There is no doubt that digital professions are in high demand. Market conditions are changing, however. A variety of new trends and cultural shifts have resulted in a market that is heavily reliant on demand. In order to overcome these obstacles, effective and improved recruitment strategies are urgently needed.
As we navigate this wave of change, here are some things we learned over the years.
The challenges of recruiting
Engineering managers face a number of challenges when it comes to recruiting digital talent. Due to a shortage of digital talent, especially in Europe, it has become even more challenging in recent years. According to McKinsey, the EU-28 public sector lacks 8.6 million skilled workers. Digital skills account for nearly 5 million of that number.
In the wake of the COVID-19 pandemic, businesses are struggling to reclaim lost ground and ramp up operations.
The laws of supply and demand have shifted the negotiating power in the workforce’s favor. Many skilled employees are demanding higher salaries, changing jobs more frequently, or resigning. Businesses are already experiencing the impact of inadequate supplies for their demands, which has harmed retention rates.
Today, hiring digital talent is challenging due to a shortage of skilled workers. There are, however, several other factors contributing to the current issue, particularly for small teams and businesses.
In the first instance, businesses in the main cannot keep up with the continuous demand for higher salaries.
A clear career progression roadmap is also essential for engineers and product experts. Small-to-medium companies with a flat managerial hierarchy may find it more difficult to provide this service.
Remote and hybrid work environments have also been accelerated by COVID-19 lockdowns. More and more prospects are now asking for hybrid and remote positions. Statistics reflect that, with 74% of workers expecting virtual work to become standard and 97% not wanting to return to the office full-time. This is where MyQuickCloud can help assist with your small business, enabling them to securely access your company tools and software, and save costs. Some companies, however, cannot provide the level of workplace flexibility required by many employees.
Another stumbling block can be the lack of a well-defined and designed recruitment process. It is challenging to find and hire a skilled individual who is also the right candidate for the job due to the technological nature of the digital field.
Identifying the right digital talent
Most of the time, conventional channels will prove most effective. A wide talent pool can still be found quickly and efficiently using LinkedIn.
Face-to-face events like job fairs were halted during the pandemic. As of now, these events are back in operation and remain a convenient way to meet candidates in person early in the hiring process. The selection process can also be accelerated by discussing available positions and opportunities with both parties.
Online or digital recruitment events have become more widespread and popular in recent years. It’s a nice compromise between LinkedIn’s convenience and some of the face-to-face aspects of conventional job fairs.
Now, more than ever, it’s imperative to be proactive about how you source talent. Now is the time to start talking to digital talent.
Digital Talent Recruiting and Retention Tips
Organizations can employ many tried and tested strategies to help themselves recruit and retain top tech talent despite the challenges they will face closing the digital talent gap.
Recruiting, retaining, and attracting talent must be addressed holistically.
Enhance brand recognition
Establishing your business as a prominent presence in the field and building a recognizable brand are crucial. In engineering and product development, being recognizable will give you an edge. Consider hosting and participating in webinars regularly or investing in open source projects.
Review employee performance
It has become more imperative than ever to make the right impression at work, especially as the demand for jobs has outstripped the supply. Effective employee engagement would help you make your current or past employees ambassadors for your company. An online review site like Glassdoor, Indeed, etc., can have a big impact on job prospects.
Salaries should be competitive
There is a constant rise in digital skills market salaries. In order to attract candidates, you must offer competitive salaries. In any case, be competitive with market expectations, if not better.
Streamline recruitment processes
In a market with so much demand, even a painful recruitment process can turn off candidates. Therefore, you need a documented, standardized procedure that is pleasant for candidates and lets them know what is expected of them. Having precise requirements allows your business to avoid wasting time and resources on unsuitable candidates.
Develop a positive culture
Creating an environment that candidates respond well to ties in with branding. Creating a safe space allows a diverse group of people to participate in their own unique way. Employees need to feel invested in the company’s culture, where learning is encouraged.
Make career development a priority
It is helpful for companies to have well-defined career ladders for a variety of roles. Make career paths as individual as possible. Is there a set of expectations? Where do we go from here? What steps do you take to get there? Is there a method for measuring success, failure, and progress? Answers to these questions are extremely valuable to employees.
Experience of developers should be prioritized
When hiring engineers, you need to evaluate their day-to-day working experience. Their jobs should be made easier by removing unnecessary obstacles or frustrations. Overcomplicated or malfunctioning systems as well as mundane or clerical work that could be automated/delegated are examples of this.
Getting the digital talent their companies and clients need is no easy task. A global skills shortage combined with the COVID-19 lockdowns has resulted in the perfect storm for recruitment.
The situation also presents an opportunity for businesses to rethink how they recruit and retain talent. With the right approach, you can find a way to hire top digital talent right now.