The immediate result of the global economic downturn was the organizational cutbacks of both permanent and contract staff. As the situation progressed, many stalled and delayed projects are being restarted and the industry is starting fresh projects to meet the new demands from the business. Now, the world economy still being in the recovery phase, the article tries to understand how the people within our clients' IT organizations are most affected and provides a handful of emerging trends that might affect the staff in the recovery as provided by Hudson IT, a provider of IT solutions. 1. Increased focus on business needs requires more talented people Building a quality staff is the need of the hour and so, it needs to have a sharp alignment of IT with business needs. The recession sharpened the emphasis on those projects that would deliver a clear business benefit. As the delayed projects are being restarted and more new projects being undertaken, the focus is to get the right people in the right roles, staff with skills in business analysis, enterprise and solutions architecture, and project management. Needs employees who can ask the right questions of a project business sponsor to deliver projects fully and efficiently. 2. More business exposure The leaders have realized the benefit of exposing their staff to more aspects of the business. IT apprenticeships and using help desks as training grounds could be one way to improve skills and IT's overall cohesion with the wider business. Leaders are increasingly viewing help desk apprenticeship as a key resource in terms of training staff to understand the interface between technology and the business. In some cases outsourced help desks are being internalized. 3. Delivering more efficiently Efficiency improvements while staying nimble to meet changing business requirements is very important. The goal is to streamline and strengthen commodity services and then look at alternative means of sourcing them, including cloud computing. Nimbleness has become required of the IT department, but from the perspective of being able to rapidly cope with change, rather than simply deliver outcomes quickly. 4.Losing the potential IT hires This is a common mistake that should not be made. The trend is that only the most critical headcount additions are approved, as companies hold costs to the lowest possible levels. It is unwise to believe that the talented candidates are waiting around for the right company to call them. The most talented prospective IT consultants and employees have learned to elicit multiple offers, and they are ready to take the first attractive offer that meets their own criteria. Employers need to move quickly if they want to bring the best person on board. 5.Evolving outsourcing Today we see more strategic sourcing of resources from third parties and the changes are very much afoot and CIOs are well-advised to identify strong partners. The sooner a CIO identifies a strong outside partner, the more likely they will be able to forge a partnership to maintain a pipeline of talented professionals ready for their evolving needs.