Recruitment within the IT industry does not come easy. According to “Monster’s 2018 State of Recruiting” survey, about 67% of recruiters believe/argue it is harder than ever to find talented employees and contractors to fulfill the needs of the IT Manager. With 6 years of experience recruiting and headhunting CRM and ERP specialists globally, I believe that IT Companies are struggling both with identifying the right resources, as well as retaining their best talent. Especially more in the GCC than any other region. Given the fact that Information Technology will remain one of the fastest growing sectors in the UAE; It is essential we address the recruitment challenges of an IT Manager immediately. According to International Data Corporation (IDC), the domestic IT market in the UAE is expected to grow by an average of 5% annually between 2017 and 2022. During this period, recruitment is expected to reach an all-time high in the IT sector. More-over another publish on the World Economic Forum’s website shows how the Middle East stands as one of the well-networked regions in the world which further emphasizes the need to address your recruitment challenges.
In order to keep in line with the predicted growth of “5% annual between 2017 and 2022” it is essential that an IT Manager addresses various important factors one of which is - Best possible Recruitment process
From posting a vacancy to reviewing CVs, conducting interviews, checking references and making an offer, the amount of time businesses consume to on-boarding an employee is too long. One of the biggest challenges is that the IT Manager isn’t always fully in the know about how long the hiring process will take and therefore cannot plan their project pipelines accordingly. The solution here is
Lack of clarity in the recruitment process is also another reason for the poor retention rate in our industry. This could be lack of clarity about what benefits are provided, lack of clarity in what the competitor is providing in benefits and pure lack of communication in addressing what the employee needs to be satisfies in their jobs. Approximately 20% of employees in the IT sector leave their jobs due to the inadequate benefits offered by employers. Please look at “Stats and remedies for employee turnover in the Middle East” on Entrepreneur.com to see how to improve employee satisfaction. I hear you ask for quick remedies on how to improve retention –
All hiring parties involved (HR, Talent Acquisition, Recruiters, and the IT Manager) know the market is extremely competitive and therefore difficult to find the right candidates and adding them to your team.
Hard to fill positions by Disciplines in KSA, Qatar and UAE[/caption] So how does the IT Manager identify the right hire?
But the IT Manager has more pressing issues to address. How to make sure the go live date for that project isn’t later than the planned date. How to make sure ERP system is seamlessly integrated with the new CRM system that was rolled out. In a nutshell the IT Manager needs to focus on his/her core area of technology leadership.
At TASC, we realize how frustrating, time-consuming and expensive the recruitment process can prove to be. We also empathize with the challenges outlines above.
The author of this article is Mr. Abraham Getachew who is the CRM and ERP staffing Lead at TASC Technology for the GCC region with over 6 years of Global Headhunting expertise in CRM and ERP. As a top recruiter and team leader, he believes in going the extra mile to ensure that the staffing requirements of our clients are fulfilled in the best way possible. His vast professional portfolio expands over various areas of expertise and recruitment solutions. Under his leadership, his team holds mastery upon finding, screening and qualifying both permanent as well as contract employees. To know more about our IT recruitment procedures and services, get in touch at +971 4 3588500 or write to us at firstname.lastname@example.org or you can contact him directly on email@example.com
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