At the end of the day, every hiring manager’s goal is to recruit the best tech talent there is on the market.
I don’t think there’s anybody that says, “Hey, you need a new member for your team?” And they’re like, “Yeah, you know, I just, I just need someone who’s really average.”
If you don’t use your time wisely, you could potentially deter or lose top tech talent and impact negatively your R.O.I.
When you’re trying to hire someone, you’re trying to sell them on the value that your company offers.
In an interview, it’s vice versa. You know that it’s the candidate selling their skill sets to you.
Once you know you’ve found the perfect candidate, you need to do your job by successfully selling them to your company.
The Six Reasons You Can’t Find Top Tech Talent
- You’re making it more complicated than it is to find tech talent
- You’re judging a candidate solely on the resume, not the full package
- No one at the organization is prioritizing the hiring process
- Tech job descriptions aren’t up to market par
- Non-Technical People Are in Charge of Screening Tech Talent
- Your hiring process has become a cost instead of an asset
You’re making it more complicated than it is to find tech talent
As an IT or an HR leader, invest some time, and sit with what your company needs regarding tech talent.
Most people want an A-Player candidate on their team.
It’s important to figure out how long you are willing to spend on a resume. Set realistic goals like spending a minute per resume. This will lead to finding that A-Player candidate you’ve been looking for.
A minute seems a reasonable amount of time to find the right tech talent.
I think what happens is that a lot of people end up thinking that resume screening takes longer than it actually does.
How many of us have put off tasks because the idea of them scares us off? A lot of us suffer from paralysis analysis and never get started. This holds us back and delays success.
In the grand scheme of things, reviewing resumes doesn’t take as long as people think.
Time management is important. Figure out a time to sit and review resumes and schedule interviews. It’s that simple.
You’re judging a candidate solely on the resume, not the full package
We live in a world that’s immersed in the digital space.
Traditionally, at job interviews, candidates will have physical copies of resumes at hand, as well as both Word or PDF form.
But, many people are increasingly pivoting and innovating through video and other digital means.
We’ve seen so much success with candidates that send a “video resume” to better represent who they are.
A video resume can help avoid candidates from falling through the cracks. It can also help make them stand out from the crowd and make it easier to select the right candidates.
No one at the organization is prioritizing the hiring process
As a leader, it’s important to prioritize and get involved in the hiring process.
Top tech talent plays an important role in company success. This is why reviewing resumes should be a priority on your list, no matter how long it takes.
Tech job descriptions aren’t up to market par
I’ve spent a lot of time on the sales floor, and years as a middle man in the recruiter’s seat. I’ve heard our own recruiters say that when you come across a job description for a Data Science job, the majority of the details are anything but a Data Scientist role.
What ends up happening is that the description may often read as a Data Analyst role.
Non-Technical People Are in Charge of Screening Tech Talent
You know your hiring needs to be handled better than anybody else. A non-technical recruiter or HR might not be versed in technical jargon.
They might make mistakes when it comes to job titles and descriptions that actually reflect the true requirements and skillsets of a niche specialty job.
This happens more often than you might think, and it can cost your company money.
Your hiring process has become a cost instead of an asset
If your hiring process is too lengthy, you could potentially lose top tech talent that would have otherwise been a perfect match for your company.
The quicker you can condense the hiring process, the better it’s going to be for your company.
You’re going to lose less top tech talent because like I said, “time kills deals.”
So what managers really need to be asking is, “How can I have the shortest process without sacrificing any due diligence?”
And that’s the question that they need to be asking when they’re setting up the process. If they don’t do that, they’re going to have long drawn-out hiring processes.
They need to look at each step, including screening and then getting these candidates to accept the offer.
So, how can you eliminate inefficiencies in your hiring process?
First off, you should be able to hire someone quickly, even if you had to do three interviews. There’s no reason you can’t make that happen all in a week.
If you have any of these problems, and you would like to hear our recommendations, please contact us! We are here for you and with you!