There are dozens of business tales of woe related to finding talented tech employees, with some employers claiming that there are simply not enough qualified individuals to fill positions. There have even been calls for enhancements to the H1-B program in order to fill the “tech talent gap”. With so many negative reports claiming that there are few well-trained individuals, the search for the best employee for your open tech spot may seem hopeless—or is it?
True Lies
Is there a real lack of tech talent? A look at a sample group of technology workers might provide some insights. The Bureau of Labor Statistics indicated that there will be a need for around 220,000 software developers by 2020. A 2014 study from IDC indicated that there are over 18 million software developers in the world, with about 30% of that number in the Americas. That’s a lot of programmers (5.4 million in the Americas alone) and they seem to form a significant pool of talent. So why can’t employers fill open positions?
Problems at Home
Locating talented candidates goes beyond numbers.
One of the primary issues with finding talent is connected with the hiring process. When hiring applicants, employers are not simply looking for a skilled employee—they need one who will work well with their existing team members and be able to navigate the corporate environment. The lasting psychological impact from the last recession is also taking its toll, since there is still fear about bringing on a new hire in a volatile economic climate. The end result has been multiple rounds of interviews, a battery of personality tests, and an extensive list of test project deliverables. (The average time to hire is currently 52 days.) However, this approach does not always produce the expected results. Some skilled individuals are turned off by the hiring process (and give up or don’t apply), do not give the expected answers for personality tests (background, culture, and experience all matter), or have strong technical knowledge with the ability to learn but don’t have the time to invest in an intensive project that may not lead to employment. Streamlining this process would go a long way towards enhancing recruitment.
All By Myself…
Another issue is that companies are simply not investing in developing their own talent pipelines. Cultivating in-house talent not only shows your investment in your current team members, but also highlights a coveted aspect of corporate culture to potential applicants. A common complaint among job seekers is that their current company refused to train them for the changing technological environment. Neglecting training is a serious issue. One way to avoid this problem is to set aside resources for training in advanced technologies. Training programs do not have to be expensive or time-consuming. A lack of training is one important reason why good employees don’t stay—and applicants lose interest in a job opening.
Inve$ting in Your People
Of course, there’s compensation. Top talent will go where they are treated the best—the best training, culture, benefits, and salary. Employers need to be willing to offer very competitive salaries. Offering applicants great pay, benefits, and training options attracts the best candidates and keeps them invested in your company’s goals after they are hired.
Showing a commitment to your current employees and potential hires will increase the number who stay and who apply in the first place. Employers should have a flexible approach to hiring and be willing to compete in the arena of wages and benefits. There are plenty of skilled, talented professionals out there who would be the perfect fit for your team. Getting them in the door is the first step towards building greater success at your company. Whether you are looking to tweak your hiring process or would like to find potential employees, Resolute Technology can assist. Contact us today.
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