Daily techtalk... Challenges in IT expert recruitment

In the past years, we heard a lot about the missing workforce in IT. There are two main reasons for increasing demand for qualified specialists. One such is migration, as experts move to other countries. The other and more important issue is the demand for the number of the employees.

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I think Innovation department has key role, to handle these problems. The number of the vacant positions can be handled by automation as well as with the reduction of the number of the used systems. This topic is not driven by the cost cutting. For those who want to cut expenses, they will lose their competitive advantage.

However the situation is manageable, but we have the momentum now, to choose intellectual concentration. At this time, most of the companies trying to fill the empty position with a workforce who has a minimum qualification for their job. My opinion is different from this approach, I think we need to find the best workforce possible, who are able to build our future. This is also relevant for Fintech sector as well. They have some talent, who brings an interesting idea, which build a business, which help them to successful against the banks and other companies. What happens if we collect a large number of intelligent persons, and make a concentrated intelligence?

I know! Check Renaissance Technologies who hired more like mathematicians and scientists from many applied science fields (Not from the banking or finance industry). You can check the results on the link below:

https://www.bloomberg.com/news/articles/2016-11-21/how-renaissance-s-medallion-fund-became-finance-s-blackest-box

I think the key is intelligence that can generate disruptive ideas. It helps at every field, not only at finance industry. If we are able to hire these persons, we can be successful in future challenges.

The main problem, to motivate and onboard these persons, is the hiring process. What's more: How can you motivate them to join your team, and what is more important: how you motivate them to stay in your team. This it is not only a recruitment question. Headhunters are able to find the right persons, but compensation is only a particle in the whole motivation chain.

You need to have a company, which is strong enough to finance the future operations.
You need a long term vision, which attract the candidate. It must be professionally acceptable, because an intelligent candidate can read between the lines.
You need to show Intellectual Property, which helps the candidate with sustained professional development and serve as a competitive offer against international competitors.
And of course you need to provide competitive benefits. The candidates must concentrate on their work, not on the daily financial problems.
If a company is wise enough, to understand the importance of all these factors mentioned above, they can start developing their HR strategy. As the new hiring program is working, the whole concept accelerates itself, as the group of intelligent employees attract new candidates more easily. With this group of people, the company will able to attend universities and Meetups, and motivate the young talents, to work for the company. with the help of this type of talent acquisition recruitment will not be a problem an more.

In the past month I practiced this recruitment work. After the discussions I can tell, we can get anyone who we need. The goals of the projects motivate everyone, and the team can make a product which doesn't exist currently.
In most of the cases we can tell what we building, because the team only able to build together the product, not alone.
Together with this I'm sure when we in the middle of the development we will write special contracts with the developers on IP.