Why Is It So Hard to Find the Perfect IT Candidate?
Did you ever struggle to find the perfect candidate for a particular position? Do you receive too many applicants, but not that one perfect applicant you want?
A survey revealed that 67% of all recruiters admit that the greatest challenge is to find high-quality and skilled candidates. (https://www.jobvite.com/wp-content/uploads/2018/11/2018-Recruiter-Nation-Study.pdf)
While tools like resumes, past experiences, interviews, and reference checks have their own place, persisting on them to find recruits shall only lead to frustration. IT staffing companies in California have a tough time finding the right candidates and placing them at the desired position, as most of them may leave in less than a year.
Why IT Staffing Companies in California Find it Difficult to Get the Right Candidate?
In recruitment, the hard-to-source candidates are also called “purple squirrels.” While they are the perfect and in-demand candidates, fulfilling every technical criterion and being the best fit on the cultural level, they are not easy to track. They are given the name, purple squirrels, as they are elusive, often hard to sight.
The reasons are noted below:
Legacy Technology: It is a fact that people evolve their IT careers aligned with the latest technological trends. IT professionals must stay knowledgeable and relevant in this industry so that they hold lifelong learning and move quickly on to innovative technologies.
The problem lies in the fact that companies and some of the whole industries depend on complex systems built with sturdy and time-tested technologies. These legacy systems include COBOL, C, Mainframes, and FORTRAN. With an influx of modern millennials and generation gaps at workplaces, it is challenging to find perfect candidates with the required skills in such outdated technologies.
People possessing these skills are required in two scenarios – first, as with other technologies, it is important to have someone for troubleshooting and maintaining technologies. Second, if you are considering a system upgrade and you wouldn’t want to migrate all your data to the latest technology, you should find someone skilled in both these technologies to make sure you don’t lose valuable data.
Emerging New Technology: Most companies acknowledge that cutting-edge technology is the most competitive aspect on various fronts. It is important to know about the latest technology to attract new customers looking for greater things. Moreover, it helps them further attract top tech people who desire to work with the newest and the best technologies.
Of course, one of the greatest challenges is that most companies want to implement these latest technologies, such as Mongo DB, Swift, Angular, Hadoop, Perl, and others – and they exist in large numbers than the available talent needed to assist the process.
Therefore, it becomes more difficult to find the right candidate who not only has had that learning opportunity but also has the time to implement these technologies in real-time.
Dream Candidates and Their Passive Nature: Likely, your dream candidate is already secured in his current job. He is well paid, and the current employer has an excellent strategy for employee appreciation to recognize and reward the top talents.
In addition, he has impressive skill sets and experience – which means they are never on this job market longer than they should be. In fact, they may not be officially on this job market ever. Instead, they rely on their remarkable network of introductions and referrals if they are looking for another opportunity or job.
To find such candidates, you must have a well-connected network, a proper understanding of the motivating factors that drive people, and competitive opportunities to move a candidate from one job to another. Leverage LinkedIn and other industry events, or navigate this marketplace with technical staffing services and IT staffing companies in California.
Limitations of Recent Recruitment Process:
IT companies use the Application Tracking System to hire the right candidates. Even most IT staffing companies in California do so. It not only saves time in managing an influx of applications and storing resumes but also eases effort.
The ATS is enabled with the search feature, which is excellent, however, it could be restrictive too. It’s all very easy for plugging in an entire list of job requirements into its search and letting the system track through applicants and filter the right matches. But, if you have an unrealistically long list of criteria, ATS filters aggressively, thus turning up the tiny pool of talent that makes it difficult to recruit.
According to experience, top talent is available out there with brilliant skills in new technologies that employers require. The candidates are quick learners and thinkers, thus adapting to any latest technology ,however, as they cannot list every single required technology on the resume, they skip over. It is a precedent, which exists only because the process is automated entirely.