How to Improve Your Tech Recruiting Strategy Backed by Industry Data

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A struggle to find rightfully skilled candidates has made tech recruiting become challenging in recent times. However, it shouldn’t be a tough thing to come by if some of these tips are adequately utilized. Some of such includes;

  • Contacting developers with job-specific information

Be ready to post your prospective job details exquisitely when you get in touch with tech candidates. If possible, share details bordering on your company and why you think such a candidate is the best fit for the job. Most developers love to be contacted via emails, while a few prefer telephone calls.

Look for developers outside your geographical borders. Avoid limiting yourself to the developers around your immediate vicinity. Delve into the world of international tech recruitment, too, either by outsourcing or employing people to work remotely or for relocation purposes.

  • Specify the required tech stack in your job ads and company profiles

Before moving in the direction of a new company, developers need to know what technologies they would have to work within the new company. This is why you need to make sure that you communicate this as early as possible to gain their attention and attract them to your company.

  • Keep your skill-testing short and relevant.

Developers over the years have had reasons to complain about the ineffectiveness of the screening and interview process that most companies undertake. So you have to deploy the proper methodology in your skill test and screen technical skills without depleting the talent pool. To maximize results, all coding tests used for tech recruitment should be;

  1. based on a work sample
  2. as objective and as standardized as possible, 
  3. relevant to the work to be done and graded with scores.
  • Know the specific skills you need to test

Look out for skills that are frequently more tested than others; this shows you the demand rate for such skills and their competitiveness in the market. Looking out for the number of companies testing a specific skill also gives you an idea of the candidates likely to be snatched by your competitors. So, be on the lookout for the primary skillsets you so desire and other database technical skills that could come in handy as an addition to the primary skill.

  • Send the test invite at the beginning of the week.

You should know that developers usually have tasks outlined for each week, so much that a lot of them regard weekends as the time to get their well-deserved breaks and restrategize for the incoming tasks. So, do well to let your test invitation be one of the activities they give a prompt response to as the week is just fresh and starting.

  • Improve your interview process

Developers describe interviews as the exhausting part of a job search. Learn to improve this process by preselecting your candidates with good technical screening software and asking relevant questions. This way, you diminish the number of face-to-face interviews.

  • Know the Jargon

To make your sourcing more effective, familiarize yourself with terms that commonly appear in the CVs of developers or on their online profiles. Take conscious efforts to learn the basic IT jargon.

  • Be ready to negotiate pay.

When it comes to incentives, there is nothing better than a good paycheck. A lot of developers are usually after companies with better compensations. So, try to be as flexible as possible when it comes to negotiating pay with candidates.

  •    Design the right benefits

How do you effectively retain your employees? Learn to train them and educate them thoroughly on the job from time to time.