How to attract the top tech professionals through an improved hiring process


By now, we’re all familiar with the growing tech talent gap. Today, there are over 500 million vacant tech roles in the US, and projections from the U.S. Bureau of Labor Statistics claim there will be a million more roles in computing than qualified candidates to fill them by 2020.

I know firsthand the hiring challenges managers face when it comes to finding experienced tech candidates in an extremely competitive market. However, most hiring managers don’t recognize the obstacles they have built into their hiring processes and prevent them from attracting the high-end experts they’re after. Consider this your guide on how to improve your hiring process to overcome the industry-wide talent shortage and produce the results you need.

1. Start with your culture

While you might want to jump immediately to how to improve job postings or speed up your hiring process, a core element of your company’s ability to attract in-demand talent rests with your culture. Millennials are the largest generation in today’s workforce, and they will make up 75 percent of the workforce come 2030. Catering your culture to the needs, wants, and values of millennials is no longer optional; it’s required if you want to attract highly sought-after, often passive tech candidates.

Get started by investing more in enhanced training, certification sponsorships, and professional development initiatives that tie-in to this demographic’s desire for professional growth and further skills development. Build out engagement surveys for the millennials at your business to gather their input on topics such as –what their ideal work culture is, and what ideas they have to help make that a reality within your company. Once you’ve put in the work, develop a strategy to showcase your culture throughout the hiring process. Set aside time in interviews to speak to your culture and the benefits and differentiators that make you stand out against other employers. Consider having top candidates sit down with a few members of your team or department so they can ask questions about what the day-to-day work life is like and what current employees enjoy most about the culture.

2. Get flexible

Remote positions, flexible work schedules, and increased work-from-home flexibility are some of the top perks for the millennial workforce. While you may be hesitant to consider a fully remote role or having your team work-from-home on a regular basis, offering these benefits and speaking to them in job descriptions will boost the number of qualified applicants as these perks have become some of the most sought-after employment benefits. Being open to remote talent also expands the talent pool you have available, by eliminating the added challenge of having to find high-end, in-demand talent locally or pay for talent to relocate for the role.

3. Connect with passive talent

The talent gap impacts your hiring process in ways you might not realize. For tech professionals specifically, it means that the most in-demand and qualified candidates are likely passive, meaning they are currently employed and aren’t actively looking for new employment — but it doesn’t mean they aren’t interested in the right opportunity. The problem with passive tech talent is reaching them because they won’t be found on any job boards.



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