There are 11.8 million net tech employment in the United States. Moreover, the country has 525,000 tech business establishments situated in different areas.
Despite this, it has become exceedingly difficult for employers to attract and hire technical people. But why’s that? And shouldn’t it be the other way around? Though the simple answer is no, these questions are legit and deserves more discussion.
Here are the top five reasons why it is hard to recruit technical people:
The traditional recruitment process is flawed
The primary reason why recruiting technical people can become challenging for an employer is the recruitment process itself. The conventional hiring methods are outdated and simply ineffective, particularly in today’s fast-paced, dynamic business environment.
The overarching problem is that companies are unable to find the employees who can actually make a difference because a sheer volume of applicants apply for the same job. While applicant tracking systems reject a vast majority of applications, the number still remains very large.
There are so many problems with traditional hiring. For instance, the job descriptions heavily focus on archetypal tasks and responsibilities. Hence, it only attracts average employees, not technical people looking for challenges.
Furthermore, the component of cultural fit is often missing in the conventional hiring process. It leads to hiring new employees who are a misfit to an organization and negatively impact a team’s morale.
Reactive hiring instead of proactive hiring
There are two approaches to the recruitment process: proactive recruitment process and reactive recruitment process. The former approach involves anticipating staffing needs and seeking out candidates before a company needs extra resources. It’s largely based on anticipation.
Reactive hiring, on the other hand, fills an immediate need of the employee. It can be due to different reasons such as the loss of an employee or a new project that requires additional resources.
Most businesses, especially in the IT sector, heavily rely on reactive hiring. The problem with reactive hiring is that it creates a sense of urgency to hire, otherwise the existing workforce have to work extra, which can affect their morale and lead to job dissatisfaction.
This has a huge impact when it comes to hiring technical talented people. Finding the right employee can be extremely difficult within a limited time period. Employers end up hiring employees with limited skillset as they are more accessible and easily available.
Too many technical people in the market
If we go back three to five decades, only a small percentage of students actually graduated from college. In fact, they were considered an elite group. Times have changed! The majority of students in the US attend college.
As colleges and universities are producing more technical people, employers find it difficult to find candidates who can actually bring their technical skills into use and become a productive member of their workforce.
Differentiation between technical people becomes more difficult because of the traditional recruitment method based on reactive hiring. As a result, it becomes difficult for them to bring the right people on board.
Setting unrealistic expectations from new recruits
Technical employers are large in numbers, but so is the demand for their skillsets. Hence, they can be selective when searching for jobs. Setting up fair, realistic terms and scope of the job with work/life balance is necessary to lure technical people to the company.
Most employers, especially tech companies, set impractical expectations from their new employees. The job description looks like a shopping list of technical skills such as programming languages, software, and more.
This is where most companies lose technical people who can actually contribute to the organization. Such employers should try to change their approach and consider potential employees as human rather than a machine.
Smart businesses take a holistic approach and try to create a win/win scenario for the candidate as well as their company. They offer flexibility in work and focus on building teams with a coherent and positive culture to attract talented people.
Hiring the wrong recruitment agency
Many companies rely on professional recruitment and contract staffing agencies to provide the technical workforce on demand. Now, that’s a good move but requires a wide range of considerations.
For starters, the recruitment agency should have an extensive range of experience and network of highly talented and technically skilled candidates who are actively seeking employment in good companies.
Moreover, the third-party recruiter should also assume the responsibility for bringing new hires on board, which involves pre-screening, tests, interviews, post-screening, documentation and more.
If your company has paired up with a wrong recruitment agency, things can go south really quick. It can create obstacles in bringing new faces to the company. In addition to that, it also reduces the likelihood of connecting with top talent available in the market.
Contract Staffing—The Ultimate Solution!
A professional and reliable contract staffing company can be a solution to all of these problems. it’s a method of staffing in organizations where employees are recruited on a temporary basis to provide extra manpower or fill the gap of employees that left the company.
It is different from traditional hiring and allows the company to find technical candidates while conducting reactive hiring. It also helps to keep the client’s expectation in check as they can test the waters before hiring new employees.
As a result, companies are able to hire technically skilled people with the right cultural fit for their organization. it’s crucial that you choose a dependable contract staffing agency that provides high-quality resources to fulfill all your business needs.
Contract staffing also helps the recruiter to find candidates who are highly knowledgeable in specific niches and technical verticals. Employers can convert the short-term arrangement into long-term affiliation by offering contract employees full-time employment.