Tech recruitment tips for HR managers
Based on the hiring trends in the technology industry, there is no doubt that hiring developers is becoming very competitive.
This means that HR managers must employ unique methods and strategies if they are going to attract competitive talent to
fill their open tech positions.
These are good technical recruitment tips that help the HR managers to build better strategies for hiring techies:
1# Technical skills prevail over soft skills
Technical skills gaps in software development projects are alarming and may be evident in the current talent shortage.
At the same time, only a few organizations have a training program to hone the technical competency of their current teams.
Furthermore, the software industry is highly competitive, hence the need for innovative and futuristic products built with reliable
technical skills.
That said, technical competency is now a priority in tech hiring trends. The reasoning is that soft skills can be instilled in
the onboarding stage or learned quickly during initial interactions with talent. On the other hand, technical skills are essential
from the beginning, as they are the backbone of software development.
2# Mindset prevails over education in hiring
Working in modern software development is about mindset and not just academic training. Learning institutions teach about
concepts and methodologies. It is up to the person to display a certain mindset and apply it to solve real-life consumer
challenges through innovative software products. For this reason, a developer
mindset precedes education in current tech hiring trends. Employers look for talent who do not hesitate to adopt an
innovative mindset to help them achieve overall business objectives. Other mindsets now considered when hiring tech
staff include creativity and self-awareness, especially when it comes to cybersecurity risks.
3# Challenges in finding the right programmer in less than 6 months
Hiring programmers is probably proving to be the biggest recruiting challenge in the industry. Tech company executives
can sometimes hardly fill vacant programmer positions in less than six months, especially if they resort to traditional
hiring methods. This results in dissatisfied customers due to projects being delayed, or worse, abandoned altogether.
Fortunately, companies have found a way to circumvent this challenge by turning to full-service companies to carry out
the hiring process on their behalf. These companies typically have access to larger tech talent pools in overseas job
markets and can interview and hire programmers in weeks, not months.
4# Standing out from other recruiters is key to a successful hire
Experts believe there are reasons other than talent shortages behind the challenges companies face in filling tech vacancies.
For example, strange-sounding job offers with unrealistic demands may only attract desperate candidates rather than top-notch
candidates for an interview. Not including compensation packages can also drive a job seeker away from your ad.
Recruiters are now in the race to stand out from the crowd. In addition to offering fully remote work tools and hybrid options,
recruiters are now also offering employee benefits and human resources services for hired employees. Others are expanding
their talent search to less-explored recruiting venues.
5# Expand selection and recruitment to find the best developers and collaborators
Most job selections often focus on academics as opposed to practical skills and personalities. Current tech hiring trends
indicate that recruiters are deviating from traditional selection techniques to learn as much as possible about talent and
find the best developers and team members.
To start, recruiters build effective criteria development that ensures that only candidates with matching skills and values
are shortlisted for the next selection. This is followed by the selection of a prime hiring location, interviews for technical
and soft skills, and then a test assignment. After that, candidates go through team-building activities to assess their
personalities before joining.
6# Lack of bias is an important criterion when hiring an employee
Treating all job candidates equally has proven to be a successful strategy in recruiting tech talent and will be employed
for the rest of the year and beyond. Generally, this means that technology recruiters should not be biased
about a candidate's personality, beliefs, racial background, or even public speaking skills, especially if they are going to fill
technical jobs.
People who often appear shy may prove to be trustworthy and opinionated after working alongside others. Additionally, hiring
talent with different backgrounds, personalities, and origins creates diversity in the workplace, which is a recipe for
increased productivity.