Top challenges in IT recruitment & how to overcome them

Hiring IT professionals has become one of the most demanding parts of building a high performing team. The skills you need today are not always the same as the ones you needed last year, and strong candidates can be difficult to reach through adverts alone. Many employers tell us they face the same problems across every part of the process, from attracting talent to keeping candidates engaged.

This blog breaks down the most common challenges in IT recruitment and gives you clear, practical ways to overcome them. Every point reflects what we see daily when supporting hiring managers, talent teams and senior leaders who want a more reliable way to hire IT talent.

If you're new to hiring IT talent or want to get the full picture first, our IT recruitment guide is a good place to start.

Why IT recruitment is challenging in 2026

IT hiring has become more complex for employers across every sector. Demand keeps rising, but the number of experienced professionals available has not increased at the same pace. At the same time, new tools and security requirements mean your job descriptions need constant review. 

Below are three core reasons IT recruitment remains a challenge this year.

Demand for skilled professionals continues to outpace supply

More organisations are investing in cloud systems, cyber security, automation and infrastructure upgrades. This means the market for skilled IT professionals remains tight, especially for roles that require deeper technical knowledge. Even entry level and mid level roles can be competitive, as employers want talent that can step into projects quickly.

Because the market is short on experienced candidates, many of the people you want to reach are not active on job boards. They tend to respond to direct approaches or referrals. This leaves internal hiring teams relying on a limited talent pool unless they have access to wider IT networks.

Roles are evolving faster than hiring teams can keep up

IT roles now change far more quickly than before. Tools, frameworks and compliance standards shift, and new responsibilities are added across support, cloud and security. This makes it harder for employers to scope roles accurately and understand what level of experience is truly needed.

When a job specification becomes out of date, it limits the type of candidates you attract. It can also lead to confusion during interviews because expectations may not match what the market can realistically provide. Clear, current information is essential if you want to appeal to the right level of talent.

Strong candidates move quickly and expect more from employers

IT professionals rarely stay in a hiring process for long. Once they start interviewing, they often receive several offers at the same time. They expect clear communication, structured interviews and decisions within a reasonable timeframe. If your process slows down or lacks clarity, you can lose strong candidates even when the role itself is appealing.

This has created pressure on employers to not only move faster but also provide a better experience from the first conversation. Those who can deliver this tend to secure talent ahead of competitors.

The biggest challenges in IT recruitment (and how to overcome them)

Hiring IT professionals often feels harder than it should. Even with a clear job description and a strong internal team, you may still face delays, limited applications and uncertainty around technical ability. 

Below are the most common challenges employers face in IT recruitment, followed by practical steps to help you solve them.

Talent shortages and high demand

Many employers struggle to find experienced IT professionals because there are simply not enough people with the right skills. This affects almost every area, including infrastructure, cloud, security and support. As a result, you may see fewer applications and a wider gap between what the market can offer and what your team needs.

The shortage also means candidates have more options, so they often move towards roles that offer clarity, progression and well managed processes. This makes it harder for employers to rely on adverts alone and increases the importance of targeted sourcing.

How to overcome it

To reach talent in a competitive market, you need to go beyond job boards. Direct sourcing, referrals, networking and specialist recruitment support give you access to candidates who are not actively applying. Clear job briefs, realistic expectations and strong communication also help you appeal to the small pool of people with the right skills.

Digital Waffle regularly supports employers who face talent shortages by reaching passive IT professionals and presenting shortlists based on real technical capability.

Rapid technological change and widening skills gaps

IT roles evolve quickly, and many teams struggle to keep pace with the level of change across cloud platforms, security tools and automation. Skills that were in high demand a few years ago may have shifted, and new responsibilities can make it difficult for hiring managers to define what they truly need.

This gap between role expectations and the current market makes it harder to attract the right people. It can also lead to unclear interviews or mismatched hires if the technical scope is not fully understood.

How to overcome it

Start by reviewing your IT roadmap and identifying the skills required for upcoming projects. Speak to technical leads to confirm which tools matter most and which can be learned on the job. Keeping job descriptions accurate and up to date helps candidates understand the real requirements.

A specialist IT recruiter can also share insight into which skills are common, which are rare and what the market can realistically provide. This clarity reduces wasted time and improves the quality of your applications.

Intense competition and multiple job offers

Competition is strong for IT talent at every level. Candidates often enter several interview processes at the same time, and offers can come quickly. If your process is slower or less organised than another employer’s, you may lose talent even when your role is well suited to them.

Some candidates also judge the professionalism of a business based on the speed and clarity of its hiring process, which affects acceptance rates.

How to overcome it

To stay competitive, review your hiring steps and remove delays where possible. Confirm availability early, keep interview stages clear and share feedback promptly. A structured, predictable process helps you stand out and shows candidates that you respect their time.

