How to Recruit IT Talent: 3 Things I Wish I Knew Sooner

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Looking to hire IT talent? With over 60 years’ combined experience in recruitment, we understand the challenges when it comes to finding the right fit.

Finding the right candidates can be a tough experience, fraught with uncertainty. Whether caused by ultra-specific niche roles, limited resources, time constraints or even just a difficult hiring market, there’s no one-trick-win to attracting noteworthy talent – but there are certainly steps you can take to help.

In this blog I look at some challenges faced when recruiting tech talent, and attempt to offer inside knowledge that may help you overcome these.

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Reputation is Important

Gossip is rife in the tech and developer community, especially when it comes to job seekers. Not only do these people typically form communities through their shared interests, they’re known to share their experiences in specific meet-ups amongst their peers.

For this reason, if you’re looking to attract a great candidate with the technical skills you need, it’s important to understand how you’re positioning yourself in the market. Ensuring you’re taking care of the small details will make an impactful difference on your employer brand. For instance, even if an individual is not the right fit for the role, offering application feedback can be pivotal in creating a cordial, memorable and attractive environment that people actually want to apply for. As time passes you will find the same people recurring applying for jobs. Giving unsuccessful candidates feedback is important to build positive ties, for the sake of possibly seeing them down the line.

As a hiring manager, you should be striving to ingrain your organisation in the community. Network outside of simple job description ads and a makeshift, spur-of-the-moment social media presence. Build a digital brand that people can relate to. Word travels. Express who you are as an organisation. What do you stand for? What can you offer candidates? Be sure to express this in a creative, dynamic and attractive way. Show the value of working for your company with the right approach and pique the interest of candidates who genuinely align with your core values.

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Following Industry Trends is Key

Listening to statistics and market trends will give indispensable insight into the expectations of applicants and what your company should be doing to accommodate the changing demands and needs.

Remote working has skyrocketed over the past few years due to the Covid-19 pandemic, with experts forecasting it’s here to stay. In fact, research has found that members of the IT and Telecommunications sectors are the most likely to work from home full-time. Some companies still have the expectation that employees should work full time in the office, which really limits the talent pool they can hire from. In 2022 there are plenty of opportunities for people to work remotely, so if this is their desire it can easily be fulfilled elsewhere.

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Understanding the ever-changing nature of the IT sector and tech companies can be tricky, but the knowledge is out there. It simply takes a proactive mindset and persistent approach to reap the benefits of keeping up with industry trends. Personally, I look to collect data from clients to create informative content for myself and my colleagues, to aid us during the recruitment process. This may include statistics surrounding how many people are working from home, looking for jobs and what salary expectations are. Salary is a big factor in tech, with the industry constantly growing and developing, salary expectations can often shift. View our infographic we produced using data from our clients here.

Understanding these figures and what people are looking for is a decisive part of gaining a view of what candidates are expecting from a role in IT. Asking your existing staff what’s important to them as things change is also a meaningful practice. Staying on top of things and attempting to predict what will come next is the key to keeping your business ahead of the rest and ensuring that people want to begin and continue to work for you. If you can understand how the industry will progress as time goes on and shape your company around this model, it will add value to your organisation and you as an employer.

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Look to the Future

Maintaining a proactive approach and looking ahead will set you aside from other IT companies, drawing candidates in and giving them an incentive to stay. Tailoring your hiring and interview process to cater to the needs of different individuals will seriously aid you in the recruitment process.

Making the effort to ensure your company is approachable and forward thinking will attract people to you and make the hiring process far easier. There are lots of ways you can do this. Publish blog posts from team members and industry specialists, offer insight into the inner workings of your business and authenticate yourself as an employer.

Engaging on the appropriate socials is also extremely important. The key is following relevant pages, not just on LinkedIn where everyone is, but where the developers and software engineers are spending their time, such as GitHub or Stack Overflow. Furthermore, companies looking to attract the best talent in tech will give their staff the tools to develop their skills. Some employers have taken to offering their staff free access to sites where they can learn new skills.

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Considerations

Acquiring new talent for your business can prove to be difficult when you are looking for the best of the best. Whilst drawing candidates to you can be an effective means of hiring tech talent, times are rapidly changing, and refusing to adapt to newer strategies will cause you to be left behind.

Head-hunting talent in IT as opposed to always waiting for them to apply is really important. When there are so many avenues for talented developers to take, they won’t all come directly to you. What’s more, it’s crucial to look ahead and consider the potential in your candidates. When you make your organisation a place for developers to grow and advance their skills, the prospects for the future of your company are blown wide open.