As we all know, there is an increase in Salesforce job roles being marketed each month. Finding the talent, however, has proven difficult – resulting in the ever-increasing skills gap within the IT industry.
Almost every CEO is looking for technical skilled candidates to enhance their current instance.
So, I ask – with there being a demand for Salesforce professionals – why has the engagement been poor?
A shift in Candidate behaviour
It is no secret that, unfortunately, recruitment does not have the best reputation; candidates are constantly approached with endless InMail’s regarding new opportunities, that may not always fit their skill-sets. Candidates have now become de-sensitised to such messages and are selective in who they converse with.
So, as the demand grows it seems these traditional methodologies are proving to not be the best processes.
Organisations are simply not reacting quickly enough to this shift in behaviour – as these crucial candidates take control of their careers, they choose to avoid platforms where they can be easily accessible. They realise the hunt and hide away from such traditional approaches.
The lack of adapting to a more modern sourcing approach is therefore affecting an organisations’ results when sourcing for talent and therefore increasing the skills gap.
What is the solution?
As all ‘fashion trends’ recycle, the same goes for recruitment trends. Candidates need to feel that there is an urgency in finding them, they need to feel important; almost going back to that first era of recruitment where meeting with your candidates and building a genuine relationship was the only way to get the full picture of their skills and gain their trust.
The idea of Relationship building is coming back. But this relationship between an internal/external recruiter and a candidate will not blossom over a laptop screen or a phone call, your engagement simply must go beyond that.
Networking, head hunting and being completely within your market and communities is the new way of sourcing! It is now the only way to instil confidence in your candidates; proving you are a subject matter expert, and building a genuine repor will enable your candidates to feel more comfortable in trusting you with their CV. It is this trust that will lead to increased candidate engagement, and help you to source the skills necessary to fill your Salesforce skills gap.