How to Deal with Technology Talent Shortage

The Great Resignation is happening now across all departments, but especially in the IT world. In fact, some sources say that the tech labor shortage will cause greater damage than cyber threats.

And the shortage isn’t just developers.

“We are looking at technologies that are more about IT infrastructure, networking, cloud or automation,” Yinuo Geng from Gartner says. “This is technology that forms the foundation, the basis upon which developers then build. And even in those cases, there is a shortage of workers.”

If you’re looking for tech candidates who can build your company infrastructure and meet the demands for remote work, you need to find creative ways to solve your tech talent shortage.

1. Change your requirements

As the tech talent shortage continues, one way to bring in more resumes is simply tweaking your needs. Some HR managers have decided a four-year degree may not be a requirement for these types of positions, so listing it on job description may hold some people back from applying.

If you are using AI software to recruit, make sure you’ve tailored the requirements to cover your needs but not be so specific that they eliminate potential star candidates. Opening up your search to a wider pool of candidates will help you source from unexpected places and reach an entirely new audience with your job posting.

2. Hire contractors and freelancers

If you need help implementing a new tech process now, then it might be time to call in a contractor or freelancer. These hires can be helpful because they bring expertise and strategy into a specific project, and you don’t need to spend money recruiting and training the “perfect fit” for a team.

A contractor can fill the gap on your team with experience or simply an extra set of hands, and then move on to the next place they’re needed.

3. Start recruitment marketing

Don’t just use marketing to sell your product or service: market your job openings. You could create team videos showing the culture and work style of the department, use testimonials from current employees, then promote those roles on social media platforms or job boards. In today’s job market, employers need to stand out and show potential team members why their team and culture could be a good fit. Approaching your job listings with a marketing mindset will help you get this message across more effectively.

4.  Make your company the easy choice

With all the choices available to tech talent today, potential employees face indecision and negotiation fatigue at the end of every interview. Your company should be an easy choice with the benefits you know they want. These days candidates aren’t looking for snacks and ping pong tables, they want working hour and location flexibility.

Post-pandemic, candidates seek companies that value their lives outside of work, and a few changes to culture or policy can make that an easy sell.

5.  Don’t be afraid to hire remote

While remote work won’t be the best fit for all tech positions (for example, if the role requires installing equipment or server management on-site), there are many roles that can be performed effectively while fully remote. Expand your hiring pool to the global market, and you might find your next dream candidate.

Remote contractors and freelancers can also be a great choice when you’re looking for developers or support staff: save the on-site or local positions for the jobs that absolutely need those local candidates.

6.  Use a tech staffing agency

The easiest way to hire tech talent? Work with a tech staffing agency.

A tech staffing agency attracts the best tech candidates because they want recruiters who understand the industry. Companies looking for tech talent can trust the agency to clearly define the job description and bring in qualified candidates for the role.

7. Focus on retention

Once you have a great hire, your company should focus on retaining those hires. With the Great Resignation raging across all departments, you can’t afford to lose someone great. Employees know they can find a new job quickly, so make sure you’re listening to questions and concerns from your staff.

Train managers to appreciate and understand remote work, not forcing employees to return to pre-pandemic “normal.” Take surveys often and listen to the results. After this crisis, teams feel more open to showing their personal life (they couldn’t hide it while working from home!), so the company needs to care about employees’ personal lives and well-being starting with executives and corporate policymakers.

8. Train existing staff

Once you have a great hire, your company should focus on retaining those hires. With the Great Resignation raging across all departments, you can’t afford to lose someone great. Employees know they can find a new job quickly, so make sure you’re listening to questions and concerns from your staff.

Train managers to appreciate and understand remote work, not forcing employees to return to pre-pandemic “normal.” Take surveys often and listen to the results. After this crisis, teams feel more open to showing their personal life (they couldn’t hide it while working from home!), so the company needs to care about employees’ personal lives and well-being starting with executives and corporate policymakers.

Conclusion

While all of these are great long-term solutions to dealing with the current staffing shortage, they won’t help if you need tech talent tomorrow. To get results quickly, work with a tech staffing agency to send over someone who meets the requirements and fills the gaps while you find the right person (or maybe while that contractor becomes a full-time team member!).

Ready to get started? Call us today to learn how we can solve the tech talent shortage for you.

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