Your talent acquisition strategies define a broad, long-term approach to fulfilling organizational needs. An efficient hiring budget depends upon a forward-thinking strategy that continually gathers analytics. Data-driven course corrections can make each new round of hiring simpler than the last.
Technical staffing is a challenge for nearly any in-house HR team. Unless your company is still very small, and hiring is handled by the same folks who are developing or engineering your technical solutions, it’s likely that your staff have not held the same positions they need to hire.
Technical recruiting should be technical…but somehow, this is rarely the case. A mainstream tech recruiting agency tends to look eerily familiar to firms in every other major industry. Recruiters plug keywords into convenient online search engines like LinkedIn Recruiter to collect a large volume of “matched” results.
First impressions are set within 60 seconds. An applicant certainly needs to feel right, but the most important aspects of a technical hire aren’t readily apparent. In other words, the goal of a technical interview should be to prove yourself wrong. Was your intuition correct, or can you refute it with concrete evidence?
It’s ironic that technical hiring can prove so difficult (time-to-hire for technical positions regularly tops the charts). We’re living in the 2020s now, and somehow the technology sector—of all industries—conducts talent acquisition with many of the same rudimentary techniques that were available 5, 10, or 20 years ago. We can do so much better than emailing resumés and cover letters or assessing a candidate through rote interview questions.
One reason the tech sector is associated with hard-to-fill jobs is the high cost of turnover. Technical hires use specialized skill sets that take time to integrate into a company’s workflow and coordinate with the existing team. At the same time, the tech industry has the highest rate of turnover of any industry (even more than retail—they come in at 13.2% and 13%, respectively).
By definition, a tech recruiter is more specialized than your standard headhunter or recruiting agency. These technical talent acquisition experts focus narrowly on filling hard-to-fill positions in IT and engineering (such as DevOps, robotics engineers, or database architects).
How to Find Developers
The digital age has heavily impacted the process of hiring developers. For most businesses, the hiring cycle begins with the internet. It’s simple, after all, to post open positions on job board sites like Indeed, Glassdoor, CareerBuilder, or Dice. And this is where many job-seekers turn first.
The challenges of COVID-19 are many for public health, but also for companies looking to continue doing business in the coming weeks of social distancing. Our economy must now adapt, at least in the short term, and it can. Out of an abundance of caution, many industries are allowing employees to telecommute from their homes or otherwise work remotely.