Recruiting skills and trends for hiring managers to watch out for
Written by Jon Coldridge
Tuesday, October 24th, 2017
The world of tech moves fast and 2017 has been nothing short of tremulous. But there is one thing in the IT sector that hasn’t changed: the perils of recruitment.
Recruiting and retaining top talent remain the chief challenges facing businesses; meanwhile, the skills gap seems to be going nowhere. As long as demand outweighs supply, hiring managers will need to strike the perfect balance between finding eligible applicants and ensuring that when they do come a-knocking, there are benefits that capture their interest.
If you’re unsure of where to start, we’ve compiled a number of recruiting insights, courtesy of CIO, that may help illuminate the path to finding the perfect candidate.
Flexible working retains first place
Workplace flexibility is quickly becoming one of the most in-demand benefits for job-seekers. Being able to work from home and have adjustable hours is understandably popular, especially when chasing that ever-allusive work-life balance.
Conversely, full-time remote working is on its way out. Many offices are calling their employees back as having them in-house, at least for a few days a week, has been found to improve trust and bolster collaboration. However, these models of working are not one-size-fits-all and should be adapted depending on the nature of the job.
Soft skills as sought after as ever
Soft skills are essential in every industry. Even the most educated or informed IT applicant can run into trouble if they’re lacking in soft skills, like good communication and listening abilities, or being a team player. This is particularly predominant in the start-up sector but its reach extends much further. After all, all hiring managers know that individuals can always up-skill, while attitude is much harder to change.
Keep perks relevant
Managers may be tempted to throw in as many perks as possible, especially if they are struggling to find the right fit. But be warned: making big promises may do more harm than good, especially in the long-term.
Ultimately, what matters most to candidates – and indeed everyone – is finding meaning in their job. It’s not a matter of creating an atmosphere of “institutionalised fun,” as the article puts it, but rather by imbuing their role with a clear purpose.
Offer upskilling opportunities
There is nothing more demotivating for a worker than to feel like they’re not progressing. In fact, according to a report by the Execu Search Group, 60% of employees would stay in their current role if it had better upskilling opportunities. Not only will including more training attract proactive and ambitious candidates, but the skills they learn can be put to immediate use within the company.
There is “a war for talent,” as WorkplaceTrends’ research director Dan Schawbel told CIO. This is why salaries are skyrocketing and retaining employees is growing ever harder. Some 60% of businesses have hit a brick wall when it comes to filling their vacancies, so if you’re one of them, why not enlist the help of an expert by getting in touch with Big Red today?