Beat the Skills Shortage to Hire the Best in Tech Roles
Hiring talented candidates for information technology jobs is difficult, whether the economy is booming or in recession. As an employer, you face challenges that include skills shortages and an employee base that is increasingly value-oriented – they want to work for organizations with which they can identify.
Gartner’s research has consistently shown that hiring the right skillset is getting more difficult. Its 2019 Emerging Risks Survey cited the shortage of tech skills as the number one challenge facing IT leaders today.
The Bureau of Labor Statistics has forecast that the number of information technology jobs in the United States will grow by 12% between 2018 and 2028. That’s a huge 546,200 new jobs in the sector.
With a shortage of talent and a growth in demand, what strategies should you be using to attract the most talented candidates to your IT jobs?
1. Know What Skills and Experience a Candidate Really Needs
Many top-quality candidates are deterred by job descriptions that ask for a Christmas list of skills and experience. What you should be doing is considering what skills are essential, and which are preferable. Consider which skills could be learned by talented hires to improve impact in the role, and which are crucial to hitting the ground running from day one. Then compose your job description around these.
2. Understand What Talented IT Professionals Want from Their Next Job
What is it that the most talented IT professionals want from their jobs today? We’re finding that the best candidates are not all about the money. They want a role in which they are challenged, which helps them to grow professionally, and that offers them opportunities to improve their work/life balance. In addition, they want to work for organizations that have a high moral code and strong diversity and inclusion policies and practices.
3. Develop Your Employer Branding to Emphasize IT
Potential employees will search your online assets. They will want to see that you emphasize technology, and that it is a mainstay of your business strategy. Therefore, ensure that you highlight your IT efforts, strategies, policies and practices on your website and social media accounts. Make IT an integral part of your branding.
4. Set Up Employee Referral Schemes
Who better than your current employees to become your employer brand advocates? They are likely to have people in their networks who are both talented and open to changing jobs. Set up an employee referral scheme to reward those who help you find talented new recruits.
5. Streamline Your Hiring Process
According to a 2018 Growth Hiring Trends Report, almost half of respondents reported a time to hire (from application to job offer accepted) of between 7 and 14 days. If that sounds fast, then your hiring process is probably missing some great candidates.
Your competition is probably snapping up the most talented while you are still thinking about whether the next candidate will have one of those preferred but non-essential skills you detailed on the job description.
Many organizations don’t have the experience or human resources to streamline the hiring process. If this sounds familiar, you should consider using a professional recruiter who specializes in IT and technology jobs.
6. Consider Remote Candidates
It may be that the talent pool is shallow where your business is located. In such a case, it may be time to look further afield. A remote candidate could provide the skills and experience you need. See our guide on how to conduct the perfect virtual interview for technology jobs for tips on interviewing remote talent.
7. Search for IT Talent Where It Is to Be Found
You aren’t likely to find the most talented tech talent on generalist job boards. The best talent is usually hidden. They may be happy in their current job – the most talented new recruits are often passive job seekers.
You’ll find these talented candidates in tech communities, LinkedIn forums, and local (and global, online) tech events. And, of course, via specialist staffing agencies with a reach to passive candidates.
8. If You Use a Recruiter, Make Sure they Understand You
Finally, if you use a recruiter it is crucial that they understand you. It’s essential that you articulate and communicate all the necessary project, role, and culture-fit details to your recruiter. First and foremost, it’s a partnership between you and the staffing agency. It is the recruiter’s job to not only find the right talent for the role, but also the right fit for your organization.
A recruiter who comes from a tech background themselves will understand your language, and know how to describe the role you need to be filled in the language that candidates speak. That’s going to help attract the talent you need.
As demand for information technology jobs continues to rise and the skills shortage continues to worsen, it is likely to become more difficult to hire the most talented candidates. These hiring tips should help you overcome the recruitment challenges you face and hire the talent that will help propel your organization to the next level.
If you are finding it increasingly difficult to hire and retain talented candidates for information technology jobs, contact Irvine Technology Corporation today