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Hard Skills vs. Soft Skills: Which Are More Crucial in IT Hiring Today?

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In the fast-paced IT job market, employers and job seekers must balance hard skills, like coding and certifications, with soft skills that enhance communication and collaboration. Both skill sets are crucial for success, and understanding how staffing agencies evaluate IT candidates is key.

Hard Skills: The Technical Foundation in IT

Hard skills for IT roles include expertise in programming, IT infrastructure, cybersecurity, and cloud platforms. Employers assess these skills through technical tests and certifications. However, in today’s evolving tech landscape, soft skills like adaptability, collaboration, and communication are equally essential for success.

Soft Skills: The Key to Success in IT Teams

Soft skills, like communication, teamwork, problem-solving, and emotional intelligence, are crucial for IT professionals to collaborate effectively. Although harder to measure, these skills are vital for building relationships and fostering teamwork. According to LinkedIn, 92% of hiring professionals believe soft skills are as important, or more important, than hard skills, especially in technical roles requiring clear communication with non-technical stakeholders.

The Importance of a Balanced Skillset in IT

Today, employers are looking for candidates who excel in both hard and soft skills. While hard skills will help you land the job, soft skills are crucial for adapting to workplace culture, collaborating with team members, and thriving in a fast-changing IT environment. For example, a network engineer needs to have a strong technical foundation but must also collaborate effectively with other teams to ensure smooth system integration.

How IT Staffing Agencies Evaluate Candidates

Staffing agencies play a key role in helping IT employers find the right candidates. They evaluate candidates based on both hard and soft skills to ensure they meet the technical requirements and fit within the organization’s culture. Here’s how staffing agencies typically evaluate IT candidates:

  1. Assessing Hard Skills

Staffing agencies begin by reviewing a candidate’s technical qualifications, including certifications, experience with programming languages or software, and the results of technical assessments. For example, an IT support specialist may be asked to demonstrate proficiency in troubleshooting and resolving technical issues, while a software engineer might take a coding test to showcase their skills.

  1. Evaluating Soft Skills

While hard skills are measurable, soft skills are assessed more subtly. Staffing agencies often use behavioral interviews to evaluate how candidates handle collaboration, conflict resolution, and problem-solving. Personality assessments and emotional intelligence tests are also commonly used to gauge how well candidates will interact with their team and adapt to challenges in the workplace.

  1. Assessing Cultural Fit

In IT, cultural fit is vital. Staffing agencies assess how well a candidate aligns with a company’s values, work style, and environment. IT teams often work cross-functionally, so hiring candidates who understand and integrate well into a team’s culture is essential for fostering long-term success and collaboration.

  1. Providing a Comprehensive Candidate Profile

Staffing agencies provide employers with a complete profile of each candidate, which includes a mix of technical skills, soft skills, and cultural fit. This comprehensive assessment helps employers make informed hiring decisions, ensuring they select candidates who are both technically proficient and capable of thriving within their organization.

 

Why Employers Need Both Hard and Soft Skills in IT

Employers who prioritize candidates with both hard and soft skills are better positioned to build a successful IT team. Here’s why both skill sets are necessary in today’s IT job market:

  • Adaptability: While technical skills like programming are important, soft skills such as adaptability, creativity, and a willingness to learn new tools are crucial for thriving in a constantly changing technology landscape.
  • Team Collaboration: Even the most technically proficient IT professionals need to collaborate effectively with colleagues, clients, and other teams to achieve organizational goals. Communication and teamwork are essential to smooth collaboration.
  • Problem Solving: IT professionals often face complex challenges. While technical expertise is necessary for solving specific problems, critical thinking and creativity are needed to approach issues from different perspectives and develop innovative solutions.
  • Retention and Engagement: IT employees with strong soft skills tend to build better relationships with colleagues and clients, leading to higher job satisfaction, greater team cohesion, and better employee retention.

