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Limited Pool of Relevant Candidates is the #1 Tech Hiring Challenge: How to Overcome it?

There is no doubt that the competition in top tech talent is fierce. With the number of open roles continuing to outpace the number of qualified candidates, companies are finding it difficult to fill their openings. The most common complaints from employers is that there is a limited pool of relevant candidates. While there are a number of factors that contribute to this recruiting challenge, the good news is that there are steps companies can take to overcome it. By understanding the root causes of the problem and implementing targeted strategies, employers can improve their chances of attracting and hiring the best tech talent. 

As the number of technologists in the workforce continues to grow, the pool of relevant candidates for tech positions continues to dwindle. With the ever-changing landscape of technology, employers are finding it increasingly difficult to find candidates with the right skill set. So, how can employers overcome this hiring challenge? Are you also facing the problem of a limited pool of relevant candidates? Don’t worry. In this post, we will study how to overcome this issue and what you can do to maintain and acquire relevant talent.

Why is there a Limited Pool of Relevant Candidates in Tech?

There are a limited pool of relevant candidates in tech because the industry is relatively new and constantly changing. This means that there are not as many people with the necessary abilities and experience to fill these positions. Additionally, the demand for these skills is constantly growing, which further tightens the labor market. Here are some reasons why there exists shortage of relevant candidates in tech:

  • There is a lack of formal education and training programs for tech-related jobs
  • Many tech jobs require specific skills & knowledge that can be difficult to acquire
  • High salaries & demanding work hours associated with tech jobs can deter some people from applying
  • The industry is male-dominated, which can discourage women from pursuing tech careers
  • There is a perception that tech jobs are only for “geeks” or “nerds”
  • Constantly advancing industry can make it difficult to keep up with the latest trends & technologies

What Can Organizations Do to Deal with this?

There are a number of things that organizations can do to deal with the limited pool of relevant candidates in the tech industry. One option is to increase the number of recruitment channels that are used to source candidates. Another option is to provide more training and development opportunities for employees so that they are better equipped to fill vacant positions. This could include offering tuition reimbursement for employees who want to pursue relevant coursework or providing on-the-job training for employees who are interested in learning new skills. Well there are many things to do, but few most effective things you can do are:

1. Remove the Necessity For a Degree

Removing a four-year degree requirement widens the pool of potential candidates, many of whom would be excellent candidates for your requirements. For skilled employment, firms typically demand either a degree or some type of qualification. To fill tech positions, however, businesses are increasingly resorting to internal training programs and unconventional individuals.

2. Go For Inactive Candidates

According to a leading job portal, passive talent, or those not actively looking for work, makes up 70% of the global workforce. Even so, a lot of these compliant workers would be open to the idea of switching positions if the opportunity presented itself. It wouldn’t necessarily need to pay more because modern tech workers place a high value on workplace culture, the ability to work remotely or on a project that they are extremely passionate about, and advancement and training chances.

3. Recruit Candidates with Effective Marketing

Unknown to you, potential employees could be visiting your workplace. According to a leading job portal, 49% of all employees use social media to monitor job openings at organizations that interest them. Maintaining up-to-date and correct job descriptions on your firm’s website is crucial. You should also promote special career events that your company hosts or attends and publish job openings in college newsletters, professional development forums, and other places.

Positive company branding attracts job seekers, but it doesn’t happen effortlessly. You need to actively advertise your business by producing and distributing media that shows what a great place it is to work.

Building a Relevant Candidate Pool – Tech Hiring 

A talent pool is a collection of potential job candidates that a company can draw upon when it has an opening to fill. A talent pool is important because it provides a quantity of qualified candidates from which the company can choose relevant ones, helping the company fill positions more quickly. The most important factor in building an effective talent pool is to ensure that the talent is of high quality and can meet the needs of the organization. Here are five ways to build an effective talent pool:

1. Add the Candidates you Sourced 

This is most likely the simplest method of adding prospects to your talent pool. Simply add them to your talent pool anytime you come across intriguing folks during your sourcing process who perhaps don’t fit any of your vacant positions at the time.

But bear in mind that you need to interact with individuals frequently if you want to maintain their interest. For instance, you may inform them of business-related news or the most recent technological advancements at your business or invite them to events you’re planning.

2. Engage Students and Aspiring Graduates  

Planning is the key to effective talent pooling. So what better way to accomplish this than through interacting with the upcoming graduates and students who will make up the workforce? Students frequently prefer to take part-time jobs even though they are typically not seeking full-time jobs just yet. 

While some graduates may already be employed when they receive their diplomas, many graduates will still be hunting for their dream job after completing their higher education. An internship or graduate program is a great way to identify talent and determine who might be a good fit for your company later on. Getting students and graduates has a significant benefit for you as an organization. You can recruit them now and keep them on board with material that is appropriate for people just starting their careers.

