Y2K projects are winding down, and some experts predict that the current hiring squeeze for information technology professionals will ease. But, that may just be wishful thinking.

Businesses are facing another, possibly more persistent, challenge that could keep the gap between supply and demand from narrowing noticeably: the growth of Electronic Data Interchange and electronic commerce, and their demand for skilled IT workers.

The commercial potential for EDI and the Web is just sinking in at many companies and will continue to expand for many others that are already active on-line. There's strong demand for senior candidates with the know-how to establish communications links and a strong Web presence. They will need a combination of Internet skills, database management and industry specific experience.

Here are some of the related trends keeping hiring professionals awake at night:

• Average salaries for IT professionals have been rising by double-digits, putting pressure on some firms to keep pace.
• Many private sector industries project IT hiring increases of from 10-20% in 1999, indicating tremendous demand.
• IT contracting is growing (consulting firms project a 34% hiring increase in 1999), drawing potential candidates from the hiring pool.

A recent survey found that 50% of all job offers are turned down, and for computer-related vacancies, about three of every 10 jobs now take six months or longer to fill.

A staffing firm has to be great not only at recruiting quality IT candidates, but also at ensuring that these are serious candidates who know what they want. This is especially important in the current employment market in which candidates might be considering a number of offers.

Sometimes overlooked are other issues that will influence their decision. Consider the following to improve hiring success:

1. How the position is integrated...

   with other areas of IT and with other operations. Many candidates, especially those speaking with larger organizations, fear being slotted into a narrow function or project.

2. Your company's strategic goals...

   Candidates are especially concerned that your company is keeping up with the market and is using technology in a truly innovative way.

3. The importance of training...

   within your company. Though training makes a candidate more marketable, employees that aren't being trained in new areas are often the first to look elsewhere.

Finally, involve your IT employees in the interviewing and hiring process. Not only does it help develop a sense of teambuilding and inclusion among current employees, but it also allows you to showcase your talent to candidates.