How does a company transform its hiring processes when technology is rapidly advancing, and the need for highly skilled candidates is ever increasing? According to the U.S. Bureau of Labor Statistics, by 2020, the U.S. will have over 1 million open positions of computer-science based jobs without candidates to fill them.

Companies who need to hire for tech positions must quickly adapt to new hiring strategies if they plan to find the most qualified talent.


Difficulties Companies Face With Hiring for Tech Positions

The first obstacle faced when looking for the right candidate for a position based in computer science or information technology, occurs when human resource recruiters aren’t always aware of which skills are essential for specific tech positions. Having a hiring manager who is proficient in tech roles to review candidates and effectively understand their skills as they pertain to each position may be one of many solutions to this common problem.

Another issue is not understanding tech talent’s persona, nor how to find or attract them to your open positions. Knowing the demographics of tech talent will allow hiring teams to effectively market and attract the right talent to their company the first time.

Not understanding the demographic also lends to a lack of awareness of their candidates’ priorities. It’s helpful to know what motivates these elusive candidates. Whether it is compensation and benefits, bonuses or schedules, understanding their desires with the company will give hiring managers an edge when marketing their open positions.

The most time-consuming part of hiring tech talent is finding the most qualified candidates. Not only is there a continued shortage, but recruitment processes need to be strengthened with data-driven analytics, effective vetting of candidates’ skills, and reaching larger samples of tech talent.


How Can Companies Improve Their Hiring Processes?

Noting that resume-based hiring has quickly become a thing of the past, one of the best ways to grow your company’s talent pipeline is to widen the search to include non-traditional resumes. Instead of concerning themselves with checklists of resume highlights, hiring managers are better off testing for proven skills. According to this survey, 48.1 percent of web developers were self-taught, while 69 percent of all developers are self-taught. That’s a huge pool of talent without traditional education and certifications. In addition broadening the search for talent, hiring specialized recruiters who can speak the tech language is the next step to finding the most qualified candidates for your company.

Not only will a specialized recruiter bring you the best talent, they can take the pressure off the hiring team by effectively describing the position’s expectations and responsibilities, while answering any of the candidates’ questions. In essence, they improve your company’s brand by representing the organization with professionalism and proficiency in the subject, giving the candidates the confidence they need while they consider working for your company.

Similarly, recruitment process outsourcing can assist with refining the hiring processes to help you find the best candidates for your open tech positions. Cloutera works alongside companies to provide hiring solutions like recruitment consulting and recruiting-as-a-service. During the lifecycle of a recruiting campaign, Cloutera takes a look at the bigger picture with metrics and data analysis, sourcing strategies, managing the candidate experience and much more.


Do You Have an Innovative Hiring Strategy?

If you’re looking to grow your tech team or just need to find the best candidates, we’d love to hear from you. Contact us at

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