The most in-demand skills for tech scaleups in 2022

Is tech key to evolving your recruitment approach for 2022?

Attrition or talent attraction what will your focus be in 2022?

Planning To Hire In 2022? Start Putting the Wheels In Motion Now

The Fake CV Scandal: Are Big Tech Names Screening Candidates Properly?

Tech recruitment tips for bringing the best STEM talent to your startup

How to navigate graduate hiring in a competitive market

Navigating Senior Hires: Making Executive Hiring Less Exclusive

Five Tips for High Volume Recruiting During a Tech Talent Shortage

Why it’s time for startups to challenge the tech recruitment status quo

The most in-demand skills for tech scaleups in 2022

At the time of year when many of us are drawing up plans for talent acquisition and hiring in the next year, knowing which skillsets to look out for or which will take a little longer to source could give you a competitive advantage. For example, it can help you to plan when you begin hiring for specific roles to align with your growth plans; some high-demand skills may take longer to recruit for. Plus, it can help you to identify a high-quality candidate, as you’ll know which skills are seen as most valuable in your industry.

The most in-demand skills are constantly changing. As consumer needs change, business priorities alter, and so do the skills needed to achieve goals and objectives. Right now, we’re seeing a surge in demand for digital and tech skills, as this is where consumer behaviours are going. But will the skills in demand in 2022 be the same as those everyone is searching for right now?

Is tech key to evolving your recruitment approach for 2022?

The world of HR tech is growing rapidly. New programmes and software are emerging every day to help with the recruitment process and your people strategy and employee engagement. For example, talent management technology can help identify staffing requirements, develop employees and recruit or onboard new team members. In addition, tech can be used for the entire hiring process and performance management, succession planning and learning and development.

Attrition or talent attraction what will your focus be in 2022?

It’s no surprise that, for many, keeping hold of their employees and focusing on employee retention is becoming a number one priority. However, in 2022, as the race for tech talent tightens and there are consequently more opportunities, attrition will be just as big of an issue as the skills gap. As a result, there will be more temptation for employees to leave, and if your company hasn’t addressed any problems, that could be motivation to push them out of the door. Employee retention will become almost as important to your people strategy as attracting candidates because businesses will need to hold onto their people if they ever wish to grow. Otherwise, you’re stuck in a continuous recruitment cycle.

Planning To Hire In 2022? Start Putting the Wheels In Motion Now

It may seem a little early to start thinking about 2022, but the reality is, it will be here before we know it. Business leaders are beginning to put plans in place for the new year, whether assessing budgets or preparing new strategies for success. It’s a great time to evaluate what’s working and what needs to change so that you can prepare for a change in the new year. A new year is a fresh start, so it’s a great excuse to experiment with new strategies in all business areas. And, with the dust finally beginning to settle on a few years of uncertainty, it’s becoming clear that now is the ideal time to adjust tactics and refine your business approach across all areas. So why should your recruitment strategy be any different? Here are some reasons why you should start putting the wheels in motion now so that your recruitment strategy is ready for 2022.

The Fake CV Scandal: Are Big Tech Names Screening Candidates Properly?

Failing to screen CVs properly will waste everyone’s time. If recruiters let fake CVs like this one slip through the net and reach further stages of the recruitment process, the likelihood is they’ll have to start again once the truth comes out. Restarting the recruitment process is costly and time-consuming, plus there’s a chance you could lose out on talented candidates that have already been rejected the first time around. In a candidate-driven market, these skilled people will likely have been snapped up by the competition. Recruitment teams will double their work, and the role will take longer to hire, which could cause productivity problems later down the line.

Tech recruitment tips for bringing the best STEM talent to your startup

Today is National STEM Day, a day that celebrates science, technology, engineering and mathematics. As we all know, the demand for STEM talent is high. Graduates from these subjects get swept up incredibly quickly, but more and more employers are realising the value in their skills, creating a huge skills gap. With big-name tech companies having the advantage of reputation when it comes to STEM talent attraction, startups are often left behind even though they have so much to offer.
The demand for technical talent like data scientists, engineers and more is not expected to slow down any time soon. This means startups in particular need to work hard if they wish to attract the STEM talent they need to grow their business and meet the demand for their products and services. Growth cannot be put on hold, and talent is required for business success.

How to navigate graduate hiring in a competitive market

With competition for talent fiercer than ever as we enter a candidate-driven market, many business leaders are realising that graduates could be the key to solving recruitment challenges. This means that this talent pool will soon be the target for many companies trying to fill essential skills gaps, and the graduates within it will quickly be snapped up. Therefore, graduate hiring is bound to see an uptake. However, to be ahead of the game and ensure that your scaling tech business can attract the best graduate talent, you need to have a strategic approach to hiring and tailor your talent acquisition efforts to this particular audience.

Navigating Senior Hires: Making Executive Hiring Less Exclusive

Executive hiring isn’t the same as advertising for a typical role. These senior-level positions aren’t always advertised on job boards for anyone to apply to. Instead, they rely on outreach and direct sourcing. This is why many founders turn to existing networks and people they trust to fill senior roles. You can’t blame them for looking into inner circles as the position is so crucial to the future of the business. However, this can cause a lot of problems. Relying on the hinges of existing networks can lead to middle-aged white men playing musical chairs in senior roles while other candidates don’t get a look in.
Now CEOs and executives are claiming to prioritise diversity and inclusion within their businesses. As we all come to realise the critical value diversity can bring to organisations, teams and roles, many more businesses are beginning to make a conscious effort to diversity. However, to make this a reality in all company areas, it’s widely stated that you need to start with the c-suite.

Five Tips for High Volume Recruiting During a Tech Talent Shortage

scientists, developers and engineers are becoming highly sought after. However, with only a limited number of people working in these roles and a small number of graduates leaving university each year, the competition to attract these individuals is on. This also means that tech talent is on the move. Employees are searching for a better offer within the hundreds of jobs that are being posted daily. It’s causing problems for large scale enterprises and startups; we’re officially in a tech talent shortage as supply cannot match up to demand.

Right now, organisations worldwide are spending vast amounts of money on talent acquisition to help them get ahead in the race for talent. However, when you’re a startup trying to scale, these high budgets aren’t always achievable. The good news is, they’re also not always necessary. With the right talent acquisition strategy, you could accelerate your hiring efforts without needing to spend an earth-shattering amount of money. Using data, research, and creativity to inform your recruitment tactics could help you stand out from the crowd and attract many candidates to your organisation.

Why it’s time for startups to challenge the tech recruitment status quo

usinesses are uniquely positioned to try something new and break the mould when finding and attracting talent. Without established HR teams and protocols in place, startups have agility and flexibility that can be used to their advantage in talent acquisition efforts. Due to the nature of the business, they’re almost expected to try something new. Experimentation and trying something new could really help them to stand out against the crowd of job advertisements being posted every day. Whether it’s experimenting with digital talent attraction campaigns, updating your candidate experience for a virtual world or even using a more data-driven approach to hiring, there are many innovative tactics out there to improve your recruitment strategy for a startup bold enough to try them.

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