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Have you paused tech recruiting? Persevered through a hiring freeze or slowdown? When it’s time to restart recruitment, where should you start? Keep reading to kickstart your tech hiring after challenging economic times with this guide.
1. Before you restart recruitment, reassess the current circumstances
Start by re-evaluating hiring needs. Review the roles that were initially put on hold. Are they still relevant or have your business needs shifted? You’ll also need to understand the new market conditions for a better idea of the employment landscape. 
Which industries have bounced back and which are still lagging? Are you in a candidate-driven market? How have candidate priorities and expectations changed? 
Resources like Hired’s 2023 State of Tech Salaries offer detailed insights to adapt and keep moving forward in the current hiring market.
Related: Less Competition, More Talent: Here’s How to Recruit in an Economic Downturn 
2. Re-engage with past candidates
Take inventory of the connections you might already have. Check the availability of past candidates and get back in touch with those who were in the interview process before the freeze. Hopefully, you maintained a feedback loop and shared feedback from previous interviews with candidates. This is an effective way to foster goodwill even if you didn’t hire them.
3. Review your employer brand and employer value props, or EVPs
After shaky economic times, people – understandably – may become more cautious when it comes to employers and their stability. Post-downturn, rebuilding trust in your company’s stability and growth is a priority. Be transparent and highlight recovery plans and growth potential in your employer branding.
It’s also a great time to showcase company culture. This is especially true if your organization’s culture includes supportive elements like mental health initiatives, flexible working options, and employee development programs. 
Related: 2023 Survey Results: Top 3 Benefits Ranked by Engineers (Besides Salary) 
4. Invest in training and development
Sometimes the best hires are internal. Consider investing in training programs to upskill existing employees for new roles, promoting internal mobility. Not to mention, supporting internal mobility and upskilling are great ways to retain talent, support internal candidates, inspire loyalty, and provide professional growth.
Related: How to Support Internal Candidates When They Don’t Get the Job 
Offering continuous learning and development opportunities will also attract jobseekers looking for long-term career growth. Our 2023 State of Software Engineers report revealed development and career growth as top priorities for an ideal company culture and work environment according to surveyed engineers.
Related: How to Nurture Innovation, Strengthen Retention (Use Professional Development) 
5. Revise your recruitment strategy
Think back to when you re-evaluated hiring needs. What shifts can you make to your recruitment strategy given the new circumstances? From revising your candidate messaging to rethinking how you conduct interviews, we have a suite of resources to help employers make these updates a little less overwhelming:  

6. Re-evaluate your recruitment tech stack
Now is also the time to consider new platforms or tools to support your hiring revamp. Hired, for example, connects employers to a curated pool of experienced and responsive tech talent seeking their next role. The platform also integrates with applicant tracking systems to fully streamline your hiring process. 
Related: How to Secure Approval for New Tech Tools (Free Template) 

Restart recruitment lessons learned from Laura MacKinnon, VP of People at Clari
On Hired’s podcast, Talk Talent to Me, Laura shared learnings from a massive hiring freeze. She gave a few tips on what she would do differently when ready to restart recruitment:  
“One of the things we did up front was make sure not to bring our recruiting team down to a skeleton crew. We knew these things usually do have a bit of an up-and-down cycle. If we were to have brought our recruiting team down to the need we had at the moment, we would not have enough people respond to the demand. Luckily, we kept our scheduling, sourcing, and recruiting teams around with the hopes the downturn would be short. Being a cloud-based company, we accelerated back to needing to hire engineers along with other people to help lead the business forward. 
As you can imagine, the head of people is involved with finance, the head of engineering, and the CEO requesting the board to fund additional resources. What I would do with 20/20 hindsight is make sure we also included asking for the increased spending needed to spin up that machine because it was idle. That means not just the recruiters, but money in place for proactive talent sourcing and time with the marketing team to help get the word out that the company is recruiting.”  
Laura’s tips: 

Don’t bring the recruiting team down to a skeleton crew
Get on board when you hear about other teams requesting funds

Related: Need help talent sourcing? Hired’s got you covered with temporary or ongoing help. 

