Technical Recruiting Tips so You Don’t Miss Out on Top Talent  

Technical recruiting goes far beyond the traditional approach of talent acquisition. Companies are putting more resources into their HR departments to ensure that they hire top candidates. This is known as a talent pipeline and is designed to funnel in the best talent available.  

Another major hurdle in the hiring process is the time it takes to process applications and go through job interviews. As a result, technical recruiting is being used as a tool to lessen the load by using automated filters to search resumes. The goal is to only allow applications of candidates meeting specific criteria into the talent pipeline.  

As you might imagine, even eliminating half of unqualified applications saves a lot of time. But with technical recruiting, we can eliminate about 80% of them! That’s not even counting the money savings for lowering new-hire turnover.  

Important Challenges and Solutions  

Statistic: Over 80% of job applicants admit to researching a company’s reputation before applying to a job.  

Solution: Focus on improving your company’s employer brand so that you attract the top talent in your industry.  

Statistic: Top job candidates are available for less than two weeks before a company hires them.  

Solution: Technical recruiting must be in place to shorten the hiring process significantly. You should be able to receive and filter applications within one week. That way, you can start interviews on week two to get those top candidates before they are snatched away from you by a competitor.  

Statistic: Efficiency is even more important in the IT Industry since only 60% of positions are filled by a qualified candidate.  

Solution: IT companies must utilize technical recruiting due to the fierce competition between employers in this industry.  

There are several other methods that must be included in the job recruitment process in order to filter in the best candidates. Even using advanced technical recruiting systems require you to attract top talent so let’s look at several methods that you must keep in mind.  

Companies Must Know what they Want 

Before posting your next job opening, you should already have all of your goals in writing. You must be able to communicate those goals through the job description. Vague job descriptions only attract vague candidates. Top talent won’t waste their time with them.  

Always describe your company in the job description. Candidates reading it should know exactly who it is they are applying to work for. Top talent has a wide range of choices so they are not going to apply with brands they don’t know anything about.  

Next, the description should look at the job from the candidate’s perspective and describe why they would be interested in the job.  

Always Highlight Strengths 

Top talent wants to know the benefits of choosing your company over others. The fact is that everyone wants to work for a great company, so it’s your job to prove that your company presents a great opportunity. 

Another valuable strength is the overall company mission. How does the job affect the overall company, its consumers, and the industry? In a lot of cases, top applicants have goals that go beyond money. They want to work on something groundbreaking, interesting, and relevant to the industry.  

Ask yourself what the job seeker would want from the position. Then clarify how the job will meet that desire.  

Understand What Top Talent Expects in the IT Industry 

The general blueprint of IT developers is pretty much the same across the board, although there are slight modifications depending on the individual. Still, it’s safe to prepare to meet this blueprint.  

• Clear and concise goals set with the company. If the individual doesn’t feel like an essential part of the company, they are going to lose motivation. Make sure these goals are listed up-front to attract the right candidates.  

• Decent money is another. While money isn’t the only deciding factor, top talent expects to be rewarded for their contributions. You cannot penny-pinch and attract top talent. Low balling will have the opposite effect.  
• Top talent wants to work on interesting systems that are demanding. They love troubleshooting and working to find solutions. 
• Highly professional managers are essential to attracting the best talent. They don’t want to work for individuals who are quick to blame and slow to manage. In order to thrive, your business must have top-level managers in place at key positions.  

Technological Recruitment Requires Top Tools 

Certain tools will help your business process applications at a much faster and more efficient rate. Having tools that look for specific keywords will provide a focused selection, leaving hiring managers with far fewer applications to go through manually. Here are some of the top tools: 

Interview Scheduling Tool 

Scheduling interviews is one of the most difficult tasks for a recruiter. This tool assists in scheduling interviews that meet both the recruiter’s and the applicant’s schedule. Recruitment scheduling tools allow applicants to see your schedule and then share times that work best for them. Then it automatically creates appointments based on those inputs.  

Recruitment Management Tools 

Recruiters need a process in place that will keep track of their candidates. Recruitment management tools put everything in the same convenient location. They allow a hiring agent to create profiles of each candidate, add notes, and then can even be set up in a way that collects data about them. Think of it as a convenient all-in-one location to track your candidates.  

Email Tracking and Management Tools 

Email tracking tools are an absolute necessity in today’s high-tech business world and that carries over into the job recruitment process. You’ll need a way to keep track of emails from job candidates. These tools will schedule emails to coordinate interviews and provide you a place to quickly glance at communication between yourself and an applicant.  

Availability is Not Linked to Supply in job Recruitment 

What I mean is that even if there is a huge jump in the number of talent looking for jobs that match your position, it’s still going to be challenging to find the right candidate. A huge supply of talent doesn’t mean that availability is any easier. The key is to have methods in your hiring process that attract top talent.  

Use data to your advantage in order to tap into the market. Workforce trends are going to be extremely important to finding the top tech talent. More importantly, you’ll need to pay attention to what your competition is offering them.  

Research the industry and learn everything you can before posting a job description to make sure your offer is good enough to attract top talent. 

Know When to Use an IT Job Recruitment Company 

An IT job recruitment company can be a great choice if you’re having trouble finding top talent. They use technological recruitment practices to significantly shorten the amount of time it takes to fill a position since they have a vast number of tools and experience at their disposal.  

The IT industry is a high-demand market where the supply of top talent is much lower than the demand. Therefore, it’s important for businesses to take steps to create a more efficient hiring process. If you find yourself struggling, then consider contacting a technical recruiter to help you create a hiring system that’s sure to attract top talent.