tech screening – Resource Center

5 Actions Employers Should Take to Obtain Top Tech Talent

admin — Thu, 05 May 2016 17:17:27 +0000

Throughout the United States, employers often contend with skill shortages. As shown in the Manpower Group “2019 Talent Shortage Survey”, 69% of US employers face difficulty in filling positions due to a talent shortage. Employers surveyed reported that a lack of experienced technical talent with the right training limited their ability to fill positions. With unemployment in the United States hovering around 6.9%, employers find it hard to hire the right tech candidates. To relieve the ongoing talent shortage, employers may have to find new ways to approach the hiring process.

Old habits may need to be shed in this new environment. Even if there are a lot of candidates to choose from, traditionally, employers demand more candidates. They want prospective employees to fill a role immediately, without providing any training. This creates an illogical situation where the employee needs to know the job before being hired into the job. This catch-22 situation hurts both organizational and economic objectives. What new methods should employers use to get the best tech talent?

Let’s check out a few ideas that employers could use to counteract the shortage of talent:

1. Seek out Candidates Who Could Fill Jobs with Additional Training

Employers should search for candidates who can accomplish the job with a bit of training rather than looking for the perfect fit. A candidate who fits well within the organization and is willing to learn new skills can be a valuable asset.

2. Advance Employees without Much Financial Investment

It’s important for employers to think of ways to advance the potential of current employees without spending much time and/or money. One way to achieve this is by extending the probationary period for new employees, so that they have time to improve and increase the level of their work. As the employee becomes more experienced, there is added value to the permanent hire.

3. Trust Internal Hiring Rather than an External Agency

Employers should trust the internal hiring process of the organization rather than retaining an outside hiring agency. The internal recruitment team knows the company’s employees better and can make better hiring decisions than the outside agency.

4. Organize Jobs Differently for Candidates with Diverse Credentials

Employers with a flexible approach understand that getting talent for a job is not like finding pistons to fit an engine. Employers should organize jobs in ways that will allow candidates with diverse experiences to perform jobs successfully. Projects can be assigned in which employees get the opportunity to learn new skills by working with a team.

5. Visit Schools before Hiring Candidates

Visiting schools before hiring candidates can help employers find desired talent. For instance, community colleges in many states have good relationships with organizations and offer applied course work for meeting specific requirements of employers. Employers can recruit those candidates who have successfully completed qualified courses from accredited community colleges.

These 5 methods can help to expand the talent supply in an organization. Additionally, they make it easier for the employers to fill jobs with less wasted time and money. Implement these ideas to help your organization to obtain the top tech talent.

The post 5 Actions Employers Should Take to Obtain Top Tech Talent appeared first on Resource Center.

The Natural Fit Between Tech Hiring and Digital Interviews

admin — Thu, 10 Mar 2016 17:37:39 +0000

Digital interviews have become very popular among technology hiring managers because they help to reduce the candidate pool prior to scheduling candidates for in-person interviews. This saves time and money in the long run — two important factors that can boost recruitment results.

When you mix digital interviews with applicant screening for technology jobs, you can experience an incredibly natural fit for this market. What makes more sense than to interview a tech candidate via a digital interview? The answer: not much!
Here, we will discuss why these two entities are such a natural fit.

Digital Natives Flooding the Workforce

One of the biggest reasons why tech hiring and digital interviews are a natural fit is the fact that the workforce has been flooded with digital natives. Who are digital natives? Digital natives are the youngest generation of employees — those who have spent their entire lives with modern technology. Otherwise known as Generation Y and Z, these candidates will likely be attracted to a company that embraces technology.

Screening for Tech-Savvy Skills

When companies use digital interviews for tech hiring, they are able to screen the job applicants for tech-savvy skills from the start. Many companies communicate with their clients via technology (such as digital video), and the interview process can be very informative. If the candidate does not perform well during the digital interview, he or she might not perform well on the job. For example, if the candidate does not dress well for the video interview, then he or she did not take it seriously and might do the same in front of a client. Also, if the candidate cannot use the microphone or camera on their computer, the interview should go no further.

Helping to Level the Playing Field

Companies can level the playing field when using live digital interviews. For example, all of the job candidates can be asked the same questions. This helps get rid of any bias or tailoring of questions for certain candidates. Consistency is a key to successful recruitment. When you remove barriers to consistency and fair recruitment early in the process, you will be able to put together the most diverse pool of tech talent possible.

Bringing Each Story to Life

Another added benefit of digital interviews is that the story of the job candidate can be brought to life. If the interview is recorded live, it allows for the candidate to be personable and demonstrate good body language during the session. Live digital interviews can easily be arranged from anywhere in the world, and the best features of the candidate can be presented to hiring companies, which provides much more information than a standard resume.

Sharing Digital Interviews

The ability to share the digital interview with multiple people at one company in their IT recruiting department is a major advantage. If the interview takes place live and is recorded, then the video interview can be shared with others who could not attend. Companies love this because it saves them time and money. One person can conduct the interview, while other employees remain hard at work.

In today’s high-paced world, technology is making things much easier when it comes to screening job candidates. The digital interview is a good example, as it makes finding the best tech talent on the market painless.

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