If you believe you’re doing OK, think again. Hiring for information technology professionals has become more agile and strategic than ever before.
According to U.S Department of Labor, employment in computer and information technology jobs will grow to an estimated 13% from 2016 to 2026, faster than the average for all other occupations. The rise can be attributed to a greater adoption of cloud computing, big data storage and analytics, and information security.
That tech unemployment being at rock-bottom levels is good news for the economy and IT crowd. But it has a different significance for employers—candidates now have more options than previously, and this choice means more competition among employers for top talent.
It also translates into fiercer competition among job-seekers for the best jobs at the most desirable companies. Proactive employee recruitment is necessary to ensure that you capture talent before your competitors woo them.
That technology supports and sustains virtually all key organizational function is no exaggeration.
In today’s rapidly digitized landscape, technology is the driving force behind changing business models and news ways of conducting business. In a digital economy where data is the lifeblood, technology tools and those skilled to operate those tools and extract business value from them, are essential to an organization’s sustained success. Quicker access to resumes can make a big difference in filling up key function-supporting vacancies without delay.
Project delays cost an organization a lot of money.
It may not be feasible for you to always pass on the costs to customers during a subsequent project. You may even have to deal with additional project costs arising from the delay or be held back from bidding on other projects.
Delays and the resulting loss of revenue from unfilled positions constitute a serious blunder, and can have a serious repercussion in a shifting technology environment where tech talent has no need or inclination to settle for less.
Agile hiring practices are essential to keep projects and departments running smoothly and cash flow/revenue robust.
A focus on the aspirations and attitudes of Millennial is imperative.
Giving interview feedback to candidates who did not make the cut emphasizes the human face of a brand and allows managers to remain on favorable terms with candidates that they may wish to revisit later. There is one catch: you need to make quicker hiring decisions and dispense feedback soon after the interview or else Millennial workers will forget you and move on easily to the next prospective employer.
. More than one-in-three American workers are Millennial and they are expected to make up 75% of the workforce by 2025. They crave engagement and will choose employers who engage them effectively. An interview feedback is an excellent way of communicating the intent to engage and demonstrating a gracious, caring brand.
Staffing companies specializing in IT recruitment assess candidate fit quickly and guide the right tech talent your way.
The advantages of management and staffing firms are widely accepted. From the context of IT recruitment, job recruiters can save you the time you would have otherwise spent finding qualified candidates and/or sorting through hundreds of job applications for urgent vacancies.
When speed is of the essence, the ability to access a steady stream of potential employees for temporary staffing or permanent roles can build competitive advantage in a meaningful way.
An engineer by education, foraying into a medley of activities - content, social media and marketing.