How to overcome challenges in Tech Recruitment

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Tech Recruitment

Recruiting and finding the ideal new staff member is always a challenge. When it comes to tech recruitment, this is even more complicated. The competition for excellent developers and other tech roles is fierce. Knowing where to look and how to pitch your position is crucial. Find out our top tips to improve your tech recruitment.

What Is Tech Recruitment?

Tech recruitment refers to recruiting people for technology-based roles. Common positions include software engineers, web developers, and coders. Tech recruitment is different from other types of recruitment as these roles are highly technical and there is a lot of demand for qualified candidates.

How to Find Tech Candidates

The first issue you’re going to have is finding candidates for your information technology roles. There are so many companies looking to fill these types of roles and not enough candidates. Here’s how you can take the lead in finding tech talent.

Approach Individuals

It is your job to source candidates. That doesn’t always mean posting a job ad and hoping the right people apply. Get active on LinkedIn and find potential candidates who could be suitable for upcoming roles. The roles don’t need to be on the market yet – it’s best to get in touch with people before you even need them. You can connect with these people by inviting them to events or sending them relevant articles.

Create an Attractive Employer Brand

Some people will choose a company if they seem great to work for, even if they pay less. That’s how important your employer brand is! An employer brand focuses on what people think your company is like to work for. What are your perks? How do you treat your staff? You should be updating your company website and posting on social media to enhance your brand as an employer. This way, you can attract people to apply for your roles as they already have a positive impression of your company.

Tech Recruitment what is it

Tips for Reaching Out to Potential Candidates

So, it’s time to send a potential candidate a message to ask them to apply for a role you have on offer. Remember that these people are in high demand, so you need to approach them the right way. Here’s how to do it right.

Personalized Communication

People appreciate it when they receive an email or message that is not from a generic template. If you have established a relationship with a tech candidate, and then send them a form email, this could put them off. Write a personal message to ask the person to apply. You could mention that you want them to apply because of their specific experience or skills so that they know this is a personal message.

Perfect Grammar

Just because you’re writing individual messages doesn’t mean that you can get careless with your grammar and wording. It is crucial that you present yourself professionally, which means professionally written messages. Double-check everything you write or get a colleague to look over emails before you send them out. This also shows respect for the potential candidates you are contacting.

Learn About the Industry

If you want to be great at tech recruitment, you need to learn about the industry. There are many different facets that make up the large technology industry. You need to understand the niche you are recruiting for, otherwise, you won’t even know what type of candidate you want. This extra knowledge will make your social media posts better, as well as your interaction with potential applicants.

Tips for the Recruitment Process

How can you choose the perfect technology whiz for your organization? It can be a challenge to read between the lines of the CVs and cover letters. These will no doubt be filled with technical words and phrases. Nail the hiring process for tech recruitment with the following tips.

Filtering CVs

Using a resume parser to assist you with filtering through all of the CVs can be useful. These tools will take each application and fill out predetermined fields so that you can more easily compare candidates. The fields may include experience, education, skills, and more. The major benefit is that this will save you a lot of time that you would usually spend on reading through the applications.

Interviewing

When it comes to interviewing, this can be difficult. After all, you are not an IT expert! When you are deciphering answers to interview questions, focus on the outcomes and the skills used in their examples. This will be just as important as what software they have experience with or other technical jargon you may be unfamiliar with. As always, you are still hiring someone with the right skills, abilities, and attitude to succeed in the role. It can be tough to look past the tech speak, but you will master it with a little practice.

Assessments

Because it can be hard to get past all of the industry jargon to discover someone’s abilities, it can be a great idea to add cognitive ability tests into the recruitment process. After all, it is still certain skills and traits that you are looking for in these candidates.

Ensure that the type of assessments you choose will specifically test skills required for the position. For example, there are tests on checking ability which find out how good a person’s attention to detail is. For a developer or coding position, this is a crucial skill for the candidate to possess. Don’t forget soft skills as well, which are still important in these positions. You could do a personality test to determine how well you think they would fit into the team and organizational culture.

Widen your talent pool by contacting candidates before you even have a position for them. By learning a little about tech recruitment, this will go a long way in helping you to engage meaningfully with potential candidates. Run a smooth recruitment process by using a resume parser and assessment tools to help you determine who the best candidate is. Hopefully, at the end of this process, you will have your next star employee!

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