Information technology touches nearly every aspect of our lives. Businesses, schools, and organizations worldwide are rapidly adopting and expanding technology use. So quickly, in fact, that many employers struggle to fill the open IT positions within their organizations.
The shortage of qualified IT professionals is not news to those familiar with the industry. Low unemployment rates among those trained in IT mean the pool of candidates actively searching for a job is small. The prevalence of technology across many industries naturally creates an insatiable demand for qualified professionals.
While recruiters strive to fill open positions, the effects of this talent shortage take a toll on businesses. Teams struggle to meet deadlines and innovate solutions as existing employees work to fill the gaps left by coworkers. Excess work and responsibility lead to higher levels of stress and burnout. IT teams are less effective at finding innovative solutions and are more likely to experience high turnover rates under these conditions. While it is likely that companies will continue to compete for top IT talent, there are recruitment strategies that can help you attract highly qualified individuals.
IT Recruiting Solutions
1. Define the Role
IT professionals wear many different hats, despite their similar backgrounds and education. Unlike those in other industries, IT professionals may not have the degree you expect to see on their resumé. Many are self-taught experts in their field or received most of their training on the job. An individual applying for a programming position may have a math, chemistry, or computer science degree. Selecting candidates based on their formal education discounts much of their skillset.
Before beginning a search for your ideal IT professional, determine precisely which skills and experience your ideal candidate would have. Consult with the technology leads they will be working with and for to determine what type of candidate will be the best fit for that specific position. Assuming that an applicant understands the nuances of the job can lead to a placement mismatch, wasting both time and money recruiting the wrong candidate.
2. Understand the Candidates
To make your job offer appealing to the top IT candidates, it is essential to know what they value. While many c-suite candidates may be attracted to a company by stock options, job titles, and corporate connections, IT specialists usually accept offers based on their benefits. Among these are:
- The flexibility to work remotely
- The ability to work with emerging technologies
- Health benefits
Finding a candidate who fits the company culture should also be a top priority. IT professionals who work remotely have less contact with their coworkers. Feeling connected to the rest of the team through shared values and priorities can be the reason they stay with the company and contribute to its success.
3. Improve Your Image
Do you know what others think of your company? Is it a place where highly-skilled employees want to work?
Your company culture and branding are leading reasons top IT professionals choose to work for an organization. They are drawn to companies that create an environment where employees feel valued, have opportunities to expand their skills, and are regularly engaged in cutting-edge technology. Adopting values and policies that make your company a great place for employees to thrive while advancing their careers will naturally draw top talent to your front door.
4. Refine Your Recruitment Process
As with other competitive situations in life, you must move quickly and decisively to avoid missing out on the best candidate. While a hiring mismatch can be a costly mistake, taking too long to present an offer has a hefty price tag as well. Being efficient in your search will allow you to be thorough without wasting time. Start with a well-defined process to keep the process moving forward. Consider partnering with a Utah recruiting firm to leverage their experience and proven strategies to streamline your IT recruiting.
Whatever the outcome of the recruiting process, ensure your candidates have a positive experience with your company. How you handle the recruiting will reflect on your company for better or worse, and each candidate’s opinion matters. It may not only influence their decision to consider a position with your organization but is guaranteed to influence what they tell others about how your business operates. Protect your hard-earned reputation by working quickly and professionally and treating each applicant respectfully.
5. Hire a Recruiter
Professional job recruiters not only have more experience filling open positions, but they also have more tools to do so. IT professionals have an exceptionally low unemployment rate. Most qualified individuals are currently employed, and many are not looking to make a change. Your list of active candidates is likely to be short and may not include someone with the skills and experience you want. Recruiting firms like PrincePerelson have extensive experience placing IT professionals. Their network of skilled professionals may contain several good passive candidates that would be a great addition to your team.
An agency can also pre-screen the candidates, vetting them thoroughly to determine which ones have the right skills, experience, and education and fit your company culture best. They understand the nuances of the IT industry and can work with your technology leaders to find the unique skills your company needs.
With advances in machine learning, artificial intelligence, and data collection, technology professionals are predicted to be in high demand and in short supply for the foreseeable future. But, that doesn’t mean your company should have to push through lean staffing challenges. Doing so will burn out the team you have established and may leave you short-handed. Taking steps now to recruit and retain top talent will help make your organization an excellent choice for IT professionals to come and stay.