It’s an IT Hiring Crisis: Too Many Openings, Too Few Candidates
Good Help Is Hard To Find
We hate being the bearer of bad news, but if you’re looking for IT staff to hire, it won’t be easy. Basically, there’s a drought of IT talent.
- It’s the lowest unemployment rate in IT in the last 20 years.
- Experts believe there will soon be 8 IT jobs for every qualified applicant.
- IT jobs are projected to be among the fastest growing careers through 2026.
- More than five million jobs in IT are expected to be added globally by 2027.
Skills in cybersecurity, cloud, data analytics, Internet of Things, and converged infrastructure are the most sought after. But there’s a skill shortage in many of these areas.
Speaking of cybersecurity, a recent survey by the Information Systems Audit and Control Association (ISACA) found:
- The need for trained and experienced cybersecurity professionals vastly outpaces the supply.
- Only half of applicants (or fewer) actually meet position qualifications.
- Finding and hiring qualified cybersecurity pros takes an average of 3 to 6 months.
But that’s enough doom and gloom for now. Let’s explore strategies you can use to overcome these hiring challenges.
5 Bad Hiring Habits Hurting Your Business
In this competitive hiring landscape, it’s important to evaluate every facet of your process. Even small improvements to your standard procedures can put you ahead of the competition in the minds of prospective employees. Here are 5 things to avoid when hiring an IT professional.
A long, dragged out process. Did you know roughly 50% of candidates lose interest in a position if they haven’t heard back from an employer in 1-2 weeks? When an interview process takes too long, it can give applicants the impression your company isn’t well run. Plus, you risk losing good candidates to other job offers.
Unrealistic job descriptions. A job description isn’t a wish list. A requirements listing should consider what capabilities are realistically available in the applicant pool. It should reflect the minimum abilities necessary to learn the role over time. Also, it should clearly differentiate the must-have skills from the nice-to-have skills. Give your IT job descriptions a reality check.
Being reactive vs. proactive. Developing your hiring strategy when a position needs to be filled is too late. Anticipating future hiring needs gives you time to determine what your ideal candidate looks like and foster relationships with applicant sources.
Passing over less experienced candidates. Just because an applicant doesn’t match everything in your job description doesn’t mean they aren’t the right hire. Consider their potential, not just their work experience. Candidates with strong potential can develop within your business, growing into the job description over time.
Only considering the person’s tech credentials. These days, IT professionals must be more than just good at fixing network issues. Look for candidates who are effective communicators, willing collaborators, and eager to keep learning.
And finally …
Don’t Go It Alone
Hiring IT staff is expensive, time-consuming, and filled with uncertainties. How do you know which applicant is the right one for your company? How does the applicant know you’re the right fit for them?
A strong interview process is key. But if your company doesn’t have much experience in making tech hires, how do you know you’re asking the right questions to hire a great IT employee?
You need someone who knows the industry and knows how to reach and attract the right people for your openings. This is one of those times when it’s smart to ask for help.
ITP’s staffing division has the experience to take on your toughest IT staffing challenges. Besides our excellent track record of attracting and retaining our own top talent, 20-year recruiting veteran Kerry Weber brings her experience to bear for our clients as our Talent Acquisition Manager.
We manage all aspects of the hiring process for you: sourcing, attracting, screening, interviewing, negotiating salary, and making the offer. What’s more, we can help you establish your own recruitment and onboarding best practices.
At ITP, our philosophy is to build relationships with clients and applicants and then work to find the best match for all involved. You receive personalized assistance whatever your company’s size or industry.
Why work with ITP?
- We specialize in IT staffing for small and medium-size business in Wisconsin – we know what companies in this area need.
- We work with internal IT staff every day, so we know what those roles require.
- We take the time to learn your company and its unique needs.
- We know all the best places and ways to find the right talent for your company and your opening.
- We find people who fit your culture and your needs, which is the basis of good employee retention.
- We know the right questions to ask for each IT role. We know the necessary skills and aptitude to look for.
Ready to Talk Recruitment?
Visit our Staffing Page. And join us for: