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Tech Recruiters Reveal Trade Secrets for Hiring High-Skilled A.I. Talent and More

  • 4 mths ago

While the pressures of the Great Resignation and attendant labor shortage has wide implications for business in just about every industry, it's even worse for companies looking to hire highly skilled tech workers.

Prior to the pandemic, it was tough to fill specialized technology roles. Now, it's next to impossible. Nearly 50 percent of tech recruiters are currently struggling to fill jobs because they can't find enough qualified candidates, according to a recent hiring survey conducted by technical talent analysis platform CoderPad and training platform CodinGame. This has led tech salaries to increase 7 percent on average between 2020 and 2021 alone, according to a report from tech recruiting platform Dice.

Because A.I. and machine learning skills are so specialized, companies have a hard time finding enough qualified candidates to fill roles that require them -- and recruiting other engineers and developers still presents a challenge, as businesses face an overall tech worker shortage. "More recruiters are hiring for developers, and those recruiters are hiring more developers than ever," says Amanda Richardson, CEO of CoderPad.  

What's more, demand for tech roles is only expected to increase. The artificial intelligence software market could more than double in size over the next three years, according to data from Statista. That means companies that want to ride the A.I. wave need to build up their teams, stat.

Here, a few recruiting experts in the tech field share their trade secrets.

Give candidates the power to pick

It's an employee's market, so why not let them do the interviewing? That's the solution proposed by the recently launched San Francisco company Talent Service. When a recruiter reaches out to a candidate about a job, the candidate can send the recruiter a questionnaire, asking questions about the role and company, through Talent Service's platform. If candidates send the questionnaire to multiple recruiters, then Talent Service uses an algorithm to rank the opportunities presented to them, based on the candidate's input preferences. Recruiters don't necessarily have to wait for candidates to send them a questionnaire, however. Employers can create a profile on the platform to gain access to a network of candidates that may be a potential fit for their roles.

Simplify your interview process

When you find a candidate you like, speed is of the essence, Richardson says, though it's important to "give a bit of a warm up," by introducing your company and explaining what the role you're hiring for will entail. Then, Richardson recommends sending candidates a straightforward skills test, instead of a technical interview -- which she says can ultimately work more as a tool for intimidation and less as an actual proficiency check. Skills tests can also help hiring managers fill roles more equitably, without having to judge a candidate based off a cover letter or a résumé, Richardson says.

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