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You Can’t Find the Right Candidate, Now What?

You’ve been on the hunt for the right person to fill a desperately needed role for months or even a year. Is the right person out there? If they are, why haven’t you found them yet? 

When you can’t find your next hire, you may wonder what to do next. Should you settle for someone competent but not quite right? Review all the candidates you passed on already? 

As HR experts, we know how difficult finding the perfect candidate can be. So, we’re here with some expert hiring advice. 

Take a Second Look at Your Job Posting 

You have been through all your applicants twice and still no luck. There’s a chance that the right candidate is out there, but they aren’t applying because your job description doesn’t speak to them. Or maybe, your list of requirements scares them off. 

If you can’t find anyone after a few months, it’s time to reevaluate your job posting. Do you have a certification that’s hard to find and nice to have but not required to do the job? Is there something in there you could provide to the right candidate once they come on board? 

What about the job description itself? Is it long, difficult to read, and full of unnecessary details? Again, you could be scaring them away. 

Talk to your leadership, HR, and your recruiters to figure out what can change to help you attract the right candidate. 

Evaluate the Competition 

The IT skills shortage is now almost a way of life, but there are some companies that seem to win the right candidates every time. If you’re not one of them, it’s time to ask why because the answer isn’t always about money. 

If you have an in-demand position, figure out what your competition offers. You don’t always need to match it or beat it, but it will show you how to make your post stand out to the candidate’s recruiters are fighting over. 

Tip: Millennial and Gen Z candidates are more concerned about culture than salary. Many employers make their companies look like great places to work in their job listings. Does your post make your company an attractive place to work?  

Consider Upskilling Your Current Staff 

Why go through the hiring process every time you need a new skill when you could develop value within your existing team? If you need hard skills but can’t seem to find a cultural fit, then this is a great time to pick out and develop a qualified internal candidate. 

Finding the right candidate is never easy, but the IT skills shortage and the deep pockets of the competition can make it that much harder. That’s why it’s important to have great allies. Get in touch to learn how RightStone can help you find your next best employee. 


Upskill Your Workforce and Bridge the Skills Gap

Finding new candidates who have highly sought after skills is challenging. Competing for them is even tougher. But you don’t need to join the pile and wrestle your competition for every single new candidate. Instead, you can bridge the skills gap by upskilling your employees. 

 Upskilling allows you to train your current team in these in-demand skills while keeping them in the same role. 

You Can’t Hire Your Way Out of the Skills Gap 

One reason upskilling (and reskilling) is so important is because it’s physically impossible to hire your way out of the skills shortage. The problem is too vast, and in-demand skills change too rapidly to ever keep up. One statistic says only 20% of today’s workforce has the skills needed for 60% of the jobs that will arrive over the next five to ten years. 

What’s more, hiring for technical skills won’t necessarily work. You can teach or pay for upskilling in cybersecurity or engineering.  But finding those candidates doesn’t mean that they’ll also offer essential soft skills, like communication and creative thinking. And those things can be much harder to teach. 

Upskilling Contributes to Professional Development 

Surveys suggest that employees are already upskilling, but they’re doing it on their own time and without support from their employer. You might think that’s good news, but it’s not. 

Employers who don’t offer the kind of professional development that keeps teams learning, growing, and preparing for the future find themselves with unengaged employees.  

Employee engagement is critical for your business’ success, but as many as 70% of employees aren’t engaged at work. Disengaged employees are less likely to be invested in their work, and when they do upskill, they’re more likely to take all their handy new skills to your competitor. 

By actively pursuing upskilling programs, you’re making your current employees more valuable to your company and you’re making them feel more valuable. You’ll see that value quickly: companies with engaged employees have revenues that are 2.5x those companies with low engagement levels. 

The Best Time to Upskill is Now 

Upskilling your employees will help you bridge the technology skill shortage and make you more competitive. Not only does the practice address the root of the problem, but it’s also a valuable investment in your company’s biggest assets: your workers. 

So, what are you waiting for? It’s time to start thinking about your plan for upskilling to complement your hiring practices. 

Are you looking for the right expertise for your team? Ready to add new skills? Want to know how we find and place skilled candidates with the clients who need them? Get in touch to learn how our RightStone 360 program can help you do all of the above. 

 


5 Recruiting Tactics That Will Help Attract Top Talent

The rapid pace of development currently being experienced within the IT industry means there is more competition than ever — not only to innovate more advanced tech, but also to recruit the most talented engineers. In order to remain ahead of the curve, it’s crucial that IT companies implement the most effective and up-to-date tactics into their recruitment methods. The pace of change within the industry, however, can make it difficult to stay updated on the current best practices for finding talented candidates.

