Ah yes, the technical recruitment process. The process by which organizations find candidates who fit specific technical roles. Do you know how difficult it is to find technical talent? Of course, you do! You might be digging through all platforms to find the right IT specialist, but all in vain.
So what must be wrong? What needs to be done to attract top talents? Smart, savvy, and up-to-date recruitment efforts are the only way to aid in the technical recruitment processes.
Why Is Finding Tech Talent So Difficult?
The main reason for finding and attracting qualified tech talent is the lack of candidates with the needed skill sets and knowledge. Everybody knows there is a tech talent gap, which seems to be even more significant than expected.
A global survey conducted by ManpowerGroup found that around 63% of Indian companies reported a talent shortage. It has also been predicted that there will be more than a million open positions with no qualified college graduates to fill them all. The leading cause of this could be drawn back to the educational system. Candidates are not trained with sufficient practical exposure in their respective fields.
However, recruiters must be prepared to perfect the hiring approach and create an attention-grabbing, realistic, honest pitch.
7 Steps of a Sound Tech Recruitment Strategy
1. Identifying the Hiring Needs
The first step in your technical recruitment process should be identifying the role and who best fills this role. For instance, list the key skills required for the job role you are hiring for. Then look for the list of candidates that fulfill this basic criterion.
Check if you have new needs regarding ability, performance, or personality. Regularly analyze performance and keep a list of missing qualities, qualifications, skills, and proficiencies that your team needs to add. Also, be mindful of the existing employees leaving. This will definitely signal hiring needs.
2. Preparing the Job Description
Attract the best candidate with compelling job descriptions; this is a crucial aspect of recruitment marketing. Once you know what you need in terms of knowledge, skills, and experience, it’s time to determine the duties and responsibilities of the job. Be precise. A clear job description will enable candidates to understand what is required from them and thereby motivate them to apply.
A job description must include all of the following. It can be as comprehensive as needed – company name, core values, benefits offered, location, job title, industry pay, description of duties, demand, qualification, skills, etc. These accurately indicate the responsibilities and competencies expected from the candidate and also will help companies make an outstanding first impression.
3. Highlight your Strength
Nowadays, tech talents always want to work in the best companies. Most companies have unique perks and benefits that help them stand out from the crowd when it comes to attracting and retaining top tech talent. Your task needs to be to find those strengths and show them to potential hires.
For instance, your organization may be launching a new project. So, the new hire will be working on it. Do mention it at the initial stage of a tech recruitment process. Explain what kind of project it is and why it should be attractive to the candidate. Show the potential hire how it will be an excellent opportunity to work with something relevant and exciting.
4. Learn Technical Terms
Most recruiters ignore this. In most cases, recruiters might find it challenging to understand all those technical terms related to the field. But to hire the right talent, you need to know the basics.
This will be even more helpful while creating an accurate job description. Do not be too technical, either. To build a stable connection with tech candidates, recruiters need to learn how to speak their language. Hence for successful tech recruiting, recruiters should possess some technical knowledge and polish their skills continuously.
5. Understanding the Tech Talent
Finding and hiring the most skilled tech talent can’t happen without understanding their aims, points of view, and aspirations. The first thing hiring managers and recruiters need to know is what their ideal candidate should be like.
Remuneration and benefits are usually the core factor to label a company as satisfactory. In the case of the tech talents, they are more focused on salary range and performance bonuses rather than on some other benefits. Apart from this, the next thing they look out for is the tools and technologies wherein they consider or dismiss a job opportunity.
6. Improve the Interview Process
An interview is one of the most vital parts of a technical recruitment process, so this needs to be kept as simple and effective. Your task needs to keep interviews efficient and less time-consuming, wherein it benefits both the company and the candidates.
Make the interview friendlier and less stressful by informing the applicants who will be interviewing them. Try to provide some flexibility with the interview schedules. If a candidate is applying for a remote position or some reason, cannot come to the interview directly, make sure a remote interview option is made available.
7. Choose the Right Recruitment Channels
Selecting the right sourcing channel to contact the candidates to start the technical recruitment process will make the potential candidate trust you. Of course, you can use any sourcing channel, but not all options will be successful.
This is mainly created for specialists and clients and is the perfect base for hiring tech talent. In this, companies look for potential employees, and skills look for jobs. Here you can view the candidates’ experience, qualifications, and all the job-related information in their profiles. This platform enables you to contact the right candidate personally.
Freelance Websites
In freelance websites like Freelancer, you can post a job and wait for the specialist to start the bidding. After that, you select the most suitable candidates from the list. Or you can also contact the freelancer directly. This might be a more time-consuming procedure, but it ensures that you will get the ones with the needed skill sets and qualifications.
Stackoverflow and Github
These are the leading communities for tech specialists. They can share their experience and knowledge, know the latest trends and technologies, and look for jobs here. Recruiters can place a job and wait for suitable candidates to reply to your tech recruiting offer. Apart from freelancer websites, the main highlight of this is that they are for specialists and minimise your chance of getting irrelevant bids.
Wrapping Up
A recruitment process is critical because it’s how organisations find top talents. For this, you also need to have a recruiting plan in place. Get in touch with us to know more about hiring the best tech talents.
