According to the Bureau of Labor Statistics, by 2026, the lack of engineers in the US will outrun 1.2M. In the last 2 years, it has been difficult to find appropriate personnel to complete IT positions.
After a search that has been done, over 15000 developers and HR professionals have been found from all over the world. Below is a draft list of tech recruiters’ biggest challenges.
1.Finding qualified candidates. The percentage is 61%.
2. Distinguish by attracting talents (25%)
3. Agree with managers’ demands or job requirements (24%)
4. Employ on time (24%)
Let’s analyze the previous 4 challenges.
Finding qualified candidates
Demand in the IT field is moving faster than qualified developers. So, there were 3.9 million employers and less than half the candidates to satisfy these positions. Companies fight to find qualified tech candidates, as there are not enough qualified people in this field.
What can you do about it?
- Remove IT degree requirements
Taking away the 4-year-degree opens the door to many applicants. Historically, firms require a degree or other certification for the positions. The only way to become a skilled tech is to have the credentials.
- Think about non-traditionally educated developers
35% of developers think they are self-educated and their skills are not made by visiting a college.
- Expand your results for contestants
Use multi-channel plans to look for fitted techs at the right time. You should never post a job and wait for people to congregate with you. Some facts:
71% of businesses find talent through interior hiring
65% of companies use Indeed
These are some of the best strategies to find applicants, but there is more.
You can find qualified developers through hackathons or coding contests.
- Attempt to find passive candidates
70% of the total workforce is covered by passive talent- talents who are not seeking a job. Lots of these people would find interesting a job fitting in their shoes. Some advantages are the ability to work from home, or an interesting plan.
- Attract applicants with good marketing
Candidates may search your workplace, and you have no idea. According to LinkedIn, 49% of employees follow social media to check for jobs that interest them. Creating the best marketing is something you should consider, and this is not coming easily.
- Stay away from other companies to allure talent (25%)
As we said earlier, that there are more jobs than applicants, companies struggle to find the right candidate for the exact position. How can you be attractive to choose the best candidate?
- Promote a positive company label
Both the culture and the branding of your company are the keys to lure a successful candidate. The greater the brand, the higher the possibilities to find the top candidate. Social media may be your ally. Posting photos, videos, and stories can highlight your job. If you make candidates happy through hackathons, you may have a great chance to embody them in your company.
- Look for employee referrals
There is no better thing for your company to be advertised by your personnel.
- Suggest work from home or elastic hour benefits
The option to work from home is a strong advantage. If you are close to losing the potential candidate, then offer him flexibility through work from home.
Following the managers’ requirements
Managers and recruiters are not always on the same spot. Both know that the variety of skills of a candidate are of utmost importance. However, some discrepancies may collaborate difficultly.
For example, it is imperative for tech recruiters to close positions immediately to keep pace with the hiring targets.
The parties need to work together to find what the other needs. For example, the manager has to be happy, and the recruiter to have all the information to keep the manager happy.
The required skill set is clear
Can a doctor know the ingredients of a protein shake?
Managers and recruiters produce a job description without any input from a hiring manager. A description needs to be transparent and accurate to get the right ‘treatment’.
The manager needs to let the recruiter know what skills are wanted in the new hire. When they both agree on what each of them needs to have, the recruiter is better provided to find a candidate that will satisfy the expectations.
Classify the ‘musts’ and the ‘likes’
The solution for a good hire is to work together and realize things about the job. Maybe the candidate has a lack of skills to offer. Find out, for example, why it is good to hire someone for the experience or if you want to learn while being in the company.
Examine the interview process with the tech hiring manager
Candidates may not have the qualifications you need for the job. Talk with your manager about the best methods to discover the most suitable candidate. Make sure how the interview proceeds. Everyone should understand what an interview requires.
Stay close to the hiring manager
Stay next to your hiring manager to ensure that your goals remain aligned.
Recruiting within a tight time frame (24%)
The first company to hire gets the most desirable candidate. 57% of job seekers are anxious. If the hiring process takes too long, then they move on to something else.
Set a ‘hire by’ date and hurry your process
Don’t let your business dally too long and lose your best candidates. Try all available paths to find the best candidate. LinkenIn, Glassdoor, Hackathons etc. Ensure that a good job description and specific keywords are in place. Skill evaluations may speed up your recruitment process. Set a date to support you to track all your actions. Today’s job market is different from yesterday’s market, and recruiters cannot wait for candidates to come and ask for a job.
The above tips are a complete guide that will give you concepts and ideas on how to start.