4 Keys To Hiring In Tech Right Now
It's no secret that hiring technicians in today's environment can be volatile. Between mass layoffs, ongoing talent shortages, and a looming recession, organizations hiring in the technology sector are facing more challenges than ever. But if the company knows what skills it needs, now is the time to hire. Magni's research shows that key technical skills are expected to grow by 30.7% over the next 10 years, and that investing in the right talent while wages stabilize rather than increase can increase productivity and long-term sustainability.
Organizations that want to take advantage of employment opportunities in the technology sector must act quickly, decisively and strategically, with interested technology workers rehired within a maximum of four to six weeks.
Here are four key ways to ensure the success of your tech recruiting efforts.
1. Understand what skills and job requirements you need
Knowing the skills, requirements and experience of your open positions is key to attracting technical talent. Smart companies that take the time to understand these aspects will be more strategic in their search for talent, especially since sometimes the person they are looking for may already be working for the company and receiving additional training.
For example, if a company is looking for a cyber security analyst, outsourcing means they will have to pay a premium salary for the role. However, if they already have a network or systems engineer with most of the required skills, after completing the certification course, he or she may be an excellent candidate for the position. Not only will the organization reduce costs, the employee will also become more loyal, engaged and able to rise. This is just one scenario that shows the importance of understanding core competencies for roles. (Learn about the benefits of competency-based recruiting in our roundup of solutions.)
2. Change your job classification
Complex job classifications can create barriers to recruitment for a number of reasons. For example, during the pandemic, many workers took on additional duties that did not fit into their original role. When these employees leave and the organization seeks to replace them, creating these job titles and descriptions can be vague, inaccurate, and most importantly, not what candidates are looking for.
Attempting to hire talent using inaccurate job titles and inflated job descriptions will reduce the number of qualified candidates applying for these positions and increase the time it takes to fill them. Cleaning up and improving these job classifications can help improve workforce planning, expand the talent pool, increase pay rates, and more.
3. Decide how far the place will be
Companies should carefully consider whether the technology role they are seeking to fill will be remote, hybrid, or on-premises. For example, a high-demand position like an app developer will often list remote work as an option, so a company looking to fill this position would benefit from offering this work model. In contrast, the non-distal positions always remain open longer, indicating that they are not occupied. In fact, on-site technical work takes an average of 36% more time.
If assignments are not on-site, companies should consider offering remote or hybrid options. Despite the local talent shortage for the most in-demand technical skills, in most cases 7-10 branches have talent pools with an average salary 4-6% lower than in major markets. This strategy will enable employers to hire faster and stay ahead of the competition. (Learn about the benefits of remote work and how it can be a strategic advantage in the war for talent in our white paper.)
4. Make sure your salary and benefits are competitive
You should also have up-to-date salary information. Especially when organizations want to hire technicians from different countries, they need to understand what this talent pool looks like and how it's paid. Salary transparency is becoming increasingly important, and making salaries competitive for technical positions will help companies attract the talent they seek. However, those that do not offer competitive salaries will be reserved for less qualified or experienced candidates. (Find out how your organization can effectively address equal pay and transparency issues.)
Ultimately, matching your skills and requirements will help you find the technical candidates you are looking for. The expectations of the role will be clear to the organization and the candidate and misunderstandings will be kept to a minimum. This will help ensure your organization offers a competitive salary, speed up the hiring process, reduce employee turnover, and more.
Learn how talent analytics can give your business a competitive edge in this white paper.
