Facebook, Apple, Amazon, Netflix, and Google are among the “top tech giants” because they boast some of the world’s best talents.
They can fish the best from the talent pool through sheer innovation, years of HR expertise, and dynamic recruitment methods.
And let’s not get started on their magnetic working atmosphere and culture that retain the talents. So how do they do it? And how can your company attract top tech talents? Let’s find out.
What Is the Demand for Human Resources in the Tech Industry?
When the demand for highly specialized labor meets rapid evolution and growth, such as in the technology industry, top tech talents who can fill those roles are in high order.
Yet, according to a 2018 study by Korn Ferry, the skilled labor gap in the tech sector might reach 4.3 million people by 2030 (Korn Ferry). The skilled labor gap equates to roughly four million fewer trained tech professionals than the sector will require.
According to a recent Indeed poll, nearly nine out of ten HR professionals (86%) think it’s challenging to identify and hire technical talent, with more than a third (36%) saying it’s “very” difficult.
It’s a typical case of demand outstripping supply, and although 2030 is still a decade away, tech companies are already feeling the strain. As a result, businesses compete for the most exemplary employees by providing more benefits and significant compensation.
Are you one of them struggling to recruit the best tech talent? This blog post is for you. 🙂
How do Recruiting Like Top Tech Firms?
Big tech has mastered the art of recruiting. And in this pandemic situation, they’ve ramped up their efforts. So what do they do? It turns out that apart from offering tremendous benefits, they follow specific methods or best practices.
Take a look:
1. Implement an Attractive Referral SchemeÂ
Certain things that big tech companies do when it comes to hiring make all the difference in the world.
They don’t just rely on HR and recruiters to locate exceptional individuals. Instead, they transform every single one of their current employees into a recruiter.
They do this by implementing a well-structured employee referral scheme.
A well-structured referral scheme means they don’t just ask their employees to use their social networks to recommend outstanding talents. Instead, they compensate them for a successful hire.
If you want your employees to share your job openings to the best of their ability, offer them some compensation in return. It could be a brand-new iPhone, a MacBook, or even some extra bonuses.
2. Hold Your Meetup or Hackathon
Top tech companies hold tech recruiting events regularly to find their top talents. It’s also worth a shot to host your hackathon or meeting. Top tech talents aren’t usually interested in traditional recruiting events like career fairs and open days.
These top tech companies, in fact, conduct interactive and innovative events such as tech meetups, hackathons, boot camps, coding challenges, and other opportunities for participants to learn and update their abilities. With these, it gets easier for passionate learners to expand their skill sets.
3. Employee Value Proposition
Employee Value Proposition (EVP) is a set of values you, as an employer, provide to your employees and utilize as a recruiting tool. EVP can help you engage and retain employees in addition to attracting applicants.
Make your offer stand out by offering additional perks and benefits aspiring developers care about. This is, of course, outside of a paycheck.
You can make your request more competitive if you pay attention to what your employees and potential applicants genuinely desire. Ask your employees, particularly recent ones, why they choose your firm.
4. Improve Candidate Experience Right From the Start
Did you know that over 60% of job seekers have had a bad candidate experience, with 72% expressing their dissatisfaction publicly?
Therefore, you must ensure a unique interviewing experience and market the job to acquire top-tier IT professionals to accept your job offer.
Top tech expertise is in high demand, and most candidates go through the interview process to narrow down their list of potential employers. As a result, the job interview is your best opportunity to impress them – or lose them to your competition.
If you want to woo your candidates, you’ll need to understand how to be an excellent interviewer who can provide them with a superb, unforgettable interview experience.
5. Create a Lasting Impression
Most often, recruiters focus solely on candidates, neglecting to provide feedback to those who do not.
This creates a negative candidate experience and hinders them from introducing others who may be a better fit for the job. Companies miss out on potential star talent as a result of this practice.
Schedule follow-ups and rejection emails as an integral part of the process.
Dedicate one day a week to sending rejection emails to individuals who did not advance to the next round, along with brief feedback.
This practice makes sure, despite the candidate being rejected, they’ll still harbor positive thoughts about the company because of the apparent procedure.
6. Cater to Generation Z
Slowly but surely, Generation Z (those born between the mid-nineties and 2012,) also referred to as the iGeneration, is becoming a more significant part of the global workforce.
They are the first generation to have been raised in a world dominated by digital gadgets from birth. As a result, they are tech-savvy in almost every aspect of their lives.
You might need to be there where Gen Z candidates are, such as on social media (Snapchat or Instagram). Staying up-to-date with social trends is essential because their preferences might change at any time.
7. Hire for Diversity
Hiring a diverse workforce is beneficial to the company’s bottom line. However, there are other advantages to hiring for diversity. It, for example, expands your talent pool and improves your Employer Brand.
In addition, diversity-hiring organizations appeal to a broader range of candidates because more people from various backgrounds can relate to them.
There’s no doubt that the market is brimming with brilliant developers whose skills meet your company’s needs.
Big tech often ensures their talent is gathered from a diversified background, not any targeted demographic.
Wrapping Up
The tips listed above should help you find the right tech talent before your competitors do. They’re some of the industry’s best practices and have always proven to bear the best fruits.
At CodeQuotient, we blur the lines between tech talent demand and availability by teaching top college students to become highly valuable and sought-after tech professionals.
If you’d like to learn more about us, please get in touch right now. We’d love to talk to you.
