Tech talent can be one of the most difficult groups to recruit for these days, especially due to the increasingly high demand for tech-related skills. Although a fair amount of tech talent has already been swooped up by corporations willing to pay the big bucks (or they’ve opted to follow their own entrepreneurial paths), don’t lose hope!
Here are our best tips to help you recruit tech talent for your organisation:
1. Use the right job description.
‘Tech talent’ could mean a number of things, so you need to be specific about what you’re looking for. Your focus should be on the skills required and responsibilities of the role. As the title will be used to hook the candidate, keep it clear and succinct. Avoid using generic and ambiguous descriptions such as ‘IT Specialist’, which could mean a number of things. Finally, make sure you’ve written a bit about your company and culture to help weed out those who are unlikely to be a good mutual fit.
Extra tip: There’s a lot of tech lingo out there and you want to be sure you’re using it, and using it correctly!
2. Keep the process straight-forward
Complicated hiring procedures that require candidates to jump through hoops are a sure-fire way to deter the tech talent you’re looking for. Keep it simple, transparent, and ensure that additional or relevant information is easy to find.
Make the application process as smooth as possible by being clear about what you want them to do, whether it be to submit a CV or simply register interest. As always, try to send a response to every person who applies to role, even if it has to be automated.
3. Go to their watering hole
Explore different contact channels, keeping in mind where your targets are likely to be. Platforms such as LinkedIn, GitHub, Twitter, or even We Work Remotely will be more effective than relying solely on a company website posting. Attending tech events and maintaining efforts to grow and expand your network can also be helpful.
Be sure that the application for your advertised role is supported on a range of mobile devices, and keep an open mind when it comes to location. You’d be surprised at how much talent you can find in other areas (even overseas!) if you’re able and willing to offer remote working.
Extra tip: If you’ve already got great tech talent (or even had great tech talent), why not try creating a referral network from their communities?
4. Know what they’re worth
Tech talent usually does not come cheap and you do not want to undervalue a potential top tech candidate. If you haven’t hired for the particular role you have before, do some research on sites like Glassdoor or Payscale to see comparable salaries.
Don’t be deterred if you can’t afford what other people are paying, tech talent are likely to seek benefits such as flexible working or equity, which you can use to your advantage.
5. Don’t underestimate fresh blood
Many millennials and Gen Z-ers have grown up surrounded by technology and are quick to pick up new and relevant skills despite the comparably shorter time they’ve been in the job market. Looking beyond experience for attributes such as drive, potential, leadership, teamwork, and problem-solving skills can quickly turn someone from green to blooming. Depending on the role, necessary skills may be possible to learn on-the-job.
As a quick side note, do remember that some of the top tech talent have foregone higher, university-level education and jumped straight into tech roles, so don’t put too much weight in official credentials!
Good luck recruiters!