4 Obstacles of IT Recruitment

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photo by Authentic Images

The tech industry is by far the most unbalanced area in terms of job opportunities. Many years ago, there were too many developers and not enough jobs. Now, the opposite is true. This means developers have more free reign to choose what kind of job they would like to have. While it may benefit them more, it’s made recruiting in industries like IT much harder.

Here are 4 obstacles recruiters and hiring managers face when hiring:

  1. Finding the right kinds of candidates.

Education or, more specifically, the achievement of college degrees was once a firm requirement for any job posting. However, that requirement has turned into a limitation. Many developers consider themselves self-taught, and they may be just as qualified as those candidates with a degree. Taking away the educational requirement on job postings will open the candidate pool to include these qualified, self-taught individuals.

Previously, certain places were viewed as hiring hotspots. The implementation of social media hiring practices, on the other hand, has proven to be more successful and the same can be said of other non-traditional methods. One such method is approaching what is known as ‘passive candidates’, or people not actively job hunting. An offering of a more lucrative or enjoyable position could entice a passive candidate to leave their current job in favor of another.

  • Standing out in a good way.

Candidates nowadays value company culture on a higher level, even as much or more than the financial aspect. Businesses who show what their companies are like such as any fun annual events they hold, special employee perks, or general daily work may receive a larger number of applicants than companies who don’t.

Additionally, turning to employees for any potential recommendations is another good example of standing out in a positive way. Businesses should, if possible, offer candidates flexibility in their work schedule or present a higher salary to attract more enthusiastic candidates as well.

  • Stay on the same business page.

Often, during the hiring process, there might be some kind of miscommunication between recruiters and hiring managers. Limiting this or any confusion prior to evaluating candidates could present a solid business hierarchy from the outside looking in. Both sides should be in continuous communication with each other. Periodic check-ins and brief meetings are a few ways to aid in this. First and foremost, the job listing must be clear in what the company is expecting from candidates as well as what they are offering. Between hiring managers and recruiters, clear communication is the key.

  • Create a sense of urgency.

The IT industry is continuously shifting, and developers work in a similar way. They can be impatient or eager in looking for their next job. Postings that contain apply or hire by dates will cater to these kinds of people by creating a slight sense of urgency. For candidates who think they’re well-qualified for the position, they are much more likely to apply sooner rather than sit and think about applying. Whether it’s the actual application process, interviews, or testing stages, the focus of hiring in the IT industry is bringing in qualified employees as fast as possible.