As a person with a hand in the tech world – whether on the hiring or working side – you’ll know firsthand that tech recruitment is a terribly complex field.
Tech recruiters are undoubtedly driven and talented people who apply a variety of skills each day in an attempt to achieve the best result for clients and candidates alike.
But you’ll also know that there’s a lot of inefficiency and room for improvement.
If we look at tech recruitment critically and the role that recruiters play in the process, we can ask ourselves a series of questions:
- How much do recruiters charge?
- Which tasks does that money pay for?
- Do the results warrant the fee?
According to a survey from Indeed, 86% of employers find it difficult to find and hire technical talent. This suggests that there is an issue.
Of course, this isn’t entirely the fault of recruiters: the lack of tech candidates is a serious issue and
the U.S. Bureau of Labor Statistics estimated that in 2020 there will be over one million empty computer science-based jobs.
In order for these business-critical issues to be solved, the entire way we look at tech recruitment needs to change.
We need to ask: “why do we pay tech recruiters?” The answer is, usually, for connections to viable candidates.
Unfortunately, very few of those candidates are ever the perfect fit for the role given the technical knowledge which is required on the part of the recruiter. Something needs to change.
Perhaps the greatest change that web 2.0 brought to the world is the potential for connection. User-generated content and profiles flourished and now those mechanics are leveraged by a number of platforms to forge new and unlikely connections between individuals.
A similar change needs to take place in tech recruitment – in a connected world, businesses should no longer have to pay for connections to candidates.
Tech recruitment – like many of the world’s largest software ecosystems – should be open source.
The open source ethos is supported by independent developers and the world’s largest software companies like Google, Microsoft, and Facebook. They contribute code libraries and multimillion dollar software at no cost to the consumer and other massive companies are built on the back of that work.
Standing on the shoulders of giants, almost literally.
A similar dynamic in tech recruitment could solve a range of problems. Companies would have free access to a pool of tested candidates, paired with sophisticated intelligence tools which rely on deep learning to forge new connections.
This would require true digital transformation.
Tech Recruitment 2.0
If you know tech recruitment, you’ll also know that improvement is long overdue. Digital transformation in its purest form is yet to reach the field.
In other areas the power of technology has transformed the world around us: the entertainment industry is unrecognizable, paper takeout menus have all but disappeared, and voice search is set to eventually overtake text-based search.
Recruitment is still waiting for its moment.
This is because technology has yet to be applied to analog tasks to bring about efficiency and new processes. Sure, some analog tasks have been digitized and we’ve seen the rise of platforms like indeed.com, monster.co.uk, and seek.com.au.
But what we really need is intelligent digital transformation.
Democratize the Hiring Process
We want to change the game when it comes to tech recruitment and use artificial intelligence to remove the efficiencies and unreasonable costs which plague tech recruitment.
In the same way that open platforms allow developers to benefit from the work of others, we want to provide an open platform where developers can create and run their own “code tests” for free to drive efficiency and democratize the hiring process.
This collaborative effort would be truly open source, comparable to how Google hosts Angular2 on Github or how Docker Hub can be used to create new stacks based upon the contributions of other developers and even certified vendors like Nginx and MongoDB.
There are already thousands of candidates using the Code Pilot platform and being placed in perfect roles in a variety of positions around the country. It’s a pleasure to have you along for the ride.
This post is a vast overview of a complex topic, of course.
In the next post, we’ll dig deeper into the mechanics of tech recruitment and what the journey from identifying a role to filling it looks like, and how that can be improved.
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