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A senior Project Programmer in your IT team suddenly quits, and you need to hire tech talent in a hurry to drive an important project forward, but you simply can’t find the right profile – or any suitable candidate for that matter – to fill the gap.
Or perhaps your IT team desperately needs help with a specific programming language for a key project. Finding help or a replacement to start as soon as possible and hit the ground running is vital, but this is easier said than done in a candidate-scarce IT market.
Recruiting and keeping top tech talent for key IT roles has become a major challenge for many recruitment departments, costing businesses thousands of euros, slowing down growth and in some cases, even exposing companies to IT-related risks, such as data breaches, delay penalties, or thefts.
If you’re struggling to attract technology talent for project management, software development or other essential IT roles, you’re not alone. There are widespread reports of a global tech talent shortage.
It means the competition for talented tech professionals is sky high and candidates now call the shots.
This is far from ideal for hiring managers, of course, but the good news is there are a few things you can do to make your company more attractive for high quality tech talent without exhausting the payroll.
Throwing money at the problem is no longer the only, and not necessarily the best solution.
COVID and flexible working have made workers realize they can have their cake and eat it. “Remote developers, for example, can combine challenging and interesting roles with the quality of life they desire, so very few will settle for less in this market,” says Head of IT Contracting at Michael Page, Justyna Ostropolska.
Insisting on full-time roles in the office in this job climate of remote work is not always realistic in this market and could lead to companies being ghosted or dumped by potential candidates. Many talented techies prefer to work on shorter term contracts, to enable them to grow and learn, so offering development opportunities could attract certain candidates.
COVID-inspired reflections have prompted many tech candidates to think carefully about the type of company they want to work for – so, employer branding has become much more important, and the purpose of a company is a huge draw.
For example, if a company is adamant about sustainability, or if a company is focused on renewable energies, a candidate might be more inclined to take an offer if they share the same values.
“Traditional recruiting processes simply won’t cut it in a candidate-driven market, and companies need to adapt to be more attractive for IT talent,” says Ostropolska.
“One possible solution in a market where perm developers are hard to find, is to consider interim IT positions and interim management roles. This gives the company a chance to cope with recruitment in a market where demand exceeds supply, and quick decision-making process and efficiency are of utmost importance.
Even if this is not your normal hiring process, there are many advantages to using tech contractors as a stop gap,” she adds.
Many contractors are highly experienced and specialized, so they don’t need to be trained before being productive. Provided they have the required social skills, they can often transfer skills to the in-house team while they’re there.
“Increasingly companies are looking for highly specialized candidates, which simply isn’t possible in a competitive market,” says Justyna Ostropolska.
“For example, insisting on a Polish-speaking specialist with highly specialized tech skills in a job description, when you’re more likely to find those skills in an English-speaking remote candidate, may be unrealistic.”
She advises companies to consider other alternatives such as using and developing high potential freelance tech candidates to help fill the gap.
One of the most frustrating things for recruiters is to finally find a suitable tech talent, only to lose him or her because another company responded quicker with a better offer.
You simply can’t afford to have a drawn-out interview process or take weeks to decide about a tech job offer, because by the time you get there, the candidate will be long gone.
“This is another reason why interim IT talent is one of the best staffing solutions in the current market,” says Justyna Ostropolska.
“You don’t need to think so long about this, because you’re not appointing someone for life, but only at first for a few months or one specific project. If you make a mistake, it’s not that difficult to reverse,” she adds.
If you’re worried that hiring a freelance tech talent will deplete the HR (Human Resources) budget, consider that it is potentially more expensive NOT to hire anyone than to hire a contractor because the impact is usually bigger if there is no-one in the position.
Also consider that even if short-term hourly rates and recruitment fees may be higher than appointing a permanent staff member, you won’t have to pay bonuses, sick leave, pension, and other employee benefits overall. Over time, this may even be more cost effective.
So, if you´re struggling to find the right tech skills to help your business move forward, think creatively by considering interim IT staff as one solution to your IT staffing pains.
At Michael Page, we have a wide pool of interim contractors instantly available, and we understand what motivates them and how to hire remote tech talent contractors.
We have helped many clients like you to find immediate solutions to their IT staffing problems.
Contact one of our consultants today to enquire about our contract IT staffing services.
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