Gone are the days when recruitment used to be via word-of-mouth and references. With the current tech recruitment challenges corporates face, recruitment is no longer limited to job descriptions and applications. But, if you are a tech recruiter, you’re no stranger to the challenges that come in the way of filling up a tech position. And if you are looking for ways to overcome them, let us show you how.
Most Prevalent Tech Recruitment Challenges and How to Bypass them
Research tells us fifty-three present recruiters face challenges regarding access to the right skills when hiring tech talent. Forty-five per cent of the recruiter’s budget does not fit. These are just the tips of the iceberg when it comes to tech recruitment challenges. The top five are:
1. New In-Demand Skills and Tech Talent Shortage
According to the Indian Staffing Federation (ISF), the demand for tech roles has nearly doubled in the last year (2020), thanks to the global pandemic-induced digitisation boom.
This rapid digitisation means many new tech roles are vacant, including Full Stack Development, Cloud Computing, Artificial Intelligence, Data Science, Information Security, etc.
The industry, therefore, requires a workforce skilled in one or many of these subjects. However, there is an acute shortage of people trained in these skills. This has led to many positions lying vacant and has created a scarcity of skilled candidates at the same time.
2. Accelerated Digitisation Post-Covid
Covid accelerated the demand for tech and, therefore, tech recruitment challenges. Everything, right from schools to offices, shifted online, leading to the rising demand for digitisation.
In some cases, this was a permanent shift. In 2021, many companies are continuing work-from-home, and many shop owners are still carrying out operations online. In addition, online methods of payment have become the norm now.
All this has led to a surge in demand for tech talent at virtually every organisation. Post- Covid, tech roles are not limited to just the IT firms. Every organisation needs a Tech department now.
This means that recruiters need to find the right tech talent while considering the organisation’s goals and culture. At the same time, recruiters face the challenge of retaining old employees and upskilling them simultaneously.
3. Rise of Hybrid Work-culture
Work-for-Home is a boon for many recruiters because they are no longer limited to their geographic location. They can easily hire talented candidates from tier 2 and tier 3 cities.
At the same time, existing employees who have returned to their native hometowns can continue their work uninterrupted thanks to work-from-home.
As per a report by McKinsey, more recruiters are just beginning to explore remote work possibilities. As of now, it is fraught with uncertainties. Remote work or hybrid work is entirely dependent on an organisation’s policies.
However, this may cause recruiters to lose out on candidates for whom remote work is essential. Unless their company makes an effort to retain them, they would move out and join other companies.
4. Picking Right Candidate versus Filling Vacancies Quickly
Recruiters often face this as one of the tech recruitment challenges: they have to choose between choosing the best fit versus filling the position faster. Recruiters working under pressure to fill the position quickly always wonder if they are selecting the right candidate. A bad hire hurts the company more than a vacant position.
The bigger the project, the higher the stakes. To avoid unfavourable circumstances later, recruiters must consider the requirements and expectations of potential candidates. These can be learnt only by having candid conversations with the candidates themselves.
5. Judging the Candidate’s Skill Level
Recruiters face the challenge of judging a candidate’s skill level. A certificate alone or a test doesn’t entirely give a clear demonstration of the candidate’s capabilities.
Further, recruiters are interested in knowing how quickly a candidate can understand the company’s requirements and how quickly they can learn and grow.
Understanding these through standard tests can be difficult. However, candidates outsourced from established hiring firms, in contrast, often show potential recruiters the projects they have worked on. This helps the potential recruiters assess their technical capacity and their adaptability to the company’s requirements.
How Can CodeQuotient Help?
CodeQuotient is a platform for serious coders. Our mission is to act as a bridge between colleges and industries.
The tech industry is evolving rapidly, and traditional tech-ed institutes are not quite able to catch up. Hence, new tech recruitment challenges are showing up.
That’s where CodeQuotient comes in. After a rigorous screening test, we pick the best students and then train them to the highest industry coding and software development practices.
We focus on project-based learning. Thus, our students need to create at least two live projects which the recruiters can view.
Further, the mentors or teachers at CodeQuotient hail from the most prominent IT companies. This helps the students get an insider’s view of the industry and understand industry demands.
At the same time, it also enables CodeQuotient to make informed recommendations to its hiring partners.
Our experts can assess a candidate’s technical strength and the kind of profile and organisations they would like to be a part of. This helps recruiters save time and effort on the recruitment process.
If you are a recruiter and want to hire the best tech hire possible, your organisation can easily team up with CodeQuotient.
Our alumni have been successfully placed at top MNCs like Amazon, Samsung, among others, in the country. So check out how CodeQuotient can help today.
