Tech skills shortages in North America and Western Europe aren’t new. In fact, this March saw a major UK thinktank declare that the country is heading towards a “catastrophic” digital skills shortage “disaster”. Likewise, retaining elite talent is also a challenge with employee engagement an enormous part of what makes a particular role fulfilling. On top of that, hiring professionals in HR departments have a global pandemic to content with, alongside all of its resultant permutations.
Job losses, mental health issues, and a foreboding economic downturn are just three factors that face those in charge of hiring top talent. And of course, the race for elite skills that appears to be getting more competitive with each year as digital acceleration moves higher up more businesses’ agendas.
A battle for top talent
As industries continue to digitalise and evolve then so will the technology that enables it. And because of this, the race for top talent will become even more fierce. In the UK, North America, and Western Europe the IT field is increasing quicker than the number of elite developers.
As evidence of this 70% of UK tech employers are experiencing skills shortages and demand for developers in the UK increased by 15% in 2020 — a year which saw job losses more generally as a result of the pandemic. Perhaps a sign that the tech space was more immune than others to these disruptions because traditional industries looked to technology and software to help them maintain competitive advantage.
How to address recruitment challenges
Talking about the issues is one thing, but figuring out how to navigate and address recruitment challenges is something else. Then implementation is the final hurdle, especially if it means changing processes or redefining established hierarchies and models.
1. Redefine entry requirements
It’s a fairly common problem in many professions, where new graduates are expected to have experience when they’re fresh out of university. It’s a catch-22 situation. Indeed, traditionally it is still commonplace for companies to require either a degree or some other form of certification for skilled positions. However, with tech jobs it’s becoming increasingly standard for them to prioritise internal training and cultural fit to fill tech positions. And, also a more diverse pool of candidates such as older people changing careers and bringing a unique set of skills to the table. This is something we covered in our Diversity in Tech webinar.
2. Stand out from the pack
There are many ways organisations can stand apart from rivals when looking to be the first choice among prospective candidates. LinkedIn found that 75% of people who are looking for a job consider an employer’s brand before deciding to apply. Additionally, your social media output can help engage would-be employees and help steer them in your direction. And, 92% of people would consider changing jobs if offered a role with a company with an excellent corporate reputation.
Read the full article at: https://thescalers.com/overcoming-it-recruitment-challenges/