 

Conclusion

In today’s IT hiring landscape, both hard and soft skills are essential. Hard skills provide technical expertise, while soft skills enable collaboration and cultural fit. Staffing agencies evaluate both to ensure candidates meet technical needs and align with company culture. For IT job seekers, a balanced skillset is key to standing out and achieving career success.

Navigating the Job Market: Essential Insights for Employers and Job Seekers

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Navigating the Job Market: Essential Insights for Employers and Job Seekers

The IT job market is evolving rapidly due to advancements in technology, economic shifts, and changing workforce dynamics. As we approach 2025, both employers and job seekers must stay updated on the latest trends to succeed in this competitive landscape.

IT Employment Trends and Insights

  1. Low Unemployment but High Demand for IT Talent
    While the national unemployment rate remains low at 3.5%, IT roles continue to see high demand, with job postings for positions like software development, cybersecurity, and cloud engineering increasing by 8% year-over-year.
  2. Rising Demand for Remote and Hybrid Work
    Flexibility is a top priority, with 35% of IT job postings now offering remote or hybrid work options. This shift reflects job seekers’ expectations for roles that accommodate work-life balance and geographic flexibility.
  3. Persistent Skills Gap
    The skills gap in IT remains a significant challenge, with 60% of employers reporting difficulty finding candidates skilled in areas like artificial intelligence, DevOps, and data science. Organizations are responding by creating upskilling programs and collaborating with educational institutions to develop talent pipelines.
  4. Competitive Compensation and Benefits
    The median salary for IT roles has risen 5% over the past year, driven by demand for specialized skills. Beyond salary, candidates are prioritizing benefits such as remote work options, learning stipends, and robust retirement plans.
  5. Shifting Job Seeker Preferences
    Today’s IT professionals value strong company culture, growth opportunities, and purpose-driven work. Glassdoor reports that 72% of IT job seekers prioritize work-life balance and diversity when considering employers.

What Employers Need to Know

  1. Embrace Flexible Work Models
    Remote and hybrid roles are no longer optional for many IT candidates. Companies offering these options gain access to a broader talent pool and demonstrate adaptability to modern workforce expectations.
  2. Address the Skills Gap
    Invest in training and reskilling initiatives to build an internal talent pipeline. Partner with universities, bootcamps, and online learning platforms to attract and develop skilled professionals.
  3. Stay Competitive with Compensation and Perks
    IT professionals expect competitive pay and robust benefits. Highlight perks like professional development funds, flexible schedules, and equity options to stand out in the crowded market.
  4. Build a Strong Employer Brand
    IT talent looks for companies that align with their values and offer growth. Showcase your culture, innovation, and employee success stories in job postings and on platforms like LinkedIn.

What IT Job Seekers Need to Know

  1. Upskill and Stay Current
    With rapid technological advancements, continuous learning is essential. Pursue certifications in high-demand areas like cloud computing, AI, or cybersecurity to remain competitive.
  2. Seek Flexibility and Work-Life Balance
    Look for employers offering remote or hybrid roles, as these opportunities align with industry trends and enhance work-life balance.
  3. Research Compensation Trends
    Understand salary benchmarks for your desired role and location. Be prepared to negotiate, considering both salary and benefits to meet your personal and professional needs.
  4. Focus on Networking and Personal Branding
    Build a strong presence on platforms like LinkedIn, GitHub, or industry-specific forums. Networking with peers and showcasing your expertise can open doors to new opportunities.

Conclusion

The IT job market in 2025 presents both challenges and opportunities. Employers must adapt to candidates’ expectations for flexibility, professional growth, and culture while addressing skill shortages through innovative strategies. Job seekers, on the other hand, must prioritize continuous learning, flexibility, and strategic networking. Together, these efforts will help create a thriving and resilient IT workforce.

 

 

Top 5 Reasons Why IT Roles Are Hard to Fill and How to Solve Them

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Top 5 Reasons Why IT Roles Are Hard to Fill and How to Solve Them

The IT sector is the backbone of modern businesses, yet companies often struggle to fill critical roles. Understanding the challenges and implementing targeted solutions can help attract and retain top IT talent.

