Technical hire is one of the most difficult tasks for any hiring master out there because of the high demand for technical candidates in the world at the moment. Stack Overflow data says that there are 5 jobs available for one developer. You will face lots of challenges, but you will have to overcome them strategically.
To build a strategic hiring process for your technical recruitment team, you will need to invest a bit of your time because every company is different and every company should build their strategy by keeping their company’s needs in mind. I will write few more articles on the topic “Technical Hiring Recruitment” in the coming few weeks so keep your eye on our blog and social media channels like Facebook, LinkedIn to get an update about these articles. You should not directly follow what we are saying, but understand and then implement them for your company.
Stand Out As An Employer
This is one of the most important steps you should take if you want to hire well and retain them. Building Employer’s Brand practice should not be just to attract candidates but to build it authentically. This will be a great help to your company. So invest your time and effort in it. We are talking a lot about Employer Branding in our blog articles.
In your recruitment strategy, you should have referrals. Referrals are often from your employee’s end. Pay them a good amount for getting someone in. The benefits are that the candidate will be interested in your company because their friends are already working there and if they are referred that means the candidate is good because already an employee knows what qualities the referred new candidate possesses.
You should start investing your time in headhunting. Headhunting is important because with headhunting you are always trying to find that right candidate.
Understand How Candidates Wants To Be Contacted
A survey by StackOverflow identified that candidates prefer to receive new job opportunities information through a personalized email. Contacting through networking sites like Linkedin, Twitter, Github or Stack Overflow might not be very useful because they receive lots of messages through these channels. And, people may not want to talk or discuss these things over the phone nowadays.
Do not rush with your hiring process. You should hire calmly and peacefully. It is important to build formal good relations, understand them well and approach accordingly. This is another biggest challenge for you.
Build A Strong Candidate Pipeline
If you start building a valuable relationship with IT candidates, then very soon you will have a continuous supply of high-quality, interested candidates’ list. This will give you long-term strategic growth.
This article is just a start in building your IT hiring strategy so keep an eye for the next ones. Also, please let me know your thoughts in the comment section below.