- January 4, 2016
- Posted by: Doug Bryson
- Category: Recruiters
Recent economic conditions have made it exceedingly tough for companies and businesses merely to survive. Several companies that are in a great position to hire new talent face some challenges themselves. An increased number of companies are complaining that less viable prospects are on offer nowadays, but the time has arrived for these companies to look closer at their own accountability with reference to the shortage of talent.
The majority of employers struggle to find the type of top IT staffing talent that they desire because of the following reasons:
1. Various companies, such as an infrastructure company working on distributed and storage algorithms, find it increasingly difficult to come across individuals who get excited about problems outside of the popular Microsoft, Amazon, and similar types of companies. It means that they are limited to a lesser talent pool when recruiting, which is probably the biggest challenge by far. Your company has to make an effort to find the perfect profiles and finding individuals that are truly excited about what you offer (like transforming online storage) is hard at the best of times. Furthermore, it is quite difficult to track down someone who would be eager to join your startup and take a risk on such a company.
2. The top talents are in high demand, which creates a complex situation for especially smaller businesses and startups, for example. They struggle to get their hands on these top candidates. Even the bigger companies are fighting and competing for the small number of valuable, most experienced, and highly talented people that are available for a specific position.
3. When a much bigger pool is available to choose from, several employers have increasingly high expectations and more demands. They expect many years of work experience and skills for certain positions that make it harder for most hopefuls to live up to. At times, the expectations are seemingly so high that it makes you wonder if such a candidate could even exist.
4. More than half of all employers in the U.S., according to a recent survey, find it “hard” to locate the right candidate, but what this largely points out is that they are just not offering the proper wages, for instance. The suitable candidates are out there, but they are not prepared to accept the remuneration packages offered to them.
5. Companies frequently try too hard to find the perfect fit for their job opening. A better approach would be to tailor a specific job that could fit a highly talented individual. You should be careful of listing inflexible job descriptions, which may actually be disregarding amazingly talented candidates who lack only a couple of easily teachable skills. Such candidates could normally excel quickly with the proper training.
6. The perception exists with many employers that any candidate has to have a job currently to qualify for the job opening that they are offering. The current high unemployment rates make it harder for various top hopefuls to get a foot in the door. Too many capable, very talented, but displaced candidates are therefore competing with individuals who already have a job and who may not be truly interested in the job opening advertised by your company.
The ideal solution is never easy to uncover, but if you get rid of the notion of discovering the perfect candidates and instead search for those individuals who could actually do the job after being trained, you could be more successful. Screen potential talent by comparing them with the various attributes of your top employees. Moreover, your existing team may possess all the talent you require.