Written by Admin | Nov 30, 2021 8:00:00 PM
Recruiting tech talent is notoriously difficult. There is an enduring gap between the [limited supply and growing demand](https://www.hays.com.au/it/blog/-/blogs/the-challenges-in-recruiting-top-tech-talent/) for tech expertise that has only been exacerbated by the pandemic. The [‘Great Resignation’](https://halian.com/article/navigating-the-great-resignation) coupled with an increased need for remote technologies and services has put tremendous pressure on employers and recruiters to fill technology jobs. This is all [good news for tech workers](https://www.latimes.com/business/story/2021-07-31/employers-bow-down-to-tech-workers-in-hottest-job-market) who possess the most in-demand skills. They can be extremely picky about their work conditions and can demand top compensation packages. In addition to wages and benefits, they can choose which kind of company or ‘brand’ they want to work for. Potential employees might turn also down jobs that don’t use the latest or most desirable technologies. Remote Work Negotiable? For many tech workers, remote work is becoming the norm. Most workers want some [flexibility to work from home](https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/what-employees-are-saying-about-the-future-of-remote-work) at least some of the time. The result is that while employers can recruit from all over the globe, workers can equally access the global job market for their services. Evidence shows that most workers are willing to test the waters of the global market. One survey found that up to 75% of tech workers will at least [consider new job offers](https://www.omnesgroup.com/all-about-tech-recruitment/#tips). This includes those actively looking for jobs and those who are currently employed but would consider moving on if the right offer came along. Employers and recruiters are hard pressed to put the right people in the right positions, and then when they have teams in place, it is difficult to keep them together in the current market. Learning Curve For long term success, recruiters would do well to develop relationships with candidates by being as transparent as possible and by knowing the technology. While employees might be willing to listen to offers, they are quick to be turned off by recruiters who withhold important information or who don’t consider their interests. While a recruiter might be incentivised to place anyone in a position, workers want a job that fits them. Some recruiters might waste the time of a candidate by putting them up for jobs they have no interest in. Another turnoff for candidates is [a slow hiring process](https://www.bbc.com/worklife/article/20211020-why-hiring-takes-so-long). Recruiters and employers should make the process as efficient as possible to retain the best candidates. Recruiters do well to know exactly what they are looking for. Many tech workers are pestered for jobs that they have no qualifications or interest in. Some tech positions have similar names or use similar technology but require significantly different skill sets. Recruiters must know the difference. Change, Change, Change Keeping up with the terminology is no easy task as technology is constantly changing. The best recruiters have their ear to the ground and are able to ascertain which roles and which skills will be in demand in the near future. They develop relationships with talent that has the right skills for today and tomorrow. Employers and recruiters would do well to hire employees who are adaptable and who want to grow with the technology of tomorrow as organisations aim to be as [‘future proof’](https://hbr.org/2021/09/future-proofing-your-organization) as possible. Employers would do well to vet their recruiters – to be sure that they are working with a trusted partner who knows how to find and place the right candidates. Halian knows technology and knows how to find the most in-demand tech talent today, because they are already thinking about tomorrow. Strength in Diversity As organisations evolve, they have come to realise that hiring a diverse team is not just the right thing to do, but it’s the [best long-term strategy](https://www.forbes.com/sites/forbescoachescouncil/2020/11/16/diversity-isnt-an-outcome-its-a-strategy-for-business-success/?sh=4437615344d5). Having a diverse workforce is a recruiting advantage. Employers that demonstrate a welcoming environment to all have a broader pool of potential candidates. There are more and more well-qualified candidates who simply have no desire to work for a firm where everyone looks, speaks, and thinks the same. With offices in several countries and regions, Halian spans borders and draws from a global talent pool. Halian is a trusted partner because of our track record placing the right people in the right jobs. If you are a company looking for a partner for your short, medium or long-term staffing needs, Halian is there for you. If you are a tech worker looking for your next opportunity, Halian will find the right fit for your career.