The tech industry has seen a struggle with hiring qualified developers. This may be in part due to the methods recruiters and hiring managers have been using. Shifts in the hiring process over the years have helped identify many issues in the hiring system. Nevertheless, as far as the best-recruiting methods go, there are only those that have shown progress most recently in the past year.
Paper resumes are still used, though much less often than electronic resumes. In fact, most companies refuse to accept paper resumes or physical applications. They send their potential candidates to their websites. Some even direct them to LinkedIn or Indeed profiles for specific positions.
Before candidates make it to a website or job posting, they are often attracted to billboards, online ads, through job posting forums, and even newspaper ads. While putting ads in newspapers can be viewed as ineffective, the traditional methods of attracting candidates have become less popular as well.
Considered the most used and popular type of recruiting, social media job postings have skyrocketed in the last year. The COVID-19 pandemic forced hiring managers and recruiters to find alternative ways of recruiting due to lockdowns and physical restrictions. Thus, they turned to social media and targeted job boards such as Unicorn, Careers, or WhoIsHiring. Now, nearly 90% of job seekers use niche job boards and social media to search for open positions.
- Incorporate a CTS into the hiring process
CTS stands for Candidate Tracking System and is used to see where candidates find companies. From the website to job boards or social media, knowing where the majority of candidates come from can help hiring managers and recruiters focus their advertising on those places.
- Have a detailed job description
Sometimes, the biggest mistake made by companies is not providing enough detail to make candidates feel comfortable applying for a job. The tech industry in particular will benefit from being upfront about the types of software being used, desired experience from a candidate, and what tasks the employee would have to perform. If a candidate thinks he or she is unqualified for the position, they won’t apply, which also saves the recruiter or hiring manager time and effort.
- Maintain good communication
Establishing a connection with the candidates early on in the hiring process is vital. However, maintaining that connection through good communication is equally as important. Candidates most likely have applied to different jobs at the same time. If they were to take a position somewhere else, the line of communication when a hiring manager or recruiter touches base with them could reveal that information.
The List Goes On
There are many more recruitment methods that could be included in this list, but they all focus on a few basic skills and elements a hiring manager and recruiter should already be aware of. These include clear communication, transparency with the candidate, asking relevant questions, and testing the candidate’s abilities. By keeping those things in mind, the hiring process will not only go over smoothly but should provide both parties with a solid understanding of what their professional relationships might look like before hiring anyone.