Like family favorites or even holiday cookies, every recruiter has a secret recipe (or two) that they use to find and engage elite tech talent. It’s incredible how combining one part recruiter experience, two parts technology, and a dash of luck can lead to a slew of fresh candidates knocking at your door, ready and willing to get in and get hired. Make no mistake: Identifying the perfect tech candidate requires some extra time in the kitchen. From the top of the funnel on down, recruiters have their unique ways of promoting brand awareness, expanding reach, tapping new networks, and getting in front of qualified candidates (who sometimes aren’t even looking yet). Here are a few tried-and-true tips from pros who know:
Recipe: Targeted Value UpfrontIn this tight tech market, it’s important for candidates to understand what your organization has to offer… and they have little time to waste. Here, knowing your target candidate and personalizing your outreach is critical. From the kitchen of John Light, Partner at EvolvingTalentGroup. Ingredients:
- Time and effort to understand your targets.
- A well-defined candidate profile.
- Your ability to communicate value to job seekers.
- The potential for future opportunities.
Recipe: Straightforward Candidate CommunicationThe most in-demand tech pros hear from recruiters multiple times a day. To stand out from the crowd, and encourage a swift response, take a strategic and thoughtful approach when building your messages. From the kitchen of Rebecca Barnes-Hogg, CEO and Founder of YOLO Insights. Ingredients:
- Intriguing email subject lines.
- A generous amount of personalization – do your research!
- A request for a brief, confidential conversation.
- Knowing how to sell them on the role.
Recipe: Specialized SocialLook to social networks to interact with tech professionals, gauge their level of interest and boost the organization’s presence. From the kitchen of Steve Pritchard, HR Consultant for The London School of Make-Up. Ingredients:
- Nearly 2.8 billion social media users worldwide (You’ve already got ‘em).
- Company accounts on pertinent networks (remember, quality over quantity).
- Ongoing community management.
- Access to activity dashboards and analytics.
- A curated content strategy for posting job openings.
Recipe: Fast-Tracked ReferralsTech talent knows tech talent. With that in mind, working your existing networks can be another highly effective way to expand your reach, meet new tech candidates, and get one step closer to making that next great hire. From the kitchen of Mikaila Turman, Director of People at GoodHire. Ingredients:
- Considering your existing networks before posting externally.
- Employee incentives for promoting open positions.
- Asking for recommendations from personal and professional contacts.
- An awesome culture that encourages referrals… show your appreciation!
Recipe: Job Ads with Transparency, Timelines and TemplatesIn tech recruiting, it’s necessary to put forth the maximum effort and craft job ads reflective of responsibilities, qualifications and perks. Tech candidates hate surprises, so be transparent from the get-go… and don’t forget to keep in touch. From the kitchen of Shannon Cyr, Division Manager of Database Operations at Virtual Vocations. Ingredients:
- A clear-cut understanding of your hiring needs.
- Information about potential duties, expectations and workplace culture.
- Generous details around the hiring timeline and internal deadlines.
- Email templates for stress-free communication.
Recipe: Sourcing Follow-Up and Follow-ThroughAn effective sourcing strategy can help tech recruiters refine searches and save time, while careful follow-ups can demonstrate your true dedication to the craft. Keep on keeping on. From the kitchen of Mike “Batman” Cohen, Founder of Wayne Technologies. Ingredients:
- A combination of creative and A.I.-driven sourcing strategies.
- Repeated messaging via drip campaigns (put your recruitment marketing hat on!).
- Supporting technologies and ATS integration.
- Time, persistence and determination.
Recipe Name: Video Interviewing EfficiencyWith a target in sight, dedicated tech recruiters would be wise to streamline the next steps and get the interview in the can, which is where video platforms come into play. From the kitchen of Matt Dodgson, Director and Co-founder of Market Recruitment. Ingredients:
- A team of dedicated, enthusiastic recruiters.
- Plenty of candidates to choose from.
- A video interviewing solution.
- Stakeholder buy-in.