5 ways recruiters can tackle the tech talent crunch
The tech talent shortage is becoming a challenge in many industries and economies across the world. With each industry undergoing a digital and technological transformation, it’s no surprise that good candidates are hard to find. With high demand and low supply, the strain to fill talent gaps in organisations has critically impacted many business’s growth opportunities. A survey found that the spending of seven out of 10 hiring managers over three months to fill a tech position and the slow hiring process has affected the overall business functionalities. As organisations seek to accelerate their digital growth, having the talent to foster and nurture work at such scale is imperative.
This challenge is not only faced by traditional economies but even technology-first markets as well. Nandita Nandakumar, Associate Director of IT Commerce at Robert Walters Singapore stated that although Singapore has embraced the digital turn, the development of relevant skill sets has not grown at the same pace. In fact, traditional roles such as finance and engineering have been given prominence over more tech-focused fields which have added fuel to the fire.
As such, for companies seeking to get over the crunch and scour the best talent, taking a proactive approach and shifting hiring processes is imperative. Companies should look to forgo traditional methods of recruiting and facilitate a more effective method to create a pipeline of talent. If you’re on the lookout for above the notch tech talent, here’s how your organisation can recruit them despite the shortage.
Take a look at your current workforce
Before you look outward, it’s essential to look at your current workforce and find out where your current talent is within your company. What are their background skills or personality traits? Formulate a list to understand why they have been employees at your organisation. You can do this through anonymous or confidential surveys. The answers that you ascertain from this exercise can help understand the type of candidate who would be best suited for the company and how to retain talent for the long run.
Look for alternative routes
If the current talent pool isn’t a good fit for the role you’ve created, look at non-traditional hiring routes. Casting a wider net by searching for talent outside your close geographic radius. If the job can be completed remotely, hiring from different countries can be incredibly useful. With the rise of the gig economy, perhaps the full-time role can be filled with contract work or through consultants and maybe even retired executives who are willing to work part-time hours. Traditional hiring methods are no longer the only ways to hire talent and companies should start to embrace out of the box recruiting methods.
Hire even when you’re not looking to hire
Your organisation’s talent pipeline shouldn’t be nurtured when you need talent. Instead, your talent pipeline should be an always-on strategy so you can be prepared for job opportunities that come up in the future. This is a long-term sourcing strategy that allows you to develop relationships with talent and most importantly, reduce the time it’ll take to fill up a position and minimise business interruption.
It’s no denying that filling tech positions are difficult at best. In saying that, changing your recruiting strategy can help with the bottleneck situation that is often present. Another alternative is to get in touch with a recruitment agency. The information shared between the agency and your company is confidential and the agency has access to a pool of talent that may take months for you to find on your own. With their extensive network of talent, getting the help of a recruitment agency can help streamline the process, especially with hard-to-fill positions. When using a recruitment agency, make sure that the communication lines are clear and offering a position with not only great work culture but other perks can go along way in attracting talent. Additionally, look beyond the technical skills that a candidate can bring. Yes, this will dictate their success rate against KPIs, but don’t forget other aspects such as having a great work culture fit and other management skills. The tech crunch is a reality for many industries but it doesn’t mean your organisation must remain stagnant. Changing your company’s recruitment process and embracing the changing environment will go a long way in preparing for the future.
Reach out to Ai Group Talent Solutions for assistance in finding the perfect fit for your organisation. Being recruitment specialists, our team are able to work with clients to provide a range of permanent recruitment services that are aligned to their values, culture and commercial goals. In short, we aim to be an extension of your business and allow you to access Australia’s best talent in a timely, cost effective and targeted manner.