Recruiting tech talent is even more of a challenge than it used to be. With the rapid tech adoption necessitated by the pandemic, even non-tech companies are looking to hire technologists. This war for talent can lead to rushed—and costly—hiring mistakes.
Avoid these hiring blunders to attract and recruit tech talent with the right skills, work ethic, and culture fit to thrive in your organization:
Poor Application Experience
Have you tested your application process recently? The fastest way to turn off tech talent is by having a clunky online application process. You don’t want to provoke an immediate grimace from the job seekers you are attempting to attract. Putting some effort into creating a seamless, mobile-optimized, socially integrated application UX will show job seekers that you value the skills they bring to the table.
Slow Response Time
A failure to immediately engage with applicants can mean losing top talent to another organization.
Automated replies and on-screen confirmations assure candidates that their application has been successful, but a quick response—even a polite rejection—is the best way to let a job seeker know you value their time.
Avoid losing great candidates to the competition by evaluating your hiring process for speed and communication touchpoints. Rapid, frequent, and clear communication rates highly with candidates
Failing to Communicate Company Value
It’s a candidates’ market right now, especially in the tech space. Although you are interviewing the candidate, keep in mind that they likely have several other options—and maybe even existing offers—on the table. Employers need to clearly explain the values and benefits of working for the organization. The most successful organizations will understand what tech job seekers are looking for in a role and a work experience. Today’s tech talent is looking for flexible scheduling, work-from-home options, fewer meetings, more autonomy, and opportunities to grow their IT skills.
It’s difficult—sometimes impossible—to find a candidate who checks every box, especially in today’s job market. Avoid outdated hiring practices, like insisting on a formal education or degree. Many IT workers develop their skills in bootcamps or hack-a-thons. Some even learn on the job by planning a careful career progression designed to grow their skills.
Evaluate a candidate based on their career experience and hard and soft skills, not on the assumed value of traditional education.
How do you know if a candidate can truly perform in the role? Compile a list of the right questions. Many organizations require job seekers to take skills screening tests, however, in a hot candidate market like we are currently experiencing, this can be a turn-off for candidates who perceive this as cumbersome to the interview process, especially as they might have multiple other interviews with your competitors. Developing a standard list of interview questions on skills and topics relevant to the role can help you choose a candidate who adds the most value to your team.
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