Without a doubt, any careful observer in the tech industry will easily notice what can be rightly called a war for top tech talents. The signs are quite obvious and clearly seen from how much companies battle fiercely to win top tech candidates to their sides, not minding the higher salaries they might have to offer them with additional incentives. The basis behind this is not hidden, and the economical law that backs up this observed phenomenon is simply that of demand and supply:
John Reed, a senior executive director of IT staffing firm Robert Half Technology explained that the continued investment of companies in tech has created an increase in the demand for tech professionals, however, the number of people who chose the field of tech is not increasing, leading to a “supply-demand imbalance.”
However, in the midst of this seeming “scarcity” of tech talents, a tech job-listing website, Dice.com claimed that the scarcity of good tech brains might have been over exaggerated by some companies. This is supported by comments from some other tech recruitment executives such as Tony Martin (Vice President, Recruitment Process Outsourcing) who believes that many companies are not doing their best to attract the best talents which are available, and he expressed the view that a smart way to recruit great employees is by looking at the skills available in the market and looking into ways to apply these needs to meet the specific needs of the company rather than matching a set of skills with job requirements.
Another challenge which might have been responsible for this “tech-talent-scarcity” could also be from the part of employers’ branding which could be inappropriate or unenticing to the prospective employees. This is a marketing problem from tech companies and it boils down to their branding. Funny enough, when people think about tech and its employees, they already have in mind a biased mindset that the employee must be within a particular age-range which is not always advantageous as many times, the desired tech talent wanted might not be in that category being specified, hence it could be seen more like a case of looking into the east when the answer lies idle right in the west. What this could translate to for the employer is to brand the company in a much better way and allow prospective employees know that the company stands for and what they stand to gain by working with the company, and also, the goals and objectives which they are going to fit into work with.
Yet, often left undiscovered in the cause of this war in the tech-talent hunt is the fact the company sometimes have workers leave their work easily while the company is looking for new talents. Many times, the talent being sought for outside a workplace might in the real sense be present at the workplace, and only needs to be identified, hence, there is a need to sometimes consider existing workers when tech-job opportunities open up.
Therefore, it is necessary for employers to look in the right directions when looking for their tech talents and not forget to be proactive and act smart. Also, it is essential to ignore biases and sometimes consider already available talents who might only need to be brushed up with training to meet the job requirements.