Hiring staff in the technology industry or in any IT Staffing Agency is reportedly difficult. While the US unemployment rate is at its lowest level since 2011, the technical skills gap is continuously growing. Furthermore, the 2019 CIO Survey indicates that the lack of tech talent is at an all-time high. Given these demands, finding a highly qualified developer can often feel like hitting the jackpot.
By 2020, the global skills gap in the technology, media, and telecommunications sectors is projected to be over 1.1 million workers. By 2030, that shortfall will reach 4.3 million. Without question, acquiring personnel in the tech industry requires a deliberate, planned, and structured strategy, given the current labor market's low unemployment and phenomenal job growth.
Proven Methods For Hiring Tech Personnel
A deliberate and rigorous strategy is necessary to attract and choose the best people for tech hiring. Employers can use tried-and-true techniques to speed up the procedure and guarantee success. These techniques include articulating precise job specifications, conducting in-depth technical evaluations and interviews, utilizing professional networks and online platforms for sourcing, and using coding challenges or hands-on exercises to gauge technical proficiency. Incorporating cultural fit assessments, fostering diversity and inclusion, and providing competitive pay and advancement opportunities is a significant parts of luring and keeping top IT talent. By putting these tried-and-true techniques into practice, employers may improve their hiring procedures and create high-performing teams that foster creativity and achievement in the rapidly developing tech sector.1. Emphasize The Organization Of The Interview Process.
Although it may seem obvious, many businesses make ad hoc hires whenever they feel as though the walls are closing in around them. Mistakes in hiring can cost up to $90K for each developer hired when hiring without a recruitment strategy. You must have a procedure that can be examined and continually improved, exactly like the marketing funnel, to prevent hiring the incorrect personnel. The following structure is ideal for tech hiring:- Sourcing
- Screening
- Interview
- Offer
- Hire
2. Source From Websites For Developers
Recruiters and developers work extremely differently from one another. They consequently frequently do not get along very well. Recruiters and developers still have a rocky relationship. Since recruiting passive applicants is a key component of hiring in the tech industry, passive candidates must be found through effective sourcing strategies. The candidate pool you're aiming for will be more distinct the more sophisticated these strategies are. There are several advantages to purchasing from sites that cater to developers:- Finding fresh leads
- obtaining data that can be used in outreach messages
- evaluating a candidate's skill on the basis of recent action
3. Be more active in outreach.
The typical developer gets a lot of unwanted outreach calls and messages. Sadly, most of these messages don't fit the people who receive them because recruiters need more technical knowledge or to personalize their outreach adequately. A personalized subject line causes 62% of customers to open emails. Although it's crucial to personalize your communications as much as possible, this doesn't only entail adding the recipient's name to the message copy or email topic. You must confirm that the abilities shown in someone's LinkedIn profile match the job description before approaching them with an opportunity.4. Raise the level of technical knowledge among your recruiters.
Even yet, some recruiters continue to mix up Java with JavaScript. According to a running joke, Java and JavaScript are comparable to cars, carpets, hams, and hamsters. It makes sense that recruiters and engineers don't share the same skill sets, as they would be performing the same tasks if they did. It would be naive to believe that recruiters seeking IT workers possess all the necessary skills. But there is a way out of this. Your recruiters' technical knowledge will help you source more precisely. Instead of looking for Cloud experts, try looking for persons with the following qualifications:- Recruiters might feel more at ease during the phone screening that many businesses incorporate in their hiring process by becoming familiar with the words mentioned in the video above.
- There are several strategies to improve your technical awareness. Every conceivable tech stack has excellent instructional resources available.
5. Employ work-based testing
Work sample testing, in the words of Laszlo Bock, "entails giving candidates a sample piece of work, similar to that which they would do in the job, and assessing their performance at it." The guidelines for work sample testing are as follows, modeling SockPuppet:- A candidate will be asked to do the actual work as precisely as possible.
- Standardization to ensure complete objectivity in the examinations
- creating data and a grade rather than just a pass/fail outcome
- restricted time frame, usually 1-2 hours
- Why should you consider using work sample testing when hiring computer specialists? According to a study, work sample exams have much higher predictive validity than one's years of schooling or reference checks.