5 Tips on How to Recruit Top Tech Talents in Shorter Time
“Great vision without great people is irrelevant,” said Jim Collins. For employers and recruiters, the most gratifying is finding the right candidate whose skills fit the company’s needs. An additional point is matching a candidate to the internal culture of the company and the style of work. However, the task is getting more and more difficult, because the talent pool is limited, especially if the company does not want to hire a remote employee. Some people say there is no guaranteed method for finding a good software developer. We don’t agree with that!
If you would like to learn more about recruitment methods that really work, download the ebook written by software developers “Software Developer’s Insight’s on Hiring”.
You can get a grasp of our process by checking out the below list of five tips for improving your recruitment process.
1. Broaden your tech talent pool by creating good job ads
To make sure that you’re attracting the right candidates, give them a complete understanding of the position. You need to be honest about the responsibilities and your expectations. Also, don’t resign from making the ads for an open position more enticing. Survey your local job market and offer earnings adequate to the experience. Make a salary range visible in your job description — transparency first! Do not expect to receive tons of CVs if you hesitate to disclose the necessary information. Another important issue for employees is the opportunity to balance work with other life responsibilities. The possibility of remote work is currently highly expected by candidates, so make sure you mention it in the ad!
2. Take care of candidate experience and make the process painless
Candidates who had a negative impression of the recruitment process may not only resign from applying to the same company in the future but also discourage others. When candidate experience is designed skillfully, they get a feeling that employees are not indifferent to the company. What makes a positive assessment of the recruitment process? A professional recruiter should give the candidate a signal that the application has arrived, has been accepted or rejected, and if so — why. Treat your candidates seriously. At each stage of recruitment, the company's reaction is obligatory.
3. Prepare a tech assignment matched to the required experience level
For our recruitment processes, we design the assignment in such a way, that it helps candidates to understand their daily tasks in the prospective job and even learn something while getting through it. It is a good idea to ask the candidate for input on a real problem your company is currently working on. Tech assignment allows aggregating an overview and evidence of things the candidate produced, and prepare the valuable candidate summary at the end of the process. However, make sure the coding task or quiz won’t be too tricky for a specific level of experience. If you have the possibility — ask a developer friend to go through the challenge and to give you honest feedback. If it turns out to be too long or too difficult to complete — the candidates will drop out of doing it even if the offer is compelling.
4. Always give feedback to those who invested their time
Feedback is not a criticism but a tool for continued learning, and it works both ways. It’s a good practice to give structured feedback to candidates whose profiles are not selected for further consideration. It helps them to grow as high-skilled specialists and offers a chance to convert assessment into an attraction. It’s also precious for employers and enables them to become top-performing companies. Even a few opinions received from candidates may help improve the entire recruitment process. Each company should consistently search for ways to make their solutions better, and earn a reputation of an entity that values other people.
5. Create a process that will help you stay in touch
Relationship management may turn out to be crucial when it comes to shortening the recruitment process while looking for candidates for a similar job position in the future. The candidate who doesn’t fit a current job opening still might be an excellent prospect for a job later on. That’s why you need to remember not only about giving feedback to potential employees but also design a way how you can stay in touch with them. Sending company announcements to the best candidates keeps them informed and engaged. In a few months or years when they’re looking for new opportunities, your company will be their first choice to reach out.
Each of these five tips will help you improve your recruitment process and increase your chances of landing that next great hire. We are aware that recruiting a new software developer is an expensive and time-consuming task. However, we have managed to develop a recruitment process that allows us to achieve great results.
We share our methods in a case-study and other articles that can be found on our blog. It might help you get a better understanding of what you can improve in your recruitment strategy.
