How employers can close the IT skills gap in 2026

Closing the IT skills gap has become a priority for many employers, especially as technical demands grow faster than internal teams can keep pace. Whether you are hiring for cloud, cyber security, support or systems roles, you may already be seeing how difficult it is to find people with the right mix of skills, experience and up-to-date knowledge.

In this blog, we explain what the IT skills gap means for employers in 2026 and the practical steps you can take to reduce its impact. You will learn how to strengthen your existing team, widen your talent pool and improve your ability to attract skilled IT professionals in a competitive market.

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.

Understanding the IT skills gap in 2026

The IT skills gap continues to widen as the demand for technical capability grows across every sector. Employers are feeling the impact through slower project delivery, increased security pressures and difficulty finding people with the right level of experience.

Demand growing faster than available talent

The number of IT roles has increased faster than the supply of skilled professionals. Growth in areas such as cloud engineering, cyber security, modern infrastructure and automation has created more openings than the current talent pool can support. 

Many employers now compete for the same limited group of specialists, which raises expectations and shortens decision timelines.

This imbalance means you may receive fewer suitable applicants, even for well-scoped roles. It also increases the need for targeted sourcing methods, as the most capable candidates often sit in the passive market. 

Understanding this demand helps you plan your hiring strategy and identify where support from a specialist IT recruitment partner can make a difference.

New technologies increasing the skills required

As organisations adopt new platforms, tools and security frameworks, the skills required in IT roles continue to change. Cloud migration, automation, modern workplace systems, AI-driven tooling and compliance standards are now part of everyday operations.

 Internal teams can find it difficult to stay ahead of these shifts when scoping roles or assessing candidates.

This creates gaps between what employers expect and what the available talent can realistically offer. Many roles now blend several areas of knowledge, which makes it harder to understand which skills are essential and which can be developed. 

Clearer planning and structured development paths help reduce this pressure and give your teams more confidence when hiring.

Impact on project delivery, security and growth

A widening skills gap affects the stability and resilience of your IT function. When vacancies remain unfilled or your team does not have the capability needed for upcoming projects, delays become more common. For some employers, this slows growth plans. For others, it increases risk across systems, data protection and cyber security.

These challenges often lead to greater workload for existing staff, which can affect morale and retention. Understanding the impact early helps you take practical steps to protect delivery timelines, improve resource planning and strengthen the long-term capability of your team.

How employers can close the IT skills gap

The IT skills gap is not something you fix with one hire. It requires a mix of development, smarter recruitment planning and a clearer approach to attracting specialists. This section covers the most practical steps employers can take to strengthen capability across their teams and improve long-term hiring outcomes.

Upskilling and reskilling your existing team

Building capability from within is often the fastest way to reduce the skills gap. Many IT professionals want access to training, certifications and hands-on project experience, especially in cloud, cyber security and automation. By giving your team structured learning time and support, you can develop the skills you need while improving retention at the same time.

Focus on areas that match your roadmap. For example, if you are planning cloud migration work, investing in relevant training helps your team prepare. This reduces the pressure to hire externally for every skill gap and gives you more stability as your technical environment evolves.

Creating clear development paths

Clear development paths help you retain talent and plan ahead. When employees know what progression looks like and which skills they need to build next, they are more motivated and more likely to stay. This reduces the need for constant external hiring and strengthens the capability you already have.

Set out technical and leadership routes so people can choose the path that suits them. Link each step with practical experience, measurable goals and opportunities to work on live projects. A structured approach to development makes your team feel valued and reduces the risk of losing strong performers to competitors.

Hiring for skills and potential, not just experience

Some employers miss out on strong candidates because they focus only on years of experience or specific tools. With the IT skills gap widening, hiring for potential is often a smarter approach. Many professionals can learn new systems quickly when they have solid foundations in problem-solving, communication and core technical knowledge.

When scoping a role, separate what is essential from what can be learned on the job. This helps widen your talent pool, shortens hiring timelines and reduces the frustration that comes from searching for rare combinations of skills. It also helps create a more balanced, future-focused recruitment strategy.

Expanding your talent pool with flexible working

Flexible and hybrid working arrangements attract a wider range of IT professionals. Many candidates now look for roles that offer remote options, flexible hours or a hybrid pattern that supports better balance. When employers offer this clarity early, they reach more candidates and increase interest in their roles.

For some positions, remote hiring can also open access to regional talent that would otherwise be unavailable. If flexibility works for your team structure and project requirements, it is a practical way to increase applications and strengthen your talent pipeline.

Strengthening your employer brand to attract IT specialists

Your employer brand plays a major role in whether IT professionals engage with your vacancies. Candidates want to understand your technical environment, the tools you use, the projects they will work on and how your business values IT as a function. If this information is unclear, they are less likely to apply.

Share real examples of IT initiatives, improvements or success stories. Be open about your tech stack and show how your team contributes to business goals. When your employer brand speaks to the interests of IT professionals, you increase applications and attract talent who are genuinely motivated by the work you offer.

How a specialist IT recruitment partner can help

Closing the IT skills gap is easier when you have support from a partner who understands the market and speaks to IT professionals every day. A specialist recruiter gives you access to talent you would not reach alone and helps you shape a hiring plan that supports both short-term delivery and long-term capability.

Accessing talent you won’t find on job boards

Many skilled IT professionals do not apply for roles online. They move through referrals, direct outreach or trusted recruiters who understand their goals. This creates a hidden talent market that employers often struggle to reach.

A specialist IT recruitment agency has ongoing relationships with cloud engineers, cyber security analysts, infrastructure specialists, IT managers and other experienced professionals. This gives you access to candidates with skills that are difficult to find through traditional sourcing alone. It also helps widen your options when the skills gap feels hardest to manage.

Benchmarking salaries and market expectations

Salary expectations in IT roles shift often, especially across cloud, cyber security and infrastructure positions. When budgets do not match market conditions, hiring slows and strong candidates withdraw early.

A recruitment partner brings current insight into pay ranges, skills demand and what candidates expect from employers. This helps you plan budgets accurately, shape more competitive offers and reduce time lost to repeated searches. It also gives hiring managers the confidence to make decisions based on real market data rather than guesswork.

Reducing time-to-hire with pre-qualified shortlists

When internal teams are already stretched, hiring can slow down. Screening CVs, answering queries, running early checks and coordinating interviews all take time that many teams do not have. This often leads to missed opportunities and longer hiring cycles.

A specialist recruiter manages the early stages for you. Candidates are screened for skills, experience, communication and suitability before they reach your hiring managers. This creates shortlists that are more focused, more relevant and easier to progress. Faster hiring reduces project delays and ensures you stay competitive when candidates receive multiple offers.

The IT skills gap is affecting employers across every sector, but there are practical ways to reduce its impact. By investing in development, widening your talent pool and strengthening your hiring process, you give your teams the support they need to grow. 

Working with a recruitment partner can also help you reach talent you will not find elsewhere and speed up your hiring decisions.

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