Recruiters face an uphill battle when filling tech roles, especially in organizations that lack a technical profile. Scarcity, technical intricacies, fast-changing trends, and many other obstacles make it difficult for recruiters to do their job and fill roles with the right people.
We’ve covered what a negative recruiting experience looks like for a candidate. But it’s time to turn the table and look at things from a recruiter’s perspective. HR departments operating in non-tech companies seem to have added weight on their shoulders. Without a technical background, it’s like buying a crucial engine part without ever lifting the hood.
The hurdles start in the screening phase and continue throughout the entire recruiting journey. After engaging in many conversations with recruiters and understanding their struggles, we’ve compiled a list of some of the biggest challenges they face when recruiting technology specialists.
Understanding Technical Requirements
Recruiters are trained to screen resumes and candidates based on a wide range of criteria. It’s their job to shortlist candidates, regardless of the size of the candidate pool. But picking out technical roles is a game many are not good at, particularly if they operate in companies with few or no technical positions open until recently. Terms like Multithreading and Concurrency, polymorphism, or Spring Framework can be intimidating, to say the least.
One way they can be supported is with guides, like the UPFLINX Java Technical Assessment Guide. Tools like our guide can make a huge difference in how recruiters approach the recruiting process by giving them enough knowledge to go into conversations with confidence. Unsupported recruiters have a higher level of uncertainty, which can lead to mistakes in interpreting resumes and a higher risk of employing an unfitting candidate.
Competition with Tech Companies
One of the major challenges in creating a pool of candidates is the competition with tech startups and tech-centric companies. They are usually the preferred destinations for top talent in tech. There are solid arguments for why tech professionals prefer joining tech companies. From challenging projects to better compensation and more growth opportunities, it’s like fighting against the tide for recruiters from other fields. Employer branding efforts certainly have a place in attracting tech talent. The more recruiters do to position their company favorably and the more they highlight the strong points of working for the company, the better chances they’ll have against tech-oriented companies. Long-term projects, for example, can convey predictability and job security.
Pressure from Management
HR recruiters are typically under pressure over extended periods throughout the business year. While some roles have a longer window until they need to be filled, with tech jobs it seems every manager wants to find the right talent yesterday. This heightened sense of urgency can push recruiters to make the wrong decision, and hiring the wrong person for the job is likely to be a costly mistake. Balancing speed with quality is one of the biggest challenges for recruiters, especially when technical skills are missing. Agencies like UPFLINX can help tick both boxes by bringing the necessary technical screening know-how and helping recruiters arrive at the much-needed shortlist in due time.
Job Hopping
The relief of filling a difficult technical role can feel great, but unfortunately, sometimes it is short-lived. Changes in employee behavior over the past decade have made it so that many new hires quickly jump ship to other companies, often without any warning or prior discussions. The reasons may vary, from a better benefits package to a better cultural fit. Some employees go into certain roles with a bridge-like mindset, staying with a certain company until what they want becomes available. Whatever the case, it is one of the more frustrating experiences for recruiters. While this behavior cannot be accurately predicted every time, in-depth screening techniques can reveal risks. At UPFLINX, we assess candidates not just on a technical level, but also carefully look for the exact cues as to whether an employee is genuinely interested in a role.
Conclusion
Navigating the complex landscape of IT recruitment requires a multifaceted approach. Non-tech companies must equip their HR departments with the right tools and knowledge to bridge the gap between technical demands and recruitment capabilities. By leveraging resources like technical assessment guides and partnering with specialized agencies like UPFLINX, recruiters can better understand the roles they need to fill and attract the right talent. Additionally, emphasizing strong employer branding and offering long-term projects can help non-tech companies compete with tech-centric organizations. As the tech landscape continues to evolve, so must the strategies employed by recruiters to ensure they can meet the ever-growing demands of the industry.
If you want to learn more about a successful recruiting process or want help in hiring the right help, book a 15-minute introductory call with our team.