Top 5 Challenges in IT Recruitment and How to Solve Them

There is currently a big trend where recruiters are putting developers in impossible scenarios which do not resemble real-world scenarios.
This is a big shame and costs the business a lot of money to maintain if a developer is a good fit for your company it does not mean he/she need to do complex algorithms to quality for your business.
Most businesses need to develop new functionalities in a high-quality manure which means that he/she is not working with complex algorithms to create high-quality work.
I will introduce a few challenges which can be solved easily by implementing these solutions.

The more flexible you are the better the candidates will be if you open your job offer to the world entirely of course you will get a amazing pool of candidates.
We believe that jobs should be like a job opening like soccer, basketball you should look like it in a way that you want the best team in the world.
In soccer, there are scouters looking for talents everywhere in the world in sections like the keeper, striker, and defender that’s how you should look at your business like a soccer team that is competing against the world teams and your team needs to be the best at it in the world.

That means the better your offer is the better talent you are possibly are going to attract.

Finding enough people to qualify for your job offer 

To find the best technical personnel you need to find them where they are.
Security experts: Indeed, Linkedin, Remote job boards, Reddit
Developers: Stackoverflow, Packages Contribute, Indeed, Linkedin, Medium, Reddit, Hack Rank
QA engineers: Reddit,

Qualifying pre-screening 

Don’t use pre-screening AI to validate or not most of the time as a recruiter you don’t know who is your best fit for the job.
Asking experience is not as important as being able to do the job well if you do it this way you will lose talent to your competitors.
What you want to do is to create a creative assignment to check how people are performing with problem-solving, and teamwork/culture.
You can do this in an interview for example however if you have 100+ candidates it can be difficult however you as a company want to give everyone a fair chance.

Qualify the technical skillset of the person applying to the job 

To test the skillset of your candidate you want to first check the requirements of the job and you want to take a peak at the best performers for example if the best-performing developer is a AI-supported developer who can look up and process information at a fast-paced.
You want a candidate that is better at looking up information then a person who already knows a lot.
This is a simple trick to get a better person for the job.

Long-term or short-term  

For a short-term project, it’s indeed better to just have a person who already knows a lot and can work at a fast pace in order to make the project in a fast way.
However, it’s important for the employer to clearly state every requirement for the job before hiring.