With growing interest in the Tech industry, according to data from General Assembly, a global digital educational institution, employment in the tech industry is predicted to increase by 13% between 2020 and 2030. However, in comparison to the slower-growing number of new graduates or employees with skills in Software Development, Data, and UX, finding Tech Talent remains a challenge for organizations and HR.

The latest data from General Assembly in 2023 surveyed 1,000 global leaders from 10 countries with high-level abilities. According to the survey, the shortage of Tech Talent is still an issue that must be addressed, and new mindsets and tactics focusing on fostering diversity and a resilient workforce are required. The report, “The State of Tech Talent Acquisition 2023”, reflects on key issues related to the current era of Tech Talent acquisition as follows:

1. Talent Acquisition Teams Are Under Pressure, But There Are No Diamonds.

• 91% of team leaders expressed “concerned” and “significantly concerned” about accelerating the hiring goal for the year.
• The average time to fill a tech vacancy is 7 weeks.
• The cost to fill a tech vacancy for a mid-sized or large company is on average 30,000$ (1million THB).

These figures demonstrate the importance of handling Tech talent job vacancies. Team leaders will face greater pressure to identify the best candidates to fill these positions. However, if outdated hiring attitudes and practices are not addressed, they will present challenges that will be difficult and costly to overcome.

2. Unfulfilled Diversity Promises Are Piling Up—And the Time for Action Is Now.

• More than 87% of companies have not changed their hiring process to achieve diversity goals this year.
• One in five team leaders says their team has less than 10% tech talent from diverse backgrounds.
• Only 23% of companies have updated their job requirements to be more inclusive and consider applicants who don’t fit the traditional standards.

Companies should focus on improving the experience for applicants and consider things from their perspectives. In addition, the team that will actually work together should be involved and take part in the interview process, development of interview methods, assessment, and decision-making. Furthermore, competent HR professionals should know that top Tech Talent can be difficult to find and may need to be approached through particular channels such as GitHub.

3. Traditional Tech Talent Pipelines Are Dead.

• 52% of job postings still specify education requirements as one of the job requirements.
• 55% of leaders use LinkedIn to find Tech Talent, making it a highly popular channel.
• 51% of forward-thinking leaders are beginning to collaborate with technology training institutions to find skilled workers.

In recent years, the job market has shown that completing a traditional four-year bachelor’s degree is not the sole road to becoming a Tech Talent. Furthermore, it has been observed that relying on websites or social media for sourcing Tech Talent is not long-term sustainable. Collaboration with technology training institutions, on the other hand, is becoming a popular trend for firms looking for a steady supply of ready-to-work Tech Talent.

📄 For those interested in reading the full report, you can read more and download it at:: generalassemb.ly/blog/the-state-of-tech-talent-aquisition-2023/#more-980210780

————————————————-
It becomes apparent that HR work today is much more challenging than ever before, especially for HR in new digital organizations, or even traditional organizations that need to adapt to survive and want to hire tech experts to drive their organizations in the digital age. For HR or organizations that want to recruit quality tech talents whose skills are well prepared, let’s apply to become a “Digital Talent Partner” with True Digital Academy to increase the chances for your organization to access a wider group of digital & tech talents. It is FREE of charge throughout the program

📌Join Us Here!  https://bit.ly/3HFPcmI
✅For more information: http://bit.ly/3WOUMaW
or Contact us via Email [email protected]