How to Recruit the Best Tech Talent
In recruiting the best talent in the tech field, it’s not enough to simply scour for the cream of the crop in the talent pool. In fact, the organisations themselves need to be just as stand out. The tech industry is facing a shortage of talent, which makes hiring in the field even tougher. For organisations to succeed in attracting the best talent and keep them there, companies need to know exactly what tech professionals are looking for and how you can best offer it. In saying that, if your business is looking to attract the best tech talent out there, take a look at your hiring strategy and if you can implement any tactics below.
Understand the role in its entirety
More often than not, HR managers don’t often understand the technicalities of the specialised role and struggle to understand the necessary skill set required in the position. For instance, within the tech industry, is the department looking for front-end, back-end or full-stack developers? What level of experience should the candidate possess? There are other factors that must be listed down when HR managers take over the hiring process. In saying so, the relevant department must open communication lines across the entirety of the process. Additionally, it would be highly useful for the relevant department to have a cheat sheet of everything that the candidate should possess and what the role entails. This would make the hiring process more efficient and seamless.
Offer the right benefits
In a 2018 survey conducted on what tech job seekers want from an organisation, the majority of the respondents preferred comprehensive healthcare benefits and the ability to work remotely. As such, tech professionals are interested in benefits that are unique to the organisation and these include learning and educational benefits, well-being oriented resources, and better-than-usual perks (think: work-life balance and family benefits). These factors are highly prioritised and companies on the lookout for tech talent should consider including these in the hiring process to make applicants aware of the offerings. It’s important to note that it’s important to draw a fine line in what you offer on a job posting. Gartner states that offering too little may dissuade talent from applying but by the same token, offering too much might leave an overwhelming impression with too many choices.
Give your candidates a challenge
No matter the industry or role, candidates who rank on the high end of the spectrum love to be challenged. Not only is a set task a good indicator of performance and skills possessed by the candidate, but it’s also a good opportunity for the candidates themselves to understand the type of work they have to do. In essence, it gives them an “in” to what working in your firm looks like. These challenges can serve as part of the initial stages of the hiring process or later down the funnel that can help distinguish the best from the rest. Obviously, keep in mind that any task isn’t a fully indicative of a candidates talent. With time restrictions and even specific working environments considered, it’s only a rough estimate but it’s certainly a valid indication nonetheless.
If your organisation is thinking of including a ‘task’ or challenge element to the hiring process, consider making it fun. Tech applicants aren’t simply after a good challenge, but they’d be more intrigued if you twist in some mystery or fun into it, as well. For instance, if you’re looking to hire web developers, adding hidden gems and twists within the website for them to find is a good way to get them involved within their field of expertise.
Look for talent in the right places
As obvious as this may seem, sometimes, talent isn’t always in easy to find places and nor are they always an HR manager’s first choice. In fact, while posting on LinkedIn or SEEK might be effective channels to advertise tech vacancies, other places may offer you better insight. For instance, tech community websites such as StackOverflow or tech community forums are great alternatives to mainstream options. Additionally, talent marketplaces and even local tech events are great scouting opportunities.
As with any hiring process, scouting for top tech talent is tough but it doesn’t mean organisations have to lose out on finding the ideal candidate. Understanding the role in its entirety, positing challenges and strategising the entire hiring process can lead to more fruitful hires that will not only add value but also help foster talent in the industry as a whole, as well.
Contact Ai Group Talent Solutions for assistance in building the best tech talent for your organisation. Being Australia’s premier specialist recruitment agency, Ai Group has over 140 years’ experience in the Australian market and has access to some of Australia’s top talent enabling us to find the perfect fit. For all digital recruitment, reach out to us today.