In the business world, every moment counts, and the long and drawn-out standard IT recruitment process may result in a significant loss of time and money. The problem isn’t limited to the effort expended on creating job descriptions or onboarding procedures, but rather with the interview and screening process. The process can become a bottleneck for businesses, especially if they keep meeting candidates who aren’t qualified or experienced enough for the role. This in turn can make it more difficult for recruiters to find the right candidate, who can be notoriously difficult to locate. High expectations aren’t the only challenge faced by recruitment professionals when searching for suitable candidates.
The standard recruitment process for IT roles typically takes more than 50 days, which is a widely accepted fact. If a company needs to fill a vacancy urgently, one potential solution is to consider hiring a remote workforce.
What is the process for locating skilled IT staff?
Attracting and recruiting talented and qualified IT professionals to fill vacant positions is the primary goal of IT recruitment.
The IT recruitment process involves the active participation of hiring managers, the head of the software development team, and recruiters, with the ultimate goal of identifying the best candidate possessing the required qualifications and experience for the job.
The recruitment process for the IT field can be particularly demanding and lengthier than other industries, primarily due to the intense competition. In light of the fact that many qualified professionals are already employed, HR and recruitment teams may find it challenging to target and entice jobless individuals with an appealing proposal.
Although the timeline may vary widely, here is a general schedule of the events that take place throughout the recruitment process:
Traditional Approaches to Recruitment
Quality personnel is a coveted goal for any business, and a dependable recruitment strategy is vital to achieving this. The advent of technology has revolutionized recruitment activities, especially in the IT industry, where there are two distinct approaches to recruitment. While conventional practices remain relevant, more progressive techniques such as the utilization of Applicant Tracking Systems (ATS), social media, and IT headhunting are gaining traction.
Employers have consistently gained advantages from utilizing classic recruitment techniques to identify and recruit the best candidates. This is why many companies seeking to grow their software teams still rely on these time-tested methods, particularly when approaching IT staffing.
- Although many of us no longer read physical newspapers for news, in the past, they served as a medium for individuals to secure jobs. Companies seeking IT professionals used to post advertisements in the hopes that qualified candidates would come across them and apply.
- Among the most established and extensively used techniques for identifying appropriate IT staff is internal recruitment. When a company seeks to fill a vacancy, they frequently opt to recruit from within their existing staff.
- Businesses frequently engage the services of local recruitment firms when seeking to recruit for their IT departments, especially for positions requiring specialized developers and IT personnel.
Why does the traditional approach to IT recruitment take so long?
The duration taken to locate a new IT employee can vary widely amongst organizations. While some may quickly find an ideal candidate, others may face delays. When the recruitment process is taking longer than predicted, the organization should refine their interview procedures. However, if the selection process is hurried, and the chosen applicant does not possess the requisite capabilities for the position, it may indicate that the organization is not prioritizing the essential criteria.
It is difficult to estimate the precise duration to fill a vacancy due to various factors that can impact the recruitment process duration. Based on research by HireView, this process often takes between 14 and 63 days. Service roles such as customer service or waiting staff tend to have shorter recruitment timelines, usually less than a week, while other professions may necessitate longer periods.
The typical duration to fill a vacancy in the United States information technology industry is roughly 50 days.
Owing to the high level of rivalry within the IT industry, finding qualified applicants may take longer than in other fields. Although there is a growing scarcity of computer developers, they are still in high demand by numerous organizations.
According to Korn Ferry, there is currently a worldwide deficit of 40 million qualified individuals, which is expected to grow to 85.2 million by 2030. Failing to fill these vacancies could potentially result in a loss of nearly $4 trillion in sales for businesses.
McKinsey’s research indicates that the following economic sectors have the greatest need to fill potential gaps in talent:
This information is provided by McKinsey.
Enterprises are not the sole entities affecting the modern recruitment process, as the risk of a prolonged and fruitless search for new personnel due to insufficient talent is a major driver. Instead of embracing novel recruitment methods, many organizations persist with the traditional approach of hiring on-site developers, overlooking remote recruitment techniques.
Alternatives to Traditional IT Recruitment and Hiring
There exists a distinct variance between traditional and remote hiring procedures, and in certain businesses, the two methods differ significantly. The applicability of this dissimilarity to supportive roles is variable. In contemporary society, job boards and social networking sites play an important part in the majority of recruitment activities. Nonetheless, one of the most challenging obstacles linked to remote recruitment is the evaluation process.
