Further Discussions, Debates & Challenges
What are the Main Challenges?
Our roundtable discussions are an excellent opportunity to interact with like-minded peers. These sessions uncover some of the prevailing concerns faced by in-house recruiters and HR professionals in their search for the top tech talent.
Agnieszka also pointed to some of the common bad practices in the recruitment processes that are responsible for deterring or overlooking strong candidates:
- Strong hires are being screened out for the wrong reasons - such as based on their skills and not their potential.
- Poor candidates are excelling in the recruitment process but wasting time and money in the long-run; the average cost of a bad hire being 1/3 of their annual salary.
- Aggressive recruiting practises have led to higher rates of candidate drop-out.
- Lengthy processes in the assessments have also been found to deter candidates.
"We can see customers compromising and employing teams that do not necessarily meet their standards and expectations."
Hiring and standing out to the right tech candidates is tricky, but you're not alone in your struggles.
It's no secret that the demand for tech candidates is exceedingly high. Agnieszka highlighted this in her presentation through some revealing stats.
- Only 400k graduates compared to 1.4 million open technical positions
- 63% of companies now offer remote work, with a majority of candidates wanting this in their job - making the competition even tougher.
- Anton revealed in his presentation that there are around 4 roles open for any developer, meaning that with an abundance of choice, it's important for your brand to stand out.
Obtaining the most constructive, accurate data from your interviews is another aspect of the hiring process which is key to success. Unstructured interviews tend to provide information about a candidate that is not necessarily the most helpful or easy to generalise to real-life situations.
Implementing a degree of structure to the interview process will help to create a better experience for both the candidate and the interviewer, as well as crucially providing answers which will guide your hiring decisions in the clearest way possible.
Reliability of Coding Tests
It's vital to ensure the quality of your candidates through pre-hire assessments. This will enhance your talent pool and secure only the most skilled candidates to drive success within your teams.
However, what happens when candidates get cunning with their approach to these tests? It has been found that candidates have copied answers, leading to distorted results and not giving you the accurate data you need to drive your hiring choices. It has also been noted that there is a high drop-off rate due to candidates not completing the tests.
Finding Talent in 'Tough' Locations
Appealing to candidates from a range of different locations can be difficult if the area is particularly remote, or if high commuting costs are involved. However, it is possible to appeal to candidates from a range of locations through your employer branding; making your company stand out as worthwhile and somewhere that is worth travelling to. As salaries are higher in the city, the challenge often lies predominantly with attracting hires in more remote areas
Typically, candidates tend not to stay in tech roles for more than 18 months - 2 years. Candidate retention can be achieved by creating a positive working environment and adhering to their needs.
The turnover is relatively high as candidates know they are in demand and can afford to be picky. Although they may not actively be looking for new opportunities, it is likely that new opportunities will find them due to the sheer amount of competition and demand.