Stay Ahead in Life Sciences
Subscribe to Receive Exclusive Insights
✓ Expert Analysis ✓ Success Stories ✓ Latest Trends
Developing a plan to win the battle for the best tech talent is a formidable challenge. Even now, the most prominent firm recruiters are prepared to compete for the best IT job candidates as the Great Resignation stays firm in 2022. According to Gartner, IT executives consider skills scarcity as the biggest adoption obstacle for 64% of emerging technologies.
Following the events of 2020 and 2021, talent planning has become a major issue for boards of directors and C-suite executives. But even before those memorable years, finding tech talent was already a significant problem, one that has subsequently been made worse by technological developments brought on by pandemics. As a result, the challenge of finding qualified engineers, programmers, data scientists, and other highly technical personnel is greater than ever before.
According to a Stack Overflow research, most developers discover potential employers during a job search through their websites’ blogs, news articles, and videos. This implies that companies must be visible in order to increase their reach, and working with your marketing department is one of the best methods to do this.
According to Jerome Ternynck, CEO of SmartRecruiters, “companies understand that recruitment is a sales and marketing function and that hiring processes improve the function of attracting talent by using additional marketing talents.”
Additionally, quality content may strengthen a company’s brand recognition in the marketplace to effectively engage applicants. To reach a larger audience is a good idea to integrate the following:
Do job candidates prefer schedule flexibility or the atmosphere of an office? Do they prioritize yearly leave or bonuses? How significant are growth and learning to them?
According to Burns Sheehan’s 2022 Tech Hiring & Market Insights Report, 97% of the tech community wants some level of flexibility, whether it be in the form of flexible hours, complete remote work or a work-from-anywhere attitude. Similar to this, learning and growth were significant advantages and equity/share options. It also made clear that a one-size-fits-all strategy is unlikely to be successful. Portfolio leaders talked about how, while equity, for instance, may be fine, if someone wants to purchase a house, they can’t pay a mortgage with it. As a result, you may need to have those talks and balance what works with the person’s position.
Listen and understand that people want to know that they will be doing more than just carrying out their tasks and will influence their organization and tech department.
Earlier job descriptions were focused only on the skills and qualifications needed for the position, but today’s job descriptions are just as much about what you have to give as they are about what you need. Get your employee value proposition in front of this applicant straight away since it could be your first chance to sell your organization to them. What do you have to provide that your rivals don’t if you can’t compete on pay? Examples include cutting-edge work practices, industry-leading learning and development tools, and the organization’s mission.
In this sense, you approach marketing to your applicants like you approach marketing to your clients. Your company’s target market is prospective workers, and your marketing and HR teams should collaborate closely to develop a successful sales plan.
Streamlining the application and interview processes is also necessary. Many companies lose out due to lengthy procedures, inflexibility, or complex assessments that may not give people the opportunity to best showcase their talent.
It’s a good idea to ask your employees to help you by simply re-sharing or retweeting your postings on social media in addition to advertising vacancies through your typical channels.
Marketing tools are essential, but frequently the most straightforward answer is the best one for a complicated problem. Every recruiter can think of a few exceptional candidates they found through a straightforward social media re-post.
Therefore, if you need to fill a new position quickly, you should first ask your IT team to share the job description on their social media pages.
During the hiring process, recruiters frequently struggle to swiftly judge a candidate’s aptitude and put in lengthy hours. The two-week hiring process is the biggest turnoff because most qualified and experienced workers have many job offers.
Companies with creative hiring strategies are now prioritizing candidate experience and quality of hire metrics over the speed of hire indicators using automation to prevent this.
A more humanized tool may, for instance, evaluate a candidate’s coding ability in a coding interview based on overall code quality and logical soundness rather than completion.
With these 5 tips, you will be able to recruit the best tech talent. Nowadays, corporate leadership has been pushed to scrutinize the recruiting process more closely due to the tightening talent market competition. Now, it is becoming more challenging to reach more applicants, keep in touch with them, follow up right away, and have a simplified procedure. In some cases, partnering up with another firm that can provide you with the right talent tailored to your needs is recommended. ITJ is an excellent example as a trusted partner in building the finest software engineering teams in the Americas. If you want to know more about us, visit www.itj.com and schedule a meeting with our sales team.
ITJ is devoted to serving fast-growing and high-value market sectors, particularly the Internet of Medical Things (IoMT), working with innovative medical device companies looking to improve people’s lives. With a unique BOT (build, operate, and transfer) model that sources only the best digital talent available, ITJ enables companies in the US to create technology centers of excellence in Mexico.