6. Secure funding before you restart recruitment
Laura MacKinnon emphasizes the importance of collaborating with other teams to ensure the recruiting team has a seat at the table. 
She says, “If you notice a team talking about potentially adding headcount, that’s the time for your Head of Talent to jump in. They should ask to include two recruiters, a sourcer, and a scheduler. The earlier you hear that coming up, the faster you want to jump in so you have funding. If your company is proactive, you can even onboard those people before the official big ask gets approved.”
Partnership with finance is especially critical because a lot of what recruiting does has a cost. Laura illustrates this with example from Clari: “Diversity and inclusion are such an important part of how we’re going to grow as a business. As opposed to waiting until we’re a thousand people, the needle-moving time is when the company is at its smallest. 
We want to have a diverse team of men, women, people of color, and any underrepresented groups. Starting with that helps build because a lot of our hiring – probably one-third – will probably come from referrals. Those initial efforts to spin up the machine and make our commitment to that community clear come with a need to fund. It could be through innovative internships for students or being present at events to show Clari wants to be an employer of choice for a diverse population. 
You need financial support. The more HR can learn how to make business cases that make finance people happy and understand, the better we are at getting funding.”
Restart Tech Recruitment Checklist:

Reevaluate hiring needs
Engage with past candidates
Update online employer profiles
Revise recruitment strategy
Review salary benchmarks
Plan for onboarding
Measure effectiveness regularly

Navigate the upturn
Emerging from an economic downturn to restart recruitment and hiring can feel daunting. However, with a strategic recalibration and a systematic approach, it’ll be a smooth transition. 
Restart recruitment for tech and sales roles with Hired! Get a free demo. More

As technology and modern needs evolve, specific tech roles have risen in demand on the Hired tech recruitment platform. In Hired’s 2023 State of Tech Salaries report we revealed the top five in-demand roles “biggest movers” and why employers need them. 
They are (in order of growth from 2022 to mid-2023): 

Security (Cybersecurity) Engineer – Up 28%
Data Engineer – Up 21%
Machine Learning Engineer – Up 16%
Business Analyst – Up 15%
Backend Engineer – Up 11%

1. Security or Cybersecurity Engineer
Average interview request salary* on Hired: $165,003
As the world continues to digitally transform, so do criminals. All kinds of businesses, in a variety of industries, have learned, some the hard way, how important security and cybersecurity engineers are to them. 
In one example, patients of a Louisville, KY, hospital network struggled to obtain prescriptions and make appointments after a cyberattack stole personally identifiable information, (PII) and medical records. The ransomware disrupted patient care as well as set off an identity theft nightmare for the victims.  
Employers generally prefer a degree in cybersecurity, computer science, information systems, or related fields. They may also look for practical experience building test networks or system prototypes. 
Top skills employers look for in security engineers
Ranked by priority in positions created on the Hired talent marketplace:

Python
AWS
Java
Go
JavaScript
Linux
Azure
Kubernetes
React
C++

*Average interview request salary means the average salary offer submitted by employers when they request an interview with a candidate on the Hired technical recruiting marketplace. Disclosing the salary for the role is part of the transparency we require of employers on the tech hiring platform. Jobseekers are required to list their salary expectations in their profiles. Combined, this helps drive better matches and an efficient hiring process for both tech candidates and hiring managers. 
2. Data Engineer
Average interview request salary on Hired: $163,782
Modern companies rely on data about themselves, their customers, and their competitors to stay relevant and ahead. Data engineers are the architects who establish the structure to retrieve, store, and manage vast reservoirs of data. With a blend of software engineering and data-centric skills, they transform raw data into usable systems.
Employers generally prefer a degree in computer science or related fields. They’ll also look for experiences displaying an aptitude for various programs, languages, and tools. Knowledge may include building data structures, managing databases, using big data, and how proper data infrastructure can affect a business.
Top skills employers look for in security engineers
Ranked by priority in positions created on the Hired talent marketplace:

Python
SQL
AWS
Spark
Java
Scala
Kafka
ETL
Airflow
Snowflake

3. Machine Learning Engineer
Average interview request salary on Hired: $169,666
A machine learning engineer is a visionary technologist, harnessing the power of algorithms to teach machines how to learn from and act on data. These engineers are adept at creating technologies embedded with AI. Common examples of what machine learning engineers work on include self-driving cars for Uber and programming tailored search results for Google users.
Employers generally prefer a Bachelor’s and Master’s or Ph.D. in computer science, an engineering discipline, or mathematics. They will also likely look for experience in working on practical and theoretical models.
Top skills employers look for in security engineers
Ranked by priority in positions created on the Hired talent marketplace:

