If you are struggling now to find top notch IT talent to fill your vacancies you’re not alone. According to every respected industry indicator, which is reiterating what we have seen ourselves, IT recruitment is at its most competitive level as we emerge from the worst recession in decades.
It has been reported that the IT sector leads the UK job market growth with recruitment firms reporting that they are advertising for almost 30% more IT vacancies year on year.
The Yoh Index of Technology Wages, which is a veritable temperature check on the IT market, saw the highest increase for 6 years at the end of 2013. Another trend emerging is the growth in jobs for IT systems administrators which is set to soar by 28% between now and 2020; twice the predicted average growth of any other occupation.
A Dice survey which focused on tech hiring trends during 2014 discovered that 73%, or ¾ respondents, planned on hiring more tech prose during the first 6 months of 2015. In addition to this 24% indicated that their additional hiring would be substantial, yet only 6 months prior to the survey only 19% had felt this way. In other words the job of the HR manager is set to become even harder than it was before.
As well as all those internal tasks which need taking care of on a daily basis; budgeting, troubleshooting and the often heavy expectations placed on the shoulders of hiring managers, you now have more balls to juggle in the air than ever as you chase the best talent in already depleted pool. There are now bigger targets to hit, more heads to hunt and the nagging fear in the back of your mind that positions might go begging or worse; you hire the completely wrong person for the job.
Before you start panicking however there is much you can do to both relieve the pressure on your shoulders and keep the management team happy. It might be time to go back to the drawing board and cast a critical eye over your recruitment methods. If your ads are being lost in the crowd amongst all those for aforementioned IT systems admin posts then you are on the back foot from the outset.
Instead of posting an ad and hoping you will find a gem amongst the pile CV's you will invariably see taking a more proactive approach can reap huge benefits. By seeking out your prospective candidates using social media such as LinkedIn gives you the advantage of only contacting those whose profiles fit your required criteria. You may cry that you don't have time to do this, but think of the hours you will spend sifting through all those CV's of which at least 60% will have no bearing on what you require.
Even though IT is currently the number one career choice for millions of graduates, there is always going to be the issue of too many trying to get into one camp leaving a shortage in other areas. If, for example, there is a glut of Magento experts but you need a skilled Joomla developer going down the proactive route will enable you to weed this out by checking out their skills rather than being deluged by applicants who have touched on Joomla but don't have the expertise or experience you are looking for.
Or, of course you can find a specialist recruiter to do this for you!