Smart Recruitment

Key Takeaways  

• Over 61% of tech job rejections in the UK link to poor candidate experience. 

• Communication, flexibility, clear JDs, and competitive compensation are critical. 

• Tools like ATS and structured interviews can improve hiring outcomes. 

• Fortray provides smart strategies to reduce recruitment red flags and secure top talent. 

• Improving the IT candidate experience is key to reducing rejected job offers. 

Ever thought why your job offers are consistently turned down, even though the position and pay seem good? 

In today’s competitive UK tech landscape, offering a competitive package is no longer enough. The UK’s top tech professionals are increasingly declining roles, not because they lack interest, but due to overlooked flaws in the recruitment process that damage the IT candidate experience, ultimately leading to a rejected job offer. These issues, often subtle, are known as recruitment red flags. And they’re costing businesses their best chances at hiring high-impact talent. 

According to recent UK-based hiring reports, over 61% of rejected job offers in the tech sector are linked directly to a poor IT candidate experience in the UK. From delayed communication and vague job briefs to rigid work models and clunky interview flows, top candidates interpret these signs as early warnings about workplace culture, leadership gaps, or long-term misalignment. 

This blog breaks down the real reasons tech candidates in the UK are walking away from offers—and more importantly, what recruiters and hiring managers can do to prevent it. We will highlight data-backed insights, share UK-specific examples, and guide you through actionable fixes to improve your offer-to-acceptance ratio. 

If you’re losing candidates, this blog will show you why and how to stop it. 

The State of Tech Hiring in the UK (2025) 

When it comes to the current state of Tech hiring, it is more like a tale of two worlds. On one side, companies are cautious. They are no longer hiring in bulk the way they did a few years back. On the other side, demand for specialised skills is stronger than ever. Employers want people who can step in and make an impact from day one, which means experienced professionals are highly in demand. Due to this, junior roles are more challenging to break into. However, many businesses are leaning on contract and freelance models to stay flexible, and the shift from fully remote to more hybrid setups is shaping where and how people work. For candidates, the market feels tough but full of opportunity. If you have the right expertise, you will get the right job out there. 

But here’s the catch: even when employers find great talent, job offers often get turned down. Why? Because of red flags in the hiring process. Tech professionals today won’t wait around if communication is slow and vague. They’re also quick to walk away from companies that cling to rigid office-only policies or job descriptions that sound confusing and unclear.  

Moreover, compensation missteps, offering below market rates or weak benefits are another instant dealbreaker. And nothing kills interest faster than a bad interview experience. In short, the tech job market is still buzzing with opportunity, but winning over the best candidates takes more than a paycheck. Candidates require blend of clarity, flexibility, respect, and growth. Companies that get this right will secure the talent they need. 

Why Do Candidates Decline Job Offers? 

In terms of the tech market, salary alone isn’t enough to seal the deal. Tech professionals have multiple options now. They are quick to turn down offers if they spot red flags. Here are the most common reasons why strong candidates walk away: 

1. Poor Communication and Delays 

Nothing turns tech talent off faster than being left in the dark. When interview updates are slow and timelines keep shifting, what candidates start to see is that the company is disorganised. If the hiring process feels messy, they assume the workplace will be the same. Thus, they move on to more reliable employers. 

2. Inflexible Work Models 

In 2025, flexibility is the baseline expectation. Skilled candidates want remote options, hybrid setups, or flexible hours. Companies that insist on rigid office-bound schedules lose those candidates who respect work-life balance and modern ways of working. 

3. Vague Job Descriptions 

Unclear job descriptions are also the biggest red flags. When responsibilities, required skills, or career growth opportunities are left vague, candidates worry that leadership lacks direction. Credible professionals want clarity about their role. They analyse whether their role fits into the bigger picture or not. And without having that clarity, they hesitate to commit. 

4. Misaligned Salary Expectations 

Tech workers know their market value. If pay and benefits don’t match industry standards or lack perks like bonuses, stock options, or training budgets, they are likely to pass and choose employers who value their expertise appropriately. 

5. Bad Interview Experiences 

Interviews are often a candidate’s first real taste of a company. Disorganised interviewers, irrelevant technical tests, or drawn-out processes leave a bad image of the company. For many candidates, this signals a workplace that may be inefficient or unsupportive, which is enough reason to reject the offer. 

6. Weak Employer Branding 

Today’s candidates research potential employers before making decisions. A company with little online presence, outdated branding, or no visible culture struggles to inspire. Without a strong employer brand, even the best job offer may be ignored in favour of a competitor with a more engaging reputation. 

How Fortray Spot & Fix These Red Flags 

In the current tech industry, even the best job offers get rejected if the candidate’s experience is weak. Fortray understands the recruitment hurdles that tech companies face, especially when rejected job offers and a poor IT candidate experience are recurring outcomes. We don’t just identify these red flags; we fix them by giving smart solutions. These solutions help employers eradicate hiring roadblocks before competitors do.  

We start with a full audit of your hiring funnel, tracking every touchpoint where candidates disengage. Using real-time recruitment analytics, we provide a clear picture of what’s working and what’s not. Then, we implement targeted strategies that directly improve and strengthen your employer brand. 

Here’s how Fortray helps fix these issues: 

• We use smart tools (ATS) to send regular updates so candidates are never left waiting or confused. 

• We guide companies to offer hybrid, remote, or flexible hours, matching what today’s tech talent wants. 

• Our experts help hiring managers write job roles that are simple, clear, and attractive. 

• We compare your salaries and benefits with market standards to make sure your offers stay competitive. 

• We design structured and fair interviews that respect candidates’ time and make them feel valued. 

