Tech talent in 2015: What lies ahead for recruiters

Nolan Gray Products & Technology

What’s influencing the recruiting industry when they search for the best tech talent? We recently asked this question during our webinar “Talent Acquisition Townhall: Recruiting Tech Talent,” and we looked at economic, structural and technological variables that can impact the extent to which talent acquisition leaders are able to take a sustainable approach to locating and bringing onboard top talent from the tech sector.

Joining in the conversation is Jobscience CEO Ted Elliott, CodeScience Co-founder Mike Witherspoon, Operations Director at CodeScience Cassie Courtney, Chief Analytics Office for Burning Glass Dan Restuccia and Richard Stack, who is the vice president of global recruiting at Cloud Sherpas. Each of these individuals brings a unique perspective to the science of recruiting and staffing, helping to explore the challenges therein.

Here are some of the highlights of the webinar as they relate recruiting in the tech market:

Supply and demand
During the coming year, it’s expected that technology jobs will continue to be in high demand, but there’s a caveat: The specific positions are likely to become increasingly specialized. As a result, the skill sets that employers will be asking for will grow in terms of nuance and specificity to the unique role. What’s in high demand? Mobile development and high-end Web skills are not only desired by today’s employers, but they’re also some of the most difficult talents to find.

At the same time, tech organizations continue to seek out individuals with big data analytics aptitudes – up 400 percent – and an understanding of data visualization. Among software developers, there’s a demand for people with deep knowledge of Agile and SCRUM methodologies, which adds to the recruiting cycle because there’s an obvious shortage of talent.

However, the growth in software platforms that absorb many of the more technical skills like coding has also made finding talent a bit more complex. Employers don’t necessary need candidates who can write the programs, but instead have found there are those with the right capabilities who can excel using more intuitive platforms.

Recruiting process
One of the biggest objectives that many organizations have is to align company goals and values with those of the recruiting strategy. When these match, employers are in a better position to find talent that’s just as excited about the organization’s mission as the founder is. Tech enterprises are interested in finding job seekers excited about tackling new challenges.

Where can employers go to find talent?
One strategy is to bring on board candidates with an overall fit and then train them up. Another way to go about it is it look to other sectors that have traditionally been the place for in-demand talent and recruit there. There’s also the need to clearly communicate that opportunities exist among high-interest job seekers.

Finally, we’ve found that getting the sales and recruiting teams to collaborate using data drawn from multiple sources, including social networks, word of mouth and platforms like customer relationship management software, has allowed us to identify talent. Many times, a candidate may have previously been a client, with whom we’ve developed a great rapport and has changed jobs, allowing us to reach out to potentially make an offer. What’s more, social channels are likely to be some of the most influential ways to not only locate but also vet candidates before considering them for a position.

The webinar also tackles the issue of remote workers, which is a topic that frequently comes up when discussing tech talent. Increasingly, those with essentially computer-dependent positions don’t need be in a physical office to be productive. However, it takes a specific skill set and sense of self-direction for applicants to be successful in this environment.

Jobscience | Beyond the Applicant Tracking System

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