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Tech Talent Is Hard to Find

The tech sector is a good place to be a job-seeker, and a rough place…

  • September 13, 2017

The tech sector is a good place to be a job-seeker, and a rough place to be an employer looking for talent, according to the results of a new survey from Robert Half Technology.

In this new survey, CIOs offered insights on today’s hiring difficulties.

The most common barrier to landing the best candidates is not being able to meet salary demands (44 percent), followed by not finding enough qualified applicants (33 percent) and not being seen as an employer of choice (21 percent).

A lengthy hiring process is also a hindrance. The Robert Half Technology research shows it takes an average of 4.5 weeks to fill a staff-level IT role, and 41 percent of technology leaders surveyed said their hiring process takes longer than they would like.

From the candidate’s perspective, a report from Robert Half found that the most frustrating part of the job search is the long post-interview wait to hear if they got the job, according to 57 percent of workers.

When asked how long they are willing to wait for a status update from an employer before losing interest in the role, 69 percent of workers said up to two weeks.

So, employers have a hard time finding people, yet they keep good candidates waiting for an answer on whether they got the job.

Robert Half Technology offers five tips for keeping the hiring process efficient:

  • Be prepared. Before posting a job opening, communicate with your team to determine the skills and experience needed. Use industry resources such as the Robert Half Technology Salary Guide to research the latest salaries, benefits, incentives and perks to see what you can offer.
  • Work with a recruiter. If you’re short of time and resources to hire, contact a staffing firm that can give you accurate insights into the local market and assist you throughout the hiring process.
  • Move quickly. Don’t allow too much time to pass between interviews, internal discussions and the final offer. Have your key staff members meet top candidates so you can make a speedy and well-supported decision.
  • Communicate openly and often. Be transparent throughout different phases of the interview process. Clearly describe the role, responsibilities and compensation package, and always update your top candidates on their status and the next steps.
  • Make an offer. When your team decides to extend an offer, make sure the compensation is fair and competitive. Have internal discussions with human resources to know your limitations in case of salary negotiations.

Big takeaway: don’t keep job candidates waiting in a “seller’s market”.

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