• We improve your online presence on platforms like LinkedIn and Glassdoor to highlight your culture, leadership, and growth opportunities. 

Our smart recruitment solutions reduce drop-offs, improve your offer-to-acceptance ratio, and position your company as an employer of choice. With Fortray’s Recruitment Solutions, you can look forward to a positive transformation in your hiring outcomes. 

Final Thoughts  

In the tech sector, when candidates reject job offers, it’s usually not just because of pay. Most of the time, it’s because of bigger problems in the hiring process. Things like poor communication, strict work policies, unclear job roles, weak interview experiences, and a lack of strong employer branding make candidates lose interest. 

To get credible professionals, companies need to offer more than a job. They must make the hiring process clearer, one that keeps candidates engaged from the first chat to the final offer. Businesses that listen to what candidates want, use the right hiring tools, and build a strong company brand have a much better chance of getting their offers accepted. 

No matter whether you are an employer who is looking for a credible candidate or a candidate who is looking for an ideal tech role, Fortray can help both of you. We connect credible candidates with credible employers depending on their needs. With our support, you can hire and get hired faster, attract the right talent or right job, and stand out as an employer or as a candidate of choice in the tech market. 

FAQS (Frequently Asked Questions) 

Key Takeaways Fortray’s Recruitment Services

• The UK has a big shortage of IT talent, especially in areas like AI, cybersecurity, and cloud computing. 

• Managed Service Providers (MSPs) help solve this by giving businesses a clear hiring process, faster results, and access to more skilled people. 

• MSPs handle every step of hiring in an organised way. It includes raising job requests and finding candidates, screening, onboarding, and reporting. 

• They also track key numbers like how long it takes to hire, the cost per hire, and the quality of candidates. This helps employers make better choices. 

• Fortray’s MSP services make hiring simpler, save money, and ensure everything stays compliant with rules. 

• Both small and large companies can benefit from MSP hiring, especially if they hire often or need hard-to-find tech talent. 

• With MSPs, businesses can build strong IT teams that work well and quickly adjust to market changes. 

Why is it so hard to hire good tech talent, even when roles are open and budgets are approved? If you’ve been asking yourself this lately, you’re not alone. The talent shortage in UK is an alarming issue. What’s the reason behind it? Let’s get to the roots!  

The answer to this question does not lie in the talent pool itself but in how companies manage the hiring process. That’s where Managed Service Providers (MSPs) come in. A lot of you might know about MSP IT hiring, but many of you might not.  

This blog will walk you through everything you need to know about MSPs, MSP IT hiring, and how MSPs help UK businesses solve IT hiring challenges, not just by sourcing talent, but by managing end-to-end workflows by using real-time recruitment metrics and improving the quality and speed of each hire. 

Who are MSPs, and what do they do? 

Managed Service Providers (MSPs) are workforce management partners that handle the end-to-end hiring process. They take over the entire recruitment process for another organisation. MSPs are mainly for contract, temporary, or contingent IT roles. They act as a bridge between the employer and multiple staffing agencies or talent suppliers.  

Instead of dealing with multiple vendors separately and relying on scattered processes like fragmented or ad hoc hiring, what companies do is they use MSPs. Why? To streamline the recruitment processes. This not only simplifies the hiring process but also drives performance using vendor management systems (VMS) and ensures compliance through governance frameworks.  

MSPs are not limited to contingent hiring; they also increasingly support permanent IT placements using performance-based models.  

Understanding the IT Talent Shortage in the UK (2025) 

The UK has long been known as a hub for technology. In London especially, fintech is growing fast, with companies creating new payment systems, lending platforms, and blockchain solutions. But this growth faces a big problem. Why? It is because there are not enough skilled IT professionals in the country. 

A recent report says that about 80% of UK businesses cannot find the IT talent they need. This problem is hitting companies of all sizes in many industries like finance, healthcare, retail, and manufacturing. The main reason is that technology is moving too fast. New tools like artificial intelligence, machine learning, and cloud computing are spreading quickly, but there are not enough skilled people to handle them. 

The same report found that 42% of UK IT leaders believe the skills shortage is driven by the growing complexity of technology. Which means they think that the usage of these tools and technology is tricky and complicated. However, on the other side, many employers feel that training institutions are not keeping up, and graduates often lack the practical skills needed to succeed in entry-level roles. This leaves teams overstretched and projects delayed.  

Moreover, the competition for experienced tech talent is also adding great value to the shortage. Larger companies are able to attract skilled professionals with higher salaries and broader benefits. This is making it difficult for smaller firms to compete. This has made it even harder for many businesses to fill urgent or specialised positions.  

Let’s not debate on what is gone or what is going on. Let’s buzz on what could be done to make betterment. Companies need more than just job ads or agency support. They need structured recruitment models that improve outcomes, like collaborating with MSPs. It can help employers access wider talent networks. It will also help them in managing end-to-end hiring and rely on measurable results through clear recruitment workflows and metrics. The tech talent shortage in the UK is one of the major issues. And we can fix it only by implementing the right strategy. 

How MSPs Help Solve Talent Shortages 

If you are still not clear about how MSPs can solve talent shortages, then continue reading this section.  

MSPs help solve tech talent shortages by setting up clear workflows and using data to manage hiring from start to finish. How? By connecting the employers with multiple staffing suppliers, standardise how candidates are submitted, and make sure every stage of hiring is tracked and optimised.  

For further clarity, here’s how MSP IT hiring supports UK businesses facing the 2025 skills gap:  

• One central hiring workflow: MSPs replace scattered, inconsistent recruitment efforts with a well-defined process that covers every step, from job requisition to onboarding.  

