The rapid advancement of the digital revolution has enhanced job opportunities in various industries. So naturally, this has led to intense competition, wherein software engineers and developers are striving to gain a foothold in top organizations across the world.
Tech Hiring Challenges in the Current Scenario
The tech recruitment team faces challenges as they scout the world for the best software engineers and developers.
The Appropriate Fit: Even top rankers may have mere theoretical knowledge, but barely any specific skills required for particular positions. Therefore, there is no guarantee that you will always match the perfect applicant to the ideal job.
A Korn Ferry sums up the current scenario –“By 2030, there will be a global human talent shortage of over 85 million people, or roughly equivalent to the population of Germany. Left unchecked, in 2030 that talent shortage could result in about $8,5 trillion in unrealized annual revenues.”
The appropriate fit also applies to culture. Regardless of the work culture at his/her native place, the employee should adjust to the new work culture.
Heavy Competition: Specialists are in high demand everywhere. However, unless you can make your organization stand out in a crowd (offering a competitive salary, pleasant work atmosphere, work-life balance, etc.), desirable applicants will not hesitate to flit from one establishment to another.
Heavy Investment: Generally, the recruitment process takes several days (rounds) to complete. Sometimes, it goes on for weeks. You spend much time, money, and effort on preparing for tests and interviews. Several resources also come into play, such as coding assessment tools, technical tests, etc. Even then, you may not get the right employees!
Checking Applicants’ Profiles: It is time-consuming to check the educational background of each candidate, his/her past work experience, skills, and activities. True, automated software may come into the picture. But, often, an organization just chooses to neglect it.
Awareness of Certifications and Degrees: You must know the equivalents of the degrees and certifications in your native place, in other countries. Otherwise, you may lose opportunities to invite skilled applicants to your organization.
Loopholes in Conduction of Online Tests: Some candidates tend to explore all avenues (including recycled questionnaires on search engines) to ‘cheat’ during the testing process. Therefore, you must resort to proctored exams or have other anti-cheating measures in place.
Follow Up: It is essential to remain in touch with potential candidates via regular feedback on the status of hiring. Otherwise, you may lose the best ones to other companies.
Hiring the Best Talent is Hard
Bob Melk, Monster’s Chief Commercial Officer, says it all!
“Even though there are tens of millions unemployed, we still have a skills gap for a highly skilled workforce – that’s not going to go away.”
As mentioned earlier, many people applying for IT jobs seem to possess excellent theoretical knowledge. However, when it comes to practical skills that should fit the tasks concerned, they tend to lack them. Therefore, hunting for those candidates who fit the roles and responsibilities is akin to hunting for a needle in a haystack.
Tips for Hiring the Best Software Engineers and Developers
The Organization is a Technology Workplace: Your employer brand must be synonymous with technology and technological advancements. It must not give the idea that it is a company handling a business, which only takes technological help for making work easier to handle.
Lessen the Time to Hire: If your recruiting team partners with hiring managers (who are acquainted with software engineering), the early screenings of applicants should go through very smoothly. Your team will obtain greater clarity about what exactly the company is looking for while hiring people.
Use Appropriate Testing Tools: Let potential employees go through various examinations as part of the hiring process. Towards this end, you may go in for online employment testing tools, online technical talent assessment tools, technical skills screening software – in fact, whatever proves suitable – into play. The way each candidate handles the combination of knowledge-based questions and application-based techniques should suffice to let you know if he/she has the right talents or not. Sometimes, applicants do not have the skills and experience, but are coachable. Sometimes, the existing skills prove suitable for another position within your organization. Whatever is the case, you must consider all aspects before rejecting any candidate.
With remote working being the ‘in thing’ nowadays, your establishment must go in for virtual assessments. Cutting-edge AI-powered tools like Oto_Code can help you take your virtual assessments to the next level.
You must always keep in touch with the latest tools and technologies related to tech hiring. If you go about the entire hiring process in the right way, you should be able to save plenty of resources and time.
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