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hiring tech talent

Hiring Tech Talent: 7 Recruitment Tips to Meet the Challenge

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Hiring tech talent is a huge challenge for a lot of organizations. Not only are they facing an increased demand for people to fill technology-based jobs, but the competition for tech talent is tougher than ever while fewer qualified candidates are available to fill those positions.

According to a survey from Indeed, nearly 9 out of 10 respondents (or 86%) said they find it challenging to find and hire technical talent, and 36% said they find it “very” challenging. To top it off, the shortage of tech talent is causing a serious impact on business by way of slower product development, escalating employee burnout, and revenue loses.

And hiring tech talent isn’t going to get any easier.

According to the Bureau of Labor and Statistics, the demand for technical skills isn’t going to diminish any time soon. For example, the demand for Computer and Information Research Scientists is expected to increase by 19% until 2026 and Information Security Analysts will increase by a whopping 28% for the same period. With so many organizations on the lookout for everything from software engineers to computer network architects (and everything in between), it will continue to challenge companies of all sizes to find people with the skills they need.

If all that weren’t grim enough, location also plays a pretty big role in hiring the tech talent you need.

Unlike most other industries, technology companies tend to congregate in particular areas of the country. In fact, these technology centers are so common that new companies often set themselves up in the same geographic area in order to take advantage of the talent that’s already there. In other words, they go where the talent is, and if you need tech talent outside of that geographic area, you may run into even more problems finding the technical skills you need.

Knowing the challenges ahead, how will you go about hiring the tech talent your organization needs? Here are some solid strategies to help you meet your company’s demand.

1. Make Sure Recruiters Speak the Right Language

It’s important for the recruiters you assign to find high tech candidates know how to speak to them in their own language. You can’t hire high tech people if you can’t describe the position in a way that makes sense to them. From job descriptions to phone screening, understanding the skills your organization’s needs and communicating with high tech candidates in a meaningful way is crucial.

If your tech recruiters don’t have the right skills to recruit technical workers, you’ll have trouble attracting tech job seekers, and your recruiters will leave candidates with the impression that your organization doesn’t have their act together. If that happens, the best candidates will pursue other opportunities.

2. Be Sure Your Employer Brand Emphasizes Tech

If technology is a big part of your organization, then it’s important to make sure that technology is also a big part of your employer brand. Today’s candidates pay more attention to the employment brand than ever before, whether it’s from the careers page, review sites like Glassdoor, or social media sites.

Making a great impression on tech talent is crucial in attracting them to your open positions. If your employer brand stinks, candidates with the most in-demand technical skills won’t give your organization a second look.

3. Utilize Referrals

People in technical jobs often know a lot of other people in the same industry. That means that your employee referral program (ERP) can be a great source of finding great candidates to fill those difficult tech positions. Even if you don’t have a formal ERP, it still pays to reach out to current employees to source high tech talent.

4. Shorten the Timeline When Hiring Tech Talent

In general, candidates don’t have a lot of patience when it comes to a lengthy hiring process, excessive hoops to jump through, or multiple rounds of interviews. While most job seekers just have to wait it out, the fact that tech candidates are in high demand means that they have more choices. It also means that they aren’t forced to tolerate a long hiring process.

Consider either shortening your hiring process or speeding up your timeline so that you can snag your ideal tech candidate before they’re snatched up by someone else.

5. Consider Offering More

There are a lot of factors that make a tech candidate excited to work for your organization, including company culture, organizational mission, benefits, pay, and even the actual job itself. If any of those things don’t line up with what a high tech candidate is looking for, then they’ll quickly move onto other opportunities.

While you may not be able to do much to make your company culture or mission more attractive to tech talent, you can make your actual job more attractive with better pay and outside-the-box benefits.

Remember, you’re competing to attract and hire tech talent in a market where those types of candidates are in high demand. It makes sense to make sure your open position looks as attractive as possible.

6. Talk Resources – Not Just Job Description

Job descriptions are important – you already know that. What you may not know is that tech talent is just as interested in the technology resources available to do the job as the job itself.

In a study from Appirio, 45% of respondents said they spend at least all morning, if not most of the day, navigating outdated technologies. When their job revolves around technology, it makes sense that a well-sourced department and up to date technology is important to the high tech candidate.

If you’re trying to attract tech talent, then your job marketing must speak to the professional interests of your candidates. In your job description, focus on the resources, technology tools, and continuing education opportunities that candidates will have access to if they work in your organization.

7. Think About Remote

As mentioned earlier, hiring tech talent can sometimes come down to the location of your company. If you don’t have a rich pool of tech talent to source in your area, it might be time to consider offering the job as a remote position.

Remote jobs allow you to attract high tech candidates from all over the country, or even the globe. That means you won’t be forced to accept a mediocre candidate simply because of where your organization is based.

Conclusion

With the increased demand for technology-based skills, the business impact of tech positions that remain unfilled, and the competition to attract tech candidates, hiring tech talent is a big challenge for many organizations. Hopefully the 7 recruitment tips above will not only help you meet that challenge, but also attract the type of tech talent that will help your organization thrive. If you’re having problems hiring tech talent on your own, get in touch with us. We can help!

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  1. And while tech may never rival financial services and Wall Street as the most important private-sector employer and economic driver in New York, it has established a legitimate footprint that goes beyond a few big-name companies. A report by state Comptroller Thomas DiNapoli found that New York City had 7,600 tech firms in 2016, an increase of 23 percent since 2010. The report found that the average salary for tech employees in the city was $147,300. Julie Samuels, executive director of Tech:NYC, a trade association of New York tech companies, said the presence of large companies like Google and Amazon has created “a robust ecosystem” where young engineers and others move to New York to work for the large companies and then leave after a few years to found startups.

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