Why Hiring Tech Pros Has Never Been Harder — And What to Do About It
Date: March 7, 2017
It’s no secret that the tech job market is candidate-driven, and organizations both large and small face significant challenges in finding and attracting the best people. With IT demand far outstripping supply, every role in the tech function is impacted. Whether you’re looking for software engineers, security analysts, UI designers, or help desk professionals — hiring tech pros has never been harder. Here’s why:
1. Your Employer Branding Misses the Mark
The interview likely won’t be the first impression candidates have of your company. The candidate journey often begins with:
- Social media
- Job boards
- Glassdoor reviews
- Career pages on your website
- In-person referrals
These early touchpoints shape perceptions — even before you speak to them. To stay competitive, companies need:
- A holistic employer branding strategy
- Messaging that reflects your internal culture
- Consistent enthusiasm throughout the hiring process
Candidates don’t just want a paycheck — they want to be part of a workplace that values them. Are you sending that message?
2. Your Hiring Process is Too Long
Most hiring processes still include:
- Resume screening
- Phone interviews
- Multiple face-to-face interviews
- Reference and background checks
- Management approvals
For some companies, this can stretch out for a month or more — a huge risk in today’s fast-moving market.
Top candidates won’t wait around. A drawn-out process can result in:
- Losing great candidates to faster-moving companies
- Delays in project delivery due to staffing gaps
3. Your Compensation Isn’t Competitive
Basing job offers solely on a candidate’s previous salary is outdated and risky. This approach:
- May violate local pay equity laws
- Can undervalue candidates stuck in historically low-paying jobs
What to do instead:
- Research current market compensation trends
- Base offers on skills, experience, and role requirements
- Stay competitive without overpaying
4. Your Employment Model Hasn’t Evolved
Since the 2008 economic downturn, many tech professionals have embraced contracting models, such as:
- Independent 1099 or corp-to-corp contractors
- W2 employees working via staffing or consulting firms
Why contracting is appealing:
- Diverse experiences across industries and technologies
- Often higher compensation than traditional full-time roles
If you’re only considering full-time direct hires, you could be overlooking a growing and highly skilled talent pool.
Conclusion
The tech talent landscape is changing. To succeed in hiring today, companies must adapt to market demands and candidate expectations. This includes reevaluating branding, streamlining hiring, offering competitive compensation, and modernizing employment models.
At Matchsource, we’ve built strong networks of A-level tech talent. As your strategic partner, we help you find and retain top professionals — so your business keeps growing. Let’s connect and discuss how we can support your hiring goals.
