The fast-growing pace of the tech industry has created an influx of demand for professionals in the field. This has made technical recruiting an essential function for any HR department. With 72% of recruiters experiencing difficulty finding candidates with the proper skill set, it’s crucial to evaluate your tech hiring process and see what needs improving.
Whether you’re building a team for remote work or office work, having the right technical recruiters can make or break your efficient workforce, Strategic HR management is vital in hiring workers with the appropriate skill set to help your company thrive. Find out how your business can benefit from employing effective tech recruitment strategies.
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What Is Technical Recruiting?
Technical recruiting represents the team of specialists in HR management capable of finding suitable candidates and hiring technical workers. Ideally, your company should have a dedicated team for tech recruitment specific to your field. This applies especially to larger companies that require a steady stream of hires as they grow.
Hiring technical workers can be challenging for recruitment managers who may not have specialized experience. 53% of job seekers consider seeing information on the position essential in the application process, so including details on the required skillset, daily workload, and recruitment timeline can be a big plus.
Hiring managers can work with tech recruitment specialists who can streamline the recruitment process and build up your team.
How Technical Recruitment Benefits Your Business Growth
With the high demand for talent in tech, companies must stay competitive in the industry. The benefit of working with a hiring specialist is knowing they have the background and the expertise to do the work well. In hiring technical workers, finding talent without a tech recruiter’s help is undoubtedly possible Tech recruiter’s help, but the challenge is in engaging applicants accurately.
Technical recruitment specialists know how to reach, engage, and converse with potential applicants and job seekers. They’re able to prepare job postings with the correct technical jargon, answer inquiries from applicants competently, and assess and gauge their skills appropriately as they move through the hiring process.
In 2022, 75% of companies report difficulties in finding the right talent to hire. Working with a tech recruiter who is familiar with the landscape and can efficiently convert applicants into newly hired employees benefits your business.
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Tech Recruiting Skills You Must Have In 2022
Companies hiring technical workers have to stay at the top of their game, as competition is high in looking for potential candidates with the skillset to fit their needs. This means working with tech recruitment specialists is a must.
Providing an overall positive experience in your hiring process is crucial, with 49% of job seekers declining an offer because of bad encounters. In making sure your technical recruitment process is up to the mark, below are some required skills you can consider when looking for tech recruitment specialists to work with:
Work with technical recruitment specialists who have experience with the basic hiring processes, platforms, and tools.
While having a bachelor’s degree in human resources, psychology, business or marketing is preferable, tech recruiters can have a high school diploma at a minimum to be capable of the work.
Having a moderate understanding of technology and technical skills is essential for a tech recruitment specialist. With this, they can set common ground with the job seekers that they’re screening.
Outstanding interpersonal and decision-making skills are essential since recruitment specialists will be contacting and interviewing different people nearly daily.
As technical positions and their required skillsets become increasingly particular, tech recruitment has become an essential step in the hiring process. This applies especially to companies within the tech industry, eager to maintain an edge in the competition.
While finding talent with the right technical skillset is crucial, recruitment specialists must also hire workers with vital soft skills and core competencies, such as analytical skills, creativity, assertiveness, and tenacity. Applicants may underestimate these qualities and hesitate to add them to their resumes, but 92% of hiring managers consider candidates having soft solid skills more important than ever.
Technical recruitment specialists can sift through job seekers and potential hires to find the ideal candidates for the job. Wondering what a technical recruitment specialist has to offer your hiring team? Below are some of their responsibilities:
- Have a working knowledge of tech industry standards and the recruitment process
- Collaborate with hiring managers in establishing open positions and job requirements
- Set up job postings and social media content applicants can find
- Find and screen applicants accordingly
- Schedule interviews with qualified applicants
- Conduct background checks and enquire into references
- Select the most suitable candidates for the hiring manager
- Present job offers, negotiations and accomplish the necessary paperwork
- Manage applicants and keep track of incoming and recent hires
- Be informed of recruitment trends
Overall, tech recruitment specialists make hiring technical workers a more straightforward process. You can choose to hire them for your team or work with a managed service provider (MSP) to help you through the recruitment process. Here are some practical recruitment tips for reaching and engaging with the ideal applicants:
Tip #1: Prepare a hiring plan with the hiring managers
At the start of the hiring process, get on the same page as the hiring managers on what recruitment decisions should be made moving forward. Work on a plan of action to determine what and how many positions need filling, what skills are required of applicants, and how soon the hires should be made.
Tip #2: Be familiar with the technical terms
While tech recruiters ought to know the basics of the industry, its fast pace also means there's always new tech to discover. Maintaining common ground with job seekers is essential to keep up with these changes.
Tip #3: Establish a company landing page or main platform
Having a company website sets expectations for your business clients, as well as for potential applicants that are looking to join your team. Extend your reach and make it easier for job seekers to find your company’s positions for hire through social media platforms. Be sure to stay active on these platforms, respond to inquiries as often as possible, and make the hiring experience smooth for applicants.
Tip #4: Assess candidates’ skills with the appropriate recruitment software
Determine applicants’ qualifications with skills assessment tests and challenges. Companies can host hackathons to gamify the process of finding qualified candidates to consider hiring. You can also consider a live coding assessment to get to know applicants’ skills, an effective way to test local and remote talent.
Tip #5: Stay up-to-date on recruitment tools and trends
The benefit of working in the technology field is having easy access to the latest efficiency tools. One tool any recruitment specialist should be familiar with is the Applicant Tracking System (ATS). While there are many options in the market, they all work to streamline the hiring process and help inform recruitment trends. 78% of companies have used an ATS in their recruitment process, asserting its usefulness in making hiring easier.
Any tech recruiter you choose to work with should be ready to support your business with most, if not all, of the above. These basics are essential in facing industry challenges they can expect moving forward.
Challenges That Technical Recruiters Experience
As one can expect in such a fast-paced industry, tech recruiting has pros and cons. Below are some challenges that you can expect to encounter as a tech recruiter:
The tech industry is snowballing at such a rapid rate that the talent supply can’t keep up with the high demand for people with hard technical and digital skills. This means any talent acquisition team can expect challenges in finding candidates and successfully hiring them.
Job seekers with the appropriate skills and expertise will know the industry demands and negotiate accordingly. This may be in the form of a higher expected salary or preference for remote work (particularly for overseas talent, which will require international payroll from the company). Fortunately, tech as a field is likely able to provide these, depending on if the candidate is worth pursuing.
Screening tech applicants can be challenging. Recruiters must be familiar with the technology enough to gauge their qualifications. While there’s a variety of assessment options recruiters can use to make this a more straightforward step, it will take careful evaluation to consider a candidate’s potential for the job beyond hard skills.
This can make it feel like a never-ending task to keep searching for skilled technical workers to help the team grow, so building up a network of technical experts is an essential skill for every tech recruiter to have under their belt.
Like in most things, preparation is critical in overcoming these challenges. A tech recruiter’s job is to stay on top of industry trends and changes, then adapt accordingly.
Key Takeaways in Hiring Technical Workers
Within this competitive industry, it’s more important than ever to take steps to keep up with the demand for skilled technical workers. Partnering with experienced tech recruiters is an essential step in ensuring you’re receiving a steady stream of applicants as you grow your company.
Whether you employ technical recruiters within your talent acquisition team or outsource through a recruitment agency, it’s essential they can find the right talent, assess job seekers’ technological skills, and ensure they're the right fit for the company through a positive yet thorough hiring process.
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