What can employers do to increase their ability to hire technology talent in a tough market?

It’s March 2022 as I am writing this article and as we see it today, it’s still exceptionally tough to hire the right talent in the Australian Technology marketplace. Supply and demand factors likely won’t change in the short-term so employers need to adapt to meet the new challenges. We have the privilege of seeing how multiple firms are handling this and we can tell you what we see working the best.

First to offer often wins

If you take nothing else from this article this is the most important…the SPEED that you move at is THE MOST CRITICAL THING. If a candidate decides to look at the job market, they express an interest in several roles and as an employer, if you can complete your internal process in a day or two you will have a huge competitive advantage over your competitors. Most organisations, for a wide variety of reasons, simply aren’t geared up to ‘hire quickly,’ however many have already recognised this problem and addressed it. The simplest way to achieve this is “Make an offer subject to” then add the things that you need as part of your recruitment process such as reference checks, medicals, background checks or anything else.

How do you look to candidates?

Many employers aren’t used to having to provide a solid pitch specifically to Technology candidates and what interests them isn’t always the same as what attracts candidates for other roles. Technology candidates want to know more about the Technology Roadmap, what platforms organisations moving to, what’s happening with cloud platforms and what sort of implementations or updates are on the horizon.

Often we find that this information is readily available in the organisation however it’s just not often pitched as well as it could be to potential hires. Addressing this can greatly increase your attraction level for potential hires.

Remuneration and Benefits

I’m not going to dwell on this however relying on outdated data to benchmark the cost for skills isn’t going to help. Its important to keep an eye on raising salaries both to retain key staff and hire new ones.

Is your recruitment partner 100% focused on filling your role?

Most recruitment staffing agencies are struggling to deliver on the volume of roles they are being given and the amount of work it’s taking to fill roles has increased significantly. All are struggling to staff up our own businesses with the staff we need internally and the ‘time to source’ the candidates for each role has doubled or tripled.

Your recruitment partner will prioritise “Fillable Roles” as most operate on a “success only fee” basis, so what does this mean? Clients that offer work on an ‘exclusive basis’ rather than sending roles out to multiple suppliers, roles where they have access to the hiring manager directly and where the customer is geared up to hire quickly will be given priority.

How can Technology People help?

Our team are vertical specialists. We headhunt rather than rely on advertising and we’ve spent over a decade investing in our candidate database, giving us more tools to utilise instead of online adverts and LinkedIn that’s used by most of our competitors. We offer you real advice, telling you why you can’t fill roles and act as a partner, not a supplier, to fix the problems being faced.

We also offer a unique service where we take on packages of roles, for a fixed fee, exclusively and deliver all the people needed in a fixed timeframe.

Richard Talbot is Technology People’s Director, based in their Sydney office. He is always open for discussions and suggestions for recruitment topics to muse over.
rich Richard Talbot
Owner / Director | Technology People
E: rich@technologypeople.com.au

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