• Supplier performance tracking: MSPs use Key Performance Indicators (KPIs) to measure how well talent vendors are performing. This includes response time, candidate quality, and offer acceptance rates.  

• Lower hiring costs: MSPs cut down the cost of hiring by finding better ways to plan and remove waste in the process. 

• Faster onboarding: They make the joining process quicker by following clear steps, handling contracts, and checking compliance. This helps new hires start work faster. 

• Clear reports and tracking: Employers get live dashboards that show open jobs, how long hiring takes, progress at each stage, and budget use. This makes decisions easier and reduces delays. 

This structured approach is helpful during periods of high demand, like now, when there’s a high talent shortage in the UK.  Moreover, if you want to see how this works in action, explore Fortray’s Recruitment Services and how we support end-to-end hiring for tech-focused businesses. 

MSP Hiring Workflows: Step-by-Step Breakdown 

One of the biggest strengths of MSP IT hiring is its ability to bring structure, speed, and visibility into the recruitment process. Unlike ad hoc hiring or agency-only models, MSPs follow a clear workflow that keeps everything aligned. Here’s how the process works in practice.  

• Requisition Management: The hiring process starts with role validation. MSPs work with line managers or internal HR teams to confirm job titles, skill requirements, salary bands, location, preferences, and timelines. Every job order is reviewed against headcount plans and workforce budgets to avoid delays later.  

• Multi-Vendor Coordination: MSPs don’t rely on one supplier. They manage a group of approved talent vendors using a Vendor Management System (VMS). This allows the MSP to send the vacancy to multiple agencies at once, track their response rates, and monitor candidate quality. Each vendor is held to performance benchmarks. This includes how fast they submit profiles, how often their candidates are hired, and how well they follow compliance rules. This setup creates competition among suppliers and speeds up delivery.  

• Screening, Shortlisting, and Selection: After CVs are received, the MSP checks them using clear and fair methods. This may include skill tests, role matching, and shortlisting based on agreed rules. Candidates are ranked by experience, certificates, and availability. This makes the process faster and reduces bias for hiring managers. 

• Onboarding and Compliance: When a candidate is selected, the MSP manages all joining steps. They prepare contracts, get approvals, and confirm start dates with both the candidate and the company. Using a set checklist makes the process quick and avoids mistakes. 

• Workforce Reporting: MSPs share updates through dashboards and monthly reports. These reports show key details like time taken to hire, cost per hire, interview-to-offer ratio, offer acceptance rate, and manager feedback. This helps companies spot problems early, follow trends, and plan better for future hiring. 

FAQs (Frequently Asked Questions) 

Key Takeaways  

• Technical skills show what a person can do, but soft skills show how they will do it. 

• Old CV screening often missed qualities like teamwork, communication, and adaptability. 

• Nearly 9 out of 10 recruiters say bad hires usually fail because of poor soft skills, not technical gaps. 

• In 2025, the most important soft skills in tech hiring are communication, adaptability, problem-solving, teamwork, and emotional intelligence. 

• Fortray uses fair tools and real-life tests to measure both technical and soft skills together. 

• Companies that focus on soft skills see better teamwork, lower turnover, and faster onboarding. 

When hiring for tech roles, recruiters usually look at technical skills like coding languages, frameworks, or certifications. These are easy to measure and feel like the safest way to judge a candidate. A quick scan of a CV or a coding test can show if someone knows Python, Java, or cloud platforms. Hard skills are clear and directly match the job description. But soft skills are harder to spot. They don’t come with certificates, yet they often decide whether a candidate succeeds or fails.  

In today’s fast-changing tech world, success is not just about writing perfect code. It is more about how well someone works with others, explains ideas, and adapts when things shift. A skilled developer who can’t communicate with teammates, handle client needs, or adjust to new priorities may end up holding the project back.  

Research shows that 89% of recruiters say bad hires usually fail because of weak soft skills, not technical gaps. This blog will show why soft skills in tech hiring are more important than ever, which ones matter most in 2025, and how recruiters can assess them. We will also share practical tools, proven frameworks, and Fortray’s approach to spotting soft skills at scale. 

What Are Soft Skills—and Why Do They Matter in Tech? 

Soft skills are qualities that enable individuals to collaborate with others, adapt to change, and manage multiple challenges at work. These skills include communication, teamwork, empathy, adaptability, and emotional intelligence.   

According to reports, 67% of UK employers stated that soft skills are now more important than they were five years ago, particularly in tech and digital roles. This doesnt means that technical skills are not important. Technical skills are also necessary, but they don’t guarantee that someone will be a great hire. For example, many candidates might know every programming language or have top certifications, yet still struggle to deliver value if they are hesitant in collaboration or communication. No doubt that technical skills show what someone can do, but soft skills reveal how they will do it.  

 Note the following points:  

• Cross-functional teams rely on good communication. If a backend developer can’t clearly explain what they’re building to a frontend engineer or UX designer, the whole product can suffer.   

• Remote and hybrid work is the new normal. Soft skills, including self-motivation, adaptability, and time management, help tech employees stay productive without constant supervision.   

• Problem-solving is a daily need in tech, especially in DevOps or agile environments. Projects shift quickly, and developers must find quick, practical solutions without always having detailed instructions at hand.   

• Client-facing roles require empathy and people skills. These professionals need to listen to client problems, explain complex systems in simple words, and build trust.  

Discover the top 5 overlooked tech skills in our latest Fortray article. 

