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Constraints in matching talent to suitable roles

As the world becomes more digitalized, careers in technology and software are becoming more popular. Without a doubt, these professions are thriving! Millions of people rush to get engineering degrees and become a part of this changing world. As a result, there is an increase in the number of engineers being recruited.

Today, millions of people with engineering degrees are vying for positions at the world’s top corporations, resulting in a massive increase in the competitiveness of this sector. As a result, recruiters face significant challenges when hiring engineers. According to a survey, approximately 86% of recruiters and hiring managers find it extremely difficult to recruit engineers for a variety of reasons. Whether it is addressing the shortage of skills or meeting the requirements, matching the talents to the suitable role can be difficult.

Let’s scrutinize the biggest challenges encountered while matching talent to appropriate roles.

1. The appropriate fit for the righteous job

In the engineering industry, there are various levels of specifications. From developer to coder, software engineers have a wide range of skills and certifications that allow them to work in a variety of positions and perform a variety of functions. Rather than simply hiring an engineer, the goal should be to hire the most qualified engineer for the job. The sail to finding the right fit covers the identification of responsibilities and qualifications, followed by matching the job description with an equal salary.

For this, the recruiters need to be conscientiously aware of the skills they are hunting for to match the candidate accordingly. This would assist them in streamlining the recruitment process. Many organizations seek experienced candidates for the position. Nonetheless, there is no evidence that more experienced engineers are better suited for the role.

Younger engineers are often more enthusiastic, and their desire to grow and prove themselves results in effectively contributing to the company’s healthier growth. Despite the fact that this group can better understand the changing face of digital and Tech business and be better prepared to handle practical tasks, recruiters fail to appeal to younger demographics.

2. Talent shortages address skill shortages

In comparison to other roles, hiring tech talent takes 50% longer, with an average of eight weeks to find the right fit. The majority of CIOs believe that the shortage is affecting innovation and their ability to compete effectively in the market.

Looking at the other side of the coin, scarcity is more directly related to a scarcity of in-demand skills than to a scarcity of talent. Transformational security, such as AI and cybersecurity, is evolving daily, necessitating the acquisition of new skill sets. Not every tech professional is acquainted with such a pool of skills, thus creating a hole for many hard-to-fill roles. Companies fail to find candidates with the specific skill they are looking for because certain software requires distinct skills due to the new nature of its technology.

Many HR professionals prefer skill mapping tools that can be used to screen applicants to avoid such situations. The job title alone is insufficient! A frontend engineer, for example, works with frameworks such as VueJs, React, Angular, vanilla JS, and others. Nonetheless, all of this is obliterated by a single job title.

When you use skills as the base currency, you can search for specific job skills and ensure that the candidates you’re interviewing are a good fit. Based on their business and market objectives, different businesses require different things to be done. There are frequently a few key skills that vary greatly depending on the job title.

3. Evolving Technology and the need of the customers

Technology advancement is a blessing for the Tech industry. On the contrary, technology is evolving at a breakneck pace, putting additional pressure on software development professionals to leverage these upcoming technology trends in software product development to gain a competitive advantage and stand out in the market.

Furthermore, the evolution of technology is proportional to the behavior and expectations of customers. This necessitates the need for businesses to adopt new technologies and revamp in response to their client’s evolving needs. As a result, existing technological products and their functionalities are impacted, resulting in product reconfigurations.

In the technology sector, a change in product configuration implies a shift in core systems. For example, a tech professional working in Java 8 may have difficulty switching to and adopting Java 17, the most recent version of Java. Additionally, AI firms have struggled in the past few years to fill in their vacancy for the right candidate due to a lack of appropriate skills among the candidates.

4. Candidate profile information

A software development expert with diverse experience, having worked in several contexts and frameworks, would make it more difficult for the recruiter to match his talent to the appropriate post. As a result, employers and recruiters frequently fail to gather sufficient information on the individual in question.

Although candidates send resumes to firms that provide a quick overview of their job history, they are sometimes insufficient to acquire a thorough appraisal of the applicant’s experience. In order to determine what exactly a candidate’s historical profile indicates, the recruiter or HR management can obtain recommendations from their previous professional experiences and grasp their academic history.

However, this would require hours of human cross-checking of information. Hence, some recruiters rely on automated software and systems to obtain this information, allowing businesses to save time and resources.

5. A New Light to Human Resources

The hiring process for an engineer is a process in and of itself, as is matching the talent to a suitable role. This time-consuming process entails following up, providing feedback, and staying in touch with engineers they want to hire.

The skill sets required for job openings can be indexed, and applicants’ skills can be compared to those in the index. Filling out job application forms and blasting out resumes are ineffective because they do not adequately capture and display a person’s skills and knowledge.

Concluding Words:
Adopting technology that automates skill matching to job descriptions and candidate profiles will be significant in locating and recruiting the right personnel in a tightening labor market where scarcity is in talent, not jobs.

One of the most profound challenges within organizations these days is how to create, maintain and manage the right job roles within the boundaries of a limited budget. A brief analysis of the reasons for this challenge is given.