5 ways recruiters can tackle the tech talent crunch

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As more and more industries depend on technology, the resulting tech talent crunch is felt keenly by recruiters in Asia. This has led them to scour the region from Taiwan to India, constantly adjusting their approach to attract the best candidates.

While there’s a shortage of people who know how to code, the gap gets larger when hiring tech people in the areas of artificial intelligence, Internet of Things, machine learning, data analysis, and robotic process automation. Skills in security and cloud computing are in high demand, too.

It’s not just tech businesses that are looking for such talent. In fact, firms from the healthcare, industrial, and oil and gas sectors are aggressively recruiting tech professionals. This means that companies are looking for IT people with soft skills and the ability to apply tech in a non-IT organization.

With more companies seeking to harness data, automate processes, make machines “smart,” and migrate to the cloud, landing tech talent will only get more competitive. Accordingly, recruiters need to get more creative in finding the right people to fill these roles.

So how are recruiters upping their game to address the shortfall in tech talent? Let’s look at five ways.

1. Offer flexible work terms

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Recruiters understand that creative people may not be too keen on rigid full-time schedules. As such, being open to different working options can help pique their interest.

Raymond Ong, technology practice manager at recruitment firm Hudson in Hong Kong, says that “flexible working hours are definitely a draw for tech candidates, as are work-from-home options. They will often value this over a high salary.”

Companies may also have projects that require the services of tech workers on a contractual, freelance, or remote-working basis.

2. Promote mentorship programs

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Lionel Wong, head of tech recruitment at Tech in Asia, notes that students’ lack of interest in science, technology, engineering, and math (STEM) and the dearth of top-quality STEM college programs have exacerbated the lack of tech talent.

To gain students’ attention and improve STEM programs, some organizations have partnered with schools to offer mentorships. This works to employers’ advantage, as it gives them access to potential hires once they begin their internships and after they graduate. This isn’t a new practice, of course, but it has been gaining wider adoption in recent years.

Some tech companies have also set up labs within university campuses, while external vendors have teamed up with professors and other educators to develop tailored courses.

Others have created fun summer boot camps and competitive leadership programs to win over the most gifted and ambitious students. These events double as marketing campaigns for a company’s brand by immersing students in its culture and even allowing them to interact with C-level executives.

3. Bring talent home

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“A growing number of candidates we see come from outside the country. Especially for us [based] in the Philippines, we tap Filipinos who are working abroad and are ready to come back home,” says Beejay Hicban, managing director of Corporate Executive Search. These sought-after professionals may be working anywhere from Singapore and Hong Kong to the US, the Middle East, and Europe.

Malaysia, India, and China are actively targeting tech talent that’s overseas to study or to work. Asians with Silicon Valley experience are especially appealing, as they tend to have a wide network of contacts and peers in IT and engineering.

To catch these talents, recruiters are offering high salaries, long-term contracts, and enticing perks, including relocation packages and credits for ride-hailing apps like Grab. Some also hold events at tech hubs in the US and Europe.

Another effective way to bring tech talent back home is to collaborate with other organizations within the industry and with local chambers of commerce. It’s even better if the government has a repatriation program in place, such as China’s Thousand Talents program.

Paolo Hiceta, technology practice manager at Hudson Singapore, thinks that such initiatives can help increase the country’s talent pool. “Singaporeans who are overseas and have already acquired the expertise of new and emerging technologies can bring those skills back home, and possibly pave the way for the next generation.”

4. Get tech-y

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This might seem obvious, but it bears pointing out that not enough recruiters automate their processes and use data to improve hiring times. Others are simply not so savvy in the use of social media.

When it comes to organic brand marketing online, it’s a good idea to engage various employees in the company to share their positive experiences and interesting projects through video. Google’s internship videos, for instance, are shareable and spark conversation about the company.

It’s also worth visiting places on the internet where tech talents converge and, if the platform allows, exchange ideas and projects. These include forums like Reddit and development communities like GitHub, as well as premium hiring platforms that pre-select and evaluate talent with the help of artificial intelligence, such as Bossjob, founded by Tony Garcia, who believes that “artificial intelligence will shorten the hiring process and improve user experiences”.

Hicban adds that having recruiters with strong IT knowledge helps a great deal. Such professionals “have an understanding of the industry, processes, jargon, movements and trends in the industry,” and they’re seen as more credible by potential employees.

Candidates will also feel more comfortable explaining their past IT projects and achievements to someone who gets what they’re talking about. Tech in Asia’s Wong emphasizes the need to understand the use cases of tech skills. “Building general knowledge about the topic at hand gives you context when you speak with candidates to qualify them,” he explains.

5. Make use of the alumni networks

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This is where it pays off not to burn bridges. When HR firms and company leaders maintain cordial relationships with employees who have left the organization, they end up with a more extensive network of potential hires.

Referrals and opinions from this network “can be a great source of potential hires” says Ong of Hudson Hong Kong. He adds that alumni “are well-placed to give insight into which candidates are the ‘best of their class,’ and also where to look for good hires.”

Of course, for ex-employees to recommend their previous employers in the first place, they have to see their former organizations in a positive light. This means ensuring that the company culture is supportive of staff and that its IT teams are able to work on interesting, innovative, and useful projects.

HR should also conduct exit interviews that show the company is open to feedback and focused on growth.