Before COVID-19, information technology recruiters faced steep challenges filling specialized technology roles. Now, staffing for those roles is next to impossible. A recent hiring survey shows that nearly 50 percent of tech recruiters struggle to fill positions and find qualified talent. But a talent shortage isn't the only dilemma recruiters face. This article will dive into the top challenges facing informational technology recruiters and how to overcome them.
Poorly Written Job Descriptions
One of the most common complaints from tech recruiters is that job descriptions and recruitment advertising are painfully long, filled with jargon, and generally poorly written. When job requirements are confusing, it's difficult for candidates to understand the role, the qualifications, and whether they're a good fit. As a result, many qualified candidates self-select out of the process before even applying.
Solution: Clear language job descriptions
Job descriptions should be clear, concise, and written in plain language. They should also focus on the key responsibilities of the role and the necessary qualifications. And, if you’re feeling cutting-edge, consider using video job descriptions or other multimedia content to better engage candidates and give them a more accurate picture of the role.
Information Technology Recruiters Experience Inactive & Unresponsive Candidates
Unresponsive job candidates can be a significant headache for information technology recruiters. But, it's a common issue in the recruiting industry. The truth is that 28 percent of candidates report "ghosting" a recruiter or hiring manager during the job search process. This can be frustrating for recruiters who have already invested time and resources into the candidate. But, there are a few things you can do to avoid being "ghosted."
Solution: Use Recruitment Marketing Tactics
Recruitment marketing can help you stay top of mind with candidates and keep them engaged throughout the recruiting process. Consider sending personalized emails, texts, or even postcards. You can also use social media to reach out to candidates and build relationships. Finally, make sure you're providing timely updates and feedback, so candidates know where they stand in the process.
Too Many Vacancies & Not Enough Talent
Job openings fluctuate with the business cycle, but the IT industry is perpetually understaffed. In fact, through the first seven months of 2022, US companies listed approximately 3.1 million job postings for tech positions, up 49 percent compared to 2021. However, the talent shortage isn't just a US issue. The global skilled talent shortfall may lead to 85 million unfilled jobs by 2030. This shortage is driven by the increasing demand for tech-savvy workers and a lack of qualified candidates.
Solution: Use a Recruitment Process Outsourcing (RPO) Firm
One way to overcome the IT talent shortage is by hiring an RPO specializing in information technology. RPO companies will have the resources and expertise to help you identify, attract, and hire the best candidates quickly and efficiently. Additionally, they can scale up or down as needed to meet your changing needs.
Passive Candidates Are Hard for Information Technology Recruiters to Attract
Employers are looking for top talent but often have to settle for the workers actively searching for new jobs. Unsurprisingly, many of the best job candidates are already working at a job they love for a salary they're happy with. This means they're not actively looking for a new position, making them difficult to attract. So, how do you entice passive jobseekers to consider jumping ship to join your organization?
Solution: Use Mobile Technology & Social Media Marketing
Mobile technology is becoming increasingly important in recruiting as more job seekers use their smartphones and tablets to search for jobs. Social media sites like Facebook, professional networking sites, and LinkedIn are great ways to reach out to passive candidates. LinkedIn is perhaps the most widely used social media channel for passive recruiting. Unfortunately, if you're website isn't mobile-friendly, you're likely to lose out on attracting the best talent. Optimize your organization's career website and job postings to be mobile-user-friendly and add mobile-enabled job applications.
Top Talent Demands Top Salaries
With the increased demand for information technology professionals, salaries have increased. The average salary for an IT professional is around $62,000—but it can be as high as $200,000. Higher average wages mean that recruiters must be prepared to offer competitive pay. Is there an easier way to source talent who may prioritize workplace culture over a higher salary?
Solution: Use An Employee Referral Programs
An employee referral program is a recognized way to attract talented job seekers. Employees are more likely to know someone qualified and interested in the position. Additionally, referral programs typically result in faster hires and a lower cost-per-hire. Take time to update and review your employee referral program to implement ways to track metrics to gauge the effectiveness of the program.
Hire Velocity Information Technology Recruiters Can Help You
Successful recruitment depends on attracting and hiring the ideal candidates for your organization. However, this can be difficult if you're not using the right tactics. When recruiting IT professionals, consider these challenges and use the solutions provided to overcome them. By doing so, you'll be able to find and hire the best candidates for your open positions.
A Hire Velocity, we solve your IT talent challenges with customized IT recruitment process outsourcing (RPO), executive search, and talent advisory solutions designed to align talent with your company culture and strategy. Deep knowledge of the industry coupled with innovative workforce solutions uniquely qualifies us to help you win the war for tech talent by positioning your company to attract, retain, and develop high-demand technology professionals in the competitive market. Contact us today to learn more.