Perception of Limited Growth Opportunities

Challenge: Many candidates see IT roles as stagnant, focusing solely on technical tasks without clear paths for career growth. This perception can deter ambitious professionals seeking long-term development.

Solution:

  • Defined Career Paths: Offer clear advancement opportunities, such as progression to senior technical roles, management positions, or specialized tracks in areas like cybersecurity or AI.
  • Upskilling Programs: Provide training for certifications and emerging technologies to keep employees engaged and competitive.
  • Mentorship Opportunities: Pair junior staff with experienced professionals to foster growth and knowledge sharing.

High Demand for Specialized Skills

Challenge: IT roles often require niche expertise in areas like cloud computing, data science, or DevOps, making it difficult to find candidates with the right qualifications.

Solution:

  • Comprehensive Job Descriptions: Clearly outline required skills and certifications to attract the right talent.
  • In-House Training: Develop programs to upskill existing employees in high-demand technologies.
  • Flexible Hiring Criteria: Consider candidates with transferable skills and provide on-the-job training to bridge gaps.

Competition for Talent

Challenge: The IT industry is highly competitive, with top candidates often receiving multiple offers and lucrative counter offers.

Solution:

  • Competitive Compensation Packages: Benchmark salaries against industry standards and include perks like bonuses, stock options, and comprehensive benefits.
  • Flexible Work Arrangements: Offer remote work options, flexible hours, or hybrid models to appeal to modern professionals.
  • Strong Employer Branding: Highlight your company’s culture, innovative projects, and commitment to professional growth to stand out to candidates.

Anticipating and Managing Legal and Regulatory Changes in the IT Sector

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Proactive adaptation in the IT sector includes anticipating and managing legal and regulatory changes. As an IT leader, you must help ensure compliance with these changes.

Smaller companies often are adept at dealing with changes to data privacy regulations, industry standards, and other IT compliance issues. However, medium and large-sized companies often need additional assistance to remain current with these changes. The following methods can help.

Choose among these methods to anticipate, manage, and proactively adapt to legal and regulatory changes in the IT sector.

Maintain Human Resources Updates

Connect with your benefits brokers, your local Chamber of Commerce, employment attorneys, and reliable HR newsletters, publications, and organizations:

  • Remain current with the free updates and resources provided.
  • Take advantage of email updates and complimentary webinars.
  • Keep this information in an HR Updates folder.
  • Access the details when needed.

Secure Legal Support

Legal and regulatory changes in the IT sector typically are not straightforward. Therefore, you should secure a legal compliance service or attorney to keep you updated on these changes and the legal analysis supporting the steps to take to maintain compliance.

You could supplement your legal knowledge with support from these sources:

  • Subscribe to the Society for Human Resource Management (SHRM)’s legislative updates.
  • Subscribe to newsletters from the Department of Labor or its equivalent.
  • Contact an employment law firm for state and federal newsletters.

Create a Compliance Team

Hire a compliance team to help you anticipate and manage legal and regulatory changes in the IT sector. The team can ensure you and the company maintain compliance with these changes.

Conduct Self-Audits

Schedule quarterly self-audits for compliance. These audits show clients and agencies that your company prioritizes compliance with legal and regulatory changes in the IT sector.

Participate in a Human Resources Organization

Encourage members of the HR team to join a professional HR organization. The organization can assist with a structured review process to ensure compliance with legal and regulatory changes in the IT sector. This review is especially important if your IT workforce is large and geographically diverse because there are more variables to consider.

Do You Need to Add to Your Remote IT Team?

Partner with RightStone to add members to your remote IT team. Find out more today.

Should You Ditch the 40-Hour Work Week?

