The Challanges of Recruiting for an In-Demand Skill Set

Author: Jake Conrad

June 2008

Identifying the Hot Skills
The view from within an IT staffing company affords a unique perspective on the job market in the industry. There are multiple reasons that businesses turns to an outside recruiter to assist with an open position, but the most common is that the search has been difficult and they are struggling to locate the right candidate. As a result, the positions that come across my desk often reflect the most competitive skill sets on the market today, and they can cause headaches for our recruiters just as they do for our clients.

The most in-demand (and by extension, highest-paying) technology skills should come as little surprise to anyone involved in IT hiring: ERP and CRM specialists, Sarbanes-Oxley, Information Security, Data Management, and web technology (Java/J2EE and Microsoft .NET). Competition for senior and even mid-level professionals with these backgrounds has become fierce, and seasoned candidates enjoy a position of advantage on the market. As a result, employers looking for experienced candidates in these specialties face a dispiriting search, and are often faced with difficult options.

Compromising Your Search
In response to a frustrating search, companies often find themselves compromising. A simple response is to open the wallet, and pay what the high-priced candidate demands. This is an easy way to grab an applicant's attention, but it's a luxury many businesses can't afford. Luring a qualified candidate may require a pay package beyond what a company is willing (or able) to pay.

A second response is to compromise on the expected skill set. If the combination of experience in job description proves difficult to find, companies can prioritize the required skills and identify those that are essential, and those they can sacrifice.

Of course, you can always compromise on time. Be patient, and optimistic, and trust that the candidate you want is out there, in search of a job like yours. I've seen companies open a position, and wait over a year for the right person to apply. This option may be unacceptable if the need is too urgent to delay.

Diamonds in the Rough
If these options don't sound appealing, look for more creative ways of filling the difficult position, like career consultants. Many companies are wary of hiring someone with a long background of contract work. The logic is that someone who enjoys or thrives in a fluid and unpredictable environment is unlikely to be comfortable long-term in a permanent position. Some consultants will grow restless in that environment, but others really are ready for a change. There are many reasons why a contract consultant would look to settle into permanent position: a new child on the way, an aging or ailing family member who needs greater care or attention, or any number of other personal motivations. Sometimes a consultant will simply burn out on the constant travel and uncertainty and seek out a stable environment. The right consultants also offer a unique advantage: their work experience in a variety of environments and on diverse projects can translate into new perspectives on problems and unique methods for their solution.

A second solution is to target general experience and train the employee on the expensive skill. One business I've worked with was searching for Microsoft Dynamics AX specialists, but had a hard time locating experienced people within their salary range. The solution? They hired a candidate with a strong background working with other ERP packages, and trained her on the Dynamics AX system.

Younger professionals are often overlooked for mid-level positions. I have witnessed a candidate deliver an outstanding performance in our HR and technical screenings, only to be summarily rejected because of limited professional experience. Businesses can't be too careful in these circumstances, but should also realize that some developer demonstrate exceptional maturity and skills early in their careers. Professionals with two years of post-college experience can offer the best balance of pay, enthusiasm, and skill set available on the market.

Finally, consider the advantages of engaging a trusted staffing company. An effective recruiter has a good knowledge of the market, and should be able to provide a realistic assessment of your salary range balanced against your expected skill set. A good IT recruiter will also provide the technical expertise to evaluate applications, and will have access to candidates that might otherwise be inaccessible. They also offer an extra layer of screening and evaluation that should help to calm your nerves regarding riskier candidates like consultants and young professionals. Finally, the speed with which an experienced and dedicated recruiter can locate candidates offers a benefit available nowhere else: finding the best available match, without the anxiety of a months-long search.

Jake Conrad is the Business Development Coordinator for Roytman Information Services in Dayton, Ohio, a provider of Career Placement and Consulting solutions in Information Technology, Management and Engineering. For additional information please visit http://www.roytmanIS.com.