We identified some common pain points when trying to recruit tech talent after speaking with clients and reviewing our own experience in tech talent acquisition. And, while specific struggles and challenges may differ depending on your company, niche, and the role you’re hiring for, chances are you’re dealing with the same issues.

we outline some of the most common challenges that Recruiting face when hiring IT and tech professionals, as well as the steps you can take to overcome them. 

5 common technical recruiting issues and solutions

Many of these difficulties are similar to those encountered when recruiting for other industries. But perhaps nowhere are the challenges as intense as in the IT and technology sectors.

Exact figures may vary depending on geographical location or the specific type of tech skill required, but global research indicates that 70% of digital leaders are unable to keep up with tech trends due to a shortage of skilled workers.

As 2022 comes to a close and 2023 approaches, the global tech talent shortage remains remarkably high. This is despite massive layoffs at large tech companies such as Meta, Netflix, and Assure. Because, while well-known tech companies have recently laid off thousands of IT professionals, it is still insufficient to compensate for the global tech talent shortage.

So, let’s look at some of the difficulties encountered when recruiting IT professionals and how you can overcome them for your company.

1) Tech talent is costly

And this is especially difficult given that the world is on the verge of entering a global recession. It’s difficult enough to keep hiring in uncertain times, let alone if you have to dig deep into your pockets to attract tech talent.

Unfortunately, because demand exceeds supply, truly skilled IT and tech professionals are expensive. This tech-pay bubble has been steadily expanding in recent years, with tech salaries reaching all-time highs.

Fortunately, while you as a recruiter cannot change this trend, there are ways to recruit tech talent while staying within your budget.

Consider global recruitment, for example, expanding your search beyond your company’s physical location. Being open to foreign and/or remote talent abroad may allow you to find qualified candidates at a lower cost than domestic tech talent.

You also want to make your hiring process as lean and efficient as possible. The more efficient your process, the less time and money you’ll waste on ineffective hiring.

From harnessing the power of artificial intelligence (AI) to bringing recruitment in-house (instead of hiring a recruiter).

Check out the following articles for more detailed, actionable steps to accomplishing this:

  • How to Incorporate AI into Your Recruitment Strategy
  • Should I work with a recruiter?
  • How to Improve Your Recruitment Process Through Automation

2) Excellent, qualified candidates are difficult to find 

Because tech talent is in such high demand, it is becoming increasingly difficult to find (and engage with) them. Recruiters constantly contact great IT professionals, sometimes long before they’ve even considered actively looking for and applying for new jobs. When they do look for work, they are confronted with an overwhelming number of suitable job openings.

This means that simply posting a job ad on your company’s career page and LinkedIn and waiting for applications isn’t going to cut it any longer.

Instead, you must broaden your reach by better targeting the talent you require in more than one location. Consider the global recruitment strategies we mentioned earlier. Consider alternative (out-of-the-box) methods of reaching out to candidates. Here are some examples:

  • Specializing in niche job boards for IT professionals
  • Putting on a company hackathon
  • Being willing to consider diverse talent that other businesses might overlook, such as hiring people with invisible disabilities

3) Technical skills and requirements are always evolving

This third point further complicates tech recruitment for hiring managers and recruiters. The digital workspace is evolving faster than ever before, with new technologies and tools appearing daily.

This means that what you were looking for in a tech professional two years ago may no longer be relevant today. It’s difficult to keep up with these constantly shifting tech skill requirements as a non-technical recruiter or hiring manager.

To begin addressing this issue, look internally to see if any of your current employees can assist. They can either advise you during the hiring process or provide training to upskill them so that they can meet and understand today’s technical requirements.

Furthermore, when creating a job advertisement, try to focus less on a specific role and more on the overall skill set required by a candidate to grow, adapt and keep up with technological developments.

Some reading suggestions:

  • As a non-tech recruiter, I am hiring software engineers.
  • Upskilling and rediscovery: Work in the Future
  • Hiring for roles as opposed to hiring for skills

4) The competition is ferocious

It is more difficult than ever to distinguish yourself from other employers. This is due in part to a generational shift in the workplace. The next generation of talent has arrived, and Gen Z has lofty goals.

Employees were once thought to be the lucky ones if an employer would hire them. The tables have now been turned. Not only did we witness the Great Resignation, but young professionals, in general, are leaving jobs that do not meet their needs.

As a result, topics such as employer branding, social responsibility, and diversity, equity, and inclusion (DEI) are all areas in which you, as an employer, must focus to attract (and retain) top talent.

  • How to Create an Employer Value Proposition (EVP)
  • Employee retention and what startups can teach you: Culture Amp was interviewed.
  • An assortment of articles on diversity, equity, and inclusion

5) Tech recruiting timelines are shorter than ever before

Last but not least, recruiters must be extremely fast. Because there are so many companies competing for the same talent, qualified technical professionals don’t have to wait for you to gradually funnel them through your hiring and interviewing process.

They’re probably interviewing at multiple companies at the same time. And whether your company outperforms the competition is becoming less important. If you take a week to respond to a candidate while your competitor responds in a day, chances are they’ll hire you before you have a chance to prove your worth.

The solution is to streamline your hiring process so that it is faster and more efficient. You should try to hire as much as possible in as little time as possible (while not jeopardizing the quality of your process).

Finding the right balance between quality and speed may appear difficult, but the following resources will help you get there:

  • Time-saving recruitment and hiring ideas.
  • The top four ATS tips and hacks for accelerating your recruitment
  • How to Develop a Rapid and Efficient Recruitment Communication Strategy

Read More: Best Practice in Campus Hiring Employer Branding

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