The subject of the difficulty in hiring digital tech talent seems to be trending and is likely to remain topical for the forthcoming year too. What is driving this trend and what potential solutions are available for recruiters and hiring managers in tackling this issue.
As tech companies accelerate their growth and obtain funding for expansion the need to recruit digital tech talent, particularly developers and engineers, has grown. With average recruitment timescales at about 3 months or more what steps can recruitment managers take to shorten the recruitment process and reduce any associated costs.
There are still many job descriptions that are too specific with regards to specific experience requirements. Numerous recruiters are specifying unrealistic experience requirements particularly when it comes to knowledge of specific technologies, it is pointless to ask for 10 years’ experience in a technology that has only been around for 5 years, and it does happen more frequently than it should. Job descriptions should eliminate unconscious bias, especially when it comes to inferring age in years’ experience and salary on offer. By tweaking job descriptions and the copy used recruiters can open up their potential talent pool to a much larger universe.
Digital tech talent has become wary and suspicious of open roles posted in job boards. It is now common knowledge that the bulk of jobs posted are either fake or the requirements are so specific the role remains vacant for a prolonged period of time. It has also been reported in numerous research studies that only about 15% of applications submitted ever get read. Those looking for a new role are also not making themselves available on job boards or LinkedIn making it more difficult to source potential candidates. Recruiters should be monitoring the number of applications received for any open roles posted on job boards and LinkedIn. Is the quality of applicants sufficient? If not reconsider the copy used in the job description or consider alternative talent sources or employ the services of a specialist recruitment agency. Seeing the same job advertisement on LinkedIn for several months will certainly not encourage any applications.
The right talent for open digital tech roles does exist but hiring managers need to work harder and more intelligently to find the right candidates. The recruitment industry is rapidly evolving and hiring managers and human resources need to embrace change in order to make their recruitment and selection processes efficient and effective. Using the latest tech hiring tools can make all the difference to recruitment costs and timescales.
One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment is Hire Digital. A start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management ATS software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.