The world of tech recruitment is challenging right now. We hear phrases like the war or battle for talent, and imagine a hiring manager preparing to enter the ring to fight off all competitors, wading through thousands of applications! With an apparent 600,000 estimated vacancies in the US alone for Cyber positions, another area which is struggling to find talent is Cloud Computing.

Despite the many open vacancies, and countless headlines about openings the numbers are not dropping. Speaking with clients there are a number of factors at play, some competitors are artificially inflating salaries to drive candidates to them - the lucky hire will reach the numbers offer, the rest are left with an inaccurate expectation. Then there is the fit to purpose, for many clients the interest levels are there, but the fit is not. And when it comes to positions like cyber and cloud the tolerance levels can be so fine that it can be like looking for the illusive unicorn.

This report tells us that there is "$1 trillion of new value" in play for organisations, but they are struggling to take advantage of this. The main reason for not being able to capitalise on this is not having the people or processes in place to make this happen.

This article provides some insights in to ways in which these challenges can be overcome. This is an area in which we too specialize and we have been fortunate enough to work with a leading, global industrial firm to build their Cloud & Software Engineering teams, along the way there have been many areas of learning, here are some;

  • Be prepared to have make some compromise on what the market can offer you vs your expectation

This is not to say that you should lower your standards on what constitutes a good hire for your team. But perhaps re frame some expectations. How much can a demonstration of a commitment to continual learning and aptitude to improve make up for not having the precise experience you need at that time? Picture the worse case scenario, if you do not have this person for the next big an impact is that vs the time it would require for someone to get up to speed on the particular project you are working on. In other words, how quickly could you and your team make a new team member effective and is this a shorter period of time than if could take to hire the perfect person?

  • Do you have enough data on market pay conditions?

This is undoubtedly an area in which we can help. You can read all the reports you like on glassdoor or elsewhere on what compensation is like in a region or amongst competitors, but this is very sterile information. It does not tell you what the candidates are feeling or experiencing, it does not handle counter or competitor offers and it does not negotiate a contract to hire. Once a candidate dips their toe in to the waters of the job market all things change and all of those factors come in to play, right now the waters are more like whitewater than a mill pond. We can tell you exactly what is happening in real time, and you can make a calculated decision based on what it means to you to be competitive.

  • You might have to get creative

In an ideal world you have your team in or near to a fixed location, an operation center, engineering center, innovation lab - whatever it might be. Your teams meet and share ideas, are together for hands on application of solutions. But if for whatever reason it is not possible to adjust all other variables to land talent in your preferred geographical location; then we need to explore the alternatives. The world is moving to hybrid working, so the choice could be taken out of your hands if you want to remain competitive. So start to look to your internal processes and if they are not robust enough to support remote working, it might be worth looking at this. Then of the other locations you could consider are there any that stand out - for example;

  1. Do you partner with any other firms, for example you may work with a professional services company. Do they hotdesk? Can the engineer call up on their resources if desperate? 
  2. Do you have satellite offices that could quickly be made fit for purpose? 
  3. Can you agree on a percentage of travel that means they can join up in your location frequently?

This is not a challenge which is going to go away. In a market that is as fast moving as this it really can be beneficial to partner with an executive search company who is living and delivering on these challenges on a daily basis.

We are doing this, and we would be happy to find out if we can do the same for you.