As the fastest growing business arena, the Technology industry has this ever-growing need for skills and experience and to be honest, there is a scarcity in the number of skilled and experienced IT professionals who are looking for a new job. This shortage of skilled IT professionals often makes hiring one of the toughest jobs in the IT industry. You may never know if a skilled professional will be the best for your company. The main point here is that due to the shortage of good tech talent, recruiters are often facing severe challenges. So, today in this article, I will focus on the severe challenges tech recruiters often face while hiring IT professionals and also the possible solutions, so technically I will be guiding you down the alley of tech recruitment.
Without further ado, let’s get down to business, shall we?
The tech talent is trying its best to implement ways in which they can learn all the necessary skills needed today in the IT companies. Still then, the talent is not able to make up for the shortage. The talent is particularly short in job roles like DevOps engineer, fresh-end developers, IT security engineers, data scientists, AI specialists, etc. The recruiters face a massive challenge when they do not find the required skills in candidates.
IT recruiters are looking for different methods to make up for this shortage. The best strategy here is to launch different learning programs and schedule special skill training reimbursements on-site. Definitely it is more of an investment, because not only will the new employees need the training, sometimes even the existing employees need to learn these skills.
Some IT companies are implementing some skill competency frameworks which can identify what type of skills can be taught to the already existing employees. This is an assessment process by which the companies understand the learning potential of their existing employees and how much they can experiment with the employees’ job roles.
Another challenge that most IT recruiters face is not getting an agreement from the C-Suite about the cost per hire. The major leadership and high-end tech roles are often highly paid jobs and the qualified candidate’s expectations are sometimes not met. In this situation, the C-Suite decides if they can hire the candidate and compromise with the budget of the recruitment. This is a major issue while recruiting IT professionals.
These days IT companies are setting an additional budget that would be able to compensate if the expectations of the skilled candidates are not being met under the main budget.
It is also important to give early notice to the C-Suite about the recruitment procedure. It is more of an investment. The employers need candidates who are highly skilled and are ready to take the necessary steps to groom the candidate as well. Above that, when the candidates ask for what they deserve the C-Suite has to decide if they can invest in the candidate. So it is important to understand if the company is hiring based on skills, adaptability or performance. Based on the primary criteria, the recruiters will be able to detect any necessary rise in budget and the C-Suite will be able to make better decisions.
It is being increasingly competitive in the market of IT recruitment. Thus, every IT company needs to come up with innovative ideas that could be capable of handling the pressure of modern-day IT recruitment. New Recruitment strategies are the trend of the day but few companies are still keeping up with their conventional style of recruitment. Due to the lack of updated strategies, the length of the recruitment is longer and the cost per hire grows parallelly. Some times because recruiters don’t want to extend the time and reduce the hiring cost, they start hiring on the basis of first-come-first-serve. In this process, the company loses potential talent to its competitors.
In this case, you can either hire an IT recruitment agency. Or else there is an option which can help you equally. You can create your own talent pool. This is a database where you can keep your tech talent. It consists of active candidates and even passive ones. This will help you because whenever there is an urgent necessity for new employees, you can fall back on this database as it’s much better to hire candidates you have interviewed before than hiring new faces. Not only will the company save ample time in recruiting, but it will also you to stay under a fixed hiring budget. Recruitment agencies are also knowledgeable about trending recruitment strategies and they can give you the best as good results. But creating your own talent pool is also a good investment for cutting down hiring costs.
You can also keep in touch with your candidates by giving them constant feedback and updates. This will keep them engaged and seeing your response, they might refrain from working for your competitor because they will get a glimpse of your strong infrastructure.
The jobs have significantly changed and so has the place of work. Some employees work-from-home, some employees are remotely working, but there is a section of people who still like the traditional office environment. These are the people that the IT company mostly wants to hire because such employees are mostly permanent ones. The other employees are often working on a contract basis and renewing contracts every year or lookout for new recruits is a tough job. It is also difficult to retain permanent employees on whom you have largely invested through training programs and much more.
I do not advise that you do not hire other candidates who seek contract jobs. In fact, it is good in one way that you can retain them regardless of any circumstances which is otherwise another difficulty with permanent employees. But in case, you are on a look-out for only permanent employees who would work in the office environment, you will need additional perks in your offer letter. You can offer remuneration packages, skill development reimbursements, and other perks that your competitors do not offer.
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