Tips to Optimize Recruitment and Selection in Tech

Tips to optimize recruitment and selection in tech

Technology professionals are increasingly in demand. Because they receive numerous proposals at all times, retaining these people becomes a major challenge. After all, the high power of choice entails great flexibility for migrating these people to other companies.

Therefore, the recruitment and selection process in tech must be different from the traditional one.

While traditional recruiters act in the search for talent to fill vacancies in the organization and select candidates based on their personal profile, as well as on their Hard Skills and Soft Skills, tech recruiters need to be attentive to market movements, new technologies and systems most used by the competition, among other aspects that are part of the scenario of constant innovation in the contemporary world.

In addition, it is essential that these recruiters are able to present and show all the strengths of the company to the candidates , which can represent a differential when choosing the candidate.

You also need to think about proposals that go beyond salary — including, for example, profit sharing, benefits, commissioning, development opportunities, flexible hours and everything that is within the company's reach.

The important thing is to keep in mind that, when it comes to technology, the candidate is the one who chooses the company, not the other way around .

Tips to optimize Recruitment and Selection in Tech

Now that you know that the recruitment and selection process in technology is different from traditional selection processes, it's time to learn about some precautions and adaptations that can be applied within your company:

Discover the main technologies

In tech recruitment and selection, the first important point is knowing how to differentiate the main areas of development, such as Back end, Front end, Full stack and Mobile, in addition to knowing which IT area hires the most. Briefly, the main ones are:

Front end developer is the person who creates the interfaces and develops the page that the end user sees and uses to interact in virtual environments. That is: Front end refers to the client-side of the application, and uses languages ​​such as HTML, JavaScript and CSS .

Developer Person Back end is the one who develops the commands that are beyond the surface, that is: everything that the end user does not have access to. This person is responsible for creating codes for the execution of the functions of the sites and is responsible for their performance. Back end, therefore, refers to the server side (server-side) and the use of languages ​​such as PHP , Java , Python and Ruby .

A Full Stack developer is someone who works on both fronts — Front end and Back end — and understands the different languages ​​of each one, keeping up to date with the news that arises from time to time.

A mobile developer is one who develops applications and systems for mobile devices, according to the operating system of the mobile device on which the system will run, such as Android or iOS . Some examples of technologies used are Flutter , React Native and C# .

It is important that the recruiter or recruitment and selection assistant is aware of this information, as it will be fundamental in the process to understand the professional profile that the company is looking for, according to the main demands of the organization.

Use innovation to your advantage

It is important to keep your attention always focused on market news, such as new solutions, tools and who knows, maybe even a recruitment and selection platform. Try to find out about what other companies are using, do tests and find out which technological implementations really make sense for your context.

In addition, the selection process needs to be agile and without a lot of bureaucracy, especially in an area as dynamic as development. Therefore, seek to use tools that optimize processes, so that recruitment is seen by candidates as organized and coherent. This contributes to building an image of the company's solidity for those who are not yet part of it.

Seek to negotiate

As previously mentioned, technology professionals are in great demand, receiving proposals from several companies simultaneously. It is important to consider this factor when formalizing proposals.

It is best to assume that this person already has other proposals in the pipeline that are being seriously reviewed and considered. In this case, using good elements of persuasion and betting on your company's differentials is something that can increase your competitive advantage.

Avoid settling

The technology market changes all the time. New technologies and frameworks emerge daily. Thus, it is necessary to keep the company updated to be able to keep up with this dynamic.

Every tech recruitment and selection professional needs to pay attention to innovations in the area, in addition to understanding the new dynamics that arise in technology positions, in order to adapt the company's proposals to the new positions that need to be filled.

With the fierce search for technology professionals, companies that anticipate market demands and prepare the environment to receive these talents assertively are the ones that will have the greatest chance of retaining and engaging people in their technology teams.

Consequently, these will be the most successful companies in terms of innovation — which today represents an important competitive and strategic differentiator to prosper in the business world.