Tech Staffing Crisis in Scandinavian: How Can TecBridge Help?

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

Scandinavia is a developed region of Europe because of its talented citizens. It is in this region, where startups flock consistently and people thrive for innovation. However, when it comes to technological talent, the country faces certain problems. The ongoing shortage of tech talent in Scandinavia is fueling employers to look beyond borders and find the skilled manpower as per their needs.

Most of the countries in the Scandinavian region are experiencing problems when it comes to searching for IT staff. The problem is, lack of skilled staff, while it is growing consistently. For instance, if we talk about Finland, a study by the Finnish Information Processing Association stated an urgent requirement of about 7,000 software programmers recently. While in the case of Denmark, the country might face a shortage of about 20,000 IT specialists in the coming decade. These problems are likely to grow with time.

For many reasons, whether it is because of the brain drain of the talent or aging populations, the recruitment crisis is likely to take place in different countries of the Scandinavian region. As a staffing solution expert, TecBridge aims to resolve the skills shortage issue prevailing in today’s technological sector.

Skills That Employers Should Look for

While working with the IT industry for long, each of the candidates selected by us has experienced an opportunity of working with various technical verticals. This helps them to cater to the demand of today’s clients. Also, it brings a well-rounded understanding of technology or niche. With such insights and capabilities, IT staffing consultants can match candidates for different companies, thereby achieving the highest possible success rate in the form of the right person for the right job.

What Tech Skills Are in Demand?

The Cedefop Report highlights ICT architects, ICT testers, test analysts, software and systems engineers, and developers as some of the most wanted professionals. There is also a dearth of both graduate and experienced candidates. This is reflected in the current research figures and in the anecdotal evidence. 

The government and wider tech industry need to work together to overcome the challenges the IT sector is facing – ensuring that digital innovation continues to flourish. For the candidates with sought-after skill sets, this represents an opportunity to take their career in a better direction.

How Can We Help Tackle the Talent Gap?

We believe in building the talent gap and invest in tomorrow’s talent. We know that mere formal knowledge is not effective to boost the talent pool. Thus, we apply different schemes, which allow people working with us to undergo certain training sessions that can boost their existing skill sets. Besides, we help employees to improve their soft skills and gain certifications prevailing in the industry to close the talent gap further.

If you are looking to hire IT professionals, get in touch with TecBridge. Our experts will guide you to hire the right candidates for your project. Drop us an email on info@tec-bridge.com or visit us at www.tec-bridge.com.

Staffing in Europe: Cultural Differences Affecting the Hiring Process

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

Cultural differences play an important role while hiring candidates from different regions. Therefore, it is essential to understand and consider those differences for optimal onboarding experience of candidates belonging to different countries. Understanding these differences makes the staffing process more powerful and boosts the success rate of hiring candidates.

Understanding Different Work Cultures

Let’s talk about Europe. Out of 51 countries in the continent, each country follows a different culture. 28 countries out of these belong to the European Union where people also work in out of office premises. Now, hiring the right candidate for the right job is not an easy process in a culturally diversified continent like this as each country has its own job board with different expectations from the candidate. If you use the same approach for all candidates in all countries, it is difficult to achieve maximum results.

Belgians expect to meet the manager level of a person from a company during their interview. While the Dutch believe in keeping in touch with the person that had interviewed them first throughout the entire interview process.

The cultural differences between candidates also influence what information they give during the job interview. In Scandinavia, applicants even put the name of their pet or children on their CV, where candidates in Germany are much more formal and send a whole bundle of information,” says Jolie den Boer, APV recruitment Continental Europe & Africa at Cognizant.

Cultural Norms Influence Power Distance

Due to different culture and history, candidates in Europe carry different values and beliefs. So, when we analyse the belief for power distance in different zones of European countries, people in the southern and eastern region follow a high level of power distance among the employees in the company. This means organisations operating in this region will have a minute level of the hierarchy. Employees in this region have to rely on the decision of the boss before moving ahead with any assignment.

In the Netherlands and Sweden, there is a lower power distance. Everyone in the organisation is approachable and there is an informal atmosphere on the floor.

According to the international study by The Global Talent Acquisition Monitor, in countries with high power distance, such as Slovenia or the Czech Republic or Slovakia, over 63% of people will carry out any assignment without asking any questions. Whereas, in Northern and Western European countries they emphasize on flat hierarchy in the workplace and therefore employees ask questions without any hesitation.

Wrapping Up/Concluding…

From the above insights, we can conclude that there are two ways to hire the right candidate for the right job.
● Be versatile and well-acquainted with different cultures of European countries
● Partner with staffing solution provider and hire candidates based on temporary, permanent or software factory setup staffing.

Want to hire the right candidates that fit best to your job description? We Are Here for You!

At TecBridge, we suggest you with professionals who have experience of working exclusively with European clients. It helps them to cope with the work culture of all European countries and understand different aspects of business dealings with ease. Collaborate with us and get the right workforce for your next project! For more information, visit www.tec-bridge.com.

Where Can You Find Skilled Employees During a Talent Shortage?

