What the Global IT & Tech Talent Report means for your workforce strategy

Around the world, organizations are accelerating their adoption of digital solutions—driving profound changes across the IT and Tech sector as they strive to stay competitive.

The technology landscape has never been more dynamic—or more unpredictable. Innovation is moving faster than most businesses can hire, train, or redeploy talent to keep up.

Our Global IT & Tech Talent Report, created in partnership with Everest Group, explores the forces reshaping today’s tech talent market and the strategic actions leading enterprises are taking to future-proof their workforce strategies.

To remain competitive, businesses need workforce models that are flexible, scalable, and built for continuous change. Modern talent frameworks and blended workforce solutions are no longer optional—they’re essential.

Below are the key insights from the report to help you overcome talent challenges and position your organization for long-term success in a rapidly evolving industry.

1. Demand for Tech talent outpaces supply—Flexible workforce models are closing the gap

The need for next-generation skills (cloud, AI/ML, cybersecurity, data engineering, DevOps, and software development) is surging. Yet fewer than 40% of professionals are digitally literate, meaning traditional hiring alone can’t meet demand.

Organizations that fail to secure or develop talent risk losing their ability to innovate or even maintain critical infrastructure. For large enterprises, falling behind in hiring capability translates directly into reduced agility and competitiveness.

Many companies are turning to workforce solutions partners to deliver specialized contractors and scalable project teams. These partners build sustainable pipelines for high-demand roles and leverage your employer brand to attract contingent talent quickly. The result? Faster hiring, fewer vacancies, and ongoing access to niche skills that internal teams can’t reach alone.

2. Multi-Channel talent strategies are a must

No single talent model can meet today’s challenges. Enterprises need a blended approach combining permanent hires, contingent workers, global delivery teams, and redeployed internal talent. A total talent solution unifies these elements into an agile workforce ecosystem.

Leading organizations recommend partnering with an MSP to manage large pools of tech contractors—ensuring rapid access to specialized skills, streamlined compliance, and scalable delivery. Integrating a VMS/FEMS with core HR systems is critical for monitoring compliance, security clearance, and project performance.

The report also emphasizes the value of tapping into specialized talent marketplaces and gig platforms to source niche expertise efficiently.

Finally, adopting global delivery models strengthens location strategies and optimizes costs—enabling organizations to scale confidently, even during unexpected demand spikes.

3. Upskilling and redeployment are non-negotiable

Legacy skills are declining while new technologies emerge at breakneck speed. Internal mobility and reskilling programs are now mission critical.

More than 65% of IT leaders agree their workforce needs reskilling to keep pace with digital transformation, and over 80% of organizations plan to invest in learning and on-the-job training. Workforce strategy partners like Hays help companies build skills-based hiring frameworks, redeploy talent as priorities shift, and maintain learning ecosystems that keep employees future-ready.

Upskilling and redeployment strengthen internal growth pathways, reduce reliance on external hiring, and improve organizational resilience. Investing in current employees is often faster and more cost-effective than competing in a tight external market—lowering recruitment costs, shortening ramp-up time, and boosting retention.

4. Employer brand, flexibility, and experience drive talent decisions

Tech professionals increasingly value purpose, growth, flexibility, and culture, making competition for top talent about far more than salary. A strong employer value proposition (EVP) is now essential.

Companies that position themselves as “employers of choice” see better acceptance rates, faster hiring, and stronger retention. Workforce solutions partners amplify this advantage by enhancing the talent journey end-to-end—improving employer branding, elevating candidate and contractor experiences, and offering flexible work models.

A compelling EVP creates a consistent, attractive experience that draws and retains top-tier talent in an environment where expectations are higher than ever.

The Bottom Line: A modern workforce strategy  

Is your competitive edge 

The Global IT & Tech Talent Report makes one thing clear:

Organizations can’t rely on traditional hiring alone. They need insight, reach, and a trusted partner with the vision to anticipate what’s next—and the expertise to deliver today.

A broader workforce ecosystem empowers organizations to: 

• Access scarce skills faster 
• Build long-term talent pipelines 
• Reduce cost and hiring friction 
• Improve retention and engagement 
• Support transformation with a future-ready workforce

As the leading Recruitment and Workforce Solutions specialist, Hays partners with millions of people and organizations worldwide. Reach out today to discover how your talent strategies can stay ahead of emerging trends.