The process of hiring a new employee can become challenging due to all the difficulties that the recruitment world is currently facing. There are many of them. We have identified the key challenges on companies' path to finding ideal candidates and want to share them with you in this article.
Before we start, we have a great piece of advice from our recruitment partner Yulia. She recommends all companies, regardless of their goals, find their values, constantly show them to other people and adhere to them. This not only allows you to be unique compared to other companies but also helps build a team of "your" people. People who share your views and will work towards a common goal.
Now let’s talk about all the challenges.
The tech skills gap
Despite the rapid development of the IT industry, there is a constant shortage of highly skilled and experienced professionals. Senior-level candidates with many years of experience often already have jobs. While some may consider changing companies, the demand for Senior-level specialists remains high, given the continuous emergence of new IT companies.
There are enough Junior and Middle IT specialists in the market who are eager to learn and grow. Eventually, they will become professionals with valuable experience. However, new companies need Senior-level programmers now, and not many of these companies have time to hire a Middle-level specialist and train them. However, this approach sometimes might be the answer to all questions.
Staff Shortage
This issue is a consequence of COVID. Virtually all companies have transitioned to remote work. This allowed employees to stay at home in Newcastle, even when their office was located in the same city. The pandemic has ended, but the remote work system has gained even more popularity. Therefore, specialists from Newcastle, who previously were unwilling to relocate to London, now have the opportunity to work for a London-based IT company without leaving their living rooms. Have small and medium-sized cities suffered from the desire of employees to receive a capital-level salary? Certainly.
On the other hand, this has positive consequences too. Remote job opportunities allow companies to look for candidates from other countries. However, companies themselves must be prepared for these changes so that future employees feel comfortable and as a part of the team even from a distance.
Strong HR employer brand
Upon receiving a message from a recruiter offering to consider a job opportunity, a candidate can find all the information about the employer company within minutes. LinkedIn and Facebook reviews are just the tip of the iceberg. Not only clients leave reviews about their experience with the company. Candidates who did not pass the selection process, current employees, and former employees also contribute. They share their experiences, talk about the stages of employment, and highlight positive or negative aspects of collaboration. All of this shapes the candidate's perception of the company even before they respond to the recruiter's (or HR manager’s) first message.
Furthermore, the importance of "word of mouth" should not be overlooked. Having gained negative (or positive) impressions from the hiring process, the candidate is likely to share it with friends and colleagues. Every detail matters, from consistent communication with the candidate at all stages of employment to feedback on test tasks and sincere answers to all candidate questions.
In addition to this, various bonuses and benefits that the company offers its employees should not be forgotten. Candidates consistently pay attention to this aspect. Moreover, there is competition among companies. It is quite easy to justify: between two companies offering similar job conditions, a candidate will choose the one with more additional advantages.
This is what shapes the HR image of the brand. It directly affects the level of desire to work for one company or another, and consequently, the number of relevant candidates.
Conclusions
To successfully overcome these challenges, companies can consider strategies such as active participation in communities, investing in employee training and development, and exploring innovative approaches to hiring processes. For example, collaborating with a recruiting agency.
EvoTalents not only fills Senior-level positions within 28 days but also cares about the HR image of its clients. One of the principles of our work is #client_care. We take care of the client's business even when it goes beyond our duties. And we do it with pleasure because we understand the importance of our work. And our job is to connect a candidate with a company (and have them say "perfect!" to each other).
Need help with filling a vacancy? We can assist! Send us your request, and we will get back to you as soon as possible!
