Being a business leader in the IT field is challenging. It involves hiring high-demand technology resources for current projects, making the market competitive.
In fact, more than 61% of HR professionals are looking forward to hiring more than ten developers in 2022.
That makes recruiting the right talent for tech projects one of the key challenges IT leaders face. But, what’s the way out?
Businesses need a tech recruitment strategy to streamline the flow of good technology resources. This will allow them to procure the resource on time.
Following are the eight ways IT leaders can improve their tech hiring process:
Here is how tech leaders and HR professionals can boost talent procurement in 2022 and beyond:
A company begins the hiring process by identifying a position to be filled and ends it when a candidate accepts a job offer.
When hiring is structured, everyone benefits. Candidates perceive that they are being treated fairly and honestly. On the other hand, recruiters are able to keep the team on track, forecast when the position will be filled, and keep track of the process.
But, interviewers know what is expected of them and how to do their job properly. Hiring managers receive candidates who satisfy their needs and are more likely to be successful once they begin working.
Identifying talent for long-term success is possible using a structured approach (not just short-term needs). The structured process helps tech recruiters make evidence-based choices, reduce interviewer bias, enable consistent candidate evaluation, and reduce redundancy and interview time.
However, the recruitment framework depends on the company profile and position. A typical recruitment process goes through the following stages:
Using modern recruitment software is one of the best methods to reduce the time it takes to hire.
Applicant tracking systems (ATSs) help manage multiple hiring pipelines, from posting jobs to finding candidates. They are designed to shorten the time required to complete most recruitment activities.
Using an ATS, you can now quickly and easily accomplish tasks such as resume parsing, interview scheduling, weeding out non-qualified applicants, and sending automatic notifications.
The most common features of an applicant tracking system are:
An efficient way to speed up recruitment is to update, diversify, and control job postings. many appropriate candidates will apply for the job posting. All of this means that you will spend less time screening applicants.
The priority is attracting the right employees not many unsuitable applications.You should therefore focus on getting t suitable talent rather than a large number of applications.
Also, the job listing you post forms the first impressions of your business for many applicants.. Hence, it makes sense to avoid keyword stuffing and filling it with cliches or unnecessary information.
One pro tip is to mention accurate compensation details. Recent research has found that 61% of candidates agree that compensation is the most crucial part of a job description.
Another crucial piece of information for, developers is to know which technologies they willbe working with when considering a job move. So, make sure to communicate this at the beginning to draw their attention.
After writing your job description, the next step is marketing it correctly. You must let the job-seeking world know that you're hiring, on multiple platforms such as job boards, social media, or your website.
Also, Monday is the best day of the week to post jobs. We’ve seen that more than half of all job post views and applications occur Monday through Wednesday. People view (and apply for) jobs less and less as the week progresses. The worst days to advertise your position are Friday, Saturday, and Sunday.
To create a more efficient hiring process, you should speed up the slowest stages while maintaining quality.
Unsurprisingly, screening candidates is the most time-consuming part of recruitment. It involves scanning resumes, shortlisting candidates, scheduling and conducting interviews, shortlisting again, and then making a final decision and job offer, which requires more touch points than any other phase of the hiring process.
You can streamline the screening process using the following techniques:
Using video interviews instead of in-person (we’ll discuss this in detail in the end).
An interviewer should determine whether applicants have the required skills and qualifications during the screening process by testing their knowledge and competence. Furthermore, interviewers should seek information on various subjects related to the resposibilities in a job, to gauge the applicant's competence level.
Making a coding test part of the interview process is a great idea if coding is a component of the job. The test can check how a candidate operates, including their efficiency and competence to finish the job in time..
There is an ongoing debate about the efficiency of the process of screening and interviewing tech resources. Developers are particularly irked by the 'What is HTML' question.
That doesn’t mean the developers don’t want to go through the skill assessment process. A research by Devskiller found that 73% of tech-oriented candidates finish the coding test sent to them for recruiting purposes, regardless of their proficiency.
The coding test completion rate for different countries is shown below.
This information is significant for recruiters as it reveals that developers are not against having their coding skills tested. As long as the screening is conducted properly, developers are willing to undergo technical screening.
Developers don't appreciate being assessed with old, inefficient techniques like whiteboard interview testing. Using the right approach, you may screen technical skills without depleting your personnel resources.
With technological development and remote employment, you do not have to restrict your tech recruiting to local candidates. International tech recruitment opens up the opportunity to connect with workers you might otherwise miss with local recruiting. Recruiting internationally is even more prudent in countries with a low proportion of developers and coders.
You can utilize multiple tools and services to maintain productivity and efficiency if you are worried about communicating and working across geographical boundaries. Including:
Working remotely was proven to be effective during the outbreak. These tools helped remote teams collaborate by exchanging files and communicating in real-time. Why, then, shouldn't we seek out skilled workers beyond our local boundaries?
The idea of borderless teams sounds interesting to most tech companies. But, not every one of them has the necessary infrastructure to support it. So what’s the solution?
Notchup is a great solution for tech companies to source technology resources. It makes procuring and managing borderless tech teams a breeze for IT leaders. Here is how Notchup can help the head of engineering.
Due to Covid 19 issues, numerous organizations have had to alter their interview process. Physical interviews are taking place less frequently, while more and more are taking place online.
Using tools like Zoom, Microsoft Teams, Google Hangouts, and countless others, it is economical, safe, and COVID-friendly to interview online. In addition, if the job is remote, you may be able to reach a wider pool of applicants as a result.
It's hard to keep up with the pace of technology recruiting, and things aren't looking up anytime soon. In order to get a jump on the competition, HR leaders should follow industry leaders and familiarize themselves with industry standards regarding what their peers are doing.
