It’s hard to figure out where the US economy is headed. It’s even crazier to predict how this unprecedented season is going to affect recruiting for tech startups.
On one hand, the tech companies are slowing down, pulling job listings, and scaling back hiring plans as the Federal Reserve aggressively raises interest rates to fight inflation. With business growth slowing and labor costs increasing, half of US companies are planning layoffs. Many tech workers are getting skittish about making a transition, preferring to hunker down and weather an economic downturn in a good-enough job.
But even with high inflation, rising interest rates and an uncertain economic outlook, employers added 315,000 jobs in August. And there’s a global skills shortage: the large majority of companies worldwide (87%) are aware that they either already have a skills gap, or they’re going to have one within a few years, according to McKinsey & Company.
It means that even if the economy is starting to tread water, tech recruiters are still swimming upstream- there’s a high demand for tech positions, and a low supply of qualified candidates. Filling roles is going to require creative problem-solving, because the tried-and-true methods aren’t always reliable anymore. It’s like waiting in line at Starbucks for a green tea lemonade, only to have the barista sell the last one to the guy in front of you. It’s exasperating, but that’s how we discover that iced passion tango tea is equally yummy. Many recruiters are looking at non-tech talent to fill their tech roles- and they turn out to be a great fit.
Here are three ideas to broaden your searches beyond the traditional tech candidates.
1. Consider candidates, even if they don’t hold the right college degree or job title.
Many companies like Google and Apple no longer require employees to have a college degree, because it’s possible to acquire tech skillsets in non-traditional ways. This allows recruiters to hire people from diverse backgrounds.
Consider an applicant’s experience, the types of companies they’ve worked for, and the types of projects they’ve led.Look at someone’s potential, such as evidence of problem solving and adaptability, rather than their past job titles. Taking advantage of training opportunities, demonstrating an ability to wear many hats, and taking the initiative to lead challenging projects are good indications that a candidate is a good fit for a tech role.
2. Candidates that have changed careers (from tech to non-tech, or visa-versa) may not have the same number of years of experience in a tech role, but their career path gives them a unique perspective and valuable skillsets they can apply to a tech role.
Someone that plays the piano has learned the art of discipline. Practicing musical chords and scales enhances their capacity to recognize patterns in math and writing. These skills are transferrable to both their personal life and career.
In the same way, transferable skills like research, study design, project management, presentation skills, and writing skills are invaluable to the tech industry. Soft skills like organization, communication, problem-solving, work ethic, and entrepreneurialism are necessary for any job.
When it comes to hiring, there’s a deep-rooted pattern of tech companies hiring from other tech companies, which makes it difficult for new, non-tech people to break into the industry. When you’re able to look past exclusive tech experience, you’re able to create truly inclusive environments and enable social and creative diversity.
3. Create a solid interview process that will enable you to identify candidates that are a good technical, cultural, and motivational fit.
A candidate that’s a good fit for the company will connect, contribute, and thrive in their new position. Training can bring an enthusiastic new hire up to speed on their technical skillset. But top talent in a bad job fit leads to restlessness, and a quiet quitter.
The technical fit includes a candidate’s skills, experience, and ability. A prescreening interview can determine whether an applicant is qualified.
Cultural fit refers to the extent to which a candidate’s values, beliefs, outlook, and conduct align with that of the company.A culture of inclusivity attracts the right people to your team and motivates them to stick around. A strong culture is good for business. An inclusive culture is six times more likely to be innovative and twice as likely to meet or surpass financial goals.
Make sure you talk about your corporate culture in the interview process- what does inclusivity look like? How do you involve each team member in decision making? Answer any questions and give them opportunities to visualize what it would look like to work with your company.
Motivational fit is the degree of alignment between what a person expects or wants from a job and what the job can actually offer. Many companies have found that this is the best indication of absenteeism, turnover, and overall employee satisfaction. Asking questions about the candidate’s best/worst job, or how they would describe their ideal management style, can give you an idea of what they’re looking for, and whether the role is a good fit for their next step.
At RecruitGyan, we’re keeping a pulse on the changes in the tech industry, and we have a strong track record of engaging candidates from diverse backgrounds. Reach out if you’re curious about how candidates from non-tech backgrounds could be an ideal fit for your company.
