and How You Can Overcome Them!
The top software developers are still hard to come by and even more difficult to capture.
According to the Bureau of Labor Statistics, the shortage of engineers in the United States will reach 1.2 million by 2026. Indeed, finding suitable employees to fill IT positions has gotten increasingly challenging in recent years.
We polled over 15,000 developers and HR professionals from around the world as part of our ongoing search for methods to assist tech recruiters and found that these problems hurt you the recruiters the most:
A survey is only effective if you can utilize the findings to your advantage, thus we’d like to provide IT recruiters with some pointers on how to overcome each of these four major IT hiring problems.
We will take a look at each challenge individually:
What exactly is the issue?
The number of qualified developers is outnumbering demand in the IT field. According to Cyberstates, there were 3.9 million employer job advertisements for tech occupations in the United States, with less than half of the applicants with computer science degrees available to fill them.
Companies are struggling to find qualified tech candidates. This is partly owing to a lack of soft skills, experience, and formal education, and partly due to a dearth of applicants trained in the tech industry to keep up with the increasing demand for qualified tech abilities.
“Requirements for an IT degree should be removed.”
Removing the necessity for a BA or four-year degree exposes the field to a large number of candidates, many of whom may be well prepared for your needs.
For skilled employment, firms have traditionally required a degree or some other type of certification. Companies are increasingly looking for internal training and atypical candidates to fill tech positions, particularly in tech.
While many developers have formal credentials (30% of the developers we questioned had master’s degrees, 28% had bachelor’s degrees, and 20% had a two- or three-year higher education certification), formal credentials are NOT the only way to become a certified engineer.
Take non-traditionally educated coders as an example.
According to our survey, about a third of developers consider themselves self-taught. Despite the fact that they did not receive their qualifications through a collegiate program, these individuals are now employed as developers.
Increase the number of candidates you’re looking for.
To find competent tech talent in the proper places, use multi-channel recruitment tactics. You may never find “the one” if you simply post your job description and wait for candidates to apply. Let’s take a look at some statistics (courtesy of Challenger.inc):
These are excellent methods for finding candidates, but you shouldn’t stop there.
Coding challenges hosted by DevOlympics help you find some of the greatest developers. Alternatively, you might locate your ideal applicant on a number of developer-specific job boards like BlablaDev.
David Lusztig, Founder Of Devolympics, And Full-Stack Developer Explain The Uniqueness Of The Devolympics’ Coding Challenges.
“Passive candidates should be pursued. According to LinkedIn, passive talent—people who are not actively looking for work—make up 70% of the global workforce. Many of these passive employees, on the other hand, would be willing to contemplate changing jobs if one that was more appealing to them was given. That is the talent pool we are activating for hiring managers with our coding challenges.”
It wouldn’t have to be a higher-paying job—digital today’s workers appreciate workplace culture, the option to work from home or on a project that they’re passionate about, and possibilities for training and growth above all else. There are numerous benefits that can be included in a job offer to make it more desirable to a candidate.
Good marketing will help you attract prospects.
Unbeknownst to you, potential candidates may be inspecting your workplace. According to LinkedIn, 49% of all employees use social media and Glassdoor.com to look for job openings with organizations that interest them.
Maintaining updated, accurate job descriptions on your firm’s website is critical, as is advertising special career events that your company hosts or participates in, posting positions in college newsletters, professional development forums, and other places.
A great corporate brand attracts job seekers, but it doesn’t happen “by accident”—you must actively advertise your company by generating and disseminating media that depicts a desirable environment that people want to join.
“Employer branding in tech is key.”