Digital Waffle keeps processes moving by managing communication and ensuring candidates stay engaged throughout each stage.

Difficulty attracting passive candidates

Most experienced IT professionals are not looking for a new role. They may be open to opportunities, but they rarely apply directly. This makes it harder for employers who rely on job adverts or internal sourcing alone.

Without targeted outreach, your candidate pool becomes narrow and may not include the level of experience you need.

How to overcome it

You need a more proactive approach. This includes direct sourcing, reaching out through networks, staying visible in the IT community and working with a specialist agency that already has established relationships with passive candidates.

By focusing on clarity, realistic expectations and a compelling message about the role, you increase your chances of attracting people who would normally stay under the radar.

Slow or inefficient hiring processes

A slow process leads to drop offs, missed talent and extended vacancy periods. Internal sign offs, diary clashes, unclear interview steps or delays in reviewing CVs all contribute to a longer time to hire.

This often creates more pressure on existing teams, which increases the urgency but makes it harder to move quickly.

How to overcome it

Start by mapping your entire hiring process from first contact to offer. Remove unnecessary steps, set clear timelines for feedback and ensure decision makers are aligned before you begin interviews. Keeping communication short and direct also helps candidates stay engaged.

A specialist recruiter can manage screening, communication and scheduling, which reduces pressure on internal teams and keeps the process moving at the pace candidates expect.

Assessing technical and soft skills effectively

Understanding whether a candidate has the right level of technical skill can be difficult without specialist knowledge. 

Many CVs look similar, and interview answers can be hard to compare. Soft skills add another layer of complexity, especially for roles that involve stakeholder communication or incident management.

Poor assessment leads to hiring mistakes, which cost time and money and can slow down delivery.

How to overcome it

Use structured assessments that reflect the role, such as practical tasks, scenario based questions or early technical screening completed by someone with the right expertise. Assess communication and problem solving as carefully as the technical side.

Digital Waffle supports employers by reviewing capability early, recommending suitable assessments and ensuring shortlists only include candidates who meet the technical brief.

Improving diversity and inclusion in IT hiring

Many IT teams want to improve diversity but find it difficult to achieve. Small candidate pools, biased role profiles or narrow sourcing channels can limit the range of people who apply.

A lack of representation can also discourage candidates from applying if they do not see themselves reflected in the team.

How to overcome it

Review your job descriptions for clarity and remove any language that may discourage applicants. Broaden your sourcing methods and ensure your interview panels are consistent and structured. Clear expectations, open communication and fair assessment methods help create a more inclusive hiring process.

A specialist recruitment partner can also widen your reach by bringing candidates from different backgrounds and experiences into your pipeline.

Managing remote and hybrid work expectations

Remote and hybrid working remain a priority for many IT professionals. When expectations are unclear or more rigid than the wider market, you may see fewer applicants. Some candidates may also decline offers if the structure does not match their needs.

This is especially common in roles where remote work is already standard across the industry.

How to overcome it

Be clear about your approach early in the process. Explain where flexibility can be offered and the reasons behind any on site requirements. When you set expectations upfront, candidates can make informed decisions and stay engaged.

If your policy is more structured than the market, consider how you can offset this through development opportunities, clear progression or stronger benefits.

Competing on salary and benefits

IT salaries move quickly, and many employers find it difficult to keep pace. When your salary is below the current market range, strong candidates often disengage or accept offers elsewhere. Benefits also play a role, as candidates compare complete packages rather than base pay alone.

How to overcome it

Review salary data regularly and be clear about the range from the start. Understand what competitors offer and decide where your package sits. Benefits such as training budgets, flexible working or clear progression paths can strengthen your offer.

A specialist IT recruiter can provide live salary benchmarking so you set expectations accurately and avoid repeated searches.

Limited internal recruitment capacity

Internal teams often balance hiring with BAU work, which limits the time they can commit to sourcing, screening and managing candidates. This creates delays and makes it harder to keep candidates engaged throughout the process.

High workload also increases the risk of roles being scoped incorrectly or communication slowing down.

How to overcome it

Bring in external support during busy periods or when hiring for multiple specialist roles. A recruitment agency can manage the early stages, maintain communication and reduce the workload on your internal team. This helps you keep hiring on track without affecting delivery elsewhere in the business.

Digital Waffle often supports employers who face time pressure by handling sourcing, screening and candidate communication, allowing internal teams to focus on final decision making.

IT recruitment brings challenges that can slow down your hiring plans, increase pressure on your teams and limit access to the talent you need. By understanding these barriers early and using practical steps to improve your process, you can attract stronger candidates, make clearer decisions and hire with more confidence.

As a specialist IT recruitment agency, we support employers that want a more structured and reliable way to secure skilled professionals across all areas of IT.

Looking for more detail on hiring IT talent? Read our ultimate guide to IT recruitment.