I asked those who are recruiting for IT companies why it’s so hard to find talented technical staff. Their answers have amazed us. Nearly no one directly applies for the job, so they have to spend almost all the time searching for suitable candidates and sending messages to LinkedIn … and of the few who apply, almost everyone has unrealistic expectations.
They work with state-of-the-art technologies, have a good presence on social networks, have job ads placed on LinkedIn and local platforms, but for nothing – almost no one finds them.
We asked why and if it is a problem specific to the market and startups. To get a better idea of the problem, we looked at how the recruitment process of other IT companies goes.
For our survey, we talked with “recruiters” from companies with well-known brands. See more here.
What we found surprised us:
1. Almost all companies use job platforms, but the best candidates do not always come from there
Imagine that you are looking for a software job, perhaps one that puts all your programming languages and tools to your advantage.It’s an almost impossible mission to filter among the nearly 2000 jobs (LinkedIn only) to find the most interesting ones for you, so many are beaten and prefer to find employment elsewhere.
For this reason, the best option for recruiters is direct contact on LinkedIn or other platforms of people with interesting profiles, hoping they are interested in other opportunities, a complicated process in which it is difficult to keep your motivation.
2. Direct recommendations are the best source of talent
Almost all of the top IT recruiting companies, from big companies to startups, say the best candidates come from recommendations given by colleagues.
Recommendations work best when it comes to jobs requiring highly qualified candidates. They bring people hard to contact much closer, something that can not be said by traditional recruitment methods.
Since most people live in a “bubble”, almost holding people who share their ideas and passions, it’s very likely that a specialist, will know other people or colleagues with similar skills.
However, even if most companies stimulate monetary recommendations, they can not always rely on them, especially if we are talking about relatively small companies.
3. Some candidates simply are not motivated to have a competitive job
- Very well trained salespeople
- Extremely skilled developers with a passion for hard to solve problems
- A dynamic and competitive working environment
- International team
All of the above is interesting for a good part of us, but we need to realize that there are enough people who would not apply to jobs that are doing so.
Why would some candidates avoid excellent job descriptions like those above?
They may have had a negative experience, or even a burn-out, in a job with a dynamic and competitive working environment, and they can associate any such job description with a job seeker and a toxic working environment.
An international team can mean many meetings, very early in the morning or late in the evening, in addition to the need to cope with cultural differences.
It is also possible that the relatively elliptical presentation does not resonate with the job due to fear (interview, possible rejection, colleagues and work, etc.), so do not apply to the situation and not I respond to the LinkedIn message, even if they call their job exciting and have the necessary skills. Is it a good pre-selection method? Perhaps, but at the same time, it is possible that “recruits” will lose otherwise good candidates in this way.
Additional info: https://www.information-age.com/tech-recruitment-123476687/
4. Some IT companies are not perceived as such
This point surprised us the most in our survey – there are some IT companies that potential candidates do not understand that they focus on IT, even some with a relatively strong brand.Are Uber and Taxify taxi companies or IT companies with many talented engineers? Certainly both, but some do not think jobs in such companies. Some companies can ask for a sample code (an example of a candidate’s code) to Evaluate how “clean” is written. Technical questions are specific to Job Description technologies (will never have Java questions for a .NET position).
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