tech talent Archives - Page 2 of 2

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.

5 ways to recruit tech talent

1. Personalize your outreach

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:

Participate in conferences and activities. You may attend already scheduled events or plan your own, such as talks or hackathons.
Make use of sponsored advertising in your social media postings. Although not a typical approach, it could enable you to reach a larger audience.
Produce content that is industry-specific and relates to your business. For example, describe the corporate culture, your current projects, and your knowledge. Instead of overtly promotional content, give the viewer something of true value.

2. Recognize the benefits that tech candidates are seeking

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.

3. You are making a sale, not a search

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.

4. Use the Connections Your Tech Team Has

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.

5. Don’t be afraid to use tools

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.

About ITJ

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.

“While the pressures of the Great Resignation and attendant labor shortage have wide implications for businesses in just about every industry, it’s even worse for companies looking to hire highly skilled tech workers. Prior to the pandemic, it was tough to fill specialized technology roles. Now, he says, it’s “next to impossible.” (Kelly, 2022, Forbes)

Software developers are in more demand than ever in the US. Luckily, not so far away there is a latent solution and a tech hub full of potential within.

Every year, there are more than 160,000 graduates in computer science in Mexico. Comparing Mexico to nations with considerably larger economies, such as the United States, which has just 65,000 graduates, it is evident that Mexico is outperforming its peers. The talent market is getting more competitive, but Mexico remains a strong player in the global digital talent ecosystem because of the sheer number of graduates and the expansion of informal education institutions like coding academies. According to Steve Mezak, chief software services deal-maker at Next Coast Brokerage in Silicon Valley, “there is a continuous designer and developer scarcity that is prompting American service organizations to explore outside of North America.”

Nowadays, at hand with the Great Resignation, one million positions in the technology sector go vacant every year, according to a 2019 Wall Street Journal analysis. To address the talent gap, governments and the education sector are acting rapidly. When compared to other Latin American nations, Mexico has been at the forefront of developing a new generation of STEM graduates since 2006. Mexico may be the answer for American businesses wanting to outsource their software development.

In terms of the salary of their software teams, there is no denying that labor costs are appealing for businesses trying to expand without paying the higher wages required to hire workers with the same abilities in the United States.

Latin America and Mexico are growing rapidly for potential U.S. employers, so establishing a team or office there should be as much about strategy as it is about the obvious cost reductions and annual salaries significantly lower than US ones. And, aside from salary costs, working with Mexican teams on projects is substantially less expensive than dealing with outsourcing partners in other regions of the world. Near real-time cooperation lessens the possibility of misunderstandings, work that wasn’t necessarily being done, or errors that can happen when requests for modifications aren’t fulfilled on time and as required.

Consider San Diego and Tijuana as an example; the two cities are just a 30-minute drive away by car. If organization A has an IT team and a center of excellence in Tijuana, they may visit their team there for a single day without incurring additional expenses like lodging and travel costs. Flying to Mexico from the US could mean a huge deal for some, a 30-minute drive from the border could be a viable solution.

Other benefits are the strong employee retention rates and prompt communication thanks to the cultural compatibility — a professional, diligent approach, and a dedication to outcomes between 2 similar cultures. In regions such as India or Eastern Europe, regardless of the great working teams, the understanding could vary because of the cultural scope, this will not happen with Mexican teams because not only of the proximity between countries but also because of the extent of the software engineering teams that speak fluent English. This common understanding can facilitate connections across Zoom and Slack in a professional setting and hasten the development of trust. Additionally, since most of Mexico is on central time, there are additional possibilities to interact due to the natural working day overlap.

In conclusion, IT firms of all sizes compete to scale their product design and engineering skills. The demand for digital products is outpacing the growth of the IT skill pool in the highly competitive U.S. labor market. Companies that look globally when expanding their teams can lower risk and scale more quickly than those that just invest in domestic education.

ITJ firmly holds the mission to offer mentorship and career development to a new generation of software engineers. To know more about it, visit ITJuana is committed to investing in developing digital talent in Tijuana.

About ITJ

ITJ is a trusted partner in building the finest software engineering teams in the Americas. For more information, visit www.itj.com.

Tag: tech talent

5 ways to recruit the best tech talent in 2022