5 Insider Tips when Hiring for Technology Jobs

1. 5 Insider Tips when Hiring for Technology Jobs Building a tech team for your company? Prepare yourself for a long, hard period of looking at numerous CVs, having multiple meetings with recruiters, interviewing candidates and conducting their onboarding and training. But it can get easier with these 5 tips gathered from our years of experience working as one the top technology recruiters in the tristate area. Read on to know more. Finding the RIGHT Talent in the RIGHT Place Sometimes the best hires come from the places you least expect. Internal referrals, friends and the company’s network sometimes will give gems who are the right skill fit, as well as, cultural fit. Job marketplaces like Ladders and Hired are always an option. However, you might get overwhelmed with the options and lack of filtering on these platforms. In this case, a pull strategy on platforms like LinkedIn or AngleList might work better. By creating job openings within your company profile, candidates who want to work with your organization, will be filtered automatically. It also helps to be part of developer communities on Github, Slack and Whatsapp, to have an ear to the ground and identify stellar contributors in the community.

2. And if all else fails, or the whole process gets too overwhelming, there are always reliable and passionate tech recruitment companies like Han Staffing, who have access to a large pool of candidates and years of experience in hiring for tech jobs. Market YOUR Business This is a more long-term approach, however it pays great dividends in the long run to put out high-quality corporate content. Potential employees love to see a company being active online and contributing to the community by adding knowledge. Before you start, make sure to research what your competition is doing, what they are writing about and where they are posting their content. Once you know the websites required for your outbound marketing, come up with a list of topics showcasing your tech stack, expertise and team. Make sure to mention the contact details or email of your recruiter, for candidates to get in touch with you. Be CLEAR About Your Process and QUICK with Your Feedback Interviewing is a make or break process for both the company and the candidates. Be very clear about your process and the various steps involved so the candidates are not shocked and drop off from the process in the middle. If assignments like coding and design work are given, give feedback right away. Ghosting candidates is never a good idea, this might create a growing pool of people who might not want to work for you. And can even run down your company’s reputation, when candidates share their experience on portals like GlassDoor. It is always great to give constructive feedback to candidates, even when they don’t make the cut. Apart from doing your bit for the industry, you may also end up becoming a part of the story of a future tech talent, who might just come back and work with you in the future. Make the Hiring DIVERSE and INCLUSIVE

3. Technology companies have been notorious for not having enough diversity in their workplace. At the same time, companies that are more inclusive hold the potential for greater growth in terms of profit, productivity, and the quality of the work. In terms of hiring, opening up your search to include diversity job search portals like Black Jobs, Diversity and Seek Out, increase your choices manifold. At the same time, making your job descriptions inclusive by avoiding the use of gendered language or language that narrows down the target to just one group of people, ends up creating a larger pool of candidates applying and not self-filtering. Make the Offer FAST Don’t leave them guessing…for too long. Most candidates are interviewing with multiple companies. If you liked them, chances are someone else will too. If you like them enough, make an offer fast, without getting caught up in paperwork or indecision. In the offer, give all the details such as salary, bonuses, benefits, and employee stock ownership plans (ESOP), if applicable. Once the ideal candidate has accepted the offer, take the conversation to the next stage with a joining date and a written or digital acceptance. In case the candidate has multiple offers, don’t shy away from making a passionate and logical case for why your company might be a better fit in terms of culture, fit and growth. Money is usually not the only motivation people have and it helps to understand what these motivations might be throughout the interview process. It is worth an honest analysis to see if your organization’s values and the candidate’s values match. This will make a better case for your company to hire the candidate. And in the long-term lead to a higher retention rate as well.

4. This is also something that we keep in mind when hiring and making offers for our client’s IT positions like website and app developers, website designers, cybersecurity experts, and executive positions like tech leads, IT head, CTOs, etc. Ready to start your journey of hiring the top tech talent but don’t know how? Email us to start a conversation on how we can help. Content source