Here’s a fact you probably didn’t know, about 7.4 million people were working in the IT industry in the U.S. in 1998. Shocking, right?!
According to reports, the tech industry is on a path to reach $5 trillion by the end of 2021. That would indicate a 4.2% growth trend, signifying a steady return to the sector’s pre-pandemic numbers.
Start-ups and big technology corporations are all looking for the best candidates to apply for their open jobs and immediately impact their team. Studies show that California saw over 140,000 job postings in the second quarter of 2020, despite experiencing a 28% drop in job postings, compared to the same period in 2019. With that said, if you’re struggling to find reliable technology talent in this current labor market, you should consider these three things!
- Hiring Temp and Temp-to-Hire Employees
When you decide to hire temp employees, your candidate pool gets a whole lot bigger! A recent startup study projected that by the end of 2021, 42% of the U.S. workforce would consist of freelancers. Every year, we see hundreds of thousands of full-time employees make the switch into the gig economy for many reasons.
Hiring temp vs. full-time employees helps save time and money! Temp employees are almost always ready to start their contract immediately. This means your business can continue making progress and you don’t have to wait for a full-time hire to put in their two weeks.
- Listen to What Candidates Want
It’s no secret that today’s labor market is nothing like we’ve seen before! In April 2021, research by Microsoft and the 2021 Work Trend Index showed that 41% of the workforce was considering leaving their employer this year. Later that month, the Labor Department reported a record 4 million people quit their jobs, starting what we now know as the “Great Resignation” period.
To recruit the best technology candidates to your open jobs, you must put yourself in your applicant’s shoes. Think about what they would want from their future employer. Some things you can think about is workplace flexibility and if you have the budget, raising employee pay.
We even recommend conducting a competitor analysis to see where you stack up! Take a look at what your competitors are doing to hire talent and whether or not it has been successful for them. Are you doing similar things or can you add any of their initiatives to your hiring strategy?
- Working with a Hiring Partner
At Raso Solutions, we connect reliable and qualified technology clients, many of whom are Elite ServiceNow Partners. During the 2020 pandemic, we gained the experience of pivoting our hiring practices to help our clients at dire times. We can help you find the candidates with the expertise you need to help you finish a specific project or work on a temp-to-hire contract! To get started, request a quote today: https://raso360.com/get-a-quote.