What are the top barriers to firms bringing in
technologytalent? The most common is not meeting salary demands,
according to a survey ofCIOs by Robert Half Technology.
It was cited by 44% of the more than 2,500 CIOs surveyed
inthe US. The next most-common was not finding enough qualified
applicants, citedby 33%; that was followed by "not being seen as an
employer of choice" with21%.
Another hindrance: lengthy hiring process. Robert
HalfTechnology found it takes an average of 4.5 weeks to fill a
staff-level ITrole, and 41% of technology leaders said their hiring
process takes longer thanthey would like.
"The hiring process is often the first impression a
candidatehas with a company and can set the tone for the
relationship," said John Reed,senior executive director of Robert
Half Technology. "Don't let a long andcomplicated hiring process or
lower-than-market compensation package leave anunfavorable
impression with a job seeker. Keep the experience positive
bypresenting a competitive salary and moving quickly to make an
offer."
Robert Half Technology also surveyed more than
1,000technology professionals and found the most frustrating part
of the job searchis the long post-interview wait to hear if they
got the job, according to 57%of workers.
Five tips for keeping the hiring process efficient
forcompanies:
1.Be prepared.
2.Work with a recruiter.
3.Move quickly.
4.Communicate openly and often.
5.Make an offer.
公司招聘技术人才的主要障碍是什么？罗致恒富的一项调查显示，最常见的是不能满足候选人的薪资要求。
罗致恒富近期的一项调查显示，公司招聘高级技术人才的主要障碍是不能满足求职者的薪资要求。
在受访的2500名美国首席技术官中，有44%的人对此结果表示认同。还有一些人认为寻找不到符合需求的申请者也是原因之一，33%的受访者表示认同。还有21%的受访者表示"不被求职者视为理想雇主"也是一个因素。
引进一名高科技人才的过程实际上是非常繁复冗长的，据罗致恒富的调查表明，招聘一名普通的IT员工平均要花费四周半的时间，有41%的受访者表示，很多时候实际的招聘过程和时间要比他们所预期的更长。
罗致恒富技术部高级执行总监John提到，一个公司的招聘过程通常会让求职者对公司形象有初步的感受，通过这个过程，双方也会对彼此的印象做出初步的判断。如果招聘的过程太过复杂或漫长，会让求职者对公司的印象大打折扣。如果想要求职者保持积极良好的体验，公司应快速做出决策并提供有竞争力的薪酬来让求职者对公司形象保持积极的态度。
同时，罗致恒富还在1000多名专业技术人员间做了一项调查，超过一半的受访者们表示他们在求职过程中感到最沮丧的部分是面试后遥遥无期的等待。
罗致恒富对公司招聘流程提出了5个好的建议：
1.做好一切准备工作
2.管理者和招聘团队间有效的合作
3.缩短让求职者等待回复的时间
4.坦诚面对求职者
5.快速做出是否录用的决定
翻译：刘筱晨