The Traditional Way of CV Screening 

For many years, the traditional way of CV screening meant recruiters sitting with a stack of resumes. Sometimes hundreds for a single role, and scanning through them line by line. The process used to be quite simple. Look for job titles, education, keywords that match the job description, and check the years of experience. If the CV ticked enough boxes, the candidate was shortlisted. 

Major Flaws in Traditional Screening 

On paper, this approach looked simple and fair. But in reality, it had some big flaws. First, it was incredibly time-consuming. Recruiters could spend hours filtering CVs, which slowed down the entire hiring cycle. Second, it was biased. How? The candidates who knew how to load their CVs with the right technical terms often made it through, even if their actual hands-on skills were limited. Meanwhile, highly capable candidates who described their achievements differently or who focused more on impact than keywords were frequently overlooked. Which was quite unfair to them. 

Another problem was that traditional screening put almost no weight on soft skills . These skills rarely stand out in a CV but they’re often what separates an average hire from a great one. As a result, companies risked bringing in people who looked perfect on paper but struggled to fit within the team. 

In short, while traditional CV screening helped recruiters filter applications quickly in the past, it also meant missing hidden talent, reinforcing bias, and sometimes making costly bad hires. 

Top Soft Skills Tech Recruiters Should Prioritise in 2025 

Many of you must be interested in learning more about the key soft skills that people should concentrate on now that you are aware of their significance. We have compiled a list of some important soft skills. Keep reading. 

Communication  

Communication is the link between skills and real results. A software engineer might know many coding languages, but if they can’t share ideas clearly in meetings, give feedback, or explain things simply to clients, that knowledge isn’t very useful.  

Good communication keeps teams clear, avoids mistakes, and helps solve problems faster. In today’s tech world, where people work across time zones and with both technical and non-technical teams, communication is what keeps everyone moving in the same direction.  

Without it, even smart people can slow things down. With it, they not only do their own job well but also help the whole team perform better. That’s why recruiters look for communication skills as much as technical ones.  

Adaptability  

The tech world changes fast, with new tools and systems appearing all the time. An adaptable person adjusts quickly, learns fast, and keeps moving forward. They don’t panic when plans change or when old methods are replaced. They see it as a chance to grow.  

Adaptability is about having the right mindset. It means staying calm, flexible, and keeping projects on track even when surprises happen. Recruiters know that adaptable people don’t just survive in change, they thrive and help businesses stay ready for the future.  

Problem Solving  

Problem-solving shows its value when things go wrong. Imagine a team ready to launch an app, but a bug pops up at the last minute. A problem solver doesn’t panic. They step back, analyse the issue, and find a smart fix without stopping the project.  

Problem-solving is about staying calm, thinking creatively, and turning problems into opportunities. Great problem solvers also prevent issues from happening again, saving time and effort. Recruiters need people who can think quickly and use their skills in real situations.  

Teamwork  

Tech projects are like puzzles. You need every piece to finish the picture. A great coder working alone may solve one part, but without sharing ideas, listening, and fitting their work with others, the whole project won’t come together.  

Teamwork means supporting colleagues, giving feedback, and working so everyone succeeds. Recruiters value teamwork because true team players don’t just focus on themselves. In fact, they make the whole team stronger. 

Emotional Intelligence  

Emotional intelligence is like the human side of tech talent. A professional may be brilliant with code, systems, or data, but if they can’t manage their emotion, teamwork often suffers. Emotional intelligence is what helps someone stay calm under pressure, listen actively, and respond thoughtfully, even when projects hit roadblocks. 

In tech environments, EI is the glue that keeps teams working smoothly. For recruiters, hiring candidates with better EI helps reduce conflicts, strengthen trust, and create an atmosphere where people feel heard and supported. Soft skills like this can’t be measured through a CV or keywords, which is why they are usually missed during traditional CV screening.   

Fortray’s Approach to Soft Skill Hiring in Tech  

Fortray understands that finding the right person for a tech role takes more than just reviewing a CV. That’s why our hiring process goes deeper. Instead of relying solely on job titles and keywords, we employ a combination of tools and methods that enable us to understand how a candidate behaves, communicates, and approaches problem-solving.  

Our recruiters follow a process that includes:  

• ATS-Integrated Evaluation Forms – Recruiters rate communication, problem-solving, and teamwork using standardised rubrics.   

• Real-Time Interview Scoring—Soft skills are scored live using structured behavioural prompts. During interviews, we use structured questions and rate answers in real-time to ensure fairness and consistency.  

• Role-Specific Situational Tests – Candidates face realistic team or client challenges. We present candidates with realistic work-related scenarios to assess how they would respond in a real team or client challenge. These are called situational judgment tests, and they provide a more accurate picture of the person behind the CV.  

• Weighted Scoring—Soft skill scores are factored equally with technical tests to ensure fair assessments. This means someone’s teamwork and adaptability can carry the same value as their coding skills.  

• Bias Reduction Training – Our recruiters are trained in inclusive hiring practices and soft skill evaluation.  

As a result, our clients have seen clear improvements. Companies working with us have experienced a 35% increase in employee retention and a 42% reduction in the onboarding process time. That’s because we help match the right people to the right teams. We evaluate people based on their work and interpersonal connections rather than what is written on paper. That is why we are recognised as one of the top tech recruitment companies in the UK. 

Frequently Asked Questions (FAQs) 

Key Takeaways 

• Many important skills, like Cloud, DevOps, automation, and soft skills, are often missed in tech CVs.  

• Recruiters should not just search for keywords; they need to ask about the real results a candidate achieved.  

• Soft skills such as teamwork, communication, and adaptability are hard to see on a CV but are very important.  

