3 Reasons Why Companies Have More Challenges Recruiting Tech Talent

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If your company doesn’t have the buzz of a top Silicon Valley tech company, chances are you’re having trouble hiring tech talent. High-level IT experts are examining many options at the same time. As a result, businesses must now more than ever appeal to applicants who match their technical needs and culture. Our experience with IT recruiting has shown us that three specific problems are making your next IT hiring more complicated than necessary.

Job descriptions that are dull and out of date

Recycling obsolete job descriptions are detrimental to your applicant search. Technical abilities and prerequisites that were applicable when you initially created advertising may now be obsolete. In only a few years, iOS engineers were expected to have Swift knowledge rather than Objective C. As big data analytics strategy becomes increasingly critical to corporate success, data analyst skills necessitate Hadoop.

New tools are incorporated into your system, and optimized procedures alter your basic IT requirements even as your business expands. Even if a complete rewriting isn’t required, job descriptions should always be verified for modifications before posting.

Furthermore, the job description may no longer attract the same level of technical candidates as it formerly did. With so many chances available, a job description must sell your business and the value candidates receive by accepting your offer. What difficulties might they anticipate? How can they advance in their careers? How would you describe the atmosphere? What advantages are available? There should be enough information to entice them to accept the bait and learn more about your company during the interview (Also, be sure you are using these interview questions to ask candidates about their qualifications).

Recruiting Technical Personnel without Technical Knowledge

We recognize that when companies are looking for IT expertise, the individual assessing applicant resumes and LinkedIn profiles is not necessarily well-versed in technical jargon. A job description specifies a set of criteria. The individual is expected to adhere to the letter to guarantee that the best technical expertise joins the team. However, being excessively rigid about technical criteria may reject tech professionals who would be an excellent fit.

For example, we’ve seen recruiters or HR teams inexperienced with technical vocabulary become hooked on finding explicit mention of the LAMP stack moniker while ignoring all of the individual components (Linux, Apache, MySQL, and PHP/Python/Perl). In other circumstances, they may be searching for Agile/SCRUM experience but will pass over a candidate who only has Agile on their résumé. These sorts of errors are all too common for folks who do not check technical terms daily.

Companies whose core industry is not information technology must ensure that their sourcing and screening process is supervised by a technical-minded internal team member or a technology hiring company. As a result, the nuances of roles are not neglected, and the top IT applicants are still channeled into your firm.

A Growing Number of Passive Candidates

Because of the abundance of possibilities available, most tech workers can pursue their job hunt more passively. They may be willing to quit their present work for the appropriate position (84 percent of IT professionals are). Still, they must be convinced that your organization meets their desired challenges and career ambitions. This necessitates a more relationship-focused approach to IT recruitment.

Passive candidates require high-touch contacts that pique their interest. Before they are prepared to consider even looking at an opportunity, they need to feel that your company understands their pain points and ambitions. A portion of that message may be transmitted via content marketing, but a relationship must be nurtured after the initial connection is formed.

It takes time to provide value and build trust before your company can reap the benefits of your efforts. Though many firms do not have a committed employee creating a network of contacts to maintain talent pipelines filled, the proper technical recruiter can put in the time and effort to do so for you.

Increase Your Chances of Success When Recruiting Tech Talent

By adopting these tactics into your IT hiring, your company may streamline its technical talent hunt, improving performance and procedures. Furthermore, if your company is up to date on the current trends in IT recruitment, you can maintain your hiring methods sharp and attract top personnel. All of this takes time and work, but the result prevents your company from losing the best IT applicants to the competition.