With IT recruiting, vacancies such as programmers, software developers, etc. can be filled efficiently. These trends and platforms will help you do this.
Looking for talent in the IT sector? Not an easy undertaking, because as we know, such specialists are hard to come by – keyword “war for talent”.
So how can you recruit the experts who will drive digital transformation in Germany? The solution is: IT recruiting!
IT recruiting is about finding the right talent for tech jobs. Unlike “normal” recruiting, the positions to be filled are all about bits and bytes, codes and algorithms.
It takes a deep understanding of technology, a keen sense of the needs of candidates and a fair amount of persuasiveness to attract the best tech talent to your team.
In view of the worsening “skills shortage”, the job of IT or Tech Recruiters becoming increasingly relevant. Around 149,000 jobs in the IT sector remained unfilled in 2023.
Some of the currently most sought-after positions in the IT sector are:
This list could of course be continued, as the IT sector is constantly changing and new technologies and requirements are emerging.
When selecting a suitable IT recruiting platform, various factors must be taken into account. Does the platform offer a wide reach, possibly internationally, provided Skilled workers recruited from abroad What functions should it fulfill - from job advertisements to candidate management? What is the reputation of the platform, especially in the IT community?
Particularly frequently used are:
GitHub: Particularly exciting for companies looking for software developers. GitHub is a platform for version control and collaboration in software development, but it also serves as a social network for developers. Companies can search for programmers here and identify potential candidates based on their contributions and projects.
StackOverflow: As one of the largest online communities for developers, Stack Overflow offers a wealth of information and resources on various programming languages, frameworks, and technologies. Companies can use Stack Overflow to search for candidates, ask questions to gain insight into their skills, and strengthen their brand as an attractive employer in the developer community.
OdinProject: It provides developers with a comprehensive free resource for learning web development. Companies can find potential candidates on Odin Project who demonstrate their skills and knowledge in various aspects of web development. By using such platforms, companies can prioritize identifying talents who have developed through self-study and hands-on experience.
LinkedIn: Although well known to all recruiters, it is still worth mentioning: With millions of users worldwide, including many IT professionals, LinkedIn is always a good place to start. Companies can post job advertisements, Active Sourcing search for candidates and use networks to identify and approach potential talent. LinkedIn profiles can also provide insights that help you assess whether a person is a good fit for the company.
It is also worthwhile to place advertisements on special job boards for IT professions, for example ITJobs.rocks or IT-Jobs.comYou can also meet tech experts in relevant forums and reach them, for example, via IT magazines.
In addition, employee referrals are a proven method in the IT industry to attract highly qualified candidates. Through their own employee network, companies can discover potential talent that may not be found on traditional platforms.
Companies can also meet tech talent at IT events, hackathons and BarCamps. At such events, participants have the opportunity to present their skills and network with potential employers.
The target group is people with IT expertise - that's clear. But if you look more closely, you can also highlight certain soft skills that distinguish these candidates.
On the one hand, they are excellent problem solvers, whether it is debugging code, fixing network problems or identifying security vulnerabilities.
IT professionals also have creativity and a strong innovative spirit. They are constantly looking for new ways to improve processes and researching new technologies. Since the IT industry is constantly changing, these experts are also willing to learn and adapt.
Although they often juggle complex technical concepts, IT specialists are able to communicate their ideas and solutions clearly and understandably, whether to technically savvy stakeholders or laypeople.
Last but not least, IT professionals are also team players. They can work well in multidisciplinary teams, exchange ideas and drive projects forward to achieve common goals.
It is important for recruiters to differentiate between trained IT experts and potential career changers.
These are the code ninjas and data rockstars who already have a wide range of experience in various tech projects. They have degrees in the field of information technology and, for example, have perfect command of one or more programming languages.
This target group is best reached via the platforms presented above and specialized IT job boards, where they can actively search for new challenges and connect with companies. Of course, there are also passive candidates among them who, for example, with the help of special tools such as flynne can be achieved. Flynne also addresses talents who are not actively looking for a new job, but are in principle willing to change.
What do these experts want? An environment that values and promotes their technical skills. They often look for companies that use innovative technologies, offer exciting and challenging projects and an inspiring work environment.
On the other hand, there are potential career changers. In other words, those candidates who have a great passion for IT but actually come from a different field. They have often taught themselves their know-how and gained their first practical experience in private projects, for example. Soft skills such as innovative ability and problem-solving thinking are particularly pronounced in them.
This target group can be reached, for example, in the communities in which they present their projects and exchange ideas. Recruiting campaigns, which are specifically aimed at career changers and invite them to take tests to check their potential for certain IT jobs. The latter can be tested, for example, by Gamification-Elements encourage participation.
And how can you inspire potential career changers? This target group is particularly keen to prove themselves and gain a foothold in the tech sector. They are motivated and willing to learn. They are therefore happy when they can take on responsibility for their first projects and receive specific support, for example through continuing education and training opportunities.
Trends and innovations shape the way companies attract and retain IT talent. Those who use modern technologies in IT recruiting not only demonstrate technological competence, but also a deep understanding of the needs and expectations of the target group. Recruiters should keep an eye on these developments:
An increasingly popular strategy in IT recruiting is the development of internal talent. Instead of recruiting exclusively external candidates, companies are increasingly investing in the training and development of their existing employees. This can be done, for example, through internal training and mentoring programs or the financing of further training measures.
By developing internal talent, companies not only strengthen the Employee retention, but also promote a culture of lifelong learning and professional development. One advantage is that employees already know the company culture, which eliminates certain Onboarding processes. Also Career changers can be recruited for IT jobsby “retraining” employees from other areas.
Artificial intelligence (AI) is also having an impact on IT recruiting. Advanced algorithms and machine learning enable HR managers to identify and approach potential talent more efficiently. AI-based recruiting tools analyze applicant profiles, search social networks and conduct automated interviews.
This technology enables faster and more accurate candidate selection by using data and patterns to identify the best matches for specific positions. This allows companies to optimize their recruitment processes and save valuable resources while improving the quality of IT talent they hire.
In an increasingly mobile world, it is essential that companies align their recruitment strategies with the needs of mobile users – which certainly includes IT talent. This is certainly not new and has long been a high priority for many companies. Study by the University of Bamberg However, it was concluded that Mobile Recruiting has only become part of day-to-day business in 33 % of the top 1000 companies surveyed.
The “mobile first” approach in IT recruiting means that application processes and career pages are optimized for use on mobile devices. From responsive designs to application apps, mobile recruiting offers a seamless and user-friendly experience for potential applicants. Through push notifications, instant messaging and Chatbots Companies can also maintain contact with candidates and speed up the application process.
Is your company looking for IT talent? Then we can definitely help you. We will get your team ready for IT recruitment or our experts will support you directly with the recruitment process. Simply contact us Contact Contact us and tell us how we can support you!
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