Python
AWS
SQL
Java
Natural language processing (NLP)
Tensorflow
Deep Learning
Pytorch
Spark
Computer Vision

4. Business Analyst
Average interview request salary on Hired: $123,220
A business analyst connects business objectives to technical solutions. With a sharp analytical mind and a keen understanding of organizational needs, they delve into business processes, identifying inefficiencies and opportunities for improvement. Business analysts gather and interpret data, translate business requirements into technical specifications, and work closely with stakeholders to implement changes that drive business growth.
Employers generally prefer a degree in business administration, computer science, or related fields. They will also likely look for experience with business process modeling, data analysis tools, project management, and domain expertise. 
Top skills employers look for in business analysts

SQL
Python
Tableau
Looker
Data Analysis
R
Microsoft Excel
ETL
Data Warehousing
Financial Modeling

5. Backend Engineer
Average interview request salary on Hired: $160,039
While users interact with the visual elements of an application, it’s the backend engineer who ensures that data flows, servers respond, and business logic executes seamlessly. They design, implement, and manage databases, application servers, and API integrations. Backend engineers enjoy coding and crafting the foundation of successful digital experiences, ensuring performance, security, and scalability.
Employers generally prefer a degree in computer science, software engineering, computer security, or related fields. They may also look for experience with computer programming, REST-based services, cloud infrastructure, automated integration tests, accessing data on mainframes, and continuous integration.
Top skills employers look for in backend engineers

Java
Python
AWS
React
Go
Node.js
TypeScript
SQL
C#

Employers’ demand for specific engineering and tech roles grows
The Hired tech hiring platform showed the greatest volume of active positions belonged to: 

Backend Engineer
Full Stack Engineer
Frontend Engineer
Product Manager
Data Engineer 

These roles are comprehensive ones and are used by businesses of all sizes in a variety of ways. The 2023 State of Tech Salaries report showed how important specialization has become with the growth of employers seeking Security Engineers, Data Engineers, Machine Learning (ML) Engineers, and Backend Engineers. 
The Business Analyst subrole under Data Analytics also demonstrated a significant rise in demand on the Hired talent marketplace. With the rise of data, businesses need someone to help them interpret it and recommend actions.

AI Researchers (typically known as Research Scientists and Applied Scientists) continue to be in high demand from tech companies big and small. Rora reports that researchers are one of the few roles that continue to have significant negotiation leverage – where it’s still common for candidates to line up multiple job offers at the same time.
While AI Research Scientists are their own function at companies, they most closely align with the Machine Learning Engineer category on Hired’s tech hiring platform.
Roles dropping in demand the most from 2022 to mid-2023 were:

Product Designer – Down 26% 
UX Designer – Down 20%
Visual/U! Designer – Down 18%
Product Manager – Down 15%
Mobile Engineer – Down 12%.

The impact of GenAI on tech roles in demand in 2023
Unless you’ve been living under a rock, you’re familiar with the onslaught of GenAI in the last year. It was even a major point of the 2023 strikes by writers and actors. With artificial intelligence applications as the tech du jour, more companies want engineers comfortable and ready to lead with it. They want more machine learning researchers and engineers to bring AI technology to their business.
Hired’s partner, Rora, shared there’s been a 21% year-over-year increase in demand for AI professionals. This is due to more funding, advances in technology, and the development of new use cases. Similar to the appetite for Web3 and blockchain talent in early 2022, in 2023 companies are competitively paying experienced AI technologists to sign offers.

