“Digitalize or disappear.”
This stark choice was forced onto companies at the onset of the pandemic in 2020, when doing business online was the only option during long periods of lockdown.
Many fast-forwarded their digital transformation plans, and the momentum shift was significant, with companies digitizing activities 20 to 25 times faster during COVID-19, according to a report produced by McKinsey.
IT talent – in demand and in short supply
Unsurprisingly, the hard pivot drove up demand for software, IT security, cloud professionals, and other experts, and this trend remains today.
In fact, a shortage of skilled IT workers is stalling digital transformation. A survey run in Europe and the U.S. found that six in ten employers said not having enough skilled employees has a major or moderate impact on their business. And more than half shared that digital transformation initiatives are held back due to a lack of employee adoption or engagement.
And as well as attractive salaries, workers, and flexible work options, many employees – especially younger ones - expect employers to provide talent transformation and employee growth initiatives.
Recruiting IT talent – three things to get right
Exacting demands, combined with a limited supply of skilled IT workers, provide a major hurdle for hiring teams. New recruitment technologies and resume data software, however, make hiring processes easier, more convenient, and faster for job hunters and recruiters alike.
Just as the sector is fast-paced and ever-changing, IT professionals demand a streamlined hiring process because they can be on and off the market within days.
1. Punch up job posting campaigns
Recruitment of IT workers intensifies the pressure on achieving “right-first-time” outcomes, especially when it comes to posting job advertisements online. Reaching as many potential candidates as possible is the goal of all recruiters - they also want to know which sites are more effective than others for different roles.
Recruitment software takes a lot of the guesswork out of job ad placement.
Analytics functions offered by ATS platforms, for example, track the performance of adverts to identify the ones cutting through, and the ones that are not performing well. In those cases, you may want to boost them with paid social media campaigns to increase the number of applications.
An ATS also makes it easier to integrate with a partner job board - they enable the posting and closing of adverts to as many job boards as you like, from tens to hundreds to thousands in a single click.
Tracking where candidates are finding your job adverts is another benefit offered by ATS platforms. Information and data gathered by the ATS will help you to finetune your future advertising campaigns – for example, industry-specific job boards or sites may be more effective for some roles than adverts on Facebook.
2. Ensure a great user experience – this is absolutely essential
Does the job board or application page offer a great user experience?
Quite simply, is it attractive and user-friendly? It is an important question because a clunky interface will deter candidates, especially IT experts who design and build cutting-edge digital solutions every day.
If you are unsure about what to look for on your application platform, here are some key questions to ask:
- Is the layout simple and easy to use?
- Can you effectively search for jobs?
- Are the fields in postings populating correctly?
- Do the filters work?
- Is it mobile-friendly? Most candidates search for jobs via their smartphones and tablets – so you need to offer a seamless experience across all devices.
Other tips include:
- Offer an “easy apply” option
- Link to your company site – this shortens the time candidates need to research your organization and available positions
- If users create an account, add features that store resumes they’ve previously uploaded. This speeds-up processing by providing them with the right documents across their devices.
In addition to a great look and feel, make sure you have included fields covering the key information job seekers want, such as:
Salary: “Show me the money” is the top demand for many IT professionals – they want to learn about salary range and perks before proceeding with applications.
Remote, hybrid, or on-site work requirements: Workplace flexibility is near the top of demands for workers in the ongoing pandemic environment.
Job-status: Clearly state if the role offered is part-time, full-time, contract, or temporary.
3. Showcase your company’s employer brand and point of difference with a terrific Career Page
Grabbing the attention of IT specialists in a highly competitive market is more important than ever.
And because you will probably have one chance to do this, it is imperative that your company career page looks great, is informative, easy to navigate, and mobile-friendly.
And in terms of content, the career page should list the latest job openings as well as information about your business – what you do, locations, history, vision, and work culture. Many career pages also include videos or blogs created by staff expressing what it’s like to work at your business and why it is a great place to work.
Word of mouth content like this is a terrific recruitment tool because it can be shared across social media accounts and other channels. But the content must be authentic, honest, and real – this is especially important when targeting IT workers who, while considering your offer with others, could be swayed by what they see and hear from your career page.
Get a recruitment head start
While finding skilled, experienced IT talent is challenging, no matter what the health of the economy, sophisticated recruitment software and ATS solutions provide a competitive edge in the hiring stakes.
In addition to scanning resumes and shortlisting top candidates, ATS platforms have tools to build dynamic career pages, super user-friendly application forms as well as supporting video interviews, and analytics features to finetune job ad placements.
Manatal ATS platforms have been adopted by all types of businesses around the world, and if you want to tap top IT talent, please reach out to see how we can help you to manage candidates seamlessly, effortlessly, and in line with your budget.
We invite you to sign up for a 14-day free trial and make the most of Manatal’s capabilities to supercharge your IT recruitment.