Recruiting is evolving .
Recruitment today is a lot different than it was 5 years ago, and one could even go as far as saying that in the past 2 years a revolution has happened that has literally broken recruiting as we know it. The question is how do we hire technical candidates effectively?
Technical recruiting is an area where we have seen a lot of change. The economic scale has swung back up and hiring has picked up. With the demand for technically savvy people growing at an incredible rate, it seems that every organization is battling to find the right talent to fit their “puzzle”.
Such companies are looking for smart people who aren’t only technically capable, but have superb communication skills across the board. However, there’s simply not enough of these candidates to go around and recruiters are all pulling from the same pool of potential candidates.
So, what’s the answer? Why are some recruiters more successful in recruiting technical people than others are?
The Answer: Think like your candidates.
If you’re looking for technical people, you need to think like them. You need to be smart and analytical to understand their concerns, and go to the websites they usually like to hang out on. In other words, you have to be like an undercover PI and LIVE the life of an engineer.
It all boils down to your sales skills.
The secret is to be creative in finding them. Once you do, you need to speak their language. What gets them going? What gets them up and out of bed every morning? Is it Java or iOS development? Is it managing people or seeing a project to completion? Do the like the thrill of a startup environment or long term stability?
You can try tweeting. It isn’t about who you follow, but following the right people. So if you are going to use twitter, start following and reaching out to the people that you are looking for. Try not to focus on who is following you.
Boolean searches are still effective and using Google is still an important part in finding the right candidate. The recruiters who are better at it will be able to identify and land technical candidates easier.
Referrals are still a BIG source when recruiting technical roles. The chances of them knowing someone else is high so use your employee referral program to its fullest.
The fact remains that there is a limited selection of individuals that have the correct skill sets that you may be searching for to recruit technical positions.
How to Hire Technical Candidates. Back to Blog