In the midst of a digital revolution, the role of IT keeps growing in importance – a trend likely to continue. Organizations are tapping into data and increasingly sophisticated analytics to improve opportunities for growth and innovation and to gain a competitive advantage. IT teams are being tasked to help drive strategy and ultimately contribute directly to the company’s objectives by fueling productivity and driving innovation.
It could be thought that the increased complexity of IT roles creates a longer hiring cycle; but employers need to find the balance between the additional time for desired screening rounds and the increased risk a competitor will lure away a great candidate before the process is complete.
A recent Glassdoor study
found that despite the high level of proficiency required for Java, .NET and iOS roles, the time-to-hire for these roles is lower than the overall U.S. average. Study lead Dr. Andrew Chamberlain infers that in tight labor markets, employers are likely feeling the pressure to hire quickly so that their open positions are not left vacant. The same study found that time-to-hire was longer in large and public companies. If you are experiencing challenges of hiring in a larger organization, it is more important than ever to ensure your approvals are timely and your paperwork in line to avoid unnecessary delays.
When addressing your IT talent needs, it is helpful to consider the new realities of today's landscape. Professionals today are highly informed about their choices and have deep insight into the job market.
Experienced candidates know their skill sets are in high demand, and many receive multiple job offers. Consider where you are sourcing your talent, and investigate new channels if your current pipeline isn’t sufficient. Executive leaders may also consider offering higher salaries and reaching out to the college community to help their recruitment efforts.
When adding resources to your team or backfilling an open position, research the role and local market conditions, or ask your recruiter to recommend an appropriate target timeline for the hiring process.
Determine what screening methods are required and be efficient in conducting them. You want to be sure that once you’ve found the ideal match, you don’t lose out on bringing that talent to your team.