Why IT Roles are Going Left Unfilled ?
IT hiring teams and managers from all over the world are asking one question, “why are my roles not being filled?” They definitely have a reason to question.
The longer these roles remain unfilled, the lesser the chances of these projects staring under budget, on-time and, succeeding. In addition, an unfilled role creates more work for an existing team, thus increasing the risk of complete employee burnout, which is a leading contributing factor to candidates seeking other employment.
Of course, there are some strategic ways in which employers can increase the rate of job offer acceptance. However, it requires an introspective approach to be effective while trying to find out the real cause of this issue. Noted below are some of the greatest reasons why IT roles are going unfilled.
Lack of Compensation Packages
To be precise, you are not offering adequate compensation or remuneration. Besides the obvious like pay scale and health benefits, today’s workforce seeks compensation in many other forms like:
- Remote Working Option: The coronavirus pandemic is an eye-opener. It has made it clear that a remote workforce is also a viable option. Before this pandemic struck, there was a push for planned remote work. So, whenever things return to normal and workers get back to their offices, there would be a certain subset of people who would still want to carry on with remote working. It is not because they do not value human interaction, or they dislike their colleagues, but mainly because remote working, or working from home, provides a much better environment and balances work-life. Moreover, employers enjoy tons of benefits of offering a remote working option to their employees.
- Opportunities for Career Advancement: Providing an opportunity to move ahead in their career is one of how employers can secure top talent. Most talented workers enjoy the job security that employers afford to them in the form of full-time employment. But, if the current working environment seems to be static, it may force employees to look for better opportunities. Employers should flaunt the potential for career advancement from the beginning. This would ensure that the talent pipelines are full, employee turnover is low, and there is in-house proprietary knowledge.
- Learning Culture: IT evolves rapidly. So, if IT workers are not abreast with the latest happenings, they would lag. That’s why IT employers should offer training as well as educational opportunities to their staff on the trending and emerging IT bits. This would keep the staff updated on all the advanced trends and technologies while improving the organization’s chances with job seekers.
There Is No Such Thing As ‘Perfect Candidate’
When there is a job opportunity, it’s natural to wish to hire only the brightest and the best talent. But, this strategy is closely associated with unrealistic expectations. For instance, if the hiring manager wants a Java Developer who also knows .NET, he has to look for some time. While such candidates do exist, they are not readily available in the market.
Rather, when you are hiring, think about the qualifications and skills essential for the growth and success process from there. Consider other auxiliary requirements as add-ons.
IT recruitment agencies follow this golden rule perfectly well to find the right candidate.
Another important thing – do not write the job description simply based on the responsibilities and skills of any departing team member, typically one who has been in that role for a long time. Many of his skills were likely acquired while he was in the position. So, rather, rely on upskilling and training candidates for what is needed and find talent with the eagerness and propensity to learn. Also, remember that sometimes even the perfect applicant may not be what you exactly need – so, he doesn’t exist. But that also does not mean you cannot create such a candidate.
Not Hiring The Top Talent When Available
Employers must always keep an eager watch on the market. ‘Always Be Recruiting’ or ABR is the latest strategy that IT recruitment agencies and hiring managers use. When the best talent is available, especially in the IT field, hire him without any delay. They do not stay free for long.
If you understand that you would need him in some area, start searching and make hiring decisions immediately. You may take the early downtime for training them based on the company’s policy or culture, or other additional skills you value or the workers’ value.
Poor Strategy for Recruitment
IT recruitment agencies are two distinct beasts. But IT is the closest you can get to some firing language. IT recruitment definitely takes unique know-how. So, IT staffing agencies are equipped to address your queries. If you do not have a dedicated team of IT recruiters to work on the IT roles that are open, the hiring managers shall not review resumes matching what they want. If you rely on the HR department alone, or the ATS, to search for talented workers, you have to be wise enough to seek more help.
That’s exactly where the IT recruitment agencies come in. Companies possessing the knowledge of the industry, dedicated staff, and talent pipelines to handle the hiring requirements of the IT department.