The tech workforce is growing, accounting for 4% of total employment. As employers require more technical talent and demand outstrips supply, wages continue to grow faster than the national average. Rising wages and talent shortages create an environment where sourcing leading tech talent is difficult.
Organizations need to be incredibly thoughtful about their recruitment process. It’s become a baseline requirement for those seeking qualified candidates.
Wondering how to hire tech talent? Here’s our tech talent recruitment guide to help you find the most qualified candidates for your organization.
Tech Talent Shortage
Before we dive in, let’s take a moment to discuss the US tech talent shortage.
With tech talent recruitment remaining hot and demand outstripping supply, many companies in the US are struggling to fill their tech gaps. In the US tech sector, the country could lose as much as $162 billion in revenue due to this talent shortage.
The tech talent shortage is driven primarily by the following:
- Retiring baby boomers
- Shifting expectations on working arrangements
- Tech professionals changing jobs more frequently
- Unadaptive hiring processes
Read more in our article on the tech talent shortage.
By using the following tech talent recruitment strategies, you’ll better set your company apart and recruit the workforce you need.
Tip 1: Understand The Three Layers to Tech Talent
To hire and keep the best talent, businesses need to understand the three layers of managing tech talent.
Layer 1: Hiring. Companies must understand their talent gaps, create a targeted plan to address them, and nail down a hiring process that puts candidate experience first.
Layer 2: Type of work. Tech talent recruitment only gets you so far. The work you give your new hires determines their success and your turnover rates. Techies want to solve complex, interesting problems and work in an environment where creativity is encouraged.
Layer 3: Company culture. To keep leading talent, structure a company culture that values professional growth, diversity, and a flexible work environment (remote vs. on-site time).
Tip 2: Start With The Job Description
Tech talent recruitment begins with the job description. Follow this process to create a stellar one.
First, make a catchy title. Focus on your company’s values, what the candidate would get from working for you, or the top skills you seek. An example would be: “Software Engineer Skilled In Java and Python” or “Product Manager Who Loves Working With Diverse, Creative Teams.”
In the body of the job description, discuss:
- Company mission
- Role summary
- Responsibilities
- Must-have and nice-to-have skills
- Location (remote option?)
- Compensation (top candidates want to see this)
- Company culture
- Benefits
- Any perks
- Where to apply
Then, post everywhere you can, including LinkedIn, Indeed, Geekwire, Tech Ladies, Crunchboard, and Wellfound (previously AngelList).
Tip 3: Source Broadly
There are two areas to source tech talent.
- US-Based Talent
If you’re looking to source US-based talent, there are a few areas you can focus on:
- Referrals
- Networking
- Brand building
Ask your best employees to help with tech talent recruitment. If they know any tech talent, incentivize them with a referral bonus.
You can also ask employees to tap into their networks and ask around for qualified candidates. Consider a search on LinkedIn networks, too, even if they don’t know a given person well.
Companies that attract the best talent are those whose reputations precede them. Marketing your company, its values, and its winning culture will help attract talent. Post on your social media discussing company culture and the perks of working for you. Also make this a central focus on your website’s talent page.
Note: Offering remote work widens your talent pool substantially. If this is a possibility, consider it strongly.
- Overseas Talent
The tech talent shortage is causing some companies to hire nearshore (Canada, Latin America) and offshore (India, Pakistan) talent. While this can be a great option for companies on a budget, be aware of the language/cultural barriers and time differences.
Tip 4: Recruit Actively
Tech talent recruitment is an active process. Posting jobs online and hoping leading candidates apply doesn’t work in today’s era of talent shortages.
Seek out top candidates through the abovementioned strategies – networking, referrals – and show them why your organization is worth working for.
Part of the recruitment process is cold messaging qualified candidates, even if they haven’t expressed interest.
Tip 5: Interview Experience
The interview process is a large part of tech talent recruitment, and a poor experience will turn away top talent. Here’s how to attract it instead.
- Involve Relevant Team Members
Tech talent wants to connect with their peers. Involve relevant technologists in the interview process that the candidate would work with.
At company events and conferences, also involve your techies. This helps attract talent.
- Decide Quickly
Top talent of any kind is likely fielding multiple offers or simply doesn’t want to be kept waiting. Communicate promptly, keep your interview process reasonable (2-3 weeks, no endless interviews), and be able to decide in 1-2 days if needed.
- Showcase Your Company’s Advantages
What makes your company worth working for? Highlight your culture, values, benefits, and any other advantages that set you apart. Focus on the candidate’s ability to solve interesting problems at your organization, grow professionally, and enjoy flexible working arrangements.
Tip 6: Interview Questions
The types of interview questions used make a big difference during the tech talent recruitment process.
You want to analyze soft skills through behavioral interview questions, including:
- Problem-solving
- Organization
- Resourcefulness
- Persuasiveness
- Ability to take and grow from feedback
- Interpersonal skills
- Team player
- Communication
Also identify the top technical skills someone in this role would need. Does the candidate have the relevant experience? You can use a skills test to analyze their aptitude.
Tip 7: Offer Excellent Onboarding
Tech talent recruitment doesn’t stop after a hire is made. You need to keep top talent, and doing so requires an excellent onboarding process.
Some top onboarding practices include:
- Welcome packages
- Buddies
- Job shadowing
- A welcoming first day/week
- Regular check-ins
- Gradually introducing projects
- Involving senior management
- Regularly evaluating onboarding to optimize it based on feedback
Companies with solid onboarding protocols “increase new hire retention by 82%” and boost productivity by 70%, so make this a priority if you haven’t already.
Tip 8: For Senior Positions, Work With An Executive Recruiter
With today’s tech talent shortage, finding qualified candidates is tough. For more senior-level positions where quick time-to-hire and avoiding a bad hire matter significantly, consider partnering with an executive recruiter.
Jennings Executive specializes in matching companies with leading tech talent. We’d love to be your partner in the tech talent recruitment process and will match you with your ideal candidate. Learn more today.
Related: The Best 7 Strategies For Hiring During a Recession
