How to Recruit for Hard-to-Fill IT Positions: 8 Strategies for Recruiters

Categories: Recruitment Advice, Trends and Learning

Recruitment is not always an easy endeavor, even for the most skilled HR practitioners. Aside from scouting a talent ideal for a role, looking for candidates to apply for the position is also challenging. The search gets even more complicated if the work is highly technical, like IT-related roles.

If you’re a manager or recruiter looking to update and spruce up your hiring process for highly-technical IT roles, this article will provide strategies on how to recruit for hard-to-fill positions.

8 Strategies for Recruiting Hard-to-Fill IT Positions

1. Start with a compelling job description

Catching candidates’ attention for hard-to-fill roles begins with a compelling job description. While job particulars are essential, giving candidates compelling reasons to apply makes it easier to get them invested and click through to the job ad.

Utilize an attractive language that underlines the rewards and benefits of working at your company instead of a long and monotonous list of skills and experience requirements. 

Additionally, communicate the company’s core values and mission while highlighting company perks and benefits like healthcare, paid vacations, career advancement opportunities, and exciting projects candidates will tackle.

2. Know what your ideal candidate likes

Finding prospects for hard-to-fill IT roles requires managers and recruiters to know what a candidate seeks in taking a position. Recruiting high-level talent relies on the IT professional’s needs and stating how they will be utilized.

Start by identifying the company goals and expectations; if candidates don’t feel they will not serve an integral part of the company, they will not be enticed to fill the position. 

Additionally, most IT workers seek professional fulfillment. Providing them with a competitive salary, high-grade equipment, a clear career track, and compelling projects that will keep them engaged throughout their stay. This increases your chances of getting the most appropriate candidate through the talent acquisition funnel.

3. Be in the right sourcing channels

The recruitment process has significantly evolved from posting newspaper ads to digital media. You can capitalize on these sourcing channels by building a solid presence on social media, job posting platforms, and freelancing websites.

Being on the proper sourcing channels gives the company access to a larger pool of high-level professionals suited for hard-to-fill roles. It’s recommended to stay relevant on these platforms to attract and network with prospective candidates. 

Ensure that you highlight the company’s strengths and monitor key metrics to help you analyze what’s working and what’s not to improve candidate management.

4. Encourage employee referrals

Employee referrals are an effective tool to secure candidates for hard-to-fill roles, giving your hiring process a positive push. Most likely, your IT staff knows other people in the industry, whether former classmates, colleagues, or bosses.

Making employee referral campaigns a part of your recruitment process gives you another method to recruit talent and nurtures your professional relationship with employees. Partnering up with them for your hiring strategies allows you to scale up teams quickly and bring in more qualified leads.

5. Build a high-quality network of talents

Possessing a strong network is an integral part of IT management. However, it can also help recruiters. A strong network of connections gives your company access to otherwise unreachable talent through other means.

HR specialists refer to this concept as “the hidden job market,” wherein a simple conversation can spark interest and lead someone to a full-time job with a company. 

While job boards serve a great purpose, these platforms aren’t necessarily the best for acquiring quality talent. Consider connecting with industry-leading websites, trusted online forums, and technology events to build a high-quality network of talents.

6. Consider internal hiring

If the hiring process is not going as smoothly as recruiters want it to, it may be time to look elsewhere—and your existing employees may be the answer to your hiring woes. 

When you consider internal hiring, ensure that you find an employee already familiar with the corporate culture and business processes. Additionally, upskilling and training employees to move up the ladder effectively prepares them to take on hard-to-fill roles.

7. Expand your area of search

Companies looking to secure high-quality talents for hard-to-fill roles in a competitive market may consider moving beyond conventional recruitment channels and expanding their search.

You can try offshore staffing to tap into a wide pool of global talents. And with the advances in telecommunications and cloud technology, collaborating with an offshore remote worker is certainly easier now than before.

8. Consider tapping headhunting services

Enlisting the help of headhunting services can expedite the hiring process without sacrificing talent quality. Headhunting services aggressively search for specialists who meet your organization’s requirements.

Additionally, if you need a dedicated team of specialists, headhunting services like Manila Recruitment can work on your behalf and even offer to administer your team.

Recruit Smart

The recruiting process is getting more difficult as the talent market gets more competitive. However, exploring the methods mentioned above can improve candidate management and secure you the ideal talent to take on hard-to-fill roles.

If you need a reliable organization that offers headhunting services to aid you in your recruitment process, consider Manila Recruitment. Founded in 2010, Manila Recruitment is a top executive search firm you can partner with to secure candidates for your hard-to-fill roles. Contact us today to learn more.