C-suite leaders face relentless pressure to deliver measurable results that drive the organization forward. On top of this, chief human resource officers (CHROs) (as well as chief talent officers (CTOs), a relatively new role within Fortune 100 companies) face an additional set of challenges beyond the core responsibilities of talent management and organizational development. They must also address the pressing hiring needs of the chief information officer (CIO) as the demand for technology talent grows while remaining within the financial constraints set by the finance team.

For organizations that still rely heavily on traditional hiring methods, this challenge can become nearly insurmountable, leaving CHROs caught between competing priorities and expectations.

Juxtaposition Between Modern Hiring Demands and Traditional Processes

The fast-paced, ever-evolving nature of today’s business landscape has heightened the need for agility, especially in talent acquisition. As organizations increasingly rely on technology for growth, CIOs need to fill technology and digital roles quickly to support new initiatives and stay competitive. However, traditional hiring processes – characterized by lengthy approval cycles, rigid job requirements and slow candidate sourcing methods – are often too cumbersome to respond to the rapid changes and demands of the modern workplace. This disconnect creates friction between the CIO’s urgent need for skilled talent and the CHRO’s ability to get candidates in the door quickly.

Exacerbating the issue, the IT talent shortage has forced CHROs to compete for experienced talent in a competitive market, leading to high costs that don’t align with the expectations of finance.

The bottom line is, organizations that fail to modernize their hiring practices risk falling behind, leaving CHROs and other talent acquisition leaders grappling with the limitations of outdated systems and practices. These include:

• Long recruiting cycles: The traditional hiring approach often involves lengthy processes. It’s not uncommon for several months to elapse between posting a job and sending a final offer. This timeline can lead to missed opportunities, especially in competitive fields where candidates may accept other offers if they don’t receive timely responses. Supporting this, research reveals the average hiring process takes more than 40 days, and yet, the best candidates are hired within 10.

• Rigid job criteria: Traditional hiring practices tend to emphasize fixed job descriptions that may not match the evolving demands of technology roles. This rigidity can hinder companies from attracting candidates who have the right skills, potential and adaptability to thrive in the position.

• Resource drain: IT recruitment is a demanding process that consumes significant resources. When CHROs manage recruitment internally, their focus is often pulled toward talent acquisition, leaving them with limited time for other key responsibilities, such as employee retention, training and development, and policy creation.

• High expenses: Hiring can be costly. Expenses accrue from job postings, recruiting fees and the lengthy, complex processes associated with traditional hiring methods. Additionally, the shortage of IT talent intensifies competition, forcing CHROs and recruitment teams to allocate more budget and resources to attract qualified candidates in a tight market.

• Risk of turnover: Hiring carries inherent risks, including the risk of attrition. After investing substantial time and resources to onboard a candidate, CHROs may face challenges if either the internal team or the new hire realizes the role isn’t suitable, resulting in turnover and rehiring.

IT Staffing Companies Aren’t the Answer

To overcome these challenges, many CHROs turn to integrators and IT staffing companies. However, they often encounter similar issues. Working with these organizations can be costly, with ongoing fees and markups that drive up expenses and often yield a low return on investment. Additionally, relying on third parties creates a dependency, leaving organizations at the mercy of external partners to fulfill their hiring needs on schedule and within budget.

With research revealing the demand for tech talent is expected to grow to 7.1 million tech jobs by 2034 in the U.S., from an estimated 6 million in 2023, relying on traditional methods for sourcing technology talent is no longer a viable option.

Modernizing Hiring Strategies With Revature

Modern business environments demand modern hiring strategies. Revature answers this call with a skills-based, agile and data-driven talent as a service offering that empowers CHROs to fill open positions on time and on budget.

Our Total Talent Solution, a holistic approach to building a skills-first technology workforce, combines two essential offerings designed to identify people with the right attitude and aptitude – both existing in-house employees and emerging talent – and provide them with the technical and soft skills training they need to be successful in technology roles. Here’s a closer look at each:

• Emerging Talent Program – A great option for CHROs looking to hire externally, Revature’s Emerging Talent Program provides productive, day-one-ready junior tech talent at 30% lower cost and 70% faster time-to-productivity. By offering ongoing technical skills, including AI skills, and interpersonal skills development as well as dedicated tech mentors, Revature accelerates career progression twice as fast through its programs.

• Digital Academies – Revature also empowers CHROs to identify, upskill and reskill existing tech talent for new roles within their organizations. The company’s tailored technology academies leverage project-based, hands-on group training supported by world-class instructors. By adopting this outcome-based approach, CHROs can drive high return on investment and avoid competing for talent in critical skills – while driving employee satisfaction and career advancement.

Not only does our Total Talent Solution eliminate the pain points associated with traditional hiring methods, but the Revature team also goes above and beyond to make CHROs lives easier by providing additional support and resources that facilitate success. For example, organizations may take advantage of a dedicated IT recruiter focused solely on talent acquisition for their company, a dedicated IT trainer responsible for upscaling existing employees, or a workforce consultant who serves as a bridge between the CHRO and CIO/finance to ensure objectives, criteria and expectations align.

Regardless of which route you take to fill open roles – externally or internally – Revature enables CHROs to recruit, upskill and reskill tech talent to build a skills-first technology workforce at a faster pace and lower cost than traditional methods.

Mastering Talent Acquisition

CHROs are under mounting pressure to provide agile, efficient and cost-effective hiring solutions, but legacy practices and reliance on third-party IT staffing companies often fall short. Revature’s Total Talent Solution offers the modern approach CHROs need to meet business demands.

With Revature as a strategic partner, CHROs can finally overcome the obstacles posed by outdated hiring practices, allowing them to meet the needs of the C-suite and focus on broader strategic goals that drive the organization forward. In an era where talent is a competitive advantage, embracing a skills-based, agile approach is not just a smart choice – it’s essential for future success. Are you ready to future-proof your workforce? Contact us today to get started.