To explore the differences between traditional methods of hiring IT personnel and remote IT workers, let’s examine these three key distinctions:
While there is no definitive proof that remote recruitment is quicker than in-person recruitment, our experience in the IT industry has shown that assisting companies in hiring remote IT personnel is usually quicker than onsite hiring.
According to research, numerous organizations took roughly two months to fill vacant positions. As this position has been advertised for two months with no local candidates meeting the role requirements, it is evident that a larger pool of qualified individuals can be accessed via remote recruitment.
DevSkiller reports that companies may lose up to $33,251 in productivity for every day a position remains unfilled. Therefore, it is crucial to have an efficient recruitment process or leverage recruitment agencies to fill vacancies within a month.
If you are considering hiring a local developer, the costs may be greater than those associated with hiring a remote developer, primarily due to geographic distance. If you are based in Eastern Europe or Asia, you may have a greater chance of finding a developer with the necessary skills at a reasonable salary. If not, there are three options to consider.
- You spend a considerable sum on employing an in-house programmer.
- A low-wage individual is recruited despite the probability that they do not possess the requisite experience.
- Thirdly, the most dependable choice would be to employ a remote developer. It is vital to ensure that the individual possesses appropriate qualifications and experience, as well as a comprehensive comprehension of the English language. Moreover, it is essential to ensure that the remote worker has access to the necessary resources.
You may find “How Much Does It Cost to Hire a Python Developer?” article beneficial. Also, the Worldwide Python Developer Salary Guide is available below.
The assessment process is a significant distinction between local and remote job opportunities. This phase of the recruitment procedure seeks to evaluate if an applicant meets the minimum requirements established by the organization, with recruiters considering factors such as qualifications, training, and experience.
As a result of the higher volume of applications that can be received through remote recruitment, it is necessary to streamline screening processes. However, the increased likelihood of discovering appropriate and satisfactory candidates makes the endeavor worthwhile. An applicant tracking system (ATS) and the necessary abilities to evaluate remote talent and determine whether they fit the organizational culture are crucial.
In a traditional interview, an assessment of the candidate’s disposition, communication style, and real-time problem-solving abilities can be made by observing them working with you or taking a test.
To efficiently evaluate candidates in a remote environment, a comprehensive understanding of the position that must be filled is essential. Failure to grasp the process may result in an evaluation time that surpasses initial estimates.
Typical methods used for assessing programmers include:
- Expect to participate in online coding exams on platforms like HackerRank, which will take between 15 and 45 minutes. Subsequently, the results can be reviewed.
- According to Dice, there may be pair programming sessions for each candidate, which may last an entire workday.
- Submitting homework and reviewing it afterward requires a few more days of time.
Glassdoor’s Economic Research has compiled data demonstrating that the recruitment process will expand by 4-8 days for each new stage.
Extending Your IT Hiring Process: 5 Steps to Achieve Success
If you are in the process of hiring new personnel, creating a clear and detailed job description can help secure qualified candidates. Additionally, to maximize the visibility of your post, consider sharing it on various platforms, including social media and job boards, and asking for referrals from your network.
Qualified applicants are anticipated to submit applications for the position within the next seven days. Currently, we are in the screening and interviewing phase, and despite having conducted numerous interviews in recent weeks, none of the candidates have been identified as an ideal fit. Consequently, there are two alternative courses of action at this juncture.
Consider accepting a “just okay” candidate. They may have the appearance to fit the role, but may not possess the required skills to excel.
Regrettably, this entails significant expenses. According to the US Department of Labor, a misguided hiring decision can cost a company as much as 30% of the employee’s salary within their first year.
Don’t lose hope in finding the ideal candidate!
The disadvantage is the financial burden. Although having a vacant position can save on wages in the immediate term, an unfilled position for an extended period of time can result in significant financial and productivity losses.
We are able to help fill your vacant positions with skilled remote engineers. As the world’s premier remote recruitment service, we can aid our clients in locating and employing qualified IT experts in as few as two weeks. If you require further assistance or information, please do not hesitate to let us know.
Allow Employees to Work Remotely
In light of the global pandemic, remote working has become an increasingly appealing option for numerous employees. Prior to the outbreak, some firms, including ours, had already adopted this way of working. Following the lockdowns, many companies had to adjust as well. As a result, many staff members now have a preference for continuing to work from home.
