The days of recruiting by word-of-mouth and recommendations are long gone. Recruitment is no longer restricted to job descriptions and applications, given the contemporary tech recruitment issues that organizations encounter.

If you’re a tech recruiter, then you’re not new to the difficulties that come with filling a tech opening. We were able to highlight five recruitment obstacles facing tech recruiters globally.

Shortage of Tech Talents

Because of the worldwide pandemic-induced digitalization boom, demand for computer jobs has nearly quadrupled in the recent year (2020).

Many new tech roles are becoming available as a result of the fast digitalization, including Full Stack Development, Cloud Computing, Artificial Intelligence, Data Science, Information Security, and so on.

As a result, the sector requires talents who are knowledgeable in one or more of these fields. However, there is a severe scarcity of persons who have been trained in these abilities. This has resulted in a large number of unfilled positions as well as a lack of qualified individuals.

Digitization at a Faster Pace Post-Covid

Covid boosted the demand for technology and, as a result, the difficulty of finding qualified candidates. Everything has moved online, from schools to offices, increasing the demand for digitization.

In some situations, the change was permanent. Many businesses continued to allow employees to work from home in 2021. Furthermore, internet payment options have also become the standard.

All of this has increased the demand for IT expertise across the board. After Covid, tech jobs are no longer restricted to IT enterprises. Every company today needs a technology department.

This implies that recruiters must identify the best IT talent while keeping the company’s goals and culture in mind.

Hybrid Workplace Culture Is Taking Off

For many recruiters, work-from-home is a lifesaver because they are no longer bound by geography. Talented individuals from tier 2 and tier 3 cities are rather easy to get by.

Simultaneously, thanks to remote work, current workers who have returned to their hometowns may continue working without interruption.

Recruiters are only now starting to look into remote job options. It currently has a lot of unknowns. The policies of a company determine whether or not remote or hybrid work is allowed.

Recruiters, on the other hand, can miss out on prospects who require remote work.

Assessing the Candidate’s Ability

Recruiters encounter a difficult task in determining a candidate’s competence level. A certificate or a test by themselves does not provide a complete picture of a candidate’s ability.

Additionally, recruiters want to know how fast a candidate can grasp the company’s needs, as well as how quickly they can develop and progress.

It can be difficult to understand this with regular tests. Candidates hired by established hiring companies, on the other hand, frequently present potential recruiters with the projects they’ve worked on. This aids potential recruiters in determining their technical capability and adaptability to the company’s needs.

Choosing the Right Candidate vs. Swift Vacancy Filling

One of the most common tech recruiting problems is for recruiters to pick between finding the greatest fit and filling the position quickly. Recruiters that are under time constraints and need to fill a position fast often question if they are picking the proper applicant. Lousy hiring is more costly to the firm than a vacancy.

The stakes are larger as the project grows in size. Recruiters must evaluate the criteria and expectations of potential applicants to avoid unfavorable situations later. Only by having open and honest interactions with the applicants can these be discovered.

How Can Prodevs Assist You?

Prodevs is a platform for IT recruiters across the globe. Our goal is to serve as a link between IT talent and companies.

Traditional tech-ed colleges are struggling to keep up with the industry’s fast evolution. As a result, new obstacles in tech recruitment are emerging.

This is where Prodevs enters the picture. We choose the top individuals after a thorough screening process and provide them with the resources they need to succeed in the field.

What happens if a tech talent doesn’t meet our standards?

Software engineers, designers, product managers, software testers, digital marketers, and project managers are among the African Talents on ProDevs’ curated list. When a tech talent doesn’t meet your standard, we have a vetted pool and array of tech talents waiting to be screened. Hence, we’ll get another tech talent across to you as soon as possible.

We hire the best people to collaborate with you and help you scale your ideas more quickly. Dedication, a can-do attitude, and a desire to establish goals are the basic principles of our tech talent pool. To get started visit prodevs.io