We’ve talked a lot about how the tech recruitment landscape has been changing recently. We all know that hiring tech talent is now highly competitive, with more and more companies, both tech native and not, competing for the same skillsets and experience. As a result, great tech talent is being swept up incredibly quickly, and it’s causing many challenges for scaling businesses that do not have the advantage of a big name or reputation to tempt talent their way.
However, what does a competitive market actually mean? It’s one thing for us to keep stressing that the market is changing and growing increasingly competitive, but how does it affect those searching for talent? As we have many recruitment experts in-house who spend their time navigating the tech talent landscape and speaking with leading scale-ups about talent acquisition challenges, we decided to ask them about the everyday difficulties they’re seeing.
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Times are changing, and the fact we’re all embracing tech more could work in favour of scaling tech businesses looking to recruit talent. As we all use technology daily, we are becoming quite savvy, and younger generations especially are more acquainted with technology than ever before. They’re naturals! There are also more ways than ever to develop skills, especially tech skillsets, which are no longer seen as an elitist or inaccessible skill, with online learning platforms and non-traditional education taking over.
Therefore, we’re asking whether talent really needs a traditional Bachelor’s or Master’s Degree to succeed in the tech industry? Or is there another way to give talented people opportunities without the expensive and inaccessible background?
Well, the truth is that with the race for tech talent so tight, scaling businesses need to look for talent elsewhere, or they’ll simply never hire. If they wish to grow their business, changing attitudes around tech skills and opening up a more diverse talent pool when it comes to experience could be the key to recruitment success.
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Virtual hiring events have some huge advantages but some equally significant disadvantages. They certainly have a place within the future of tech recruiting. That’s undeniable. However, it depends entirely on the demand, speed and the number of roles you need to hire. It’s important to remember that other alternatives to relieve HR pressures may be more cost-effective, such as outsourcing your tech recruitment to a flexible RPO provider who can take on the burden for you. Virtual hiring should never replace engaging and having a conversation with candidates personally, as this is how you ensure more diverse and better-quality candidates who fit your organisation perfectly. However, this provides an alternative for those situations where you need to hire 100 people incredibly quickly and should not be discounted.
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For many people, staying at home became the new normal during the global pandemic. The new normal it was known as. Many businesses were forced to rethink their employee’s working conditions. There was a move to remote working and online team meetings. Indeed, some businesses have continued this model even after restrictions were lifted. How […]
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Notice periods have long been an issue for recruiters and employers. In a scaling business, you often need to hire talent quickly to meet a sudden increase in demand or to help you reach the next level of growth. Of course, having to wait for your perfect candidate to start is never ideal, but many of us are willing to do so for the right person, even if it pauses growth plans slightly. After all, you want to hire them for a reason, and they could be the perfect fit for your scaling business with all of the right skills and attitudes you need.
However, at Talent Works, a trend our recruitment experts are seeing more and more of is extended notice periods even for junior candidates. For roles like UX designer, where the only requirement is a Bachelor’s degree, many of our recruiters are seeing three months’ notice periods instead of the usual, and often expected, one month. Which, if you’re a scaling business looking to hire quickly, could pose a problem. Especially if you’re expecting candidates to have a month-long notice period.
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The idea of hybrid working is nothing new. In fact, it’s all many of us have been talking about for the last year. Some workers thrive in the office, whereas some work better in their own space with a bit of flexibility. We’re all different and find ourselves in different life situations. Therefore, for many […]
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On first September we hosted a Leaders Talk Talent Roundtable with Talent Acquisition professionals from Moderna, FinancialForce, LexisNexis Risk Solutions Group and MassTLC. We discussed the impact of the pandemic and what it’s brought for talent acquisition including how these employers had to adapt their talent strategy. We also shared some tips for post pandemic […]
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For a company to produce a happy, productive, and engaged workforce remotely, organisations will need to leverage an employer brand fit for 2021 and beyond. Your employer brand needs to satisfy basic psychological needs around purpose, impact, and belonging. A 2021 employer brand is all about balancing candidate expectations with the needs of the business. To promote a hybrid culture you need to consider all changing aspects of the business.
However, previously, the office has always been a central hub for company culture and your employer brand. It’s a physical space that represents your business and who you are. The office is where all employees can be together and bounce ideas around or even just have crucial watercooler conversations that make going to work so much more than a job. The office almost becomes a poster for your employer brand and with at least half of the team no longer working from it, this presents some huge challenges for employers.
As hybrid working is set to change the way we work and our attitudes towards the workplace, it’s also set to change the way we view employer brands and how employers can communicate them.
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Survey of professionals finds that over a fifth are looking to pursue their career elsewhere in 2022 38% of organisations don’t have a working from home policy in place, and being asked to be in the office negatively impacts one in five employees Manchester, UK, 1st September 2021: 38% of respondents have been approached over […]
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tial team members is one of the most crucial moves that a startup can make; these people come with a lot of influence and power over the future of your business. Therefore, you must get it right. However, you may not have experience recruiting. Entrepreneurs are ideas people, and innovators, so hiring may not be something you’ve thought about or had experience with.
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