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According to the September 2022 Digital Etiquette: The Reinventing Work Report from Adaptavist, 58% of workers want the 40-hour work week to end. Also, 47% want a 4-day work week. Additionally, approximately 60% of respondents say the quality of work should be used to measure productivity rather than the number of hours worked.

This research shows how workers are shaping and adapting to their workplaces. The survey covered issues such as collaboration, communication tools, health and well-being, and the future of work for both hybrid and onsite workers.

The results indicate the changing shift from traditional workweeks to modern setups that better fit employees’ needs. This indicates that hybrid and remote work should be here to stay.

Discover why the 40-hour work week should be shortened to meet modern-day employee needs.

Changing Employee Needs

When the 40-hour work week began, most women stayed home to provide childcare, cook, clean, and run errands. Today, this concept no longer is reality.

According to an April 2022 news release from the U.S. Department of Labor Bureau of Statistics, 70% of women who are mothers currently engage in paid work. Most of these women also handle the majority of childcare and household needs.

Working for 40 hours each week while trying to maintain a household puts unreasonable stress on employees. This increases the odds of employee burnout. As a result, the 40-hour work week must change to accommodate the changing needs of the workforce.

Increasing Employee Burnout

A 2021 joint report from McKinsey & Company and LeanIn.org showed that 42% of women and 32% of men were experiencing burnout. Although many employers recognize growing employee exhaustion and overwhelm, the issue of burnout continues to worsen.

A significant source of employee exhaustion is the drastic changes in sleep patterns resulting from chronic stress due to the coronavirus pandemic. Many employees are staying up later to take time for themselves. This interferes with the ability to get productive sleep.

Another source of employee exhaustion is mothers who put in increasing hours of both paid and unpaid work each week. Lacking time for necessary self-care and sleep increases feelings of overwhelm and depletion.

As a result, burnt-out employees tend to feel less empowered, be less productive, and not perform their best at work as compared to other employees. They also have lower odds of being promoted.

Leaving behind the 40-hour work week would give employees more time to take care of their personal needs. This would increase employee engagement, productivity, and performance.

Reducing the weekly number of hours worked also would elevate employees who are mothers into more senior roles. This is especially important for companies that have few women in leadership positions.

Want Help with Your IT Staffing?

RightStone can match you with qualified professionals to fill your IT staffing needs. Learn more today.

Breaking the Ice with New Coworkers

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Starting a new IT job is exciting! You get to meet new peers and leaders as you take on new challenges.

However, you may feel anxious about not knowing any coworkers at your new company. Meeting people while staying focused during the onboarding and training can be difficult.

Fortunately, connecting with your new coworkers can be accomplished in a few steps. The more you get to know the people you work with, the more comfortable you will feel. This helps improve your engagement, productivity, and longevity with the organization.

Implement these tips to break the ice when meeting new coworkers.

Introduce Yourself

Take short breaks to walk around and introduce yourself to coworkers. You might want to ask basic questions about their job duties, responsibilities, and day-to-day activities. Or, you could ask about a coworker’s family. Share similar information about yourself as well.

Use this information as a basis for future conversations. The more you see your coworkers, the more you will have ideas of what to talk about.

Look for Common Interests

Ask questions to uncover your coworkers’ personal interests. This may include what they like to do in their free time.

Your coworkers may share your love of yoga, reading, or trying new restaurants. They might enjoy going to the farmers market you frequent on the weekends. Or, your coworkers could have traveled to the same destinations as you.

You can indulge in future conversations about these interests. You also might be able to set a time to engage in a favorite activity with your coworkers.

Offer to Buy Lunch

Ask a coworker if they would like to join you for lunch. Find out what food they like, then suggest a place to go. Or, if you are new to the area, ask which restaurant your coworker recommends.

Being away from the office helps you unwind. You should feel comfortable getting to know your coworker on a personal level.

Looking for a New IT Role?

RightStone can provide you with IT openings that fit your skills and interests. Visit our job board or contact us today.

What Should You Do During Your First Week on the Job?

