If the lack of IT resources was already an acute problem before the pandemic, during the confinement teleworking has shaped the technological recruitment market and rolled out the red carpet for specialized professionals who are now more exposed to proposals from recruiters from anywhere in the world. Talent, which was already scarce, became even scarcer and harder to find, leaving many vacancies unfilled and projects to be developed. When replacing technology professionals
This context of lack of resources together with the rapid evolution of technology and the need for constant refreshing of skills creates countless difficulties for companies when it comes to finding the right professionals for each position or even at the level of managing and retaining talent already in the organization.
That is why there are problems that managers must solve so that the recruitment issue is not “the elephant in the room”.
Problems that managers must identify and solve in order to recruit the best professionals:
1. Unqualified recruitment team – one of the difficulties that arise in recruiting companies is not having well-structured a recruitment department. If there are no professionals in the company with competence to manage the recruitment processes it will be more difficult to reach the right professionals and this means more costs, more effort and not necessarily good results.
2. Instable requirements and high costs – due to changes and technological innovations, professionals who are not prepared for the future may not be a good bet, as they will require investments in training to be able to meet the future requirements of the job. When it comes to recruiting, managers should therefore bet their cards on professionals who are concerned with planning their careers and acquiring up-to-date skills for the current technological scenario but with an eye on the future, so that their value is always seen as an asset for the recruiting company.
3. Difficulty in finding qualified professionals for the job (with very specific technical knowledge) – the difficulty in hiring increases as the specialization is more technical. The more technical candidates also end up being highly sought after and having several options to choose from, opting for the best offer. This is why having a highly skilled recruitment team or tools to automate and streamline the recruitment process is so important to have a competitive advantage in the recruitment market.
4. Delayed project delivery due to slow recruitment process – long recruitment processes limit companies’ ability to secure the best candidates for their teams and as a consequence lose top talent to companies that invest in faster recruitment processes. A smart recruitment and selection software can help companies solve this challenge and see their projects develop in a more agile and cost-effective way.
5. View IT as a cost – the constant change of professionals, new hire costs and final values higher than calculated for IT projects are problems that prevent companies from being successful. Therefore, it is critical that companies seek to secure qualified professionals and motivate them in order to have a low employee turnover, keeping their team focused on the development of new products and consequently on revenue growth.
We conclude that the recruitment of IT professionals is challenging in several aspects that include not only the teams of recruiters, but also the identification of the most suitable profiles for a certain function or market innovation context. It is necessary to assess competencies and skills so that professionals meet the expectations and needs of recruiters. A recruitment partner specialized in IT professionals, such as Conquest One, can help, solving many of the issues that arise when companies are faced with the challenge of replacing resources with technological skills and maintaining the right team for their projects.