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Tech talent recruitment has always been years ahead of many traditional organizations. The reason for this is that tech companies are required to iterate quickly, be innovative, and pivot on a dime as the market shifts - and our hiring practices reflect that.
Achieving rapid growth as an organization is no small feat and takes strong leadership, alignment, and a considerable amount of teamwork. However, when done right it can have an incredible impact - one of the most effective ways to make this happen is through promoting inclusivity and representation by diversifying your hiring pool.
Diversity hiring in tech is about embracing people from various backgrounds and experiences to create a more innovative and productive workplace. It's about creating an environment where employees can be true to themselves, feel respected, and want to contribute their skills.
By hiring a diverse group of individuals with varied perspectives, tech companies are able to tap into fresh ideas, develop new products faster, and think outside the box. This can be extremely beneficial for the company’s bottom line and its overall success.
Tech companies have long been aware that the best products and services come from diverse backgrounds and perspectives. The reason for this is simple: different perspectives mean more ideas and solutions. Studies have shown that people feel much more comfortable and empowered in an environment with a strong diversity initiative in place. This leads to increased productivity, motivation, and collaboration between teams.
If you'd like to see new, innovative tools for getting results within your DEI strategy, check out our new guide, "4 Ways Interview Intelligence Impacts DEI."
As we discussed in the section above, tech talent hiring is an essential part of any successful startup. Fortunately, there are lots of tools and strategies available to help you find and hire the best candidates for your team. But as with anything in life, it pays to be thorough when recruiting - especially in the tech world where competition for top talent is fierce.
Over the last quarter, layoffs have made finding top talent easier but that doesn't mean we're out of the "tech talent war." Companies are still looking for highly-skilled and qualified candidates who can help them reach their goals. One way that many of our clients are getting ahead in the talent war is by advertising and posting open roles on tech-specific job boards that are popular in the industry. There are many thriving online communities filled with potential applicants who are looking for their next opportunity.
To stay one step ahead of the competition for top talent, ensure that your organization has access to cutting-edge recruitment platforms integrated into a seamless workflow. This will enable a candidate-centric and streamlined hiring process. With tools like Pillar's Ai (artificial intelligence) powered video interview platform, you'll be able to find the perfect candidate quickly and easily.
By investing in top-tier hiring tools, talent acquisition teams can reduce the time it takes to find and hire the best candidates for their teams. With the right strategies and technology in place, tech, software, and startup companies will be well on their way to winning the tech talent war.
MPG (ManPower Group), did a study earlier in 2022 that showed a 76% shortage in Technology and IT roles. That number was up 6% from 2019. As if the tech talent shortage wasn't already a major problem, COVID-19 further exacerbated the situation. Businesses have had to adjust to a new normal and many tech jobs have been put on pause or canceled completely because of recession fears.
The tech and IT talent shortage is a real issue that needs to be addressed in order for businesses to stay competitive and agile. There are some things companies can do to tackle the problem head-on. MPG recommended four potential paths to bridge the tech talent shortage in 2022:
"Building" was classified as investing in learning and development to grow your talent pipeline. "Buy," meant going to the external market to attract talent that can’t be built in-house. "Borrow," was cultivating communities of talent outside your organization to pull candidates from, and "Bridge" meant helping people move on or move up to new roles within your organization.
If your business is looking for ways to fill the tech talent shortage, consider utilizing these four paths as a guide. Hiring in 2023 is going to be tougher than ever before and businesses need to start preparing now if they want to be successful. You may have to get creative sourcing candidates as the number of open roles right now. According to BLS (Bureau of Labor Statistics) as of November 30th, 2022, there were 10.3 million job openings in the US alone.
Getting creative and tailoring recruitment strategies to meet the needs of your organization is key when it comes to tackling the tech talent shortage. Additionally, DEI efforts are paramount as they will help create a more inclusive workforce and serve to further drive innovation in 2023.
The tech job market is moving quickly, but organizations need to be prepared to move just as quickly. As the need for software and data pervade traditional businesses and shifts the entire economy, tech hiring will become a core function of every company.
The speed of adoption and the need to stay competitive means that organizations must stay on top of their hiring and onboarding strategies in order to stay competitive. With the shortage of tech talent, you can’t afford to miss out on a great candidate because your hiring process was too slow or inefficient.
Fortunately, there are a variety of tools and strategies that can help businesses speed up the tech hiring process. Leveraging automation features such as AI-powered assistants, job-matching algorithms, and automated candidate sourcing will streamline your recruitment process significantly. Using ATS (applicant tracking software) and interview intelligence software will help you quickly identify top candidates and assess their skills.
Additionally, investing in a comprehensive video interview platform can save time and money when it comes to the hiring process. For example, with Pillar, you can conduct remote interviews with multiple applicants simultaneously, meaning no more scheduling nightmares or wasted travel expenses for your team. Plus, our platform comes packed with features such as facial, sentiment, and voice analysis that can help you quickly identify the best candidates for your open roles. You can also automate interview scheduling, automatically prompt interviewers with questions, and record each interview. Once the interview is completed, our software will transcribe, index, and highlight different aspects of the interview for your team to review.
This means that the whole team can review and collaborate quickly to make the best hiring decisions for your organization. With Pillar, you can be confident that you are making the right hires for all of your tech roles, fast.
The tech talent shortage isn’t going away anytime soon so it’s important to be proactive when it comes to recruiting tech professionals. Leveraging technology and automated processes can help you speed up the process and make sure that you are making the right hires for your organization.
What is tech talent?
Tech talent encompasses a wide range of IT professionals, data scientists and analysts, software engineers, developers, project managers, and other individuals whose expertise lies in the realm of technology. Tech talent is essential for businesses that rely on digital processes and systems to operate efficiently.
Tech talent programs that provide students with the necessary job skills and certification are a long-term trend in today's world. In recent years, tech talent companies have emerged to meet the need of businesses looking for engineers, coders, and developers. Companies now require less time in finding and hiring top-notch tech personnel with the help of these tech recruitment firms.
But, hiring tech talent in 2022 and 2023 will be no easy task. The tech talent shortage of 2022 has created new levels of demand and many organizations are competing for the same pool of talent. According to the MPG study mentioned above, hiring IT talent and data professionals are currently in the highest demand - meaning that for every 100 jobs posted, only 24-25 are filled.
In order to succeed in hiring tech talent, organizations must get creative with their recruitment strategy. With all the options available to candidates in today's market, companies have to offer significant value to win the "cream of the crop," and once you have them, you have to be able to keep them.
How to retain tech talent is another important factor to consider. Once you’ve hired the ideal candidate, you need to ensure that they stay with your organization. Employees who leave can cost the company millions, and take valuable time, knowledge, and other resources with them. Investing in employee development and making sure that they feel valued and appreciated is huge. Additionally, provide a clear path for career progression and offer competitive benefits packages to further entice top tech talent.
The tech talent landscape is constantly changing, so be sure to stay up-to-date on the latest industry trends. If you're currently creating a process to attract top talent schedule a demo to chat with someone on our team. We'd love to show you a seamless workflow that will save you time, and money while empowering you to make better hires.