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Starting a job comes with lots of uncertainty. You must adapt to new peers and leaders, a different work environment, and more challenging responsibilities.

The first week at your new job should be focused on balance. This includes making a positive first impression while giving yourself time to learn everything. The following tips can help you reach your first few milestones.

Follow these guidelines for increased success during your first week at a new job.

Introduce Yourself

Make a habit of sharing your name with the colleagues and coworkers you come into contact with. This helps you get to know other employees within the organization. It also helps your name and face become more familiar to others.

You may want to ask your manager for a list of employees you definitely should get to know. You also might ask for time at the beginning of a meeting to introduce yourself to the other participants.

Know what you want to say when you introduce yourself. For instance, if the person you are meeting appears distracted, keep your introduction brief. Or, if the person appears receptive, take a few minutes to get to know them.

Focus on remembering names by saying them back to the person. Also, write a quick note about the person to jog your memory.

Ask Questions

Request the information you need from your peers and leaders. This helps you more effectively do your job.

Consider what you want to know more about. This may include permission, advice, or validation. Be as specific as possible to receive the information you desire.

Write down your questions. This helps you remember what to ask about.

Prioritize the information you seek. This lets you determine when an appropriate time may be to ask about it. For instance, if you cannot access your computer, you should request help immediately. Or, if you need clarification on your team’s quarterly goals, you should be able to wait to talk with your manager.

Develop a Friendship

Ask a colleague or coworker out for coffee or lunch. Have a goal of getting to know them better. Developing social ties helps you feel more stable and comfortable as you adapt to your new work environment. It also can increase your productivity.

Add Value to the Company

Absorb as much information as possible in a short amount of time. Then, use what you learn to begin finding ways to contribute to the organization.

You may want to think about what you learned during the interview process. Perhaps there was a specific need discussed that you could focus on. Or, you could ask your manager what you should be focused on. Prioritize getting results as soon as possible.

Get Help Finding an IT Job

When the time comes to find your next IT role, make RightStone part of your search. Here are links to our job board and contact information.

When Coworkers Leave, How Do You Handle a Heavier Workload?

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The loss of a teammate often means an increased workload for you. This can be a significant source of stress.

You may be asked to take on additional tasks and responsibilities. Due to an already heavy workload, the additional activities can seem endless.

Figuring out where to start can feel intimidating. Fortunately, there are steps you can take to plan your work and accomplish everything by the deadline.

Here are some strategies to handle the increased workload caused by the loss of a teammate.

Plan Your Work

Make a list of the tasks you want to accomplish for the week. Then, break down the list into the tasks you want to finish each day.

You may want to focus on the purpose of each task, the deadline, the desired results, the key performance indicators, and the potential challenges to determine which tasks to complete at a certain time. This helps provide clarity for the tasks, deliverables, and desired results. It also helps you understand your priorities and timelines.

Block out on your schedule the required amount of time to complete each task. Be sure to include time to take breaks and to handle unexpected events.

Prioritize Your Tasks

Determine which of your tasks are priorities and which are not. You may want to use an Eisenhower Matrix to separate your tasks into four categories: urgent and important, important but not urgent, urgent but not important, and neither urgent nor important.

Your urgent and important tasks should be scheduled for completion right away. Your important but not urgent tasks should be scheduled for later. Delegate your urgent but not important tasks to a teammate. Eliminate your tasks that are not urgent or important.

Take Breaks

Walk away from your desk at regular intervals. This gives your brain time to rest and recuperate. It also helps your body stay energized and your mind focused.

Take a walk, meditate, stretch, listen to music, or read a book during your breaks. Be sure to eat healthy foods during your lunch hour. This helps maintain engagement and productivity and reduces feelings of stress.

Consider Finding a New Job

If you regularly find yourself with an increased workload, it may be time to find a new IT job. Be sure to involve RightStone in your search. Here is a link to our job board.

Is Your Resume Hurting Your Job Search?

