In the fast-evolving tech landscape, recruiting for DevOps roles presents unique challenges. One of the most significant issues is the trouble with labelling these roles accurately. This article delves into the complications of putting labels on skills, the pitfalls of using certain keywords, and the broader implications for hiring in the DevOps space.
The Challenge of Labelling Skills
Labelling skills in DevOps roles can be a double-edged sword. On the one hand, it helps categorise and specify the requirements for a position. On the other hand, it can be limiting and even misleading. DevOps encompasses a broad range of skills and disciplines, making it difficult to encapsulate all necessary competencies within a single job description.
Keywords Matter
The choice of words in job postings can significantly impact the number and quality of applications received. Terms like "CI/CD," "infrastructure as code," or specific tool names can either attract or deter potential candidates. For instance, using "DevOps Engineer" might bring in different applicants compared to "Site Reliability Engineer" (SRE), even if the roles are similar. This discrepancy often leads to positions remaining unfilled or attracting the wrong type of talent.
The Certification Conundrum
Another common issue in DevOps recruitment is the emphasis on certifications. Asking candidates, "Have you got this certification?" can narrow the applicant pool unnecessarily. While certifications can indicate a level of expertise, they are not the sole indicator of a candidate's capability. Practical experience and a demonstrable understanding of DevOps principles often outweigh the possession of a certificate.
Missing Out on Talent
"A lot of companies are missing out," says Terry Room, Global CTO at CapGemini, who attended our most recent tech leaders roundtable where this topic was discussed at length. By overly focusing on specific labels and certifications, businesses may overlook talented individuals who have the right skills but do not fit the traditional mould.
The Shift to Skills-Based Hiring
To overcome these challenges, there is a growing shift towards skills-based hiring. This approach prioritises the actual skills and competencies a candidate brings to the table over rigid qualifications or certifications. It's an inclusive strategy that can help tap into a broader talent pool.
For more information on the benefits and implementation of skills-based hiring, read our Q3 Market Update. It provides detailed insights into how this hiring model can revolutionise your recruitment process.
The Importance of Core Disciplines
Sub-disciplines within DevOps, such as container orchestration or continuous integration, can often be taught relatively easily. What’s crucial is hiring candidates who have the fundamental disciplines nailed down. Businesses looking to scale need individuals who not only understand the basics but can also develop skills across the DevOps spectrum.
The Role of Universities
The current educational landscape also poses a challenge. Universities may be a little outdated, often offering limited exposure to modern tools like cloud computing. Many courses do not equip graduates with the skills they need to be employable in today's tech environment. This gap means that businesses and recruitment agencies must look beyond traditional qualifications to find the right talent.
Navigating the complexities of DevOps recruitment requires a strategic approach. At Maxwell Bond, we specialise in helping businesses find the right DevOps talent. Whether you need guidance on adopting a skills-based hiring model or assistance in finding candidates with the necessary core disciplines, we can help. Contact Maxwell Bond today to learn how we can support your DevOps recruitment needs. Let us help you bridge the talent gap and build a team that drives your business forward.