3. Add Internal Talent to Talent Pool

This is a possibility that you might not instantly consider. Yet your present employees, or your internal talent, are standing there in front of you. You are already aware of their abilities and whether they fit in with the culture. They ought to therefore be the first candidates you consider when filling senior positions.

Inform current workers of more senior positions as they become available. If any employees have what it takes to be promoted, ask the supervisors to let you know. These folks will always come to mind when it comes to filling senior posts if you include them in your talent pool.

4. Define the Specific Needs of the Organization

This step is to identify the specific needs of the organization. This includes understanding the organization’s culture, values, and goals. Once the specific needs are defined, it will be easier to identify the types of talent that will be a good fit for your organization.

5. Pre-Screen Candidates

Once a pool of candidates has been identified, it is important to pre-screen them. This includes conducting phone interviews and reviewing resumes. This helps to ensure that only the most qualified candidates for a specific position are considered.

6. Conduct In-Person Interviews & Extend Job Offers

The next step is to conduct in-person interviews. This is the best way to get to know a candidate and assess their fit for the organization. Once a candidate has been selected, the next step is to extend a job offer. This ensures that the best talent is brought onboard and that the organization’s needs are met.

7. Look for Talent in Unconventional Places

You don’t have to look only at the most obvious places to find talented tech workers. There are talented people working in all kinds of industries, and many of them would be open to a move into the tech sector.

8. Offer Attractive Compensation and Benefits

Compensation and benefits are always important when trying to attract top talent. Make sure you are offering salaries and benefits that are competitive with other companies in your industry. Offering some employee perks can help you retain your best talent too. So basically, you can maintain a good talent pool by compensation and benefits.

9. Routinely Look into Your Talent Pool 

It’s fantastic to have a talent pool, but only if you utilize it. As a result, when you learn that a position will be open, you should check it out right away. Consequently, make it a practice to frequently browse your talent pool.

This will enable you to become more familiar with the types of talent you have in your talent pool and help you find suitable applicants whenever you need to fill a vacancy. Additionally, you will be able to see which talents are lacking in your talent database and which you should work on adding.

Recruitment Strategies to Acquire Relevant Candidates in Tech

The recruiting process is arguably the most important part of any Human Resources department. After all, recruitment is the process through which organizations acquire the talent they need to achieve their business goals. In order to do this effectively, organizations need to have strong recruitment strategies in place to attract relevant candidates. There are a number of ways to find relevant candidates when recruiting for a tech position. Some of them are:

  • Reach Out to Relevant Professional Organizations 

There are many professional organizations related to specific industries and fields, such as the Association for Computing Machinery (ACM) for Computer Science. Reaching out to these groups can help you connect with potential candidates who may be interested in your open positions.

  • Use Online Job Boards and Resume Databases

Online job boards and resume databases are a great way to find candidates with the relevant skills and experience for a tech position. Use keywords related to the position you are recruiting for to search for candidates.

  • Use Referral Programs

Referral programs can be a great way to find relevant candidates. Ask employees, friends, and family if they know anyone who would be a good fit for the position you are recruiting for.

  • Host Information Sessions and Webinars

Hosting information sessions and webinars related to your company and open positions can help attract potential candidates who are interested in learning more.


It’s not easy to find the right people to pass up on prospects who might be ideal in the future but don’t currently meet the criteria. Therefore, invite them to join your talent pool and maintain their interest in your company so they don’t lose contact. Try to tailor the information you provide to the candidates as much as you can; keep in mind that candidates will want different information than previous employees or persons on parental leave. Limited pool of candidates is a recruiting challenge in the hiring process but if you follow the tips given in this post, you can definitely overcome this problem. 


1. What are some easy ways to deal with a limited pool of candidates?

By taking these steps, you can improve your chances of attracting and retaining the best tech talent. Here are some effective ways:

  • Be creative in your sourcing strategy
  • Use data and analytics to identify the best talent
  • Invest in training and development programs
  • Focus on retention

2. How do you keep a relevant candidate engaged during the hiring process?

The best way to keep a relevant candidate engaged during the hiring process is to ensure that you are communicating with them regularly. This means sending them updates on the status of the role they applied for, as well as updates on the company and the team they would be working with. Additionally, it is important to keep the candidate engaged by asking for their feedback and opinions on the hiring process itself.

3. How can you make sure you’re considering a diverse pool of tech candidates?

There are a number of ways to make sure you’re considering a diverse pool of tech candidates. One way is to use a recruitment agency that specializes in diversity recruitment. Another way is to post your job openings in diverse job boards and websites. Finally, you can also contact local organizations that focus on diversity in the tech industry to see if they have any recommendations.

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