Gain an inside look into the tech recruitment process with this informative article and stay ahead by mastering the art of tech recruitment.
Introduction
The tech recruitment industry is ever busy, this is because finding and attracting qualified tech talent is an endless journey. The tech industry is growing at a rapid rate and the demand for talent is more than the available supply. This has birthed a very competitive candidate market, causing companies to compete for talent by offering higher salaries and benefits.
Also, there is the lack of qualified candidates to fill open positions, this in turn causes a much wider talent gap. Nearly 19 percent of human resource professionals stated that recruiting DevOps will be a challenge in 2023. DevOps includes the combination of processes, tools and methodologies to deliver applications quickly and efficiently. There are not enough skilled tech workers to meet the growing demand.
Come along as we take an inside peek into the tech recruitment process to see how top recruiters find and attract tech talent.
What is Tech Talent?
Tech talent refers to candidates that are highly skilled with knowledge and expertise in technology related areas such as software development and programming, cyber security, data management, web development and design.
What is the Tech Recruitment Process?
Tech recruitment or technical recruitment is the sourcing and hiring of qualified candidates for technology companies. The tech recruitment process is the process by which companies find candidates who fit specific roles.
Steps in the Tech Recruitment Process
- Identify the Hiring Needs
The first step in the tech recruitment process should be to identify the roles that need to be filled. It is important at this stage to understand the open positions by performing job analysis and talking with hiring managers to know their expectations for the roles in terms of skills, experience, certifications and qualities required.
- Prepare the Job Descriptions
After identifying the job roles to fill, the next step is to create the job requirements. This involves putting the information gathered from your job analysis in a format that is clear and at the same time appealing to your potential candidates. A job description should include the company name, core values, location, job title, salary range, benefits, description of duties, qualification and skills.
- Highlight your Company’s Strength through Employer Branding
Candidates would like to know what it would be like to work for a company before they apply. Building an employer brand can make it easier for candidates to apply for open positions. Showcase your company’s culture, values, strength, perks and benefits that will help you stand out.
- Learn Technical Language
This is an important aspect that is mostly ignored. To attract and hire the right talent, recruiters need to understand the technical terms related to the field. The chances of attracting top talents can depend on the smallest details. Knowing the names of basic technological terms creates a positive image of your company in the minds of the candidates.
- Recruit Online Using Social Media and AI Tools
Make good use of the right channels on social media to advertise your job openings. Sites such as LinkedIn, Github, and freelance websites would give you access to a wide pool of tech talent to choose from.
Timing is essential in the recruitment process for both the recruiter and the candidates. The use of AI software like Applicant Tracking Software(ATS) for automated tasks like screening of candidates and interview scheduling to fast track the recruitment process. 68% of professionals say that investing in new recruiting technology is the best way to improve recruiting performance.
- Hire Technical Recruiters
If the process of getting familiar with technological terms and writing role descriptions seem like a hassle for you, the most effective option is to outsource to technical recruiters. Technical recruiters are already familiar with the recruitment scene and will deliver a more effective and structured process, thereby producing faster and better results. It’s an added bonus that they will save you time and energy.
- Make Good Use of Employee Referrals
Looking to access a pool of qualified candidates faster, then make good use of employee referrals. Set up a good employee referral system that offers bonuses and rewards for successful referrals. Employees are most likely to have connections to qualified tech candidates. This allows for a faster and effective recruitment process.
- Have a Structured Interview Process
The interview process is the most important part of the recruitment process. Try as much as possible to make the process less time consuming and effective. Make the interview process friendly, personalised and flexible. Offer remote interview options to those candidates that may not be able to come physically.
Have a list of who the interviewers are going to be and how many rounds of interviews there will be. Give accurate feedback to candidates at the end of every stage. Based on a statistics report, 81% of candidates responded that employers who continuously communicate the status updates improve the candidate experience.
- Be Open to Remote Work Opportunities
Do not only focus on local and available tech talent, this will limit your talent pool. Also look out for tech talent in the global market who can work remotely or are willing to relocate. Explore remote tech team recruitment strategies.
- Be Prepared to Negotiate Salary and Benefits
As we already know, the tech talent market is a very competitive one. In order to successfully wrap a recruitment process, employers must be open to offer industry standard salaries and negotiate pay where necessary. 75% of recruiters have noticed an increase in salary negotiations from their candidates. Professional tech talent may most likely have other companies to consider, so offer them benefits that will not only attract and retain them, but also push them to improve on their skills.
Conclusion
To stay ahead in the tech recruitment process, one needs to be familiar with the intricacies of the tech industry. Gaining a good knowledge of how the tech world works will help you navigate seamlessly. The above listed steps will get you started on your tech recruitment journey.
Reach out to us at AnalogueShifts to make the recruitment process even more seamless for your company.
Frequently Asked Questions
- What do technical recruiters do?
A technical recruiter is a Human Resource professional responsible for sourcing, screening, and selecting qualified candidates for technical roles.
2. What is the first step in the hiring process?
The first step in the hiring process is deciding what positions you need to fill through staff planning and forecasting.
3. What is the final stage of the recruitment process?
The final stage of the recruitment process is the job offer. This is when you receive a final decision from the company concerning your job application.