As part of the State of Tech Salaries, we regularly survey tech employers and workers. We asked employers if employees who understood AI were considered more valuable. The majority, or 59%, said yes. 
In August of 2023, roles in emerging technologies or emerging tech skills requirements were part of 23% of all tech job postings. 
In addition, the US Bureau of Labor Statistics shared inside categories like emerging tech, 37% of tech role postings included AI work and skills. 
Hiring candidates in AI-driven roles
Like many terms, AI has become a bucket to describe advanced computing technologies. Whether you’re a hiring manager, a CEO, or manage talent acquisition, the need for AI support may vary widely from business to business. 
Some companies will use AI to analyze data, build new models, or conduct research. Some will develop new products and tooling. Regardless of your need, look for candidates with transferable skills. 
Look for lifelong learners – people who are genuinely curious and embrace flexibility. Because the space is so new, any involvement in open-source-related projects is also a good indication of the aptitude to “grow with it. 
Staying up to date with the demands of the ebb and flow of the tech hiring market is critical. As AI has shown, change happens quickly. 

Need to hire any of these tech roles growing in demand? Request a demo. More

Hiring the right data analyst is crucial for your business. It’s like having a skilled navigator on your journey—it helps you steer your ship through the vast ocean of information. From enhancing marketing strategies to predicting market trends and even advancing healthcare, data analysis plays a central role in decision-making across various sectors.
But what qualities does a data analyst need to possess? That’s exactly what we’re going to find out in this guide.
The growing importance of data analysis
Data analysis isn’t just an optional tool; it’s become a cornerstone of modern operations. 
The global big data analytics market is worth $307.52 billion and is projected to hit $745.15 billion by 2030—a 13.5% CAGR. But why is data so crucial?

Data from Fortune Business Insights
Similar to having a trustworthy GPS system, data directs enterprises toward their objectives. Analytics does this by revealing trends and vital information that allow businesses to make important short and long-term decisions. 
This is why hiring the right person for your data analytics role is so important.
The impact of hiring the right data analyst
Think of hiring the right data analyst as selecting an experienced captain for your expedition. The captain should be capable of providing solutions when you need them the most. 
For instance, in times of crisis, such as tech layoffs, hiring the right data analyst who aligns with your company’s values is crucial. The analyst will help you determine how the proposed layoffs may affect the organization’s productivity and morale. 
Here are four key benefits of hiring the right data analyst:

Improved Decision-Making: A competent data analyst lowers your risk of making ill-informed decisions by offering insightful data analysis.
Enhanced Efficiency: They are able to streamline procedures and spot opportunities for improvement, ultimately saving time and money.
Competitive Advantage: With the right data analyst, your organization can gain a competitive edge by staying ahead of market trends and customer preferences.
Innovation: Data analysts can find opportunities and patterns that are hidden and lead to new ideas within your company.

The essential qualities of a data analyst: Technical skills
There are four main areas to concentrate on when it comes to the technical side of being a data analyst. These skills are the nuts and bolts that allow your data analyst to navigate the data landscape effectively. 
1. Working knowledge of data analysis tools
Your data analyst should be well-versed in using software and tools specifically designed for data analysis. For instance, your company could be using a Vonage VoIP for small business system that generates a wealth of data on call volumes, call durations, and customer interactions. 
Familiarity with tools like Excel, Python, R, or specialized software like Tableau is essential to uncovering insights. These insights can go on to drive significant positive results for your business. For example, by adopting Tableau, PepsiCo was able to reduce the time it takes to produce reports by up to 90%. 
Related: Hired’s 2023 State of Tech Salaries report

