64% of recruiters say their top challenge is the skills shortage. Are you one of them? If it seems like there are never enough qualified technologists available for your open roles, that’s because there aren’t. The ultra-low industry unemployment rate means the skills shortage is a challenge for everyone. However, there are effective recruiting strategies separating those who land elusive talent from those who don’t.

Expediting the Recruiting Process

It takes an average of 51 days to fill an open technology role. While it naturally takes time to find a great technologist in today’s hiring climate, seven weeks is simply too long to leave a position vacant. To expedite the process, try to condense several interviews into one or at least schedule them back to back so talent doesn’t have to wait for long periods of time. Limit the number of decision-makers to only the essential parties and make every attempt to have predefined and preapproved offers in your back pocket before interviews begin. Before you know it, that 51 days will be cut in half without red tape holding your technology recruiting process down.

Hiring for Potential

The chief reason recruiting processes stretch on so long is because companies are waiting for that perfect unicorn candidate. But here’s the thing: unicorns don’t exist. Every role has its core responsibilities, and finding a candidate that can fulfill the majority of them right away is key. Above that, it’s all about their potential. If a bright candidate can do 85% of the job and it’s clear that they can be quickly trained for the rest, then they may be the best candidate to hire. Doing so grants you instant production, talent tailored to your unique environment, and could even help you stay within your tech hiring budget.

Talking Careers, Not Jobs

At a time when over half of technologists highly value professional growth and learning, it’s more important than ever to make career pathing a priority from the start. Technology candidates want to work for employers who focus on the long-term and can help them achieve their professional goals. Let them know how the role at hand can benefit their career and describe the internal promotions they could expect over the years. Not only does this practice help attract talent, but it will attract the right talent who isn’t just hopping around every few months for a higher salary.

Showing Off a Great Culture

With so many employers vying for scarce skill sets, technologists don’t have to settle for a subpar work environment. Stand apart from competitors and draw in talent by showing off all the fun your employees have, whether that means showcasing team competitions, dinners, volunteering efforts, high-profile projects, or cool office features. Likewise, over 80% of technologists want employers to improve work-life balance through remote work, so consider making that a priority and selling point when recruiting.

Communicating Clearly

At every step in your recruiting process, there’s one thing to always remember: communicate clearly and strongly. Nobody wants to work for a company that beats around the bush. To a candidate, the way a company recruits is indicative of the way it operates. A smooth and clear recruiting process is a sign of a healthy and organized business, while a confusing and disjointed recruiting process can indicate a mismanaged or inefficient company. Which do you want to be?

If you need a hand landing top talent in a quick and effective way, BridgeView IT is here. Reach out to us today to get started.


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Written: July 2018