The adage is not new to you: the early bird gets the worm. The first company to hire gets the best candidate. Robert Half International, the foremost global HR consulting firm, found that 57% of job seekers are impatient. They'll move on to something else if the hiring process takes too long.
New technologies are spreading at a rapid pace. The demand for tech talent is on the hike. These two factors make it tough for the recruiters in tech companies to attract and hire new talent for I.T. jobs.
The skilled candidates have the final say. The candidates have multiple options. They can select the organization they want. The hiring process is hampered by outdated strategies
Estimates say that by 2026, the shortage of engineers in the U.S. will exceed 1.2M. It has become increasingly difficult to find qualified personnel to fill positions in South Carolina, in the I.T. industry The job board, Indeed contains 11,47,87 jobs in South Carolina, the majority of which falls in the IT sector.
The U S survey in which over 15,000 developers and H.R. pros from worldwide participated, has been eye opener for most companies. It found that a tech recruiters' greatest challenges were: Finding qualified candidates, standing out from other companies, aligning with hiring managers' demands and recruiting within a tight time frame.
Outdated Process
In a candidate-driven market, you and your hiring managers have to confront an array of exceptionally qualified candidates.You may conduct several rounds of interviews. When you extend an offer, the top candidate may reject it. The delay in hiring hampers the process, and you lose talent. Your recruiters juggle multiple positions, talking to multiple candidates. There is not enough time to evaluate the candidates' skills.
When the recruiter begins to fight with the hiring managers it poses a challenge. The miscommunication blocks the identification and hiring of the right talent.Recruiters expect hiring managers to do a better job. Many hiring managers consider the screening of candidates by the recruiter is dull.
Challenges in recruiting
Many recruiters use efficient technology tools,for hiring but not data effectively. The recruiters need to use data for hiring ratio, and skills in demand. But only a small percent of H.R. professionals have analytics capabilities.
Balancing speed with quality is another road block. You have to validate the candidate's technical skills, behavioral and aptitude skills, and distance the hiring managers from wasting time interviewing inefficient candidates.You have to start using recruiting software to evaluate the vivid skills.
The hiring teams quite often end up wasting time due to less accountability. They spend a lot expenditure on traditional processes like written tests.They focus more on reviewing the resumes.
New generation candidates expect you to offer a digitally smooth hiring experience. New technology skills are not easy to find. But they are challenging to quantify and qualify. The expertise to evaluate these skills does not exist within several companies.
The Challenges in Demand and Supply
A demand-supply vacuum exists-demand in the I.T. field is increasing quicker than the number of available qualified developers. There were 3.9 million employer job postings for tech occupation in 2020 in the U.S.. But less than half were available with computer science degrees.
There aren't enough trained techies available with required soft skills, experience, and formal education. A 4-year degree requirement is now compulsory for techies to get a job.It is better to remove this barrier. This action will open the field to many skilled techies. Now, a degree or some certification is a must for skilled positions.
Many Companies are turning to internal training and unconventional techies to fill tech positions. Instead, they can turn to the self-taught experts.The self-taught developers did not learn their skills by attending a college yet are experts. Please open the doors to them.
Strategy for the Right One
You have to seek multi-channel hiring strategies. If you post your job description and wait for candidates, you may never find the "right" or "chosen" one. Today, most companies find talent through referrals and many use job boards like LinkedIn or Indeed. If you are ready to search, you might find your ideal candidate on a specialized job board.
According to estimates, the majority of the world's workforce comprises passive talent. They are not actively seeking a job. Many of them are willing to consider the job you offer, just for the sake of higher salary and perks.
Work culture is important
Modern techies value exotic workplace culture, facility to work from home rather than high pay. They follow social media to watch for openings with such companies. You have to maintain accurate job descriptions on your company website.This is because most techies consider the brand before deciding to apply. For them, the option to work from home is a huge draw.
You want workforce diversity, beneficial to your business. For you, a diverse workforce is a brilliant pool for future hires. But recruitment decisions get influenced by biases, rather than merit. It contributes to loop holes in the hiring process and it results in uniformity, rather than diversity.
Build a Brand First
Organizations are striving to keep the time for hiring short. It would be helpful if the candidate is updated throughout the process. Instead of spending time on reading resumes, companies can parse them automatically with ATS. Online coding challenges and tests, can speed up your hiring process.
Be in touch with your hiring manager throughout the process. This ensures your goals remain aligned and that your moves are right. This is because the traditional interviews fail to ascertain the qualifications you are looking for.
You can discover the right one by discussing it effectively with your hiring manager: First, decide on the conduct and content of the interview process . Then ensure everyone in the team knows the interview questions and the qualities you are looking for. Finally, summarize how the process will be conducted. Then send a copy to all who might be involved to ensure that everyone knows the process.
Need for a hiring strategy
The hiring manager may want more from a candidate than you can get for the salary you can offer. Here, you have to find out whether it's good to hire experience or technical skill. Find out whether the candidate will fit in with the tech team and learn his things. Then agree on the suitable salary for the one who meets your expectations.
A good organization is not a beautiful structure you have built. A good organization is the good people inside. It is the soul. Good recruitment makes a business house precious. A timely, cost-effective hiring process resolves the recruitment challenges. Hence a creative strategy has to be in place to tackle these obstacles.
You have to build a strong, positive brand. If it is achieved, half the work is done. Thus you will be able to attract the brilliance who will build the future.
© Ramachandran
