5 tips on tackling tech talent shortage

Top talent is holding the cards in today’s tech market and with employers battling to find the talent they urgently need; we are beginning to see a true struggle to secure the right people needed to drive businesses forward.

 As a tech recruiter, one trend that worries me is the link between skill shortage, shallow talent pools, and ever-rising salary increases. With these things in mind, companies have accelerated salaries, changed their company perks, and/or offered remote only options to attract the best and most readily individual for their business which then ultimately drains the current talent pool. This sets off a chain reaction that encourages skilled talent to demand a higher wage whilst companies have to increase their internal salaries to prevent employees from leaving.    

All tie in together, are you still hiring the "perfect employee"?

To combat these issues and current demands, how are you engaging the talent you need for your team? There is plenty you can do to both attract and keep top talent. Follow these 5 ways how.

1. Boomerang hire

Ex-employees who depart on good terms are strong profiles to reconsider if they performed well at your company in the past. You benefit from someone you already know while also benefiting from the experience they’ve gained while being away.

 2. Nurture candidates who declined your offers

When a great candidate declines your offer, don’t take it personally. Instead, make it your mission to learn why and stay in touch. When a different opportunity at your company arises, reach out as this may just be the ticket to winning that great candidate back!

3. Revisit your silver-medallist

We tend to forget those who were unsuccessful however, they obviously stood out from the crowd enough to interview and may have been a near-perfect fit.

The good news is, they have already been screened, they really wanted to work with your company and since then, they may have earned more experience. Barring any major red flags, the runner-up candidate is worth revisiting and may remain a great fit for your company.

4. Invest in the future of your team

Provide opportunities for internal employees to hone their skills and prepare themselves for the future.

By prioritising the talent, you already have and investing in learning and development, you are creating an opportunity that will benefit both you and your employees. This could have a ripple effect to increase staff loyalty, reduce retention, and promote the company brand.

You could also try expanding your search internally to other teams or locations; you might find someone who is right for your team who just needs some guidance to get there.

5. Simplify the job description

Sometimes holding out for the best talent can mean that vacancies remain open for longer than anticipated and your team is working harder/longer to meet the demands of the business. If you adjust your hiring criteria and bring on less qualified candidates who have the right growth attitude, it can often deliver a wealth of benefits. This approach may boost diversity and introduce new perspectives to problem-solving.

 Final thoughts

It’s important to remain proactive and source the talent you need to build a strong team. Networking, employer branding, and encouraging your employees to be brand ambassadors add to the ways you attract new members to your team. If you want to rise above your competition to reach new talent pools, consider some of these underused ways to combat the talent shortage we are experiencing today.