Data from Tableau
Data analysis tools help in cleaning, processing, and transforming raw data into meaningful insights. For instance, when dealing with sales data, proficiency in tools like Excel can help identify trends and patterns in revenue generation.
2. Programming skills
Programming skills are the coding language that data speaks. A competent data analyst should have a working knowledge of programming languages like Python or R. They can perform sophisticated data manipulation and statistical analysis thanks to these languages. 
For instance, when analyzing customer data for an e-commerce business, programming skills enable the automation of repetitive tasks, such as calculating purchase trends.
3. Database management
Databases are like the library of your organization’s data. Data analysts need to be adept at managing and querying data from various databases. Knowledge of SQL (Structured Query Language) is invaluable here, as it helps retrieve specific data from large datasets efficiently. 
For example, when working with customer databases, a data analyst may use SQL to extract information about customer demographics and preferences.
4. Data visualization expertise
Data visualization is the art of turning numbers and statistics into visually appealing and understandable graphics. A proficient data analyst should be skilled in creating charts, graphs, and interactive dashboards. 
Tools like Tableau, Power BI, or even Python libraries like Matplotlib and Seaborn come in handy here. When presenting quarterly sales reports to a team, data visualization expertise makes it easier for everyone to grasp the key insights at a glance.
Note that recruitment tech like applicant tracking systems (ATS) can efficiently source and filter candidates based on specific criteria, including data visualization expertise. These systems can help you find data analysts with relevant skills and experience in this specific area, allowing you to narrow down your pool of candidates to the best ones.
The essential qualities of a data analyst: Soft skills
Soft skills are the intangible qualities that make a data analyst not just effective but exceptional. They enable the analyst to navigate the human and organizational aspects of data analysis, making a real impact. 
1. Teamwork
Because they frequently work in groups, it’s essential for data analysts to have strong collaboration skills. For instance, your marketing team may need to launch a retargeting strategy for e-commerce. 
Such a strategy would require insights into audience segmentation, ad performance, and customer behavior patterns, which data analysts can provide. A data analyst with poor teamwork skills would hamper the success of the retargeting campaign. 
2. Adaptability
Analysts need to stay current with the continuously changing data landscape. Adaptability ensures that analysts can thrive in a dynamic environment. For instance, when working on a project where the data source suddenly changes, an adaptable data analyst can quickly adjust their approach to maintain data integrity.
3. Communication skills
Free to use image sourced from Unsplash
Imagine having an excellent idea but being unable to communicate it; you won’t get very far. Data analysts need to communicate their findings effectively, both to technical and non-technical stakeholders. 
They should be able to translate complex data into plain language and compelling visuals. This skill is crucial when presenting market insights to a group of executives or explaining data-driven recommendations to a customer.
4. Analytical skills
When it comes to finding hidden patterns and insights inside data, a data analyst needs to be a skilled investigator. They ought to be adept at analyzing intricate data sets, identifying patterns, and coming to insightful conclusions. 
Consider a scenario where a company has implemented call center cloud solutions to handle customer inquiries and complaints. Without skilled data analysts, the wealth of data generated by these interactions remains untapped.
5. Problem-solving abilities
Data analysis often involves resolving complex issues. Your data analyst should have a knack for approaching problems methodically. They should be able to break down large, intricate challenges into smaller, manageable parts. 
When a retail company, for instance, has to determine why its sales have declined in a particular area and how to reverse the trend, this quality is vital.
6. Attention to detail
Data analysts should be meticulous in data collection, cleaning, and analysis to ensure accuracy. When, for instance, a financial institution is auditing transactions, attention to detail is essential to spot anomalies that could indicate fraudulent activities.
Other important factors to consider when hiring a data analyst
When searching for the right data analyst, their experience and specialization are vital aspects to consider. These factors ensure they can effectively navigate the specific challenges your organization faces. 
1. Years of experience
While years of experience alone aren’t the only indicator of a great data analyst, they do matter. 
More experienced analysts often possess a better understanding of cutting-edge methods and proven problem-solving abilities. 
For instance, when dealing with historical market data, an analyst with several years of experience may have insights into market cycles that a less experienced analyst might miss.
2. Industry specialization
An analyst with industry specialization has an in-depth understanding of specific sectors. For example, a call center utilizing auto-dialing software will benefit from hiring a data analyst with experience in the call center industry. 
Such an analyst would be skilled at identifying specific call dispositions that lead to successful outcomes and recommending strategies for tailoring auto-dialing scripts to maximize results.
3. Project portfolio
Think of a data analyst’s project portfolio as their resume in action. It’s a collection of past projects they’ve tackled, showcasing their ability to deliver results. 
For instance, a data analyst’s portfolio might include projects where they improved supply chain efficiency, optimized marketing campaigns, identified cost-saving opportunities, or analyzed the traffic of an OnlyDomains website. By looking at their portfolio, you’ll be able to better gauge whether their past expertise is a good fit for your company.
Hiring a data analyst with confidence
With the ever-increasing prominence of big data, working with a skilled data analyst is paramount for businesses across all sectors.
A well-rounded data analyst should demonstrate a special mix of abilities, knowledge, and experience. Use the tips listed above to make the right choice when hiring tech talent for your business. 
Remember that recruiting the right data analyst is more than just filling a job vacancy; they are a calculated investment in your success in the future. More