, what’s the alternative?<\/p>\n
\n\tWith a market that will not change for the foreseeable future, standing still could cost your business dearly.<\/p>\n
\n\tIf the only thing stopping you from using contractors is IR35, we have all the tools to take that problem away. Whether you need help with determining tax status, finding the right contractors or managing your hires, our Contract Complete IR35 solution covers everything from setting up payroll and setting deliverables to navigating insurance, reviews and appraisals.<\/p>\n
\n\tAs Einstein said: the definition of madness is doing the same thing over and over and expecting different results. It\u2019s time to try a different approach. In a tough recruitment market, those who are willing to change direction could turn a problem into a brilliant opportunity. While everyone else struggles to fill perm roles, hiring contractors will allow you to press ahead with your plans and achieve new growth.<\/p>\n
It\u2019s no secret that hiring permanent employees in the IT sector has become a big problem. Many companies have held fire on their recruitment for the past two years. Now that the pandemic is largely over, everyone\u2019s raring to go. There are half-finished projects to complete, clients to win, new projects to get off the… Read More »Why is hiring perm IT talent so hard right now and what’s the impact?<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14228,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[39],"tags":[],"class_list":["post-15076","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-industry-news-trends"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/15076","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=15076"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/15076\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14228"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=15076"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=15076"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=15076"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}