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Your resume often provides a hiring manager with the first impression of you. You have a page or two to convince them your education, skills, and experience make you best qualified for the role. The manager will be more inclined to contact you for an interview if they believe you have what it takes to be successful in a role.

Follow these resume writing tips to help you land a job.

Select a Professional Font

Use a basic, clear font that is easy to read. Examples include Arial or Times New Roman. Also, keep your font size between 10 and 12 points. Plus, make sure there is a minimum of white space so the hiring manager focuses on your information.

Include Keywords  

Find keywords from the job description to pepper throughout your resume. Pay special attention to the keywords showing what the employer is looking for in an ideal candidate. Emphasize the skills, requirements, and qualifications you have that make you best equipped for the role.

Share Relevant Information  

List only the information that pertains to the job you want. Because a hiring manager probably will skim your resume, you want them to see you have the required education, skills, and experience to do the work.

Focus on Your Accomplishments

Point out your top three or four most important achievements in each position you held. Include the numbers used to measure your success for each accomplishment. You may want to include written feedback on your work performance or acknowledgment from your manager on reaching a goal.

Choose Active Verbs

Include power words such as “achieved,” “earned,” or “completed” throughout your resume. For instance, “Led multiple team projects and effectively coordinated group tasks.” This helps the hiring manager visualize your productivity and engagement at work. These aspects are important for securing an interview.

Proofread  

Read your resume aloud several times to see how it can be improved. Pay close attention to your spelling, grammar, and punctuation. Also, ask a family member or friend to review your final draft before submission. They may point out something you missed or suggest a better way to share your information.

Talk with a Recruiter

When you partner with a recruiter from RightStone, they can provide resume advice and much more to help with your IT job search. See which jobs interest you today.

Make Text Messaging an Effective Recruitment Tool with These 5 Tips

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Do you ever worry that your emails get lost in the shuffle? Think your lead times are longer because email is now ‘work’? Text messaging could be the answer.

Texting is a fast, inexpensive way to reach out to candidates. When your message arrives, it sits in an inbox surrounded by friends and family rather than random advertisements and emails from businesses the candidate visited once. What’s more, candidates are now more likely to apply for jobs on their phones than ever before.

We put together some simple rules to make text messaging a more effective tool for recruiters.

#1 Get Permission First

Did you know marketers can’t just text you? The law says they need to get your permission first.

While recruiting isn’t advertising per se, the rule still applies informally. You should always be getting permission when sending out the first text. Be sure to provide a reason for texting, too, and let them know how often they’ll hear from you and what kind of information you’ll send.

#2 Time It Right

It goes without saying that texting after dark is an unprofessional move. But you shouldn’t just avoid obviously anti-social hours.

Keep your texts strictly within business hours to keep it professional and avoid stressing out your candidates.

#3 Pick Up the Phone for Big News

Firing off a quick text may save you time, but candidates don’t want to hear big news via text. 

When you have interview feedback or the results of a big decision, pick up the phone and call. No one wants to hear they didn’t get the job via SMS.

#4 Make Unsubscribing Easy

Unwanted texts are effectively spam, even if you’re a real person just trying to do their job. You don’t want to be spam, so you need to make it easy to opt-out of your messages.

If you’re texting manually, add a note to their candidate profile. Using software? Make sure your unsubscribe settings are on.

#5 Proofread Your Texts Every Time

Texting candidates isn’t like texting your friends. You shouldn’t rely on their ability to interpret typos and understand what you really meant.

It’s much easier to send out a typo-ridden text because you’re working with a smaller screen and fewer spell check tools. That’s why it’s essential that you read every text — and then read it again — before sending it to your candidate.

Turn the Perfect Candidate into Your Next Team Member

Texting can be a helpful tool to turn quality prospective candidates into great hires, but only if you use it the right way. Are you looking for more ways to simplify hiring? RightStone can help you attract the right fit for your project. Get in touch to learn more about our 360 process.