Your business depends on what kind of employees you have. In the IT industry, it is not only about finding the right employee – which is not easy because a good candidate quickly disappears from the market – but it is also about training or implementing them in the project they are to work on. According to TEKsystems’ global data, over the past few years, spending on hiring a new employee has increased by 40% and the average recruitment time is now over 30 working days. This process is, therefore, becoming more complex and requires employers to open up to new opportunities for recruiting, training and hiring new workers.

Let’s talk about the statistics

According to the Salesforce Research report, 68% of recruiters perceive hiring in IT as a greater challenge than five years ago, and 30% of companies have difficulty finding qualified employees. The biggest recruitment difficulties are reported by large companies (62.4%), employing over 200 people. In the case of small companies or start-ups, their owners spend about 40% of their working time on tasks which do not generate any income, and which include primarily hiring.

Based on these data it is already clear that the way of recruitment has changed significantly over the last few years. Progressive digitalisation and global economy combined with low unemployment and increasing level of IT specialists’ qualifications result in growing demand for their services. There is a constant shortage of people and work positions are multiplying day by day.

Staff shortages are also related to the growing turnover among employees from the IT sector, which, according to the Sedlak&Sedlak report, proves that an IT employee has, on average, one year shorter employment history than his colleagues employed in other departments. According to Harvard Business Review, 80% of rotation is caused by bad hiring decisions due to mistakes at the stage of recruitment and selection. Considering the recruitment and turnover indicators in the IT industry, it is worth knowing that the process of finding and training an employee is not everything. The costs of unsuccessful recruitment, i.e., the one after which the employee does not work an appropriate period or simply does not prove to be successful in a particular position can be huge. According to CareerBuilder survey, average company lost due to bad hire is set around €13,390 per employee, however average cost of losing a good hire is set around €26,960. To avoid these bad practices, it is worth to entrust the recruitment process to a company that has the experience and knowledge of what kind of employee your company needs.

true cost of recruitment

If you would like to have a more in-depth look at the cost of employing programmers, take a look at the infographic above taken from devskiller.com.

Have the Experts convince you

If the above statistics did not convince you that the recruitment nowadays is becoming more and more demanding, you should acknowledge the opinion of several specialists in this field. According to Manpower Group, 45% of employers say they cannot find employees with the skills they need. Recruitment data collected in the same survey reveal that 27% of employers attribute talent shortages to skills shortages, while a further 29% of recruiters worldwide claim that a mere shortage of applicants is the reason why they cannot hire the right people. That’s why Manpower Group says that 54% of employers provide additional training and development to overcome talent shortages. Nowadays, it is not enough to employ a person who is willing to work and has basic skills. Today’s IT market requires specialists and it is not easy to find them.

Kamila Jeżowska, HR Business Partner in Sotrender says that: “Although from the candidate’s perspective the recruitment process closes in two weeks, the whole process lasts on average three months, with the first two months spent on searching for candidates and telephone conversations with selected people.”(HumancapITal).  Mar Singer, vice president of marketing at Jobvite says that: ”While for years we’ve been hearing about a tough talent market, this year, we’ve reached a tipping point. With more open jobs than people to fill them and the market at near full employment, recruiters are finding new ways to reach candidates where they are.”(SHRM). Anna Taillandier, an independent HR consultant, says that: “The hardest thing to find is a manager who knows how to code. There is a belief that when you become a manager, you don’t actually need to work but rather take care of people. And such managers can and do develop in management, but not in programming, and this is unacceptable in some international companies. In difficult recruitments, it always helps when a candidates can get to know the environment and the people they will work with later on, and has time for less formal observation of the company.”(HumancaITal)

Based on the above opinions and surveys, it is easy to conclude that the recruitment process is not easy, fast nor cheap. Therefore, it is worth to entrust this task to specialists.

hire a programmer SDA

source: devskiller.com.

Explore the possibilities

So what are the possibilities? This is where hiring programs like the one from SDA comes in – a direct option for the B2B sector. For several years SDA have been training programmers to prepare them to enter the labour market. They also deal with improving employee qualifications so that they can meet the constantly changing standards of the IT industry. SDA task is to create personalised recruitment processes with detailed training tailored to company’s needs. The key point are not only to find the right employee but also to conduct their training.
The hiring program starts from researching the company’s development needs or the company elaborates exactly what are they looking for. The next step will be to define the method and curriculum so that the client get the exact effect he’s expecting.

According to iCIMS, 26% of workers have quit a job because they were unsatisfied with the training process and 44% considered this option due to this same matter. This shows how important the right training is. By tailoring and training employees according to the specified requirements, the employer can also be sure that such an employee will not quit after a few months, but will get involved in the project for which was prepared and thoroughly trained. It is also a save of time on finding the right employees or commissioning this task to a recruiting company. The hiring program is a comprehensive option thanks to which the employer is  able to recruit the ideal employee tailored to the requirements of your company.

 

Discover the benefits

A dedicated training program provides the competent employees who fit perfectly into the company’s structure. It is also a solution in a situation when you are looking for a custom employee, whose specialisation is very specific and it is difficult to find such a person on the market. There is no point in wasting money and time on looking for people with an uncertain and incomplete profile. The hiring program is there to make sure that the employees are distinguished by all the qualifications required by future employer. It is worth knowing that currently over 73% of job seekers are looking for a job only passively, and thus it is the recruiter who has to find them (Workonic). This is how you look for talents that can adapt to the specific requirements of specialised jobs.

 

A new way of recruiting

In this kind of dedicated training programs everything is done for you, starting with the recruitment process, organising the place, trainers and training program, and everything that will help get the employee you are looking for. The old recruitment practices of sending job advertisements to recruitment platforms have long been a thing of the past. To keep up with the market you need to change your mindset and focus on the continuous development of your company. Sometimes it is also worth considering whether you need new employees or maybe it is enough to train your current employees to meet the requirements of the modern labor market.