The technology hiring market continues to tighten for employers and recruiters while the talent pool shrinks. In 2021, tech job postings nearly doubled while the average number of applicants shrunk by 25 percent. There are 6.5 times more IT job openings than talent available to fill them while 54 percent of IT leaders feel it’s now more difficult to hire and retain Tech Talent. What challenges are hiring and technology managers facing in their quest to attract and hire top tech talent?

The demand for skilled and experienced technology professionals has never been higher and subsequently organizations are finding themselves under immense pressure to find the talent to deliver on projects. Organizations are competing for the same skills and many are turning to contractors to fill immediate skills gaps. DevOps Professionals, Cyber Security Specialists, and Data Scientists are only the beginning of a long list of critical tech skills that are in short supply.

This is further compounded by very specific demands from organizations who are no longer just looking for professionals with the desired technical expertise. Added to this they now want relevant industry experience, demonstrable business acumen, good communication and interpersonal skills in order to help an organization navigate future business challenges.

Given the shortage of qualified talent applying to job vacancies, recruiters need to get creative about sourcing candidates. One tactic is tapping into the vast pool of passive candidates who comprise 70% of the global workforce. Devoting time and considerable effort  to researching, identifying, and engaging with professionals who aren’t actively looking for a new job may seem counterintuitive to recruiters. 

In reality, expanding your database is a prudent step towards effectively filling your hiring pipeline in the long run. Building relationships with professionals who may not be a fit for a job today but could be tomorrow also helps these professionals establish a positive association with the employer’s brand.

Tech talent  with strong technical skills often find themselves choosing between multiple offers, each one as attractive as the next. This job seeker’s market has employees feeling comfortable enough to start looking on the other side of the fence and consider job changes, regardless of the somewhat volatile stock market.

Right now, IT workers are naming their prices and being incredibly choosy about where they go. Companies have to go beyond competitive salaries and get creative about what they offer. Company culture, benefits, perks, and future growth opportunities all play a role in attracting tech talent today.

As technology evolves, the skills that are relevant today are becoming less relevant at a faster rate and will likely be completely obsolete in the next decade. Recruiters need to stay connected to the needs of their organization and collaborate with functional managers to understand the tech skills that are needed today and will be required in the future. 

A well-planned talent acquisition strategy supported by technology will take these factors into account and make it simpler to source the right talent for an employer’s needs.

Reviewing hundreds or thousands of resumes is incredibly time-consuming using traditional methods. Overlooking a qualified candidate due to human error or innate biases can also deter hiring efforts. Contacting a recruiting and outsourcing company to take advantage of their pool of vetted talent, saves the stress of doing the sourcing yourself. 

Recruiters and hiring managers must also stay closely aligned on what exactly they are looking for in a candidate. This will help the agency deliver the perfect talent for your recruitment or outsourcing needs.

A critical issue in the technology industry is a lack of ethnic and gender diversity. Unconscious bias may be partly to blame for why this issue continues to plague the industry. For recruiters, relying on traditional hiring methods may limit the talent pool they are drawing from for job openings, which further contributes to this reputational issue for the technology industry.

Rewriting job listings to emphasize diversity is an important step toward attracting a less homogenous applicant pool. Using a recruitment agency helps reduce the presence of bias in your hiring processes.

Recruiters may be missing out on crucial opportunities to optimize hiring processes if they are not analyzing their team’s activities to identify issues or duplicate what went well during a successful hiring process. 

A key benefit of a recruitment agency  is the wealth of information available to help stay on top of hiring trends, and make the best decision for your company.

As the competition for talent intensifies, it is important for recruiters to reduce the length of the hiring process and eliminate friction to keep candidates engaged throughout the interview process. 

Losing out on qualified applicants can have a ripple effect over time that can mean lower-quality hires, higher turnover, and more difficulty meeting business objectives. With an SwiftaTechTalent,  you  can take control of the hiring process to simplify and shorten the time it takes to source candidates, conduct interviews, and extend offers for employment, choosing form our large pool of vetted resources. 

Manual recruiting and screening processes with traditional tools can draw out the hiring process, which may cause qualified candidates to drop out of the process. These traditional methods may also make it easier for the best talent to fall through the cracks or for first-year attrition rates to rise. 

SwiftaTechTalent Solutions affords you the opportunity to save time, build your team with a pool of resources at your disposal.