According to a recent study by FlexJobs, 65% of participants expressed a preference for full-time remote work even post-pandemic, while 31% preferred a hybrid remote/in-office schedule. Additionally, a separate survey by Breeze, an insurance provider, found that 65% of Americans would be willing to accept a 5% pay cut in return for the opportunity to work remotely full-time.
Supplying flexible work alternatives, such as remote work opportunities, is an excellent approach to attract top-notch talent.
Utilizing Technology to Improve the Hiring Process
With the advancements in technology, mobile phones have become a vital aspect of our daily routines. This has been reflected in the hiring process, making it impractical to rely on outdated methods that have not yielded considerable benefits in recent times. To maintain a competitive edge and ensure optimal outcomes, it is necessary to utilize the latest technologies to discover the ideal candidate for any given role.
We strongly advise that you leverage technological tools to enhance your hiring process. Even if you are seeking to hire programmers locally, technology can still be employed to simplify recruitment and screening. Consider the following potential enhancements to your recruitment process:
- An Applicant Tracking System (ATS) can enhance the hiring process by allowing employers to access a wider array of potential candidates and simplify the screening process. Furthermore, an ATS can automate numerous tedious and time-consuming duties, such as scheduling interviews.
- Through video calling applications, it is possible to conduct interviews remotely without having to travel to a specific location. This offers an efficient and convenient method for both the interviewer and the interviewee to connect while still being able to communicate body language and facial expressions.
- Employing automation tools such as programmatic job advertising can prove advantageous for recruiters by allowing them to reach a larger pool of potential candidates. Automated systems can help recruiters post job advertisements and efficiently connect with target applicants online, avoiding expensive advertising that may not produce satisfactory results. This can result in a reduction of up to 30% in the cost of each application.
Avoid Waiting for a Nonexistent Candidate
Everyone recognizes that discovering the perfect candidate with the right blend of skills and personal characteristics is crucial for any enterprise. Based on my own experience, it is beneficial to recognize the essential qualities required for a successful hire and concentrate on prioritizing them. Although comprehending what a candidate requires to excel in the job is critical, it is also crucial not to be too selective when recruiting.
When you have an extensive checklist of requirements for a potential candidate, such as work experience, qualifications, references, hobbies, as well as desired personal characteristics, it can be difficult to find a suitable match. The chances of finding an absolutely perfect candidate are slim. It is recommended that you reassess your candidate selection criteria and consider the following questions.
- What qualifications, experience, and abilities does the perfect candidate need to excel in this role?
- What personal qualities would you consider most important when evaluating a candidate?
- How would you define the ideal candidate’s personality to ensure they are well-suited to your company?
- What attributes of a job candidate may cause worry? These could include being unprepared with rehearsed responses, difficulty following a conversation, or failing to remain focused while the speaker is talking, such as staring at a phone or other device.
Consider the Details of Your Interactions with Others.
As recruiters and managers who are just starting to recruit remote employees, it is crucial to recognize that you are interacting with real people rather than just a screen. Job candidates often feel like they are experiencing an impersonal procedure during remote hiring, which can negatively impact their perception of your company.
During the interview process, it is crucial to focus on the candidate’s priorities and gather relevant information to create an accurate perception of them. By gaining a more comprehensive understanding of their desires and aspirations, you may be able to make an irresistible offer to a worthwhile applicant who receives numerous job proposals.
Seek Advice from Experts
If you need to speed up the process of finding suitable candidates for your traditional IT job openings but are unsure where to locate the best resources or how to recruit competent developers, consulting with experts may be advantageous. Recruitment agencies typically have access to a vast pool of qualified candidates who would be interested in joining your company.
Recruitment agencies specialising in IT possess an advantage in communicating effectively with job candidates due to their mutual technical understanding. When seeking a Python developer, for example, they have the expertise to pose the appropriate questions to properly evaluate a candidate’s qualifications. In the absence of technical know-how, it may be challenging to make an educated judgment when selecting the ideal candidate.
Eliminate Your Conventional IT Hiring Process by Contacting Works Today
Works is a tech-oriented recruitment agency that functions remotely, providing businesses with the opportunity to recruit premium remote technical talent 60% more quickly than our competitors.
Discovering the perfect candidate for a position can be a challenging and time-consuming undertaking. At Works, we are devoted to aiding you in locating the top-quality talent that is best aligned with the values, processes, and expertise of your business. Our approach is to not only identify the ideal candidates for the job, but also those with whom you can work closely every day. Allow us to assist you in finding the perfect match for your organisation.
Contact us if you have any inquiries regarding our innovative approach or human resources solutions.