Survey Reveals Top Barriers To Hiring Tech Talent

Salary demands, a shortage of qualified applicants and not being seen as an employer of choice are the top challenges, according to a new survey of CIOs from Robert Half Technology.


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Salary demands, a shortage of qualified applicants and not being seen as an employer of choice are the top challenges, according to a new survey of CIOs from Robert Half Technology.
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Survey Reveals Top Barriers To Hiring Tech Talent

Salary demands, a shortage of qualified applicants and not being seen as an employer of choice are the top challenges, according to a new survey of CIOs from Robert Half Technology.

Survey Reveals Top Barriers To Hiring Tech Talent

A new survey from Robert Half Technology provides insights into the challenges faced by CIOs when it comes to hiring tech talent. The most common barrier to landing the best candidates is not being able to meet salary demands (44 percent), followed by not finding enough qualified applicants (33 percent), and not being seen as an employer of choice (21 percent).

hiringA lengthy hiring process is also a hindrance. The research shows it takes an average of 4.5 weeks to fill a staff-level IT role, and 41 percent of technology leaders surveyed said their hiring process takes longer than they would like.

“The hiring process is often the first impression a candidate has with a company and can set the tone for the relationship,” said John Reed, senior executive director of Robert Half Technology. “Don’t let a long and complicated hiring process or lower-than-market compensation package leave an unfavorable impression with a job seeker. Keep the experience positive by presenting a competitive salary and moving quickly to make an offer.”   

Robert Half Technology offers five tips for keeping the hiring process efficient:

  • Be prepared. Before posting a job opening, communicate with your team to determine the skills and experience needed. Use industry resources such as the Robert Half Technology Salary Guide to research the latest salaries, benefits, incentives and perks to see what you can offer.
  • Work with a recruiter. If you’re short of time and resources to hire, contact a staffing firm that can give you accurate insights into the local market and assist you throughout the hiring process.
  • Move quickly. Don’t allow too much time to pass between interviews, internal discussions and the final offer. Have your key staff members meet top candidates so you can make a speedy and well-supported decision.
  • Communicate openly and often. Be transparent throughout different phases of the interview process. Clearly describe the role, responsibilities and compensation package, and always update your top candidates on their status and the next steps.
  • Make an offer. When your team decides to extend an offer, make sure the compensation is fair and competitive. Have internal discussions with human resources to know your limitations in case of salary negotiations.

The survey of more than 2,500 CIOs in 25 metropolitan areas in the U.S. was developed by Robert Half Technology and conducted by an independent research firm. The survey of more than 1,000 U.S. workers currently employed in professional environments was developed by Robert Half, parent company of Robert Half Technology, and conducted by an independent research firm.

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