• Automation and scripting can save a lot of time and money, but candidates usually write them too simply, so recruiters may overlook them.  

• Depending only on CV tools can make companies lose good talent.  

• The best hiring happens when technology is balanced with human judgment.  

• Fortray helps by combining smart tools with expert recruiters who carefully check both hard and soft skills.  

• With Fortray, companies don’t just hire someone for the job; they hire someone who can work well with the team, grow, and add long-term value. 

When recruiters look at a tech professional’s CV, their first instinct is usually to check for the basics. Basics include the job titles, the years of experience, and the list of technical skills like programming languages, tools, and frameworks. Undoubtedly, these things matter a lot, but you cannot put your entire focus on this, as this will result in missing the real story behind the CV. A strong tech CV is not just about what tools a person knows, but how they’ve used those tools to solve problems.  

Moreover, another common blind spot is the less obvious skills. Many recruiters overlook tech skills like Docker, Terraform, or even a new programming language, simply because they don’t recognise them or they’re not on the official job description. The same happens with transferable skills. A system administrator moving toward DevOps or a data analyst stepping into machine learning. On paper, their old title may not match the new role, but their experience and adaptability could be a perfect fit. Unfortunately, recruiters often don’t make that connection. 

Soft skills are another area that rarely gets the attention it deserves. Tech is not just about coding in a corner. It’s not just about knowing the tools; it’s about working well with different teams, explaining ideas clearly, adapting to changes, and sometimes even leading projects. Many candidates show these strengths through side projects, contributing to open-source, mentoring juniors, or writing tech blogs. These are signs of good communication, leadership, and initiative, but they can be missed if a recruiter only looks for technical keywords. 

In short, recruiters often focus too much on hard skills and forget to notice the bigger picture. They miss important qualities like creativity, problem-solving, eagerness to learn, and cultural fit. These qualities are what truly make a tech professional valuable.  So if you are also a recruiter or an employer looking for credible candidates, then this blog is a jackpot for you. This will help you explore the top 5 key tech skills recruiters frequently fail to spot and how to fix these blind spots to improve hiring outcomes. 

Top 5 Overlooked Tech Skills 

1. Cloud & DevOps Skills 

Cloud and DevOps skills are some of the most in-demand areas in tech today, yet recruiters fail to fully spot them on a CV. Why is that? The main reason behind it is that candidates don’t always spell out the depth of what they’ve done. 

For example, a CV might just mention “AWS” or “Azure” under technical skills. But writing one word doesn’t explain much. It doesn’t tell the recruiter if the person only hosted a small website on the cloud or if they actually built a full system with automation, pipelines, containers, and monitoring. 

How to fix it? 

Recruiters who rely only on keyword scanning often treat both cases as the same, which means they miss the real experts. Another reason is that job titles don’t always reflect DevOps responsibilities. For instance,  a Software Engineer or a System Administrator may have done serious DevOps work, but if the recruiter does not read it thoroughly, they will miss the credible candidate. 

2. Cybersecurity Awareness 

Cybersecurity awareness is one of the most underappreciated skills in tech CVs.  The issue is that many tech professionals don’t have “cybersecurity” in their job title, but they still practice it every day. If you are in the tech industry, you must be aware that a software engineer might secure APIs, a DevOps engineer might set up access controls in AWS, or a data analyst might encrypt sensitive data. 

Right? These are important security measures, but on a CV, they usually get buried under broad technical descriptions. Since recruiters often scan for direct keywords, they completely miss the fact that the candidate has hands-on security knowledge built into their work. 

How to fix it? 

This problem can be solved if recruiters look closely at the details and ask smart questions. Instead of just searching for job titles with the word “security,” they should notice phrases like “set up authentication,” “fixed security issues,” or “created role-based access.” These show that the person really understands cybersecurity. 

During interviews, they can go deeper by asking candidates. This approach uncovers hidden strengths that aren’t always obvious on paper. Recruiters can also encourage candidates to highlight security practices as part of their achievements, not just list them as tools. This way, it becomes easier to see the value of each candidate. 

3. Data Engineering & Integration 

Data engineering and integration is another overlooked tech skill. Many tech professionals don’t just use databases or write code. What they do is actually build systems that move data smoothly from one place to another, clean it up, and make it ready for business use. 

For example, someone might have created a process that pulls information from different apps, organises it, and delivers it quickly for reporting or machine learning. But on their CV, it usually shows up as just “SQL” or “Python,” which is too basic. Due to this, what happens is that recruiters often think the candidate only ran simple queries, when in fact they were designing smart pipelines that keep a company’s data flowing without issues. 

How to fix it? 

The fix for this problem is pretty simple. Recruiters need to look beyond the tool names and focus on what the candidate actually did with them. Instead of just checking the basics, move forward with a thorough evaluation. Ask thorough technical questions in the interview. These questions help uncover hidden strengths that might not be written clearly on a CV. Also, by doing this, recruiters can spot strong data engineering talent before their competitors do. 

4. Automation & Scripting 

Automation and scripting are very important in today’s tech world. Many tasks like setting up servers, testing, managing backups, or moving data are repeated again and again. If these are done by hand, they take a lot of time and mistakes can happen. With automation and scripting, the same work can be done quickly, without errors, and on a larger scale. This saves companies a lot of time and money, and it also shows that the person has strong problem-solving skills. Even though these are powerful abilities, recruiters often overlook them on a CV. 

Why do they miss it? The main reason is presentation. Candidates often mention automation in very short, technical lines like “wrote a Python script” or “used Bash for automation.” To a recruiter who isn’t technical, that might sound vague and unimportant. What they don’t realise is that the same script could have saved a whole team hours of work every single week.  

