Recruitment using referrals and word-of-mouth are long gone. In the current scenario, with all the tech recruitment challenges that the corporate faces, the recruitment process is no longer restricted to job descriptions and application forms.
Anyone working in the tech industry will know for sure that there is a wide range of tech recruitment challenges faced by a recruiter daily, be it finding the right candidate for the job, or competing with their competitors in the market.
The real problem is not searching for the developers and techies, but it is searching for the right one who can go beyond the skills and successfully adapt to the company culture and make the company successful.
With the invasion of the pandemic, things have changed altogether. A business can only run smoothly if it has the best tech professionals because technology is involved in every aspect of our lives, ranging from how one eats, sleep, works, vacays, etc.
Given the remote work culture, every MNCs and start-up has started to adapt to remote work, making it easy to hire developers from any corner of the world. So, the industries need to rethink their hiring plans and strategies to onboard the best talent in a short time.
Why has Tech Recruiting become so difficult?
With the increase in technology, tech professionals’ demand has also increased rampantly. The boom in the tech market space is no more a secret. There is a constant demand for developers, engineers, designers and other top talent and the competition is fierce. So, getting the right candidate for your organisation’s tech requirements is definitely not as easy as it used to be a few years back. The market is becoming more competitive as technology is evolving faster than ever and companies need to come up with the right and effective recruitment strategies to get the best talents in the market.
Technical recruitment focuses on candidates qualifying for technical skills assessment tests to ensure that they have the required skill sets. With the increase in demand and supply being less, it has become imperative for companies to adapt to the latest trend prevalent in the market to overcome the challenges faced during recruitment.
What are the 5 most common tech recruitment challenges, and how to overcome them?
There is a plethora of challenges faced when it comes to tech recruitment, but this article lists down some of the most common ones and solutions to overcome it and attract the best candidate.
- Requiring all-in-one professionals
The primary concern here is that the companies and HRs look for an all-in-one professional but are reluctant to match the salary of the skills they possess. Due to this, one could lose out on potential candidates.
The maximum that one can find is “a jack of all trades and master of none”, eventually leading to undesired outcomes. If the organization needs an individual with strong academics, multi-skills, and many years of experience, it needs to compensate monetarily along with other benefits.
Given the paucity of tech professionals, HR should focus on the best professionals and techies who is a master of a few specializations rather than all. It could make the search as well as recruiting easy and successful.
- Accelerated digitalisation post covid
With the invasion of covid-19, the entire world, be it schools, offices, shops, or payment gateways, has taken a taciturn and shifted to online mode. Due to this, the demand for tech professionals rose in every organization.
Digitalization has accelerated rapidly, and HR professionals are not equipped with the proper knowledge and strategies for digital recruitment, thus making it challenging.
Moreover, the recruiters need to search for the right candidate and strategize to retain their existing employees and simultaneously upskill them to avoid employee attrition.
The best way to overcome this digitalization is to train the Human Resource professionals and prepare them for a digital recruitment drive. The right knowledge and skill are a must to attract the right candidate.
- Remote work culture
Most of the organisations globally have shifted to remote work culture since the onset of covid-19 pandemic. Working from home has become the new normal primarily for all IT professionals. So, a recruiter can lose out on a potential candidate for whom remote work is mandatory if the company does not have a WFH policy.
Materialistic or fancy benefits provided by a company no longer allure the candidates. The only thing that can attract the candidates is remote opportunities, for which the industries need to adapt to hybrid work culture.
The organization needs to remake their working and hiring policies to recruit the right candidate because more and more companies are enabling remote work. Remote recruitment and remote work culture are the need of the hour and the only way to attract and retain top-tech professionals.
- New skills in demand and shortage of tech talent
The demand for tech professionals has expedited and almost doubled during the last few year, all thanks to the pandemic, which induced digitalization. It generated new tech roles, and soon the shortage of tech talent was observed globally.
With more and more people using tech in one way or another, it became peremptory to make all the online used software, apps, websites, etc., user-friendly and easily accessible.
Most industries demand candidates with new skills and trending technologies to stand out from their competitors. So, the recruiters cannot be very picky in their choices.
Moreover, levying IT degree requirements for all job roles can also diminish your search for greater talent, so it’s best not to put up these filters in the job description. A non-IT candidate can also possess the same skills or better, and the employers could hire one if the quest is unfiltered.
- Recruiting within tight timelines
As per the phrase “first come, first served”, the first company that hires gets the first best candidates. Since the job seekers are impatient, they tend to switch to other opportunities rather than waiting for the recruitment process to get completed.
A recruitment process involving problem-solving skills testing, pair programming interview, and pre-employment assessment can take up a lot of time, thus increasing the time per hire.
The best way is to automate everything and make it online, giving the HRs flexibility to focus on other recruitment activities to speed up the process. Also, setting up a date could be a gentle reminder of time ticking by, and one would be forced to ace up. Keeping the hiring time short attracts more potential candidates.
Conclusion
Given the current supply/demand ratio, it will be difficult to attract and retain top tech talent. The above-mentioned challenges are just a few of the many obstacles that tech recruiters need to overcome in 2022. Finding a creative way to overcome these obstacles can be key to reaching recruiters’ goals.
Companies can hire qualified and competent candidates by adopting a time and cost-efficient hiring process.
