The Challenges & Strategies of Recruiting for Technology Positions
Recruiting for technology positions presents unique challenges compared to many other industries. The rapid pace of technological change means skills and expertise can quickly become outdated. Companies often seek specialised talent with niche skills in high demand but with limited supply. Let’s explore some of the key recruitment challenges in the tech industry and the strategic solutions hiring managers can use to attract and retain top talent.
Finding Talent
One of the top challenges is finding talent with the right skills. The tech sector requires specific and evolving skill sets, and new technologies emerge constantly, making some skills obsolete. If not addressed, these recruitment challenges can cause companies to fall behind in innovation and struggle to meet their technological and operational goals.
Strategies to overcome this challenge:
- Build relationships with educational institutions: Partner with universities and coding boot camps to access a pool of fresh talent equipped with the most current skills.
- Offer training and development opportunities: Regularly train your current team to keep their skills sharp and attract candidates eager for growth.
- Consider less experienced talent: Mentor junior developers to grow your team and keep skills current.
- Use internships and apprenticeships: Evaluate potential future employees in real work scenarios and train them in the specific skills needed within your company.
Gender Disparity
The tech industry faces significant gender disparity. An estimated 50% of women in tech leave by age 35, compared to approximately 20% in other industries. High turnover rates among women limit diversity in the industry, reducing the range of ideas and perspectives.
Strategies to overcome this challenge:
- Diversity, equity, inclusion, and belonging (DEIB) training: Train all employees on DEIB to create a supportive environment where all team members can thrive.
- Transparent evaluation criteria: Establish clear criteria for evaluations and promotions to prevent unconscious bias.
- Strong employer brand: Use social media to show your company’s commitment to diversity.
Lack of Career Development
Inadequate career development and advancement is a top reason people leave their jobs, according to research from McKinsey. This can lead to difficulty retaining top talent, worsening skill shortages, and impacting a company’s growth.
Strategies to overcome this challenge:
- Update career paths: Regularly update career paths and conduct competency mapping to find potential internal hires or employees ready to uplevel their skills.
- Structured performance reviews: Implement systems to identify and acknowledge the growth and achievements of employees.
- Open communication culture: Encourage employees to express their career aspirations and provide feedback.
Engaging Passive Candidates
Up to 73% of potential candidates are passive job seekers, currently employed and open to new opportunities but hesitant to apply due to other circumstances. Engaging these candidates is crucial, especially in the tech industry, where the demand for cutting-edge skills is high.
Strategies to overcome this challenge:
- Professional networking platforms: Use platforms like LinkedIn to contact potential candidates directly.
- Simplified application procedures: Simplify application procedures to encourage passive candidates to consider job offers.
- Articulate career advancement opportunities: Highlight career advancement and learning opportunities that outpace other organizations.
Addressing a Benefits Gap
Tech workers often receive better benefits than those in non-tech companies. This makes recruiting for tech roles in non-tech industries challenging.
Strategies to overcome this challenge:
- Refine sourcing methods: Include social media platforms and specialised tech job boards.
- Stress professional growth: Emphasise opportunities for professional growth and continuous learning.
- Employee referral programs: Implement programs to encourage current employees to refer skilled tech professionals.
- Performance bonuses: Advocate for performance and project completion bonuses within your IT budget.
Cheating & Plagiarism
Cheating and plagiarism remain challenges in tech recruitment. Ensuring the integrity of the recruitment process is important for hiring the right talent.
Strategies to overcome this challenge:
- Proctoring software: Use software that monitors candidates during tests and detects unauthorised activity.
- Plagiarism checkers: Implement software to check for plagiarism.
- Live coding interviews: Conduct live coding interviews to verify skills directly.
- Unique project challenges: Offer company-specific project challenges that are harder to prepare for in advance.
Referrals
Referrals are often the best hires, but they can pose a challenge by potentially limiting workforce diversity.
Strategies to overcome this challenge:
- Expand professional networks: Encourage employees to expand their networks outside their usual circles.
- Limit referrals for specific roles: Use broader recruitment strategies for other positions.
- Promote referral programs: Communicate and promote the referral program regularly.
- Support attendance at industry events: Sponsor attendance at conferences and seminars to meet potential candidates.
- Referral competitions: Start competitions with prizes for referring candidates who get hired.
By addressing these challenges with strategic solutions, tech companies can better navigate the competitive hiring landscape and build strong, capable teams ready to advance their technological initiatives.
Author: Mark Ollerton
