Hiring tech talent is always a challenge, but it’s even harder when you don’t have the right tools or proven strategies. The good news is that there are plenty of things you can do to improve your hiring process and get better at finding the perfect candidate for your open position. Below, we’ve compiled 10 tips for improving your tech recruiting strategy
Define the Job Requirements
The first step in the recruiting process is to clearly define your job requirements. This includes defining the title, responsibilities and duties of your position. You can also include information about required experience, education and certifications that would make a candidate an ideal fit for this role.
Use Employee Referrals
A referral program is one of the most effective ways to hire. When you offer employees incentives for bringing in new talent, it’s a win-win for everyone involved. Employees get a bonus and the employer gets a great hire that would have been hard to find otherwise.
Employees are more likely to refer someone they know and trust, so offering them a reward for doing so makes sense on multiple levels: you’re giving them an incentive (the cash), building loyalty with your existing team members by showing appreciation, and improving retention rates by making sure all employees feel like they’re part of something bigger than themselves–in this case, helping grow your business through referrals!
Be Active on LinkedIn
LinkedIn is the most powerful social network for professionals, and it’s a great place to find tech talent. With an active profile, you can improve your brand awareness, reach out directly to candidates, and build relationships with them over time. Here are some things you should do:
Create a professional profile that includes all of your job titles, skillsets, education background information and work experience (even if it’s not related). Make sure this information is accurate so that recruiters can trust you when they look at your page.
Create personal profiles for each member of your team–even interns! An up-to-date personal profile helps potential candidates see who they’re working with before they join the company by showing off their interests outside of work activities such as hiking or volunteering in community organizations like Girls Who Code . This makes them feel more comfortable about joining because they know who else will be around once they arrive on campus or start work full time.”
Develop Partnerships with Universities
Developing partnerships with universities is a great way to find tech talent.
Students are often willing to work for less money, and they’re hungry for experience. They might also be more open to relocating if you offer them an opportunity that’s hard to pass up. Universities can be a great place for you to build relationships with professors who have industry experience or even alumni who have gone on to start their own businesses or work at the companies where you want your next hire from. You could even partner with your local university by offering internships and scholarships for students interested in computer science or software engineering!
If you haven’t already started reaching out directly through career fairs, hackathons and competitions hosted by your local community college/university then now is definitely time!
Source Out-of-Workforce Talent
You’ve likely heard the phrase “out-of-workforce talent,” but what exactly is it? Employers can hire out-of-workforce candidates for two main reasons: they’re looking for talent that’s already been vetted and may have more experience than your typical candidate, or they want to avoid the costs associated with hiring new employees (e.g., onboarding).
Out-of-workforce candidates are often referred to as “boomerangs” because they left one company and returned later on–either through their own volition or because of circumstances beyond their control. Boomerangers also include people who never left their previous employer but were laid off due to restructuring efforts within the company (i.e., downsizing).
Go to Tech Meetups and Tech Conferences.
There are a number of great tech meetups and conferences in your area. Meetups are a great way to meet people in the industry, network with them, and get your name out there. Conferences are also a good place to learn about new trends and technologies that may be important for your business.
Optimize Your Recruitment Processes.
To optimize your recruitment process, consider using tools like HiringSolved to help streamline the process. You can also use HiringSolved to help find the best tech talent.
Use the Right Assessment Tool.
Assessment tools can be an effective way to find the right candidate for your company and role, especially when used in conjunction with other recruitment strategies.
Assessment tools help you narrow down your candidate pool. This can be especially helpful if you’re looking for a specific type of person that might not show up in job postings or online applications, such as someone who has experience working remotely or managing remote workers, who has specific skills related to the position (for example: JavaScript), or who has knowledge about a certain industry (like healthcare).
Assessment tools help determine whether someone is right for the job based on their answers during an interview process–before they even get there! They’ll give you insight into whether they have the qualities needed by both yourself and others at the company–and they’ll also give them insight into whether this role aligns with their goals and interests.
Hiring tech talent is easier when you have the right tools and proven strategies.
You have a job to do, and that’s finding the right people for your team. Whether you’re looking for a full-time hire or an intern, there are certain strategies that will help you find the best tech talent:
Hire the right people. When it comes to hiring, nothing beats being able to identify and attract top talent in your field–the kind of people who will make an impact on both your company’s success and their own career paths. That means taking advantage of existing tools (like job boards) while also developing new ones based on what works best at your organization.
Use proven strategies when attracting candidates through these channels by focusing on candidate experience from start-to-finish; using video interviewing software like Skype; sending personalized emails instead of generic messages; following up after interviews with personalized emails again (and again); etcetera…
Conclusion
We hope these tips help you find the best tech talent. If you’re looking for more information, check out our website or send us an email at [email protected]. We can help you with your hiring needs and give advice on how to optimize your recruitment process so that it’s effective and efficient.