{"id":999881838,"date":"2019-11-06T23:06:00","date_gmt":"2019-11-06T23:06:00","guid":{"rendered":"https:\/\/www.dice.com\/?p=875383197"},"modified":"2025-06-16T08:41:39","modified_gmt":"2025-06-16T14:41:39","slug":"outsource-tech-recruiting","status":"publish","type":"post","link":"https:\/\/www.dice.com\/hiring\/recruitment\/outsource-tech-recruiting","title":{"rendered":"Is It Time to Outsource Your Tech Recruiting?"},"content":{"rendered":"\n

Tech recruiting, especially for top talent, has been harder for in-house recruiters and HR staff in 2019, and if trends continue to play out the same way in 2020, it doesn\u2019t appear that the job of getting the right person for the job will get any easier. With the number of open positions continuing to rise, it is a challenging environment for recruiters who want to find any candidate \u2013 much less the right candidate. <\/p>\n\n\n\n

Could it be that it\u2019s time to outsource your tech recruiting efforts? Here are a few signs that it\u2019s time to take it outside.<\/p>\n\n\n\n

1. You\u2019re not finding the right candidates<\/strong><\/h3>\n\n\n\n

There are several reasons you might not find the right candidate for a technology job. For example, if you\u2019re a startup company in a metro that doesn\u2019t traditionally have a lot of tech companies, your talent pool may be more limited than it would be in other more tech-rich areas, which have the luxury of a pool of skilled tech professionals who may be eager for new opportunities. <\/p>\n\n\n\n

Another common driver is a lack of granular technical knowledge in recruiters relative to the positions they\u2019re seeking to fill. While tech recruiters don\u2019t have to be technologists, they do need a higher level of technical knowledge than most people to successfully match candidates to positions. Without proper nuance in understanding technical skills, especially in highly specialized positions that require very specific knowledge and skills, tech recruiting efforts can inadvertently lead to hiring people who are fantastically skilled tech professionals \u2013 that aren\u2019t equipped for this <\/em>specific tech role.<\/p>\n\n\n\n

Data from a 2018 survey<\/a> found that 67 percent of respondents ranked finding the right candidates as their biggest challenge. If you\u2019re constantly running into this issue, it may be worth your time o outsource your tech recruiting efforts, preferably to a firm that specializes in placing technology professionals. <\/p>\n\n\n\n

2. Tech recruiting is cannibalizing your core business<\/strong><\/h3>\n\n\n\n

Tech recruiting is a multistep, multitouch process. Identification of candidates, vetting those candidates, and impressing them \u2013 not to mention the logistics of interviewing, background screening, and onboarding \u2013 all take time. Data from Jobbatical indicate an average time of 27 working <\/em>days to acquire a new hire<\/a> \u2013 and that\u2019s an average, meaning that\u2019s what you can reasonably expect. HireVue reports that, depending on the industry, time to fill can range from 14 to a staggering 63 days<\/a>.<\/p>\n\n\n\n

But when is the world ever reasonable? Chances are you\u2019ve filled positions that took much longer, while some were a snap. If you\u2019re spending inordinate time on hiring<\/a>, it\u2019s time to outsource your tech recruiting. If you cut into your core business trying to fill open positions, there will be no business left. Don\u2019t cannibalize your core activities.<\/p>\n\n\n\n