Tech Talent is Getting Swept Up Fast - What Does That Mean for Your Future Hiring Needs?
The COVID-19 pandemic has had a significant impact on hiring and the labor market in general; however, tech talent is still very much in demand and companies are still trying to sweep up top talent as quickly as possible.
Adaptability Over Experience
Technology is constantly evolving. What was essential last month might be less-than-important next week. Because of this, in-depth learning with the latest tools tends to matter more than in-depth technologies that debuted ten years ago. 'Solid experience’ can translate into hiring failure, especially when companies hold fast to this job requirement.
Having just worked in a classroom with the latest ideas and technology, recent tech grads tend to be more flexible and more willing to try new things than seasoned professionals. Often, it’s actually better to have someone who’s able to quickly adapt to shifting conditions than someone who leans on tried-and-true methods.
Agility is a massive asset for any company. Sure, businesses need to hire for specific knowledge in a certain language but finding someone who can learn and evolve ought to be a key objective of any tech recruitment endeavor.
Tech hiring can be inhibited by a limited definition of the ideal applicant. If must-have qualifications are a certain degree level and years of experience, a large pool of good applicants is being dismissed.
Non-traditional candidates often have the potential to thrive in a job but are disqualified because of reasons that may or may not be relevant. From mid-life career changers to those with tech abilities gained through unconventional means, non-traditional candidates are often overlooked and an under-accessed repository of tech talent. These folks are more open to exploring new, possibly unconventional ideas and bringing unique value to their position. Non-conventional candidates can end up being much more valuable than a candidate who is simply looking to ride their skill set into retirement.
Essential Methods for Future Tech Hiring
Admittedly, it can be challenging to define applicant metrics when hiring for prospective over experience. Businesses looking to change their recruitment approach should take a handful of steps to make certain that they make the proper choices.
Code difficulties are a tool that hiring personnel can use to assess non-traditional applicants for technical expertise and desire to learn. For instance, a coding test provides a firsthand look at technical skills, problem-solving abilities, versatility and ability to work under pressure.
Every job tech description should clearly outline the position’s key skills, and recruiters must consider unconventional ways that someone could gain these abilities. Hiring managers should also comprehend the context of a given job so they can look to explore a nonconventional candidate’s potential for filling the position.
It’s also critical to leverage in-house training and mentorship programs. Most businesses prefer applicants who can get up to speed quickly, and unfortunately, most schools don’t teach how a modern tech company functions on a day-to-day basis. Mentoring and training programs are important when it comes to getting recent grads, career changers or any other non-experienced new hire up to speed.
We Can Help Your Company Find Top Tech Talent
At Quanta, we specialize in finding and recruiting best-fit tech talent for our clients. Please contact us today to find out how we can do the same for your organization.