AUTHOR: Santosh Basarkar

DESIGNATION: Head TecBridge

In this digital age, technology is transforming the expectations of skill sets from any new hire. It has given rise to new roles and responsibilities, which require advanced skills. This is where businesses are facing a challenge. – Right talent for the right job. As companies go digital, the roles and expectations of the candidate transform. From a research report by Manpower, nearly 18 percent of employers say the main reason they cannot fill roles is a lack of suitable applicants. Another 25 percent say candidates lack the type of experience. Finding the right person with the right blend of technical skills and human strengths has become difficult. It is time to adopt a new approach that addresses this talent acquisition problem.

As companies are experiencing the demand for candidates with new roles, there are chances that the traditional way of working would become obsolete. Employers today, realize that what you are likely to learn is becoming more important than what you already know.

Most of the companies are already facing a situation where a happy client wants to increase the volume of work. However, the expected contract is for a short duration. To manage this opportunity it is not wise to raise the requirement for hiring additional candidates. They may become a liability when the project gets over. Therefore, to tackle the talent shortages companies need to find different ways to acquire the right talent. Here are a few suggestions, read on-

#1 Upskilling existing talent

Many company leaders focus on getting more out of existing employees to counteract the effects of talent shortages. On the other hand, most employees also appreciate the development opportunities received from the company. Though this looks like one of the most impactful approaches to manage the skills shortages, it demands regressive efforts and certain amount of time. Upskilling the existing staff requires multiple training sessions along with the practical implementations.

#2 Partnering with IT staffing solution provider

Companies can consult IT staffing solution provider who will analyse the project requirements and guide you with the right talent. In the above scenario, the company can partner for temporary staffing and onboard the talent for the short duration too. With them, companies can scale, implement, and support projects without the strain of an IT hiring process. The hassle and tediousness of searching candidates and arranging interviews are taken care of.

#3 Get a temporary staffing solution

If there is an immediate requirement to hire staff for a limited period similar to the above scenario then temporary staffing solution works best. TecBridge is one of the leading consulting and professional services providers in Europe offering complete staffing, hiring, and human resource management services to organizations. When any company partners with us for temporary staffing solution, we work as an integral part of that organization.

If you are looking for a staffing solution- temporary or permanent, our experts will guide you to decide better. Get in touch with us at info@tec-bridge.com and find the right candidate for your project.

What Does a Wrong Hire Cost to the Business?

AUTHOR: Santosh Basarkar

DESIGNATION: Head Tec-Bridge

Over the years, researchers have given different opinions regarding the exact cost involved in hiring the wrong person. Undoubtedly, any organization bears an enormous cost for hiring talent not fit for them. According to a survey by The Australian, a wrongly hired talent can cost a business 2.5 times the employee’s salary. This means, when you hire someone for a role that demands a salary of $50,000, you will need to invest $125,000 as additional costs, which will eventually not provide any result. The Australian survey also claims that this multiplier might increase for senior-level positions.

Apparently, when you hire an employee who is not well suited for the job, it not only affects the finances you have invested, but also the morale and productivity of your organization.

So, when do we say that we have hired incorrectly? There are multiple elements involved right from the hiring process to the entire training period. Some are as follows:

  • Candidates selected just on the basis of the length of experience
  • Considering the candidate based on his personality
  • Ignoring the work background of the previous employer
  • An unclear vision of profile for a particular prospect
  • Inadequate understanding or training program being given to the candidate

Now, let us say you hired the wrong candidate. What would happen in such a scenario? What are the unexpected circumstances that can come up for you? How does it affect your company? How can you go about hiring the right talent?

Waste of Investments

When any new employee is on-board, it demands certain investments. This often includes an interview process, specialized certification classes or programs, and on-the-job training. All of these activities are necessary for making a new employee accustomed to your company work culture and expectations.

If there is a wrong hiring decision, these efforts and investments are wasted and the organizations might have to spare valuable resources to go through the whole exercise again for replacements.

Lack of Productivity

When it is determined that a new member is not the right fit, the managers end up spending more time in training them. This not only hampers the productivity of the new employee but also adds on to the existing responsibilities of the managers.

Moreover, when a new hire is inefficient, the reduction in work output affects business. This leads to companies spending on other resources to meet with their organization’s productivity standards.

Lower Employee Morale

A misfit talent results in lowered employee morale as the rest of the team has to put in more efforts. It can cause valued employees to become dissatisfied or disengaged. Therefore, while the companies try to fill the gaps the damage is already done. In addition, dissatisfied employees mean unresolved conflicts and added stress to the human resource departments.

Also, when a talent feels like a misfit in an organization they fail to perform at their 100%.

So, How Can You Avoid the Above-Mentioned Scenarios?

Most companies and industry leaders expect the right people for different job roles on the floor. To make this possible, they keep themselves limited to registering on job portals and trying their luck browsing various profiles. What follows next, is a prolonged process of screening candidates, interviewing them, etc. but what if someone else takes care of all the processes for you to find the right talent for your organization?

TecBridge can do this for you. It significantly reduces the risk of hiring the wrong person. As the consultants from our organization understand your project requirements and assess candidates before you hire them, they save on a lot of your time, energy, and efforts. Also, with a shorter discovery stage, our team works as an extension of your project teams and optimizes talent acquisition.

The most effective way in which a company can avoid hiring mistakes is to invest in a proven recruitment process. Why not write to us at info@tec-bridge.com and discuss your resourcing need?