3 Essential Tips for Hiring Tech Talent Faster
Information technology (IT) skills are in greater demand now than they ever have been.
One of Forbes’ recent articles explains how the pandemic has only accelerated the pace at which employers were hiring top tech talent:
“The Covid-19 pandemic caused an unprecedented wave of tech adoption for businesses across all industries – as companies learned to work remotely and connect with customers virtually, they essentially crammed a decade’s worth of tech adoption and digital transformation into a single whirlwind year.“
Attracting the most skilled IT workers requires effort, tenacity, and time. Additionally, it requires some outside-the-box thinking. That makes formulating innovative recruiting tactics more of a prerequisite when it comes to hiring tech talent for your company.
Keep reading to discover the best recruiting strategy for creating and maintaining your IT personnel pipeline and retaining them once they’re hired.
1. Learn Tech Jargon and Formulate Job Descriptions
When it’s time to hire and onboard, the most common approaches are routine and rote, prone to error and misjudgment. The entire process is not only heavy on the pocket but also unproductive at large.
This failure begins at the very first step itself: writing an effective job description.
As international talent management expert Dorothy Dalton stated in one of her recent interviews with Harvard Business Review: “Copy-paste recruitment is generally business as usual in most organizations… Even if the post was last filled five years ago, the chances of anyone thinking it might have to be crafted differently are slim. Generally, the only changes I see are to inflate the qualifications.”
The first and most important step to building a robust tech talent pipeline is understanding technology terms that will help you formulate an effective job description and attract the most qualified candidates out there.
The more technical terms you know, the easier it will be for you to explain details and expectations about the role in fewer words. Shorter job posts receive nearly 8.4% more applicants per view than average. Most potential candidates spend only 14 seconds deciding whether or not to apply for a role.
Another best practice would be to release job advertisements early in the workweek. According to LinkedIn’s most recent findings, more than half of all post views (59%) and applications (57%) occur between Monday and Wednesday. Posting jobs early will increase your probability of catching the eye of the best candidates as soon as they begin their search.
Source: LinkedIn Blog
2. Use Niche Job Boards
Today, even as HR managers are shifting toward new social media channels to connect and communicate with candidates more effectively, close to 77% of recruiters still rely on job boards such as LinkedIn to find the right candidates.
However, there’s more effort needed from a recruiter’s end when it comes to finding the right candidates on generalized job boards, especially when it comes to making specialized or high-impact hires.
This is where niche job boards come in. These are nothing but smaller job boards that are industry or location-specific.
One 2019 article published on RICS’s website goes on to explain why recruiters should look to these boards to locate the best tech candidates:
“When using the major sites, your search will bring up results in a number of different sectors, and possibly even locations. A title such as ‘Project Manager’ could refer to a variety of roles depending on context.
“The best tools at your disposal in your search are niche job boards – those that focus on your specific sector or profession. These will allow you to target your search, saving you the time and energy it takes to filter out irrelevant results.“
Some of the advantages that come alongside leveraging niche job boards include:
- Smaller and more relevant candidate pools
- Higher quality hires
- A comparatively lower time-to-hire
- Concise and to-the-point descriptions
As a rule of thumb, every industry has at least two to three niche job boards, which can be segmented further based on a professional association, region, and specializations. Talent acquisition leaders should constantly look for such platforms and experiment often by including a mix of those in their recruiting tech talent strategy.
3. Attract Passive Candidates
According to findings of one recent survey, more than 73% of candidates are passive job seekers. Therefore, targeting them should be your number one priority when it comes to hiring top technology talent.
One recent article explains how employers can do this effectively:
“The key to recruiting a passive candidate is to get their attention. Passive candidates are more satisfied with their current role than active candidates, but that doesn’t mean that they aren’t open to better opportunities. So what would motivate them to make the switch?
“For passive candidates, the number one motivation to change jobs is money, followed by work/life balance; active candidates are more interested in opportunities for advancement and more challenging work. Thus it is important to know what is considered a ‘better’ opportunity by knowing the priorities of the type of candidate you are seeking.“
HR managers can easily tap into this type of passive tech talent pool by doing something as simple as organizing technical networking events, webinars, or hackathons that provide those talented candidates with greater learning opportunities.
According to one article, passive talent prospects have a close to 120% higher probability of wanting to make an impact and a 56% higher probability of wanting a corporate culture that fits their personality.
Therefore, keeping these figures in mind, recruiters can do things as simple as creating focal points on the tech companies’ websites that showcase their culture and promote their ethics and values during social events.
Do you need help with your hiring process to find qualified candidates and attract top talent to your company?
Get in touch with us today at Recruiter.com, and we’ll help you hire tech talent within no time.
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