The complexity of tech recruitment made simple

Are you struggling to find qualified tech professionals?

Even though we live in the age of mass hirings and hiring freezes, most organizations still have a hard time when it comes to recruiting tech talents. The tech industry is still one of the fastest-growing and most innovative sectors, with new technologies and new areas of growth constantly emerging. Companies seeking to bring on skilled tech professionals must consider many factors, from new workplace norms to the ever-evolving employee expectations and the new opportunities technology can bring.

Recruiting the best talents can be a real challenge in today’s competitive market. The turbulence of the tech sector creates an opportunity for thousands of employers who have struggled for years to attract top tech talents. Recruiting the right people to build a successful business requires a competitive salary and benefit package. If we delve deeper into what attracts candidates, monetary compensation that reflects the value they bring to the organization is not enough.

So how can you recruit the best candidates in 2023?

Typically job descriptions are the first significant communication with a company’s potential candidate.

Crafting an outstanding job description will give you an edge over the tech giants. Personalize it to make it more appealing to job searchers. Be mindful of the job title. It should be apt, specific, and searchable. A comprehensive job description includes a narrative of why the role is the best opportunity for the candidate. It should emphasize the technologies and the impact of the job, and provide clarity on the perks and the salary range. Gen Z and Millennial candidates are less likely to apply for a job without a salary range.

While recruiting, ensure to provide as many details as possible in job descriptions in a way that is not only technical. Provide information on the team, company work culture, values, opportunities for learning, and growth.

One of the biggest challenges for hiring managers is getting access to the right and relevant candidates possessing the desired skills and personality. Especially with soft skills, candidates often lack communication and teamwork competencies. While most companies will post jobs on relevant platforms and use advertising, they usually lack the extensive network necessary to fill all positions, especially those of rare talents.

One solution is to go directly to the source: invest in campus recruitment efforts at universities or training academies. At career change bootcamps, like Green Fox Academy, students are trained in soft skills, they also have a profile that makes it easier to find your match. The relationship between Green Fox and its students is quite active and multi-layered, we work closely with them, also involve the expertise of mentors and psychologist. That means we have a deep understanding of the students motivations and aims.

Academies also keep in touch with their alumni so their consultants can help you gain valuable insights about the skills of their long-time graduates. That can be advantagous, especially if you are looking for seniority or a specialized skillset. Furthermore, a bootcamp can react quickly to the evolving needs of companies, so you are more likely to find a specialist for a specific technological need through this method.

While recruiting, broaden your search, and find new ways to meet with potential candidates. Advertising is still essential, but tech recruitment is a niche area of hiring highly skilled technical talent. Choosing an academy can make the hiring process quicker and more effective. Be on the lookout for when a bootcamp in your region organizes meetups, networking, and recruitment events or even offers headhunting services.

IT professionals want the results of their work to be applied and in demand. Nobody wants to code, design or write things people do not use. But more and more of them are looking at the bigger picture. One of the allures of Big Tech has been the promise – unfulfilled it may be – and the opportunity to make a better world on a global scale.

That allure was all about the work of the tech, marketing, and UX talent. Now potential employees focus more on how sustainable the company is, does it have any positive social impact, or has any philanthropical programs. Top candidates will more likely choose a position where they feel they can make a difference and do no harm.

While recruiting, be intentional about the way you position yourself and your values as a company. Make sure to mention if your project is about a solution for the medical community, climate tech, etc., or the type of practices the organization embraces to do good in their industries and communities. If you have clearly defined values, people who fully align with your values will get excited about you.

Tech specialists can hold some sensitive duties and information in their hands. IT employees not only work on creating code from scratch, but they are also essential to the overall and daily operations of the business, frequently handling sensitive data and protected information.

It is crucial to hire knowledgeable, skilled, and dependable talents. A tech employee’s dishonesty or errors can have a severely negative impact on a business. Compensation – not just monetary – has to take this into account.

While recruiting, make sure to focus on the trustworthiness of a candidate. The mutual trust you have to place in each other, the shared responsibility of these roles is essential to success. Trust will be easier to establish if you choose candidates from the existing pool of a training school like Green Fox Academy. The trainees spend months learning and developing relationships at a bootcamp. You can gather more reliable information from consultants at an academy about a candidate than from a job application form or CV.

It is not new that employee well-being is considerable while retaining talent, but it can also be a decisive factor while hiring. IT professionals usually want to belong to a team of like-minded individuals. Highly skilled teams offer opportunities for professional growth and learning. Companies should provide a space for these experiences. Employees should also feel supported and like they can access help when needed. Remote and hybrid work solutions are still on the rise, and it seems that hybrid is on the winning side as it provides both flexibility and a social environment.

While recruiting, highlight the company culture, intellectual growth potential, and team environment that candidates have the opportunity to join. Take the time to demonstrate the support system at your company and talk about your organization’s leadership strategy.

There are many things companies have to pay attention to while recruiting in today’s competitive job market. The list could go on in detail, from establishing an employee referral program to redesigning the hiring process. What is sure is that in the post-Covid, current, and economic recession environment world we live in, companies that offer clarity, creativity, flexibility, and impact will attract more talent.