How to fix it? 

Automation doesn’t always come with a flashy title. A system administrator, QA tester, or support engineer might build amazing scripts, but if their job title doesn’t scream “DevOps” or “Software Engineer,” recruiters might skim past it. The only solution to this is to dig deeper, asking what those scripts achieved, rather than just checking if the candidate listed a tool. 

5. Soft Skills in Tech Contexts 

Soft skills are usually undervalued. Why? The reason is simple. It is because most recruiters are trained to scan CVs for hard technical skills like programming languages, frameworks, or certifications. These are easy to see because they’re written as keywords. But skills like communication, teamwork, adaptability, or problem-solving don’t always show up in bullet points. A developer may have led daily stand-ups, explained complex systems to non-technical stakeholders, or mentored juniors, but unless this is clearly stated in the CV, recruiters skim it.  

Another issue is that recruiters sometimes assume that if someone is good at coding, then the soft skills don’t matter as much. When in reality, tech projects succeed or fail depending on collaboration and communication across teams. 

How to fix it? 

The fix is to shift how recruiters evaluate candidates. Instead of just relying on keyword searches or job titles, recruiters should look for signals of soft skills hidden in project descriptions or side activities. They should evaluate by posing different questions and giving different situations. These open-ended questions bring out the human side of the candidate that a CV parsing tool will almost always miss. 

How Fortray Helps You Spot Hidden Tech Skills 

Fortray knows that hiring the right tech professional is about much more than ticking off a list of technical skills. Many recruitment processes focus only on tools and certifications. They miss to see the softer side of what makes someone successful in a role, like their ability to collaborate, communicate, and adapt. 

You must be thinking how Fotray handle this issue? Right? Our recruiters go beyond keyword scanning and job titles to understand the person behind the CV. We carefully screen candidates, asking the right questions to analyse how they’ve worked in teams, solved real challenges, and explained complex ideas in simple ways.  

By combining smart technology with the human insight of our recruitment experts, we make sure our clients never miss out on candidates who have both the hard skills to deliver and the soft skills to drive projects forward. Fortray’s role is to connect businesses with tech talent that doesn’t just fit the job, but fits the team. We make sure that our protocols are not compromised at any cost.  

Start hiring smarter with Fortray’s customised recruitment solutions designed to identify, assess, and secure the best tech professionals for your business needs. 

Final Thoughts: A Shift in How We Read Tech CVs 

Recruiting tech professionals in today’s fast-moving digital world needs more than just scanning for job titles and a list of technical tools. We witnessed that many recruiters unintentionally overlook vital capabilities such as deep cloud and DevOps experience, cybersecurity awareness, hidden data engineering expertise, automation skills, and, most importantly, soft skills that define how a candidate will perform within a team.  

Missing these qualities doesn’t just mean losing out on good talent. It means losing people who can actually drive success to your business. By blending smart technology with hands-on recruitment expertise, we identify not only what candidates can do but also how they work. Our role is to make sure employers never miss the professionals who bring both technical and human strengths to the table. 

Frequently Asked Questions (FAQs) 

Key Takeaways 

• AI makes hiring faster by quickly scanning CVs and finding the best matches. 

• Big companies like Unilever and L’Oréal already use AI to save time and improve candidate experience. 

• Chatbots and automation handle tasks like answering questions, scheduling, and sending updates to keep candidates engaged. 

• AI can predict success by showing which candidates are more likely to perform well and stay longer. 

• There are still challenges like bias in data, high costs, and recruiters not knowing how to use AI properly. 

• Small businesses can also use AI with affordable tools available in the market. 

• AI doesn’t replace humans; it supports recruiters so they can focus on culture fit and building relationships. 

• The best results come from balance, using AI for speed and data, and humans for judgment and personal touch. 

• Fortray helps companies use AI smartly, combining technology with real recruitment expertise. 

Hiring sounds simple on paper! You post a job, different people apply, and you pick the best ones. But do you really think it is that simple in reality? Put yourself in a situation where you are a recruiter. You open your inbox to find 500 CVs for one role. You want to give each candidate a fair chance, but with so many applications, it’s nearly impossible to carefully review them all. Due to this, some really credible candidates might slip through the cracks.  

On top of that comes the time factor, which includes screening, scheduling interviews, and keeping in touch with candidates. This takes hours, if not weeks. Meanwhile, top talent might lose interest and move on to another company. The costs go up, the process drags on, and the candidate experience suffers. Worst of all, even after all this effort, there’s no guarantee that the person hired will perform well or stay with the company long term. 

There are a lot of challenges that come during the hiring process. And to overcome these challenges, recruiters caught the jackpot, which is the concept of AI in hiring. Artificial intelligence has changed the game as a whole. AI is a super assistant that never gets tired. It can scan hundreds of CVs in seconds and highlight the ones that truly match the job description. Instead of focusing on age, gender, or background, it zeroes in on skills, experience, and potential. This helps companies build fairer and more diverse teams.  

This blog will help you evaluate how AI is transforming IT recruitment. Also, you will be exploring the benefits, the challenges, the limitations and ways to overcome those challenges. So if you are really interested in knowing the advancements of AI and how it is changing our lives, keep on reading this blog. 

What are the Benefits of AI in Hiring—Real-Life Examples 

If we talk about past hiring methods, recruiters used to screen thousands of resumes, conduct multiple interviews, and then they were able to choose the most suitable prospect. This was a lengthy and time-consuming process. Additionally, the main challenge they were facing was to determine who would be the best candidate for the job. 

