An underperforming employee can lower the ethos of fellow employees and cost heavily to the business outcomes. A strategic technical recruitment approach is what helps recruiters onboard the perfect fit, with the desired skillsets.
The need for better technical recruitment strategy?
Enterprises today are focusing to stay competitive by onboarding and retaining the best talents either by buying or building talents by themselves. But, as the demand for technically strong candidates is growing, the availability of so-called ‘perfect fit’ candidates has seen a stiff decline. This calls for a systematic approach that betters your existing approach. We’ll also have sneak-peek at conducting technical recruitment assessment, interviews, and devising a Competency Framework. We’ll be looking through:
- Challenges in Technical Recruitment
- Enhancing the Sourcing Strategy
- Selecting the Desired Candidates
Challenges in Technical Recruitment
The talent pool IT engineers actively looking for jobs is limited, and your perfect fit can go off the market in a few days. At a time when there are five jobs available for each developer, it becomes mandatory to stand out as a technical recruiter. You also need a streamlined hiring process that delivers at crucial times.
With tech talent moving away from traditional recruitment platforms to avoid tons of emails, you’ll require newer initiatives to attract top talents who are not a part of such platforms. Tech recruiters need to establish meaningful relationships with candidates and understand their preferences.
Enhancing the Sourcing Strategy
Having a robust sourcing strategy has become a challenge as the IT workforce requirements among organisations is not static in nature. Recruiters are going for niche job descriptions which makes it tough and unfeasible when hiring in large numbers. Hiring skilled fresher talent on demand has been the trend lately.
The traditional recruitment method of Hire-Train-Deploy which started with sourcing probable employees at university campuses followed by corporate training and the deployment has been replaced by a newer and robust method of Train-Hire-Deploy. This involves a technology training partner which also conducts pre-placement assessments at the campus to shortlist candidates with the right attitude and aptitude. The shortlisted candidates then go through a robust technology training session conducted by the partner.
A Strong Talent Pipeline
A talent pool or the inventory of qualified individuals ready to move into your upcoming job openings is an important part of technical hiring processes. Having such a pipeline becomes more relevant for large enterprises having high turnover. Finding the perfect fit who contribute towards the growth of a company has to be a continuous process. While major enterprises look forward to building and maintain their employer brand, having an efficient third-party recruiting talent pipeline is gaining popularity. These partners offer a continuous supply of trained prospects to choose from enabling recruiters to quickly deploy high-quality prospects.
Matching the speed of changing skill-sets
Technology is changing and as an employer, you require a workforce that is digitally transformed to cope up with the disruption. This requires the hiring of employees who are agile learners and can pick up and exercise new skills and concepts with ease. But making this happen is easier said than done. Many recruiters do feel that mere interviews are not the best way to assess the learning agility of aspirants and a better interview structure has to be followed to identify traits like agility and trouble-shooting.
Though the number of job opportunities in IT is predominantly higher, the dilemma among recruiters is the lesser number of aspirants with relevant hands-on skills. Recruiters are also having a hard time finding billable talents in newer domains like big data analytics, cloud computing, and machine learning. So if you are willing to buy talents from your competitors or competing against them, what if we tell you that you can buy billable freshers who are equally competent at a much lower cost? Know more about Talent on Demand.