By Andrew Zola
niekverlaan / Pixabay
The global tech talent shortage is relentless and shows no signs of slowing down. As the adage goes, “desperate times call for desperate measures,” and sometimes this approach leads to disastrous recruitment cycles.
According to the Harvey Nash/KPMG CIO Survey, a staggering 65% of respondents stated that the ongoing hiring challenges were hurting the industry (a six-point increase from 2018). In this scenario, tech leaders will continue to have great ideas but no way to execute them because they lack skilled staff.
As the demand for highly skilled professionals grows, companies need to stop relying on luck and concentrate their efforts on taking a more structured approach that’s based on best practices.
What does that mean?
It means that companies need to narrow their approach instead of targeting everyone. They also need to focus more on the individual instead of past experiences.
The following three reasons why companies often hire the wrong tech talent will shed some light on what mistakes made by recruiters and how we can fix it.
1. Desperately Seeking Rockstar Developers
- RyanMcGuire / Pixabay
If hiring managers focus on checking all the boxes on a long list of certifications, experiences, and skills just to put warm bodies in seats, you’re probably going to hire the wrong candidate that doesn’t fit your corporate culture.
Whenever this happens, your new hire will probably move on when the next best opportunity presents itself (and for software engineers in the current landscape, that’s almost daily).
Whether we like it or not, as much as 29% of professionals actively look for other jobs while employed. Another 78% are open to a new job offer (if the right opportunity presents itself) even if they’re not actively looking for a new job.
The best way to resolve this issue is to narrow down your list of requirements. It would be even better to prioritize this list and consider what’s more important.
Is it a qualification? A specific skillset? Or is it recent work experience?
Once you figure out the answer, focus on the individual, and start asking the following questions:
- Will the candidate work well with our in house team?
- Does this individual fit the culture of our organization?
- Do we have the capacity to help them achieve their long-term career goals?
As a rule, hire for skills, but don’t ignore their attitude. It’s the best approach to combat high turnover rates and keep your costs down.
2. Taking Too Long to Make a Decision
- geralt / Pixabay
If you identify the “perfect candidate,” why waste time looking at others?
While it might sound like a silly question, it happens a lot across industries. It was a great recruitment approach decades ago, but today, it directly contributes to failure (especially in tech recruitment).
If you hesitate, your qualified candidate (who is willing to commit), won’t wait for you. They will get headhunted by another organization or, even worse, your direct competitor.
The same is true if you have multiple potential candidates, and you’re …read more
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