Dive Brief:
- More than three-quarters of tech professionals say job opportunities are not materializing despite an increase in job postings, according to a Dice report published Wednesday. The tech hiring platform surveyed 1,105 U.S. tech professionals for the report.
- Unrealistic job descriptions, lengthy hiring processes and expanding technical requirements are leading 1 in 7 U.S.-based candidates to feel uneasy about the state of hiring as AI reshapes workforce expectations. AI skill requirements in U.S. tech postings have boomed since 2023, with 75% of postings now asking for them, according to the report.
- The offer of job stability is becoming a bigger asset for employers in a roiled market, with job-seekers citing it a common driver of attrition second only to compensation. “CIOs should read that as a reason to make employees’ future with the business clearer,” said Dice CEO Art Zeile. “People want to understand how their expertise will remain valuable as technology changes.”
Dive Insight:
U.S. tech job postings rose 18% year over year, with a huge uplift in AI and machine learning postings, growing 91% over the same period, Dice found. But the increase in demand is doing little to reassure candidates as opportunities for growth remain scarce.
At the same time, the definition of a qualified candidate has become a moving target. More than one-quarter of respondents said job descriptions include unrealistic qualifications, while 21% said employers now expect a broader range of technical skills than they did previously.
The result is also a potential blind spot for employers. Rigid requirements and heavily automated screening can filter out people with relevant experience simply because their resumes do not use the latest terminology.
CIOs can help organizations by regularly reviewing job descriptions and screening criteria, particularly as emerging terms like agentic AI replace older vocabulary. Automated tools can support the process, but human judgment should remain central to assessing whether a candidate can actually do the job.
“A conversation or practical assessment can help determine whether a candidate has the capabilities to succeed, even if their resume doesn’t match every keyword,” said Zeile. “CIOs who separate essential expertise from skills that can be learned are better positioned to find qualified candidates their hiring process might otherwise overlook.”
Widening geographic and industry searches can also expose companies to talent they might otherwise miss. Dice found hiring growth is strongest in industries including insurance, manufacturing and consulting, suggesting companies may be overlooking potential candidates by focusing too narrowly on traditional technology markets.
As AI changes which skills are valuable, employees need to see how their existing expertise can translate into new responsibilities. That could mean giving employees time and projects to develop emerging skills before looking externally for them. Developing existing staff also retains talent while giving employees a clearer path to progression.
“Before looking outside for an emerging capability, CIOs should consider who on their team could grow into new roles with support and guidance,” Zeile said. “That preserves institutional knowledge and makes career development tangible.”