But today, AI has transformed the way of hiring. Is it rewriting that story? Instead of recruiters drowning in applications, AI now scan thousands of CVs in seconds, picks out the strongest matches with impressive accuracy. Moreover, video interviews no longer need to be judged purely by gut feeling as AI tools today study speech patterns, tone of voice, and even body language of candidates.  

However, Chatbots step in as friendly virtual assistants who answer the queries of each candidate at midnight, send reminders, and keep the process smooth. AI has come up with multiple options for recruiters to evaluate which candidate is more suitable for the position. This helps employers save the heavy cost of wrong hires.  

Here are some real-life examples of how AI has inspired the recruitment world. 

• The first example is of L’Oréal using the Mya chatbot. L’Oréal partnered with Mya Systems to help with initial candidate screening and answering candidate questions via chatbot. They use it to handle things like checking candidates’ eligibility (dates, location, etc.), availability, and clarifying questions about the position. The results were incredible. After the first 10,000 conversations via Mya, they reported 92% engagement and almost 100% satisfaction among candidates. They also said this system helps them handle the large volume of applications (L’Oréal gets over a million applications a year) more efficiently.  

• The second best example is of Unilever’s use of AI/games/video interviews. Unilever, especially for entry-level / graduate hires, has used several AI-related tools. They use neuroscience-based games (via Pymetrics) to assess traits like logic, risk-taking, and emotional competencies. Moreover, they used video interview tools (e.g. HireVue) to analyse candidate responses like language and voice, etc., as part of the screening. They claim to save 100,000 hours of interviewer time and reduce costs. 

Challenges and Limitations of AI in Recruitment 

While the use of AI in hiring is beneficial, it is not without a few challenges. One big issue is bias. AI is supposed to be fair, but it can pick up some bad habits from past data. For example, if a company has mostly hired men before, the AI might also keep choosing men, even if women are just as skilled. That’s not fair. This means we must ensure the AI is trained on diverse and balanced information and regularly tested for equity.  

The second issue is that not everyone is skilled in using AI tools. Many recruiters don’t fully understand how AI works, what it can do, and what it can’t. Without the right training, they might use it in the wrong way or make mistakes. That’s why businesses should teach their hiring teams how to use AI tools properly and know their limits. 

Also, AI can be expensive. The acquisition and renewal of AI tools can add significantly to the cost, especially for small businesses. That might complicate their adoption of AI in recruitment. That, however, can be mitigated by the use of cloud-based AI tools or leveraging the Software as a Service model of powerful companies that serve these ready-made tools.  

However, there are some obstacles in the way of AI, but long-term rewards are necessary to overcome this problem. It helps you save more time, identify them faster, and place the right people more easily, which also reduces manual work. AI can improve hiring for everyone, providing proper training, equitable guidelines, and thoughtful investments to guide it.

How Fortray Helps You Master AI in Hiring 

While AI in hiring is changing recruitment, the real success comes from using the right tools with the right guidance. That’s where Fortray comes in. As a tech recruiting automation expert in the UK, we don’t just add AI to the process. We combine industry knowledge with our expertise to help businesses hire faster, smarter, and more fairly. 

We help companies utilise AI tools that have been tested to minimise bias and ensure fair hiring practices. Our team guides recruitment teams on how to use AI effectively and responsibly. We also help automate time-consuming tasks while maintaining the human connection throughout the candidate experience. Most importantly, we create hiring solutions that match your company’s specific tech and IT needs. 

With Fortray, AI becomes your advantage, not a challenge. Want to see how we can improve your recruitment process? Learn more about Fortray’s smart recruitment solutions here. 

Conclusion 

AI in recruitment is no longer a futuristic concept as it’s already here. It is shaping how companies find and hire talent every day. From scanning thousands of CVs in seconds to predicting long-term success, AI has proven it can take away the heavy lifting and give recruiters back their most valuable asset, which is time.  

But like any powerful tool, it must be used wisely. When guided by the right data, fair practices, and human oversight, AI can make hiring faster, smarter, and more inclusive. When misused, it can reinforce bias or create new barriers.  

The real win comes from balance. Letting AI handle the repetitive work while recruiters focus on what truly matters is better than investing your precious time in time-consuming tasks. This way, they invest their energy in building networks and leading successful plans. 

At the end of the day, it is important for us to understand that AI isn’t here to replace recruiters. It is just to give you a hand and empowerment. The companies that learn how to blend technology with human judgment will not only hire better but also create more future-ready teams. 

FAQs: Common Questions About AI in Hiring 

Key Takeaways

• The UK faces a serious shortage of skilled professionals in the most in-demand tech roles. 

• Companies mostly hire experienced workers because these jobs are very important for keeping businesses safe. 

• Newcomers find it hard to get in because employers want practical skills, not just book knowledge. They demand experts. 

• Doing projects, getting certifications, and joining internships are the best ways for beginners to get started. 

• The best future careers are in AI, cloud, cybersecurity, and automation, as these areas are shaping how businesses work. 

• Pay and benefits in these jobs are going up fast, making them a great choice for anyone ready to learn and grow.

What is the big challenge that the UK tech industry is facing today? It is filling the most in-demand tech roles. Why is that? This is because new technology is growing much faster than the number of people trained for it. For example, companies urgently need AI engineers, cloud experts, and data specialists, but there aren’t enough skilled workers. Training programs and universities take years to prepare people and many employers prefer hiring experienced workers instead of beginners still learning. 

So it has become very difficult for beginners to fit into the tech industry. Why? That’s a really important question. The main reason behind it is that companies are under pressure to deliver fast results. Employers don’t just want someone who knows the basics; they want people who already have hands-on experience with advanced tools, real projects, and the exact skills needed to get the job done. In this situation, beginners can’t get hired without experience, but they can’t get experience without being hired.  

