With today’s low unemployment, there are now more open positions than qualified candidates to fill them. On the last day of February, job openings were at 7.1 million, down from 7.6 million openings in January. Competition for talent continues to be intense and innovative hiring managers are realizing the need to bolster their recruitment strategies if they want top tech professionals to join their teams.
Tech professionals remain in high demand and IT leaders shared their thoughts on what’s preventing talent from coming through their doors. Global staffing firm Robert Half Technology examined the top issues preventing hiring managers from bringing on tech talent that include compensation, speed to hire and awareness of the company.
Despite the decrease in job openings, there are still more vacant positions than unemployed people in the U.S. Skilled workers have lots of opportunities in today’s labor market — and they know it. Tech employers must move swiftly in the hiring process and be mindful to raise their company’s awareness with job seekers throughout each step of the recruiting phase. With the current competitive employment market for technology, top candidates have many options and will refuse a long hiring process.
Increasing awareness for an organization is often overlooked as part of the hiring strategy so it’s critical to highlight the reasons professionals will want to work with your organization in recruiting materials and on social media channels and website.
Certain tech markets on the East and West coasts have been known as major areas for technology companies and due to increased living costs, many firms are choosing other markets to host their businesses, which brings new competition for local companies.
Clearing the hurdles
It’s worth noting that with a hiring market that is as competitive as we are seeing, companies who drag their feet on hiring decision will lose out on talented candidates. Let’s examine some common challenges tech hiring managers contend with regularly and review some solutions to these possible setbacks.
- Unable to offer comparable salary. If the budget doesn’t provide room to offer competitive salaries, consider other perks and benefits to include in the compensation package. This includes flexible work arrangements, additional vacation time and professional development opportunities are non-monetary options that candidates find attractive.
- Drawn-out hiring process. It’s a good idea to establish the job description before posting a job opening, and make sure to involve key decision makers and follow necessary HR procedures. Remember to keep a tight timeline and share updates with candidates throughout the process, especially once an offer has been accepted.
- Job seekers don’t know your reputation. Be deliberate in showcasing the company culture in recruiting materials, during the hiring process and on social media. Don’t be shy about emphasizing your organization’s mission and underscoring the company’s community outreach and top benefits for employees.
- Competition among other local firms. Research rival businesses in Jacksonville to find out what they’re offering in their recruitment package. Then identify what makes your company attractive to job seekers so your firm is top of mind. During the interview process, be certain to highlight these strengths when recruiting candidates with in demand skillsets.
- Lacking attractive perks and benefits. With such low unemployment, specifically with tech roles, you’ll want to regularly review and update your firm’s compensation package. Check out the Robert Half Technology 2019 Salary Guide for research on the top benefits, perks and incentives required by today’s professionals.
Tech candidates with in demand skills will accept the best offer so make sure your company offers more than the competition. However, there’s no need to break the bank; find the salary range that works best for the job description and business goals. Recruiting the right talent starts with a strong job description. Although in this tight labor market, it may be challenging to find candidates who meet 100 percent of the requirements.
Many organizations are tweaking their approach to hiring, including their location strategy and as a result, technology hubs are widening across the nation. Tech employers in Jacksonville will need to level up their hiring game if they want to secure top talent for their teams.