Hiring challenges in IT sector

With over 2 million professionals to recruit and skill, India's IT industry is

confronting its biggest-ever HR challenge.

According to Preqin statistics, the value of venture transactions in India grew to

$7.9 billion in July, while investments in China fell to $4.8 billion. According to

Naukri JobSpeak, recruiting demand in the IT software and services industry was

55% greater in June than in January 2021, and 51% higher than in June 2019. The

Indian IT industry is currently facing its largest-ever HR challenge, with the need

to recruit and skill more than 2 million professionals, as surging demand for tech

workers puts enormous pressure on it to stay internationally competitive. To begin

with, the IT sector has long struggled to recruit, discover, and retain qualified

employees, and the pattern indicates that this problem will continue.

1. Competition from other businesses is fierce

Clearly, each firm seeks to hire the greatest employees. With outstanding talent in

short supply, fierce competition between businesses is unavoidable. When you

include in tech behemoths, it becomes a difficult task for smaller businesses to

regularly make effective recruits.

Geography can also have a significant influence. The instance of InVision, a

design software business with a completely remote staff, is worth mentioning. The

limited supply of talented developers in New York made hiring new developers

difficult when they first started out. To make matters worse, about the same time,

Google established a new office in Manhattan. InVision's ability to create a robust

team in New York became almost impossible as a result of this.

2. Unreliable Candidates

Nothing may be taken for granted throughout the recruiting process. Take, for

example, the engagement with applicants. A applicant may not be "faithful" to the

job offer you make. Many of them would usually try to get various bids and keep

you waiting.

This is still understandable behaviour. Some people, on the other hand, will use

your offer to acquire a better one from somewhere else. Leaving aside the ethics of

such behaviour, it's terrible that you can't immediately avoid it.

As a result, the number of candidates who actually join the team after accepting an

offer is minimal. It's difficult for startups to continue to deplete their resources and

explore many leads for the same position in such a circumstance.

3. Having the ability to evaluate

Another common and underappreciated tech recruiting difficulty is the existing

team members' lack of required tech competence - the proper experience and

abilities. When it comes to appraising developers, a technical grasp is crucial, and

a lack of it frequently leads to lower expectations.

Even major firms' HR departments may lack the technical expertise needed to

evaluate developers, turning to rudimentary keyword matching. A bad hire is an

evident effect, which leads to additional opportunity costs.

4. Internal Tech Team's Limited Bandwidth

Other developers on the company's staff may be needed to participate in the review

process in order to address tech recruiting difficulties such as a lack of technical

capabilities among the hiring team. As a result, time is being diverted from actual

product development. Given the value of a developer's time in the context of a

startup's growth, this is a difficult decision.

5. High-paying jobs

When candidates join a new organization, they are known to expect a significant

pay increase. Many companies struggle to afford the high compensation requested

by developers.

They lack the financial muscle to compete with larger enterprises with greater

wallets, even with external funding. To counter this, some businesses may provide

significant employee stock ownership plans, or ESOPS, in order to recruit and

retain top employees. The usefulness of such rewards to potential workers is still

up for discussion.

6. The Brand's Reputation

Another tech employment difficulty that many companies face is 'employer brand.'

A lot of businesses lack the essential PR and recognition when they first start out.

Even if you can offer better terms and more interesting work, candidates who don't

know who you are or what your firm does are more likely to select a tech giant

over you.

What is the option?

The best option option is to hire contractors, hiring contractors will save money in

the long run. Because they will only help your firm for a brief time, they are a

temporary solution that does not require an annual wage. The procedure of

recruiting contractors is now much shorter and more efficient. We the Coders Brain

can help you in the hiring process. Contact us from visiting our website at

www.codersbrain.com/ .