On top of that, the most in-demand tech roles require a strong mix of technical knowledge, problem-solving, and sometimes even business understanding, which takes time to build. This blog is for the candidates who are looking for tech roles and are trying to fit into the industry. You will get to know the in-demand opportunities you can chase, and also if you’re starting a career in tech or exploring your next move in the industry, this list offers a clear view of where the market is going and how your skills can create real value. 

Top 5 Most In-Demand Tech Jobs in UK in 2025 

In case you are a beginner, it’s better for you to first analyse what kind of tech jobs are in high demand not only in 2025 but also in the upcoming years. Always keep a long-term approach, don’t go for short-term outcomes. In 2025, many companies in the UK prefer technical skills. Experts say these jobs require individuals who are skilled at problem-solving. Let’s look at the top 10 tech jobs that are growing fast and see why they are important. 

1. Cybersecurity Analyst

Cybersecurity jobs, such as becoming a cybersecurity analyst, are in high demand today. The main reason behind it is that companies are facing more online threats than ever before. Today, almost every business depends on the internet and digital systems. In terms of storing customer data, handling payments, or running daily operations, they are somehow dependent on digital systems.  

Hackers know this, and they fully take advantage of it if precautions and security systems are not secure enough. What they do is they attach to a company’s system in order to steal data, lock systems with ransomware, or trick employees with phishing emails. This causes a huge company loss, legal troubles, and it can also damage the company’s reputation.     

To prevent this, employers prefer cybersecurity analysts. Their job is to protect the company’s systems, find weaknesses before hackers do, and respond quickly if something goes wrong. Employers can’t afford the slightest mistake when it comes to security, as it can cost them millions.    

So this job is in high demand. It’s good for you if you are an expert in this domain, but if not, then master your skills in this area, as it is in high demand and can help you in long-term growth. 

2. Cloud Engineer

Companies no longer keep all their data and software on physical computers in their offices. Instead, they use the “cloud,” which means renting powerful servers and storage from big platforms. Moreover, cloud technology supports other fast-growing areas too, like artificial intelligence and cybersecurity. For example, AI needs a lot of storage and computer power, which only the cloud can provide. These systems are managed and maintained by Cloud Engineers. 

A good cloud engineer is aware of building strong systems and protecting data. They ensure everything works smoothly, even when millions of people are using it at the same time. However, Cloud engineers are not just random IT staff. They are the people who make modern digital business possible. 

So if you are looking for such a role, you need to be extra smart. If you have this skill in your hand, then don’t worry because companies pay well and strongly prefer candidates who already have real skills and experience in this area. 

3. AI & Machine Learning Engineer

Businesses across every sector, from banking and healthcare to retail and education, are rushing to use AI to stay smart. AI is no longer just a buzzword now! Banks use AI to catch fraud, hospitals use it to help with faster diagnosis, and shops use it to recommend products to customers.  

Due to the emerging trend of AI, the room for experts has become bigger.  Companies need AI and Machine Learning Engineers who can design algorithms, train models with large amounts of data, and then make sure these models can run smoothly and securely in the real world.  

Since AI is actually powering automation, the people building it are seen as highly valuable. And you can take advantage of it. Because if you have a strong grip over this skill, Employers are willing to pay high salaries and give good benefits to attract them, which makes these roles even more attractive. 

4. Software Developer 

Software developers are in high demand everywhere because almost every business now relies on technology. Shops need apps and websites to sell, banks need secure payment systems, hospitals need digital tools for patients, and even small businesses use software to manage daily work. 

This demand is high in 2025 because companies are racing to use AI, automation, and cloud-based tools. All of these rely on skilled developers who can design, build, and maintain the software behind them. Without developers, these innovations simply cannot happen. Also, these developers don’t just know how to make an app; they also know how to make it secure, easy to use, and ready to handle growth. This makes them very valuable for employers. 

In simple words, software developers are like builders of the digital world. The more secure you build, the more you sustain in this industry. Employers want the best builders because they can deliver strong, safe, and smart software that benefits the company in the end. 

5. DevOps Engineer 

DevOps Engineers are very important in the UK. Businesses use apps, websites, and cloud systems every day. These don’t just need to be built, they must work smoothly, be updated quickly, and be fixed fast when problems come up. 

This is where DevOps comes in. That’s what DevOps experts do: they make sure the work of developers who write code and operations teams who run the system comes together perfectly. One small problem in a system can cost a business millions.  

Take an example of an online banking app. What if it stops working for even a few minutes? Customers lose trust, and the company loses money. A good DevOps Engineer prevents that by setting up automation, monitoring, and quick updates so things run smoothly 24/7. 

Credible DevOps Engineers are in high demand today, and companies are willing to pay high salaries to people who are really good at it because these experts save businesses time, money, and stress. 

Conclusion

The UK tech industry has many opportunities, but also many challenges. Tech jobs are not just popular; they are the core of how modern businesses run. Companies want skilled people because even small mistakes in security or systems can cost them millions, which is not affordable for them. That’s why experts are in such high demand. 

For beginners, it can be a little harder to enter, but it’s not impossible. With good training and working on your skillset, you can build your place. The important thing is to learn skills that last, keep up with new trends, and show employers you can use your knowledge in practice. 

The future of tech jobs in the UK looks very strong, but it will favour those who keep learning, stay flexible, and gain real-world experience. If you do that, opportunities will always be open for you. 

FAQs: Top Tech Jobs in the UK (2025)