Revature Highlights The Key Steps of a Robust Tech Talent Acquisition StrategyNovember 17, 2022
Over the last couple of years, the demand for emerging tech talent has increased by almost 200%. This demand is largely driven by the increasing use of technology in almost every aspect of personal and professional lives. As the need for valuable tech talent is expected to grow consistently in the future, companies need to have a proper plan in place for their recruitment. Ensuring inter-departmental alignment of processes is vital for being successful in tech talent recruiting efforts. In the current landscape, having hiring efforts limited to the province of HR or recruitment leaders is not enough. In fact, leaders in recruitment and IT have to align their efforts throughout the phases of the recruitment process to acquire the best possible tech talent. They may even seek out the assistance of companies like Revature to enjoy improved recruitment outcomes.
Revature marks a few vital steps of a winning tech talent acquisition strategy
Properly documenting technical requirements is the very first step of a robust tech talent acquisition strategy. Even before the recruiters start their search for talent, the IT leaders need to thoroughly document the candidate requirements. The majority of job descriptions today do offer a general overview, but the odds of finding the perfect fit for a job increase when one goes past generalities. The IT leaders must not stop at listing the technical skills needed by the candidate. They should also consider soft skills. After all, skills like attitude, aptitude, and communication often make a person a good team leader. IT leaders can take a look at their current team, and zero in on the soft skills that shall best complement it.
The second step of a good acquisition strategy involves assessing the current recruiting practices. In case the current tech talent acquisition process of a company is falling short of expectations, one needs to properly evaluate the reason for it. Choosing to break down the entire process into particular steps, and identifying sticking points can help identify opportunities for improvement. Cost, speed, and quality are the three prime indicators most companies use to evaluate their recruitment process. However, these are not the only evaluative measures available. To get better outcomes from the process, it is prudent to sit down with the department leaders and internal stakeholders to solicit feedback about the recruitment procedures. Following such an approach will help understand whether the process just needs a few tweaks or a total overhaul.
Before one can understand how effective their efforts actually are, they need to know what successful recruitment actually looks like for the IT and recruiting departments. Hence, defining success is the third step of a valuable talent acquisition strategy. While successful end results for both of the departments will have considerable overlap, there might also be variations in the top priorities of each team. For example, an IT department may prioritize goals like on-the-job effectiveness if they are too overwhelmed by lengthy unfilled searches. On the other hand, the recruitment team may focus more on long-term retention rates. A winning recruitment strategy must address both perspectives.
Revature understands the challenges associated with hiring and retaining tech talent that aligns with the strategic goals of a company, and hence provides expert assistance for the process. They are the largest employer of emerging technology talent in the United State, and the talent development partner of multiple Fortune 500 companies.