Recruiting tech talent - strategies for overcoming the top three barriers.

In 2024, tech continues to evolve at a breath-taking pace, making the recruitment of top talent more challenging than ever. This article will delve into three common barriers to recruiting tech talent today and provides actionable solutions to overcome these challenges.

1. Attracting in demand talent

A primary obstacle when it comes to attracting tech talent is the crafting of job adverts and specifications. Many job postings fail to capture the interest of potential candidates due to vague descriptions, lack of technical details, and an uninspiring portrayal of the role.

The Solution

Craft job adverts that stand out:

• Highlight the Latest Technology: Ensure the job description mentions the technologies and tools candidates will be using. For example, "You will work with cutting-edge AI tools, blockchain technology, and modern cloud infrastructure."
• Detail the Project Scope: Clearly outline the scope of the projects they will be involved in. Explain how their contributions will impact the overall success of the company.
• Specify the Tech Stack: Include specific details about the tech stack. For example, "Our current stack includes Python, TensorFlow, Kubernetes, and React."
• Detail Project Methodologies - Candidates often seek environments where their preferred ways of working are supported and valued. Clearly state the project management methodologies your team employs.? For example, "Our team uses Agile methodologies with bi-weekly sprints and regular retrospectives to ensure continuous improvement."? Highlight tools and practices, such as daily stand-ups, sprint planning, and continuous integration/continuous deployment (CI/CD).
• Quantify Impact: Specify the tangible outcomes candidates can achieve in their roles. Instead of "responsible for software development," say "lead the development of cutting-edge software that enhances user experience and boosts customer retention by 30%."

By providing clear and detailed information, candidates can visualize their potential contributions and the value they will bring to your organisation.? Which helps you attract candidates who are genuinely interested in the technologies and projects your company is working on.

2. Untapped Talent Pools: A Goldmine for Tech Recruitment

Many industry leaders are overlooking significant talent pools that can bridge the tech talent gap. By tapping into these groups, not only can you enhance diversity but also bring fresh perspectives and skills to your teams.

Evidence shows that inclusive hiring practices lead to a 19% increase in employee retention and a 32% increase in innovation. Therefore, a focus on diversity is not only ethically sound but also hugely advantageous.

The Solution

Expanding your search to include these untapped talent pools can significantly enhance your recruitment efforts:

• Return-to-Work Parents: Create flexible working options and highlight these in your job adverts. Offer part-time, remote, or hybrid roles to accommodate their needs.
• Women in Tech: Despite making up half of the global workforce, women represent only 28% of the tech industry as of 2024. Develop mentorship programs and emphasise a supportive work environment that promotes career growth for women. Highlight success stories of women in leadership positions within your company.
• Underrepresented Groups: Ensure your recruitment process is free from bias, focus on inclusive hiring and interview practices & provide training on diversity and inclusion for your recruitment teams, and hiring managers.? Practices such as sharing interview questions are gaining great momentum, and positively impacting recruitment and retention options.

To broaden your talent pools advertise salary and benefits, this helps build trust, highlights your values, and demonstrates commitment to inclusivity, equitability & overall well being.

3. Engaging Passive Candidates

The Challenge

Recent data shows that 73% of tech professionals are passive candidates, meaning they are open to new opportunities but not actively searching for them.

Companies that effectively engage passive candidates report 25% faster hiring times and 50% higher quality of hire.

Engaging these individuals requires a nuanced and strategic approach, focusing on personalised communication and clear value propositions.

The Solution

To attract passive candidates, consider the following tactics:

• Personalised Outreach: Tailor your communication to the individual's interests and career goals. Mention specific projects or technologies they might find exciting.
• Showcase Impact: Highlight how their skills will directly impact new and innovative projects. For example, " You will play a key role in developing and implementing cutting-edge blockchain applications that enhance privacy, security, and usability in digital identity management”
• Leverage Employer Branding: Use social media, blogs, LinkedIn newsletters and other channels to continuously showcase your company culture, the exciting projects you're working on, growth plans, achievements and awards etc.
• Skill based Hiring - By emphasising skill-based criteria in job descriptions and outreach messages,? you can appeal directly to candidates' professional interests and showcase how their talents can contribute meaningfully to your organisation's goals. This approach not only increases the relevance of positions, but also engages passive candidates by highlighting opportunities for skill growth and career advancement.

Conclusion

Recruiting top tech talent in 2024 requires a strategic approach that addresses the main barriers head-on. By crafting compelling job adverts, tapping into diverse talent pools, and engaging passive candidates, you can stand out & gain an edge when it comes to attracting and retaining top tier talent in today's competitive market.

Brookwood - Your Partner for Tech Recruitment

Brookwood are global talent partners, specialists in sourcing talent for large-scale change and digital transformation programmes.

We’ve had the privilege of partnering with distinguished organisations undergoing massive Digital Transformation Programmes. For example, we’re currently supported a leading, prestigious brand going through the largest ERP upgrade in history.

We recruit across all major roles within change programs, including CIOs, Architects, Programme/Project Managers, and Developers, as well as supporting the smooth running of day-to-day IT infrastructure.

Our consultancy approach is meticulously tailored and includes real-time talent and market trends, advanced recruitment technology, and inclusive talent strategies.

Get in touch to discuss how we can help you navigate the challenges of tech recruitment and build diverse, innovative, and high-performing teams.

[email protected]

www.brookwoodrec.com

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