5 Reasons

Why Tech Recruitment is Difficult

It’s no secret that the job search and hiring process is growing exponentially. Yet we hear numerous stories about how the recruiters have difficulty hiring the perfect tech talents for their job vacancies.

Yes, there is an adequate job demand in the market and an increasing number of people aspiring for tech careers. So what seems to be the problem of recruiters to hire the ideal tech talents for their company? 

In this blog, we are going to discuss why tech recruitment is difficult in the present world scenario. We have listed some of the major challenges recruiters face while hiring, incorporating input from several well-known recruiters from our network. Following the challenges, we have also listed some solutions and recommendations we would like to provide for recruiters and recruitment companies to apply to hire an ideal candidate for the perfect job.

Why is Tech Recruitment Difficult?

Inadequate Skills

The first thing a recruiter seeks in a candidate is the skills for the job. A recruiter identifies if the applying candidate is fit for the job or not. In most cases, candidates do not fulfill the required tech skills for the opening position and this is the truth. Recruiters even go through several tests to identify an ideal candidate for a suitable job.

Inaccurate Resume

Sometimes claims made on the candidate’s resume and CV may not always be factual. The candidate may include skills that are out of their knowledge just to get the job. This creates trust issues and most of the candidates are rejected for the job after the interview or screening tests. A false CV wastes the recruiter’s time and effort.

Unrealistic Salary Expectations

The candidate may want to maximize their earnings as the recruiter is thinking about reducing costs. Sometimes candidates request a higher remuneration than a company can offer.  In the case of tech professionals, they have the upper hand in salary negotiations. The recruiter faces a challenge to negotiate the salary according to the candidate’s skills and future performance in the company.

Candidates Do Not Know You

The candidate may want to maximize their earnings as the recruiter is thinking about reducing costs. Sometimes candidates request a higher remuneration than a company can offer.  In the case of tech professionals, they have the upper hand in salary negotiations. The recruiter faces a challenge to negotiate the salary according to the candidate’s skills and future performance in the company.

Only about 1-in-10 employees strongly agree their organization does an excellent job of onboarding new employees.

How to Overcome the Challenges?

Yes, recruiting tech talents can be difficult at times especially due to the above-mentioned challenges. However, there are several ways to improve and hire the ideal candidate. Choose what works best for you and customize it according to the company’s hiring plans. Here are some solutions to make your hiring process more effective and easier.

Plan The Hiring Process

Planning is one of the most critical ingredients for hiring success. As a recruiter, you have to take 3 assets into consideration: 

  • How many people are you hiring?
  • When do you want them to start working?
  • Fix a budget for recruitment 

Before taking any action, finalize these three things and execute them in a stepwise manner. 

Sourcing strategy

Planning your source is a very important step of the hiring process. To get the prospective candidates, you have to think about inbound and outbound strategies. Since outbound strategy is expensive, here are some inbound ways a recruiter can get ideal candidates.

Update Career Site

If your company website has visitors, make sure to add a career page where you can post about the company vacancies in detail. You can also add a form where a candidate can apply directly from the website.

Employee Referrals

Employees play a crucial role in portraying their company’s brand. A happy employee will not be shy to broadcast about the company openings around their circle outside of their office. In case of hiring an ideal candidate through referrals, the company can reward the employee who referred them.

Social Media

Social media is an excellent platform to get notable information about candidates. It can also be used as a source to receive prospective applicants along with information about their qualifications and experience. One of the popular platforms to recruit is LinkedIn and if you’re hiring tech talents, then Stack Overflow and Github are also good options.

Answer: Why Your Company is a Great Workplace?

Before advertising the vacancy, ask yourself why anyone would want to work at the company. This is a crucial step where a recruiter has to highlight the benefits of working at your company. Candidates search for those companies where they have higher profits, privileges, and bonuses. Recruiters have to make sure the company provides benefits. This also helps stand out from competitor recruiters.

Easier Interview Process

The interview process is the step where maximum make or break happens. A great interview gets you better talents and improves the conversion rate. First of all, make sure to provide a welcoming environment and begin with small talk, then advance into job-related questions after creating a connection. And do send an email of the result whether the candidate is selected or not. 

Make Offers Carefully

Once you select a candidate, make sure to pay attention to what the candidate is seeking. It helps the recruiter to get a proper insight to make a converting offer. Do not always assume that the candidate is seeking more cash compensation. Sometimes candidates seek office benefits more than cash. 

Make Offers Carefully

Once you select a candidate, make sure to pay attention to what the candidate is seeking. It helps the recruiter to get a proper insight to make a converting offer. Do not always assume that the candidate is seeking more cash compensation. Sometimes candidates seek office benefits more than cash. 

Analyze Everything

Use a data-driven method for the recruitment process. Measure time to hire cost taken for hiring, interviews were taken, etc in numbers and keep it for later.

How Can Code Rush Help?

Yes, the hiring process is difficult, especially in the tech sector. That is why Code Rush exists, to ease the hiring process for recruiters from companies. We have pioneered various lines of services that cater to both enterprises looking to hire and candidates looking to join. Code Rush identifies what requirements the company has for the candidates, creates custom curriculums that fulfill those requirements, and acquires willing and able candidates through its pipelines for apprenticeship programs. The candidates are provided with all the on and off-the-job training necessary and are then directly placed in the company, job-ready from day one. 

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