We’re here to help by providing you with five recruiting tactics that are sure to help your company attract top-talent IT professionals:

1. Be Clear About Mission Statements and Goals: It’s important for applicants to have a sense of the guiding purpose(s) that are driving your company, and how they would specifically fit within that scheme. Increase the chances of having talented candidates apply for open positions in your company by being clear in job descriptions about the mission statement that would define their role, and how that would fit into the larger context of their department and the organization.

2. Let Them Know About All Perks and Benefits: The more perks you’re able to offer, and the more clearly, you’re able to describe them in job posts and during the interview process, the more likely you’ll be to attract talented IT professionals.

3. Sell Your Company’s Scalability: Talented IT job candidates will seek employers who are able to offer opportunities for growth and advancement. When setting out to find new talent for an open position, it’s important to communicate to applicants exactly how they’ll be able to climb the ladder of success within the company. These details will vary from role to role, so it will be necessary to speak with team leaders before you advertise these opportunities in job posts.

4. Streamline Your Recruitment Process: Talented engineers in today’s IT industry are highly valued commodities, so the sooner you can secure a new hire, the better. This means it’s important to streamline each step of the recruitment process as much as possible — including establishing communication, reviewing their background, interviewing, and eventually hiring them.

5. Incentivize Employees to Help With Sourcing: When it comes to finding talented engineers, your existing employees could be one of your strongest assets. By offering incentives (either financial or benefits-based) for employees to connect your recruiting team with talented job candidates, you’ll be ensuring that your team helps to provide you with IT professionals that are in their network and looking for new roles.

Do You Want to Find Top Talent?

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.


5 Tech Trends That Are Helping HR

 

New technologies are reshaping every dimension of IT, and the industry’s recruitment practices are no exception. In 2019 and beyond, emerging digital tools like social media and predictive analytics are revolutionizing the ways in which HR departments are being connected to top-talent engineers.

Here are the five technology trends to be on the lookout for that are improving HR tactics in IT:

1. Social Media: Though social media platforms are nothing new to society at large, HR has been adopting novel uses for them that are changing the recruitment process. With the enormous reliance on social media demonstrated by younger employees entering into the workforce, more and more employers are advertising jobs and using these platforms to get connected with talented candidates.

2. Online Staffing Firms: Staffing firms are companies that specialize in connecting job candidates with employers in any industry. In the case of IT, staffing firms are an especially powerful asset to utilize during the recruitment process, because they have the skills and resources to dig deep through the candidate-pool to find talented engineers that would be easily overlooked by traditional HR methods.

3. Predictive Analytics: HR departments throughout the IT industry are implementing data analytics software into the recruitment process in order to quickly analyze candidates’ experience, qualifications, and the chances of their long-term success in a particular role.

4. Mobile Apps: There is a skyrocketing reliance on smartphones for candidates who are searching for jobs and submitting applications. In response to this, an increasing number of companies are developing their own mobile apps which candidates can use to more easily submit applications and receive a personalized response from HR.

5. Cloud Tracking Systems: The sheer number of applications and employee data is often too much for any single HR department to keep organized. Thankfully, cloud-based applicant tracking systems are a powerful tool for recruiters to keep large quantities of applicant data digitally organized, accessible, and updated.

Ready to Staff Up?

At RightStone, we’re implementing these new and exciting technological tools in order to help companies reshape their recruitment practices. If you’re ready to begin modernizing your tactics for connecting with top talent, drop us a line.


Offering Remote Work Opportunities Could Allow You to Hire Better Talent

 

Employees often have several deciding factors when weighing their decision about accepting a new position – salary, benefits and commute all rank pretty high on most candidate’s list of priorities. Another factor that’s rising in the ranks of important perks is flexibility. Employees are now more than ever attached to their phones and laptops outside of the office, meaning the boundaries between work and personal lives are often blurred. Having a work-life balance that supports the ability to take time off when needed or work outside the office can be seen as big benefits to potential employees.

Remote work has grown exponentially over the last decade, and more employees are expecting some work-from-home opportunities or flextime in their positions. Offering the option to work remotely either part or all the time is an attractive benefit that could draw in more candidates. This kind of flexibility is also linked to higher productivity and greater employee loyalty. Employers often think they need to have employees in the office to get the most work done or they risk employees slacking off; however, many people thrive when given autonomy, and the tools of today’s workforce mean collaboration is still possible even when teams are geographically dispersed.

Allowing remote workers also means that you grow your talent pool by removing geographic boundaries – if you allow people to work from anywhere, you won’t be limited to only the best talent in your area, but you’ll be open to the best talent from anywhere.

The beauty of the tech industry is the infrastructure and programs exist to help support a remote workforce. Help desk employees can work off-site and use technology that allows them to access a server or desktop remotely, programmers can code at home and cloud-based technology allows many employees – IT or otherwise – to manage their files and workload from places other than at a desk full time.

Hire The Top Talent Today!

If you’re looking to hire the best talent for your company – in-office or remote – contact us today.


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