Tech hiring: is it difficult to find talent in the technological field?
Demand in the technology sector is increasing. And, ultimately, with the market in constant evolution and change.
The search for technological talent is a growing problem.
Is it because there are few engineers? Or is it the recruiters' lack of knowledge that makes these positions difficult to
fill? Why is it difficult to hire in the technology field? Let's see together the main reasons.
High competition from companies
Part of the difficulty in hiring technological profiles is due to the strong competition that currently exists in the
sector. Almost every company needs software developers and engineers, and they all offer many advantages to attract top talent.
The technology sector is filled with thousands of companies offering good working conditions, benefits, competitive
salaries, ever-changing job roles, and future career paths. Therefore, candidates reject a position and go where they have been offered a better opportunity.
So what can you do to attract top tech talent and, more importantly, ensure they don't switch companies? Most of the
time it's about a strong company culture and employee benefits. For example, among the most appreciated advantages
today is the possibility of working remotely and maintaining a balance between work and personal life. Or give them
opportunities to move up in the company: most computer scientists are working and not actively looking for a new position,
but are curious about new opportunities.
Salaries, or rather, how much a programmer earns
How much is a software engineer worth? How much does a programmer earn? In any sector, it is normal for employees to know
their salary and compare it with that of their colleagues. This increases competition when hiring. Many companies, in fact,
tend to offer a higher salary in the hope of outperforming the competition.
It may seem like a good idea to promote a position with a “competitive salary.” But in reality, this could be a red flag
for candidates. It is usually better to indicate a fixed salary or salary range, which can be more advantageous and can make
you stand out from the crowd. Remember, job postings that list a salary are much more likely to receive applications from the
right people.
Business culture and employer branding
According to a survey, when evaluating a job, IT professionals prioritize opportunities that offer internal growth and
development (39%). To a culture that suits their personality (38%). On the other hand, you wouldn't want someone to work
at your company if they didn't feel comfortable.
That is why it is important to work on Employer Branding, that is, on the identity of your organization. It is now the
basic requirement of any recruiting strategy worth its salt. According to LinkedIn, 75% of potential candidates research
a company's reputation before applying for a position and almost 70% of candidates would not accept an offer from an
employer with a bad reputation.
Showing your company's personality will attract the right people and can help you retain them. You can do this through
social media, your professional page, or by searching for brand ambassadors or influencers.
Building a strong company culture is a long process, it won't happen overnight. But it is important that your technological
employer branding evolves to stand out from the crowd. Additionally, organizations that invest in Employer Branding are
three times more likely to hire quality candidates.
Excessively long hiring processes
The hiring process requires time, skill, patience and, of course, money to find the ideal computer scientist. The hiring
process in the technology sector is almost always relatively longer than in other functions. Since a technical interview or
any test is added. And if it takes longer, it also means it may cost more in terms of resources and money.
So always make sure you put your candidates at the forefront of your hiring strategy when it comes to jobs. And try to test
candidates on skills that will later be really relevant to their future role. Ask them where they want to be contacted and
don't bombard them with spam.
Lack of tech hiring skills
Very often, recruiters do not have enough knowledge on how to recruit IT profiles. The technology sector requires very
specific knowledge and understanding. Specifically, technical concepts and positions such as front-end, back-end, databases,
coding, programming languages, etc. Many companies do not have IT recruiters to handle these particular hiring processes.
Furthermore, in some countries there are many language barriers. Managing an IT recruiting process within this huge
language gap can lead to a complete disaster and push the candidate to look for an opportunity elsewhere.
Lack of tech talent skills
Although the number of technology graduates has increased in recent years. Most hiring managers still struggle to
find high-quality candidates with the right skills they need. The hardest skills to find are roles in big data, analytics,
security, and legacy systems.
The fact is that new skills can always be found in the field of technology. Unique and complex skills that not all technology
professionals possess. Additionally, if you find an IT professional that matches your skills and level of experience,
you are sure to be in demand. Therefore, it is important to react quickly.