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Digitalization, automation, and data-driven business models make high-performance IT infrastructures a critical competitive factor. Consequently, demand for qualified IT professionals remains high. At the same time, many companies struggle to find suitable IT employees. Traditional job postings are increasingly failing to achieve the desired reach, while competition for experienced specialists continues.
Managers must therefore take a strategic approach to their recruiting processes. IT professionals, on the other hand, are in a comfortable position. They can often choose between multiple offers and, in addition to attractive responsibilities, expect above all transparency, opportunities for growth, and communication on an equal footing.
According to the latest Bitkom study, “The Labor Market for IT Professionals,” there is currently a shortage of approximately 79,000 IT professionals in Germany. That is significantly fewer than in 2023, when 149,000 IT positions were unfilled. Nevertheless, the situation is far from easing: 97 percent of companies with open IT positions are having difficulty filling them. Thirty-one percent receive virtually no applications in response to their job postings. Seventy-six percent expect the shortage to worsen in the coming years.
The most in-demand roles are in IT administration and systems operations, followed by software development and software architecture, as well as cloud and infrastructure. At the same time, requirements are changing: 63 percent of companies expect that AI skills will be required in all IT professions in the future.
Many companies still rely primarily on job postings to find IT staff. However, this approach primarily reaches candidates who are actively looking for a job. The majority of qualified IT professionals are in permanent positions and, at best, are only passively considering a change.
In addition, IT professionals compare job offers very carefully. Technological conditions, leadership culture, work organization, and individual development opportunities play a central role in this process. Therefore, anyone looking to recruit IT professionals today needs a credible overall package that goes beyond a mere job description.
From a candidate’s perspective, unclear requirements, a generic approach, or lengthy decision-making processes can be off-putting. As a result, companies risk losing suitable candidates early in the process.
Anyone looking to hire IT staff today should not rely on a single channel. Companies that combine multiple approaches and tailor them to the specific position are the ones that succeed.
1. Refine the job requirements
Make a clear distinction between required and preferred criteria. A job description that calls for five technologies and ten years of professional experience often excludes precisely those candidates who would be a good technical fit.
2. Write Job Postings with Substance
IT professionals compare job offers carefully. Be sure to specify the technology stack, team size, remote work policy, and a realistic salary range. General phrases like “exciting tasks in a dynamic team” won’t convince anyone.
3. Use active sourcing and direct outreach
Most experienced IT professionals aren’t actively looking for a job. You can reach them through career networks like LinkedIn and XING, through professional communities, or on GitHub. It’s crucial to reach out to them with a personalized, professionally grounded message rather than standardized mass emails.
4. Leverage Networks and Referrals
Your own IT staff know the right people. Referral programs, meetups, and partnerships with universities expand your access to talent.
5. Facilitate Career Changes and Continuing Education
According to Bitkom, as early as 2025, one in four newly filled IT jobs went to people changing careers. In the IT field, practical professional skills often count for more than formal degrees. Companies that provide targeted continuing education tap into a significantly larger talent pool.
6. Engage a specialized recruitment firm
For key positions, confidential searches, or very specific requirements, a specialized recruitment firm saves time and reduces the risk of a poor hire.
Regardless of the channel, the following applies: Short decision-making processes and prompt feedback are often more important in IT recruiting than any campaign. Good candidates usually have multiple offers at the same time.
Another approach is the targeted recruitment of international IT professionals. A significant proportion of IT specialists working in Germany already come from abroad, and the Skilled Worker Immigration Act further facilitates their entry. Nevertheless, according to Bitkom, only 6 percent of companies have so far made greater use of this approach. Forty-seven percent cite a lack of German language skills as the most common obstacle in the application process. Those looking to attract international professionals should therefore consider whether English can be used as the working language within the team and plan for language support from the very beginning.
The market becomes even more competitive when regulatory knowledge is required in addition to IT expertise. In Medical Technology, software developers must be familiar with the requirements of the MDR and IEC 62304. In Life Sciences / Pharmaceuticals, computerized systems validation according to GAMP 5 and data integrity according to 21 CFR Part 11 are part of everyday work. In the energy sector, KRITIS requirements and the security of control and SCADA systems demand specialized experience.
Such profiles are rarely found on traditional IT job boards. They require a network that understands both worlds and the ability to engage on a professional level. Here, it’s a clear advantage if your recruitment consultant knows the industry from their own professional experience.
Finding IT professionals will remain a challenge in the coming years. Technological developments such as AI are changing the skills in demand, while demographic shifts are further reducing the supply of talent. Companies that adopt structured recruiting strategies early on gain a sustainable advantage.
A clear market presence, a targeted approach, and a willingness to consider international and alternative paths to qualification significantly increase the chances of success. Executives should therefore regularly review their recruiting processes and consistently refine them.
In addition to job portals, career networks such as LinkedIn and XING, professional communities, university partnerships, and recommendations from your own team are important channels. The best way to reach experienced IT professionals who aren’t actively looking for a job is to approach them directly.
A well-developed employer brand helps attract and retain IT professionals in the long term by highlighting the company's values, work culture, and career opportunities.
That depends on the level of specialization, the location, and the salary range. When using traditional job postings, the search for experienced IT professionals often takes several months. By targeting candidates directly, BESTMINDS fills IT positions in an average of 6 to 12 weeks.
It is particularly recommended for hard-to-fill positions, confidential searches, requirements from regulated industries, or when internal resources are limited.
The fee is generally based on the annual target salary for the position to be filled. At BESTMINDS, we provide you with transparent terms and conditions during the initial consultation, with no hidden costs.
Are you looking for IT specialists or executives who not only possess technical expertise but also understand your industry? BESTMINDS fills IT positions in medical technology, healthcare, life sciences / pharma, and the energy sector with recruitment consultants who know these industries from their own professional experience. On average, it takes 6 to 12 weeks to sign a contract, with a guarantee of up to 18 months. Contact us for a no-obligation initial consultation.
