Opportunities for Recruiting Tech Candidates

I was reminded of how cumbersome the hiring process is in most companies when I was speaking to a Java programmer this week. Recruiters are forced to manage through the world of compliance, systems, coordinating a team of interviewers, and perhaps overseeing the “white board coding assessment”.

Highly sought after technology talent may be receiving 3–4 contacts from recruiters every day. Engineers and programmers typically target companies that they would like to work for as their next step. So, it is important that when they submit their resume or when they receive a call from another interested company that the recruiter is prepared to sell the company and opportunity. This means understanding the position — perhaps like the individual I spoke with — the difference between a Java and a Java Script programmer. Let’s face it, unless you have a technology background, the requirements for tech positions will introduce you to a new vocabulary and require a more in-depth understanding of the tech world.

It is important that the people on the front lines interacting with applicants spend time with the hiring manager to ensure the team is on the same page, that everyone is consistent as they describe culture, key initiatives, and career opportunities. And, there needs to be a balance of highly technical questions and the typical HR questions. This is the time to put your best foot forward.

In addition to making a good first impression, the programmer I spoke to indicated that companies need to make their process more efficient — primarily in terms of the online application and retyping their resume into the system when their linkedin profile could be integrated into the process. Almost everyone is working on continuous improvement in organizations today, so having to retype your experience, education, etc. is duplication of effort and can be a deterrent for applicants. You may be losing interested talent by not using the resume you asked for or finding a way to use their linkedin profile. And, by the way, the linkedin profile is typically up to date and includes more information than the “old school” resume, including recommendations.

Applicants are looking for a great experience when thinking about a new position. It will be the company who rolls out the red carpet to talk about who they are, streamlines the application process, and then puts an emphasis on being responsive to applicants from the initial contact to scheduling and putting an offer on the table that will attract and probably retain the best talent. So, take a look at your talent acquisition machine and ask yourself if it is a best practice or needs a few adjustments along the way.

One clap, two clap, three clap, forty?

By clapping more or less, you can signal to us which stories really stand out.