The demand for companies to be online and to offer multiple platforms with high-performance user experiences for products and services is high. Because of this, the need for technical talent is growing.
Companies don’t want to be left behind and are now looking to increase hiring for technical candidates where possible. This includes the architecture and design industry.
When you think of technical talent you consider developers and programmers as the popular choices, but there is a high demand for technical architects, technical interior designers, technical AutoCAD or drafting employees, and more.
The US and Europe are seeing a considerable technical candidate shortage. To fill these positions, you will have to go above and beyond to ensure you get top talent at your company.
In this blog post, we look at the challenges facing the recruitment of technical talent, tips for attracting top candidates, some techniques for hiring the best talent, and how Interior Talent can help.
Challenges in Hiring Technical Talent
Technical recruitment services are finding it difficult to find technical talent right now because there is a global shortage of candidates.
The talent pool for technical roles is quite limited, and that’s because of the rapid technical growth across all industries. All industries need specialized labor fast to meet their new adopted changes and to keep their competitive advantage in the market, but there is not enough skilled technical talent to meet the growing demand.
The lack of available candidates puts the companies looking to hire in a tricky position, raising salaries and offering perks to find top talent. But there is also good news.
Although many top technical workers are already employed, many would be open to new opportunities, according to a Stack Survey in 2019. This means, although they may not be looking for a job, they may be willing to move companies given a more attractive offer, company benefits, or what motivates them for a change.
Top Tips for Attracting Technical Talent
Luckily, there are a few things businesses can do to attract top technical candidates. Let’s take a look at how you can make the position, and your company, look attractive.
Tech-savvy candidates will most certainly Google your company as soon as they are aware of an available position. They will want to learn about your business, the available position, and what it’s like to work for your company.
Make sure you have an excellent career page. Include information about your company, the company culture, and include a stand-alone page for technical talent.
Established Company Presence
Send a company representative to social events where tech workers often attend to establish your company’s presence and make connections. Join tech community websites and forums to build connections within the industry.
And don’t underestimate the power of community advertising; it’s a great way to keep your business top of mind for those seeking employment.
Local Technical Events
Why not host a technical driven event? Invite networks of technical workers where they can meet, connect, and learn from one another. This way, you can build up a network of connections and showcase your company’s existing talent and company culture.
Both live and online events are popular. Live events can offer meetups on specific topics – perhaps linked to the available position – and online events, such as webinars, can reach a global audience.
Employee Referral Program
Often people with the same interests and careers are friends. So why not encourage recommendations of possible technical talent for open positions?
Set up a referral program with your employees, rewarding them for referrals and successful candidate placement.
Top Tips for Hiring Technical Talent
When it comes to technical services recruitment, you can employ a few techniques to be successful. Remember, we’re a global market that can work remotely with ease and many people are willing to relocate for the right job. Let’s have a look at how best to go about hiring technical talent.
Understand the Position
As the person offering technical services recruitment, ensure you understand tech jargon and the details of the position. You will need to understand the essential skill requirements and responsibilities of the position on offer, write a job description for this position, and successfully interview.
Hire a Technical Recruiter
If understanding technical positions aren’t your strength, it’s best to hire a technical recruiter. Tech recruiters will be quick to understand the company’s technology and systems and the technical requirements and jargon that goes with the position on offer.
A technical recruiter will also be more effective at screening candidates and have contacts within the industry. This makes the hiring process quicker, easier, and more professional.
Don’t be afraid to ask detailed questions when interviewing, especially regarding their previous work experience. Don’t just accept their resume as it comes; dig deep and learn more about their technical skills when interviewing them.
Follow this up with reference checks. Find out what their aptitude, daily duties, and attitude were like in their previous position.
A great way to assess a candidate’s skills is with a skills assessment test. Create one of your own to send home with potential candidates. Create a test based on work samples relevant to the position you are trying to fill.
You’ll find most candidates will enjoy the challenge, and it’s an excellent way to verify their skills. Make it short and sweet and easy to grade.
Unfortunately, with such a high demand for technical talent, candidates can be picky. You will have to be willing to negotiate and pay a fair wage according to industry standards.
But remember that candidates find company culture, training opportunities, and work-life balance of utmost importance. So these are critical features for negotiation.
How We Can Help
Have you considered using a professional recruitment agency to help you with your technical recruitment needs? Interior Talent has years’ of experience since 2003, and is focused on building an extensive candidate network that is relationship-driven. For this reason, our clients and candidates trust the information we present to them.