Struggling to find the right candidates for your tech roles? You’re not alone. The ongoing impacts of the pandemic, rapid technological changes, and evolving workforce expectations create both opportunities and challenges for businesses across various industries.
At Futurepath, we understand these challenges firsthand. As the trusted tech recruitment partner for Volkswagen Group Brands, we know how to navigate them. In this blog, we’ll delve into common recruitment bottlenecks and share practical tips to help you overcome them.
5 Common Tech Recruitment Challenges
1. Lack of Qualified Candidates
Tip 1: Make your job description stand out. Avoid generic language and clearly outline in a user-friendly language:
- job tasks
- expectations
- work culture
- growth opportunities
- job benefits
Since around 60% of candidates prioritize job benefits, make sure to highlight them in your job description.
Tip 2: Using relevant keywords can increase click-through rates (CTRs) by up to 47%.
Boost your job post visibility:
- optimize for search engines (SEO)
- post on specialized recruitment platforms and
- regularly update your job openings (every 1-2 weeks)
Tip 3: Align your job requirements with current market trends. Consider factors like salary versus years of experience, technical skills, and other must-haves to ensure your listings match what candidates are looking for.
2. Long Time to Hire
Filling positions quickly is crucial to avoid the costs and disruptions of open vacancies. Did you know it can take up to 7.7 months to fill an IT role? This often happens due to a shortage of qualified candidates or delays in making a hiring decision.
Tip 1: Review your hiring process with these questions:
- Are all stakeholders aligned on the role’s importance and the benefits that filling it will bring?
- Is this role still a top priority?
If all the answers are yes, but the interview process still takes a lot of time, try to make sure that all stakeholders, who are involved in the interviews, have dedicated blocks of time specifically for interviews to increase efficiency.
Tip 2: Not everyone on your team might know all the technical details about the role, cultural must-haves, or previously had the experience of interviewing. Create a set of structured interview questions to ensure everyone’s on the same page.
Tip 3: If you need to fill a role quickly, consider contracting freelancers. They provide flexibility and specialized skills, helping bridge the hiring gap and meet project needs while you search for a permanent hire.
3. No Time for Screening
Recruitment challenges can differ based on your company’s size and the roles you’re hiring for. One common issue is dealing with a flood of resumes when you have limited time to screen them all. This is especially tough for broad roles or in larger organizations.
Tip 1: Make sure your job description is detailed and specific. Clearly outline the skills and qualifications needed, especially for niche roles. This helps attract the right candidates who match your needs.
Tip 2: Use pre-screening questions to simplify the selection process. These questions act as quick filters to see if candidates meet the key requirements, making your screening process more efficient.
Tip 3: Consider working with a specialized recruitment agency to streamline your hiring process and effectively manage your screening needs.
4. Targeting Passive Candidates
Did you know that only 30% of the candidates around the globe are actively looking for a job, while 70% are passive candidates? This reveals a big opportunity to tap into a broader talent pool. However, reaching these candidates can be tough, especially in the tech industry where they’re often approached by many recruiters.
Tip 1: Use LinkedIn and other professional networks to reach out to passive candidates. Send personalized and engaging messages that reflect their interests and career goals.
Tip 2: Build and maintain a list of passive candidates for future roles. Keep them updated with company news, job openings, and industry trends. Staying in touch helps you fill positions quickly when the right opportunity arises.
Tip 3: Partner with a recruitment agency that specializes in your industry and has a strong talent pool. This can improve your chances of finding and engaging passive candidates. At Futurepath, we have over 10,000 tech professionals in our talent pool. Discover how we can support your staffing needs.
5. Candidates Withdrawing at the Final Stage
It can be very frustrating when the right candidates pull out at the final stage, especially in tech, where skilled specialists are in high demand. To improve offer acceptance rates, understand why candidates decline, and build a strong employer brand. Companies with a strong employer brand are three times more likely to attract top talent.
Tip 1: Collect feedback from candidates who decline offers to understand their reasons and address these concerns early in the recruitment process.
Proactively counter potential objections by emphasizing the company’s strengths and benefits from the beginning of your communication.
Tip 2: Create a compelling presentation for potential candidates and send it before or after the screening interview. Highlight:
- your culture
- values
- employee stories,
- employee value proposition (EVP)
Tip 3: Clearly outline career progression paths and development opportunities within the company at the beginning of the application process.
How Futurepath Can Support Your Needs
As the tech recruitment partner exclusively for Volkswagen Group Brands, we leverage our specialized expertise and deep automotive industry knowledge to meet your unique hiring needs.
We can start sourcing for your open positions today, and you only pay when we’ve successfully placed someone within your organization.
“I hope these tips will help boost your tech recruitment, employ superstars, and push your business to the next level. I wish you a productive hiring and will be happy to support your processes if needed!”
