Tips on How to Better Find Qualified Candidates for Your Business

The business world has been forced to make drastic changes over the past year in order to deal with the recent global pandemic, which has negatively affected office atmosphere, business growth, as well as the hiring process. Companies have needed to adapt to the work world around them in order to make the best of the business situation at hand.

While there has been accelerated growth for technical roles and companies, more STEM graduates are needed now more than ever to fill programming necessities. Amidst this surge in new job roles has been an inability for companies to find candidates that meet either company culture needs or qualification for their open roles.

In a recent survey by Paychex, it was found found that a staggering two-thirds of HR leaders say it’s difficult to find and hire quality candidates, up from 59 percent last year. The lack of viable talent is a result of two factors in companies’ searches; where 49% of HR leaders found that candidates were not fitting well into company culture, while 42% of HR leaders were unable to find candidates that were properly qualified for their unfilled roles. 

In terms of program development jobs specifically, the candidate pool has become increasingly slim despite the growth in available jobs. The talent pool for software developers that are reliable is vastly shrinking, and it has become evident that employers are increasingly caught up with sifting through the labor pool for qualified individuals. This elongated process to find fit workers has become a time consuming hassle for companies with unfilled tech roles.

In order to combat the challenges of finding suitable candidates that gel nicely within the company while fulfilling qualification standards, specialized processes of talent acquisitions would help tremendously in finding and potentially acquiring new able-bodied workers. Some of these processes include:

• Removing friction within the application process, allowing for more seamless application and hiring process

• Becoming adaptive in understanding worker and candidate demographics in order to improve company to candidate interactions

• Creating an appealing workplace for candidates, with desirable perks and riveting job descriptions

• Hiring outside talent acquisition specialists, who can help you better understand the hiring environment and methods of finding qualified talent. 

At BrightHire, our mission is to work with companies to find qualified candidates to fulfill their tech positions through our proprietary talent acquisition process. We are able to guarantee placement of IoT developers, executives and professions through our success model for talent acquisitions. To learn more about BrightHire and our process of hiring, or to contact us directly, visit our website. 

What Expected Job Growth for Software Developers Means to Your Business

As seen throughout the past few years, technology has continued increasing its role in our daily lives. This technological boom has increased the necessity for able-bodied program developers to deal with our increasingly technological world. 

This accelerated growth in the technology sector is creating a need for technical roles, in particular software developers. While this sounds like it would be great for unemployment rates, there is a problem. 

According to the US Bureau of Labor Statistics, “Employment of software developers is projected to grow 22 percent from 2019 to 2029, much faster than the average for all other occupations. Software developers will be needed to respond to an increased demand for computer software.” In order to find and secure viable talent to fulfill developer roles, companies will need to ensure their talent acquisition efforts outperform that of their competitors. 

For companies that seek to home grow their own talent by hiring recent graduates, there are additional challenges.The demand for talent is expected to be much higher than the supply of qualified STEM graduates searching for positions in the job market. So what is an employer to do?

Improving talent acquisition capabilities will enable companies to hire more developers that fit both their company culture and qualifications. In order for companies to deal with a shortage of talent supply in comparison to its demand they must:

• Attract qualified applicants by offering removing friction in the application process

• Create a desirable workplace for candidates, with compelling job descriptions and company perks

• Become better at understanding developer and programmer demographics and preferences so they can get better at interacting with candidates

• Work at improving talent acquisition to increase ability to find and secure possible candidates

At BrightHire, our focus is to connect businesses with qualified applicants to fill the demand for talent in a market that has become increasingly difficult to match the need for technological roles. By leveraging a deeply specialized talent pool of developers, IoT professionals and executives, we are able to guarantee placement success through our proprietary success model for companies in need of talent. To learn more about our talent acquisition process, visit our website, and request a demo for world-class hiring.

Tips for Combatting the Lack of Viable C/C++ Developers

Although a lot has changed in the world over the past year, something that has remained steady is the necessity for skilled software development labor in technology companies. Accompanying constant advancement around technology in the workplace, for consumers and students alike, has been a shift in focus in education for STEM graduates who pursue futures in the technical industry. 

Today more students are pursuing cloud-based technology. This has decreased the number of students entering the workforce that are familiar with C/C++ programming and, thus, has made it increasingly hard to fill these positions with proficient developers. Because today’s programming languages have been deemed easier to use, C/C++ has seen a decreasing number of users fluent with the program, leaving technical recruiting efforts, like those in IoT, with a lack of talent to choose from. 

Radford University in Virginia, known for their excellence in technological teachings, is a great example of this in action.  It has strayed away from their teaching of C/C++. According to their professors, C/C++ is “a particularly poor choice of a first language to learn” mostly due to its requirements for additional detailed knowledge of computer memory systems. This has caused schools to shift their focus towards teaching STEM students what they deem “high-level programming”, which include programming languages such as Java and Python. Since C/C++ requires a higher understanding of programming in order to become proficient, professors have sought other programs to help teach their students the basics.  This is short sighted.

For IoT companies, C/C++ is still a very important skill set. By the very nature of what IoT companies do - connecting hardware and software - this programming language is essential.  And, as a result of the imbalance between the world of education and the job market for IoT professionals, a lack of talent with programming efficiency now exists that can impact the success of IoT companies. In fact, a recent survey by Code.org found that there are only 71,226 computer science graduates to fulfill a staggering 433,116 programming jobs available nationwide. 

In order to combat this talent shortage, companies must:

• Become better at understanding developer and programmer demographics and preferences

• Make job descriptions and company perks as desirable as possible

• Improve their sourcing skills in order to identify and invite new talent

• Create a seamless experience for candidates that results in a high win rate for recruiters and hiring managers

• Hire talent specialists that improve knowledge of the job market and methods to better recruit in this environment

At BrightHire, our focus is to counteract the shift away from important programming languages like C/C++, by enabling the successful recruiting and hiring of IoT professionals, from executives to engineers and project managers, at scale.  We do this by leveraging our deeply specialized talent pool of active candidates and a proprietary success model to guarantee placement success. To learn more about our talent acquisition process and how we can help your company, contact us  here.