Recruiting an excellent technical specialist is a challenging task. In a saturated market, many companies struggle to find the perfect specialist when it comes to recruiting IT professionals. Thus, they must capture the right profiles at the right time, and engage them over time. To do this, recruiters must ensure the efficiency of their hiring processes in order to gain efficiency in the market conditions of highly qualified profiles that work exactly on time.
Why is it so difficult to find qualified specialists in the field of technology?
There are several factors that can explain this phenomenon. On the front lines, the education system faces the most criticism, described as too rigid in the fast-growing technology sector. Secondly, we note that professional training in the IT sphere is struggling for success in terms of opportunities, as it is poorly adapted to the real needs of companies. Other reasons should also be mentioned:
- poor knowledge of IT professions,
- lack of communication
- the strong outflow of specialists from abroad,
- high competition.
Similarly, recruiting an IT specialist is one thing, recruiting the right one is another. That is why it is important, in addition to attracting candidates, to ensure that they are qualified before hiring. This will save you from possible disappointments, wasted time, and lost money.
Indeed, your new IT recruit may not work immediately. It will be necessary to give him time to acclimatize to a new environment, plan possible training sessions, etc. So much effort will be wasted if you realize that your new IT recruit is not meeting the expectations of the position.
So, in addition to optimizing your recruitment for responsiveness in a fast-paced supply market, we'll look at how to capture the best IT talent by objectively evaluating them.
Top tips for hiring IT professionals
Because of the disparity between demands and available personnel, competent technicians might be selective about the employment they accept, thus it is up to the recruiting manager to demonstrate that their organization is the best fit. Use these suggestions to help your company stand out from the crowd in order to recruit the top tech talent available.
Understand what position you need to fill
Hiring managers are not specialists in technology. They may not understand the distinction between a cloud engineer and a cloud administrator, yet this understanding is critical for developing a successful job advertisement.
Attracting the proper personnel necessitates a thorough grasp of the job you are attempting to fill. Knowing the specific skills and experience necessary for the position may help you rapidly sift out unqualified individuals, allowing you to focus on the candidates who are worth your time.
Find the perfect candidate
Once you understand the needs of the position, it's time to create your ideal candidate. Consider who you want to employ for your organization by developing a complete applicant persona: a semi-fictional portrayal of your ideal prospect.
When developing a candidate persona, keep market demographics in mind. If you're seeking for IT expertise, for example, you should know that roughly half of all technical candidates are under the age of 35. It is suggested that you consider this information and modify your candidate's personality accordingly.
Find out what your ideal candidate wants
Due to the insufficient personnel reserve, qualified specialists have the right to choose the opportunity that suits them best. If you want to make a profit, you need to know what they want. According to Glassdoor and LinkedIn surveys, here are some of the factors that IT seekers reported as most important:
- Salary - 67%;
- Advantages - 63%;
- Corporate culture - 60%;
- Location - 59%;
- Balance between work and personal life - 29%.
Consider what motivates your ideal candidates, and you'll have a clear roadmap for incorporating those desires into your job description to really capture their attention.
Build a better network
Having a strong network is a key aspect of IT management. But this also applies to those who want to fill positions in IT. The stronger a person's personal network, the more likely they are to find a job.
Many HR professionals refer to this as the "hidden job network." Sometimes a simple conversation about IT processes can lead someone to a full-time position in a large company.
However, it is important to note that even with a strong personal network, many applicants today take a passive approach. According to LinkedIn, more than 70% of qualified candidates are passive recruiters who are not actively searching but are open to new opportunities.
As a result, while job forums like Indeed are obvious ways to market your job openings, they're generally not the best place to find eligible candidates.
Even if you write the perfect job description, you won't get any responses if qualified technicians don't view your ads. That is why you must be aware of where to seek for them.
Instead, go with your gut instinct. Go to places where the IT community spends its time. For example:
- Industry websites;
- Internet forums;
- Local technological events.
If someone spends their free time at one of these locations, you know they're interested in technology. These are the people you want to hire, so go find them.
For 88% of businesses, employee referrals are the key source of suitable candidates. They provide a higher return on investment (ROI) and a shorter hiring process time than any other recruitment source.
Work with an IT personnel company
Of course, hiring IT professionals doesn't necessarily mean hiring on a permanent basis; It simply means finding qualified workers to do the job. Sometimes the easiest way to fill employment gaps is to hire an IT staffing company, for example, Alcor.
The IT recruiting business enables you to bypass the time-consuming procedure of hiring professionals and focus on the project's completion. You may select how many technicians you require and for how long, making it simple to alter your staff as needed. This provides your projects greater flexibility while saving you time and money by eliminating the need for full-time workers.
Even if you simply require one technician for one week each month, an IT staffing firm can assist. You won't need to recruit a full-time staff for minor tasks, and you'll always work with the same IT specialist. Furthermore, you won't have to feel terrible about not having enough jobs to keep them occupied.
The best way to find talent for small projects is to simply hire a field IT technician like Alcor.