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The pandemic is over here but the "great resignation" is still going strong and creating retention challenges for many companies. Now, soaring inflation and the rising cost of living - pushing demand for higher salaries - are creating new headaches for recruiters.
As we enter 2023 what are the top challenges (and what you can do about it) for companies recruiting tech talent?
The lack of formal education is the top challenge tech companies say they have when looking to find developers.
Ah, recruiters - always so focused on degrees and CVs!
While most IT professionals have a degree in Computer Science, 40% of software developers learned their coding skills outside the four walls of a university, opting to learn on their own or through a 'non-uni' course. That's a huge chunk of the population to just...ignore!
With the job market tighter than a pair of skinny jeans from the early 2000s, companies need to wise up and realise that a degree isn't the be all and end all when it comes to finding the best candidate for the job.
More and more recruiters are realising the limitations of only hiring those who have studied at university. In fact, close to 80% of recruiters say they are now willing to recruit developers from non-academic backgrounds with 39% regularly doing so.
The point is, if tech giants such as Meta, Google, and Apple have stopped requiring a certain level of education, there must be a reason behind that.
With the developer hiring market being what it is, the developers who have the exact skills you need are difficult to find.
If you do find that magical being - that highly experienced specialist with a rare or broad skill set - it goes without saying that such a unique skill set comes at a price (a very steep one).
Forget perfection! It’s no longer practical to filter too strictly and leave candidates with excellent potential by the wayside - put aside all the unrealistic expectations and find someone who actually fits the criteria that really matters. Instead of searching for that elusive "unicorn" candidate, focus on what's important for the job - the "must-haves".
Rather than trying to find that mythical developer, it's much wiser to find someone with the smarts and adaptability to catch any tech thrown their way, no matter how quickly it's evolving. After all, tech isn't standing still - it's constantly transforming into something new and exciting!
Standing out from other companies to attract talent is the third biggest challenge facing hiring managers.
Let's be honest, it's near impossible to make your company stand out from the crowd. It's hard to be different in a sea of sameness, and oh-so-hard to coax developers into joining your team.
Talented developers have the luxury of picking and choosing from multiple offers - As it turns out, over one-third of developers receive a staggering 3 - 10+ job offers per week! So, if you want them you better be prepared to woo them!
The fact that your company is a 'leader in your market', that you have a pool table in the coffee area or that you offer paid 'enforced fun' days probably won't have developers jumping for joy, although flexibility, the ability to work from home and plans for individual growth might.
Let's face it, the demand for tech talent is going through the roof, If you don't want to be left behind, you'll need to cast your net as wide as possible.
The world is a big place and there are talent pools to be tapped outside your own postcode! Who needs one country when you can have them all, right?
A whopping 40% of companies are now open to the idea of searching for the perfect candidate beyond their borders. By offering 100% remote positions, they open a treasure trove of potential! And for those companies whose salaries don't quite cut it in the local market, remote work offers a chance to snag those quality developers.
Just so everyone can make sure everyone else is doing their job, companies are now rejecting remote work and insisting on a return to the office.
Of the companies that currently allow employees to work fully-remotely, 73% say they will ‘definitely’ (28%) or ‘likely’ (45%) change their work location policy in 2023. Many tech businesses are opting for a hybrid model of some description but some, like Twitter, are taking it further and scrapping WFH.
Although there may be a temptation to wind back remote working, technology companies that are forcing employees to return to the office are ignoring the data that says this will limit their ability to hire new candidates and cause them to lose current employees. Tech workers are publicly pushing back against return to office policies and are quitting over RTO.
Employees are telling their companies how they want to work — the only question is whether employers will listen.
If the ‘great resignation’ has taught employers anything, it’s to not take their workers for granted.
Perhaps the UK's small tech employers have a chance of a lifetime to snatch up the best of the best that usually get gobbled up by these tech companies, if they stay remote?
Forget about all that degree stuff, broaden your search and give developers what they actually want - you won't find your perfect dev (because they don't exist) but you might just stumble upon a gem.
Co-Founder & Finance Director here at Lunem