In an industry where top IT talents are in short supply, beating other organizations to the punch can be critical to protecting your company’s interests in the future. But the real problem isn’t just about hiring fast, it’s also about recruiting talents with the right set of skills for the future.
The Challenges of Hiring Top IT Talent Today
There’s a growing problem of the supply of top IT talent failing to keep up with demand. The combination of stricter immigration policies and lagging number of STEM graduates relative to available jobs has lead to a clear shortfall.
According to Brian Kelly, editor and chief content officer of U.S. News, “Despite significant public and private investment, we are still not developing an American STEM workforce to fill the jobs in the future.”
The Accenture Technology Vision 2016 report echoes this sentiment, saying, “The real deciding factor in the era of intelligence will be a company’s ability to evolve its corporate culture to not only take advantage of emerging technologies, but also, critically, embrace the new business strategies that those technologies drive.”
Employment agencies can only do so much in terms of recruiting future-proof talent. Your entire company has to be engaged in the process, taking into consideration the following factors.
Recruiting Must Be a Top Priority
Recruitment has to be your company’s TOP priority today.
It means treating candidates as VIPs and taking a more hands-on approach to the hiring process.
It also means having a functioning talent pipeline, which, according to a 2016 CIO Executive Council (CEC) IT Talent Assessment Survey, only 11 percent of IT leaders with real hiring influence actually have.
Recruit for the Future
Companies must pay attention to IT trends and technological developments to imagine a workforce based on their future needs. For example, the rise of automation might result in the displacement of certain skills, so you need to anticipate the need for automated machines and human labor to work together.
Upskill Your Workforce
Your existing workforce also has to acquire new skills, which in turn will help you identify potential skills gaps when hiring candidates. This will prove crucial, given the difficulty of quickly developing a requisite workforce once a new technology hits mainstream use.
Always Measure Your Recruitment Efforts
How many interviews does your company conduct before closing a candidate? How long does it take (on average) for candidates to start working after the offer?
Answering these questions will help identify potential problems in your recruitment system. For example, you may find one hiring manager has an unusually high rate of refusing candidates, which you can then act on.
For more recruitment and workforce management advice, talk to the experts of Integrity Staffing Professionals. Contact a leading IT recruiter in San Diego today!