Technical Recruitment Process: Best Practices

One of the most sensible ways for companies to stay relevant is to implement the latest technologies. 

However, putting cutting-edge solutions into practice demands a rare breed of tech talent. The problem is, many companies struggle to attract and retain individuals skilled in areas such as software development, information security analysis, and data science. 

If you want to stay at the forefront of innovation, you need to update your technical recruitment process to entice individuals who can facilitate your company’s goals.

How To Improve Your Technical Recruitment Process

To successfully supplant your current team with experts in the tech field, you need to streamline your technical recruitment process by incorporating specific recruitment strategies aimed at attracting highly qualified candidates.

Here are some practices that will help you achieve just that :

1. Make A List Of Precise Requirements

An effective technical recruitment process starts with knowing what you’re looking for. For example, it’s not enough to simply seek a Swift developer - you also need to be aware of what qualities and specific skills you’re looking for, such as comprehension of embedded databases or expertise in RESTful APIs. 

To figure this out, we recommend talking to your tech team and involving them in the recruitment process. Acquire Knowledge About Technical Job Requirements

2. Acquire Knowledge About Technical Job Requirements

Knowledge is power, and when you’re looking to make your technical recruitment process better, you need to be aware of what the position entails, as well as the technical jargon involved.

This will make writing powerful job descriptions a lot easier, but you’ll also gain a better understanding of the profiles relevant to the role you’re trying to fill.

Arguably the biggest benefit of arming yourself with as many facts as possible is that it will make your interview process more effective. 

Similarly to the previous point, we recommend partnering up with an employee familiar with the terminology. They can help you craft a perfect job description and help update you on the latest prerequisites for the role you’re trying to fill.

3. Establish A Presence In The Tech Community

If you’re unknown in the local tech community, your chances of attracting top talent are slim. This is why a huge step in improving your technical recruitment process is establishing your company as a prime tech employer in the area.

The best way to go about this is to attend social and networking events related to the tech industry. You can also do this online by joining groups or online communities where you can share your opinions on the current news in tech and talk about the opportunities you offer. 

In short, you want your company name mentioned in the context of tech companies as often as possible. That way, once you publish your job postings, potential candidates will flock to it as they’ll remember you’re a key part of the tech community.

4. Start A Referral Program

You may already hold the key to an effective recruitment process in the form of your team.

Members of your current tech department might already have a solid network of colleagues looking for a job. 

The only challenge here is encouraging these people to dig a little deeper to get you a list of potential candidates. Thankfully, it’s easy to include a referral or a ward program that offers perks to employees who help you look for tech talent.

A big advantage here is the fact your current employees can vouch for these candidates and ensure they’re a good fit for your company, ultimately saving you a lot of time and money.

5. Share More Details About The Position

To catch the eye of quality candidates, you should share details about the position which vividly paint the picture of what working for you will look like. 

When you share specifics such as the goals you’re looking to accomplish and provide a rundown of tech tools that will be in use, the potential employee can easily visualize their future in your company. More importantly, this may also help them determine if they are a good fit for your company. 

6. Implement A Skill Assessment Test

Before interviewing your candidates, you first need to vet their technical skills through a skill assessment test. This will provide you with a benchmark on how you can objectively compare two different candidates.

Keep in mind that it’s helpful to include your tech-savvy employees in the process once again. They may be better equipped to know what the test should include and how to appropriately score it. 

7. Look Beyond Technical Skill

While the ability to do the job properly is important, you also have to consider skills that go beyond technical prowess. For instance, soft skills are often overlooked but they’re good indicators of personality, character, and in some cases, competency.

You need to see to it that your new tech employee fits in with your current team. Since hiring a toxic employee, someone who isn’t a team player, or someone who buckles under pressure can break your project and inner harmony, take extra care while gauging their personality during the interview.

We’ll go far as to say that someone who slightly underperformed on a technical level can be a better fit for your company than someone who nailed a skill assessment test but is unlikeable.

8. Consider The Benefits You’ll Offer

Lastly, your technical recruitment process should account for the benefits you’ll offer to your new tech employees. Since there is a significant scarcity of talented tech candidates, you’ll have to be prepared to offer a competitive salary. You should also think about the compelling perks you’ll offer if they come on board.

For example, a talented young tech employee is more likely to stick with your company if you offer them additional learning opportunities and a way to progress. 

Capturing Lightning In A Bottle 

While attracting niche tech specialists may sometimes seem impossible, by refining your tech recruitment strategy, you’ll be well on your way to capturing the proverbial lightning in a bottle. 

Start by learning more about the current requirements in the tech industry, work on improving your employer brand, and you’ll have an easier time discovering and attracting rare talent.

The competition is tough and the situation is not likely to change soon. With these tips, you’ll be one step closer to finding that special employee who will help take your company’s tech to the next level.