Is your company currently planning to expand its IT staff? Odds are good that you are making such plans, and if so, then you’ve probably already experienced the biggest problem companies face. There are more IT job openings, by far, than there are people qualified to fill them.
The boom in IT hiring is unlike anything experts have ever seen. It is even more frenzied today than it was during the “Dot Com” era of the 1990’s. The biggest problem that hiring managers are running into in terms of recruiting is that most companies are looking for seasoned professionals with years, if not decades of experience under their belts.
That’s all well and good, but the reality is that almost all of the people who fit that description are already working somewhere else. The ones who aren’t are probably not working by choice. That leaves you in the position of having to lure an already employed person away from their existing company, and that’s the kind of thing that can create bad blood between firms. It can also lead to a nasty bidding war, causing you to pay a high premium to get the caliber of talent you want.
There is at least a partial solution. The market is tight, there’s no denying it, but companies that insist on top tier talent are only making it seem tighter than it actually is. If you were, for instance, willing to lower your candidate expectations even slightly, you’d find many more applicants who fit your needs, and could be trained in any area you might be lacking once you got them on board. The good news here is that you’ll be saving a bundle in the process, and avoiding those costly bidding wars and potential bad blood.
The bottom line is, the market for IT professionals is tight right now, a fact that shows no signs of changing any time soon. Your solutions are either to pay the asking price of the top-tier talent, or take a chance on the slightly more numerous less seasoned professionals, with a long-term plan to train and groom for the position. There is junior talent out there; the real trick lies in seeing the potential and taking the time necessary to properly train and mentor these less qualified candidates.