IT and cybersecurity are always evolving and advancing, which can pose a challenge for even the most experienced leaders when it comes to hiring. What can we expect in 2025 as we shape our hiring strategies?
At Velocity Search Group, we know just how important it is to identify and retain top talent in mission-critical IT roles. To help you develop a resilient, successful hiring and retention strategy for the year ahead, we’ve compiled some of the top trends and topics that we’re hearing a lot about! Here are four key areas to keep in mind as you determine what your IT and cybersecurity hiring approach will look like in 2025.
Technological Advancements
According to the IMF, cyberattacks have more than doubled since the pandemic — and it doesn’t look like they’ll be slowing down anytime soon. With the increase in both frequency and sophistication of cyber threats, highly-skilled cybersecurity experts will be more in-demand than ever. Additionally, the demand for roles in AI and automation will continue to grow as companies seek to enhance efficiency and innovation. Cloud engineers and professionals with cloud computing skills will also be in high demand as businesses continue to migrate to cloud-based solutions.
Workforce Dynamics
Changing workforce dynamics require a more flexible approach centered on a positive employee experience. To keep up with the changing demands of the IT and cybersecurity space, successful companies will focus on upskilling and reskilling their workforce; it’s often more cost-effective to train existing staff than to hire brand-new talent every time. The trend towards remote and hybrid work will continue, but tech roles will be particularly sensitive: while some roles may lend themselves perfectly to remote work, others may require in-office work, particularly for security reasons. Engaging passive candidates who are not actively looking for new jobs but possess the necessary skills will become a key talent-acquisition strategy, especially for highly in-demand or specialized roles.
Business Strategy
Throughout 2025, IT roles will become more strategic, with a focus on driving business value and contributing to top-line performance. There will also be an increased emphasis on data analysis and data-driven decision making, requiring employees at all levels who have a deep understanding of how to gather, interpret, and apply different kinds of data. It’s important to remember that IT and cybersecurity roles are not just about technical qualifications, but about how your organization’s tech-oriented strategy dovetails with your overall budget, priorities, values, and goals for the year ahead.
Cultural and Employee Well-being
Research from Workhuman® iQ found that the higher an employee rates their company culture, the lower the chances are they will leave, thus reducing the costs of turnover, hiring, and so on. That’s why so many companies are choosing to focus on rebuilding and maintaining a strong company culture to attract and retain long-term employees. A positive and inclusive work environment, opportunities for career growth, and perks like flexibility or employee recognition all contribute to this sense of well-being. Given the high stakes of IT and cybersecurity work, supporting a healthy work-life balance will remain particularly important for IT candidates.
IT and cybersecurity tend to be fields that change often and rapidly, and we expect 2025 to be no different. With the pace of change, it’s likely that the challenges we’ll face later in the year are things we haven’t even imagined yet! That’s why it’s so important to hire agile, dedicated, and experienced talent who have both the “hard” skills to manage highly-technical demands and the “soft” skills to build community and evolve with changing demands. Velocity is here to help your organization find those individuals who can give your team a competitive edge. From up-to-date comparative data to industry insights, talent networks, and more, we’ll provide the support you need to achieve and exceed your goals in 2025! Contact us to learn more.
By Daniel Midoneck
