More than eight in ten technology organisations now practise skills-based hiring, well above the 66% national average But just 38% of technology professionals are actively looking for a new role, against a 50% national average, as candidates hold out for the right opportunity 59% of technology hiring managers say limited availability of skilled candidates is one of the biggest barriers they face in hiring 7 August 2026, London: New research from Michael Page's 2026 Talent Trends report reveals technology as one of the UK's leading sectors for skills-based hiring – an approach that assesses candidates on demonstrated capability rather than qualifications or career history. With 85% of technology organisations now hiring this way, against a national average of 66%, the sector is ahead of the curve. That lead reflects the nature of the roles the technology sector is hiring for, where what someone can demonstrably do matters more than the credentials on their CV. But it is unfolding in a tight market: only 38% of technology professionals are actively looking for a new role, and the candidates with the most sought-after skills are holding out for the right opportunity. The skills the sector values, and the candidates who want to be seen for them The report shows the capabilities technology hiring managers prize most are creativity, analytical thinking and communication, sitting alongside the resilience and adaptability that increasingly define the strongest candidates – qualities a job title or career history don’t always reveal. Technology hiring managers report clear benefits to skills-based hiring – most commonly increasing fairness and reducing bias (52%), easier matching to current and future skill needs (51%), and better identification of candidate capabilities (45%). Demand is matched on the candidate side. 61% of technology professionals say they are more likely to apply to an employer that hires on demonstrated skills rather than education or career history – above the 58% national average. With appetite on both sides, skills-based hiring has become a way to attract candidates, not just assess them. The talent pipeline isn't keeping pace Technology's lead on skills-based hiring hasn't eased its central challenge: the skills it needs are scarce, and many of the professionals who possess these attributes aren’t necessarily looking to move. Just 38% of technology professionals are actively looking for their next role, well below the 50% national average, and 59% of hiring managers point to limited availability of skilled candidates as one of the biggest barriers they face. The report points to a market where the talent exists but is hard to reach. With few skilled candidates actively looking, the strongest have their pick of opportunities and can afford to wait for the right move. AI in hiring: a more settled picture While many sectors are grappling with a rise in AI-assisted applications, technology is more comfortable with it. Just 18% of technology hiring managers say they find it difficult to tell whether a candidate has used AI in their application – below the 28% national average. In fact, 50% say they would be more likely to hire a candidate they believe has used AI well. That comfort is reflected in their own practices: 72% of technology hiring managers now use AI in recruitment, most commonly to review CVs (37%), compile interview notes (34%) and support hiring panel decisions (30%). James Barrett, Managing Director, Technology and Consulting at Michael Page, says: “AI is now used by both candidates and clients throughout the technology hiring process. The issue is not whether it’s used, but whether it’s used transparently and effectively. The bigger challenge is the scarcity of genuinely high-demand talent, concentrated in areas such as data architecture, business change and cyber security. The standout candidates are those who combine this expertise with resilience and adaptability: people who can lead change and continue delivering while everything around them shifts. “Skills-based hiring is one of the most effective ways to identify this talent, and the right recruitment partner can access candidates businesses are unlikely to reach alone. But finding them is only half the challenge. The best candidates already have options, so employers need to present a genuinely compelling reason to move: a clear employee value proposition, credible leadership and an opportunity worth taking a risk on. Get that right, and you do more than fill a vacancy – you build the capability the business will need to navigate whatever comes next.” To explore more insights from Michael Page's 2026 Talent Trends report, click here. ENDS About Michael Page Michael Page is a global recruitment consultancy operating in 34 markets with more than 6,000 employees worldwide. Founded in London in 1976, Michael Page plc is listed on the London Stock Exchange. Michael Page offers specialist expertise across professional recruitment, executive search and advisory, and scaled recruitment and outsourcing. Page Executive operates as the executive search and leadership advisory service within the Michael Page business. In the UK, Michael Page operates nationwide, providing local knowledge backed by the strength and reach of our global network. Powered by world-class tools and technology and a strong commitment to quality and partnership, Michael Page connects people and businesses with talent that makes a difference. Methodology All figures, unless otherwise stated, are from an online survey conducted by Michael Page and UNLIMITED (now part of Accenture Song). Talent Trends 2026 is a 20-minute, quantitative online survey, conducted by UNLIMITED on behalf of Michael Page between 5th November 2025 and 17th December 2025. A total of 59,820 surveys were completed with candidates of which 9,217 were also clients. This includes 47,727 through Michael Page’s database, and a further 12,093 via a research panel partner. Data has been weighted by country to the known proportion of each country based on Michael Page’s database.
