7 Smart Tips for Tech Recruiters to Stay Ahead of the Curve

Technology is an ever-evolving landscape that can change slowly bit-by-bit, or faster than you can say the word ‘terabyte’. 

Recruiters in this field have to stay updated with recruiting developments or get rendered obsolete. After all, technology is a field that’s continuously growing, and the need to match that growth is crucial. At the same time, studies reveal that over 70% of hiring managers believe recruits lack the skills needed for their current job, only 23% think new recruits are prepared with the skills for the future, and as few as 16% believe their workforce has both.

The past few years have also posed new challenges that wouldn’t have been conceivable in the past. How does a tech recruiter stay savvy in such a dynamic environment, in such trying times? We’re here to explore that in this blog.

Smart Tips for Tech Recruiters

1. Look for Potential Over Credentials

While it’s a given that the ideal potential candidate must be sufficiently certified and experienced to handle the role, today’s recruiter needs to look beyond credentials. This is because tech organizations need hires who can handle new issues that can arise. They’ll help scale the business for future endeavors. By hiring candidates who only know how to solve tech problems of the past without any consideration for the future of the tech landscape, your organization will be stuck with a hire equipped to deal solely with technological issues of the past.

Instead, ask your candidates about their vision for the future of the tech landscape. Ask them what skills they feel are necessary to combat future tech challenges. This will create a model that moves away from previous work experiences and focuses more on the future.

2. Seek Skills Over Traditional Markers

Gartner’s research illustrates how technology skills today aren’t tied to educational background or even credentials anymore. Statistics show that an enormous 43% of modern-day candidates are self-taught in one or more of their role’s requirements. Plus, many organizations are using on-the-job training to build high-value skills. There are many complementary critical skills to look out for, such as social impact, motivation, innovative thinking, leadership qualities, communication skills, self-perception, etc. These add tremendous value to any company in the long run. This means there’s a vast talent pool with desirable skills just waiting to be hired – one just needs to know how to identify them and reach out.

3. Use Non-Traditional Routes to Hire

Using social media platforms, job portals, and other technology to reach out to talent is already popular, and it doesn’t look like it’s going to wane in popularity. We live in a hyper-connected world and websites like LinkedIn, Twitter, Facebook, and Pinterest open recruiters up to a wealth of talent. Tech recruiters must learn how to differentiate themselves from others in the sea of companies looking to hire dynamic talent. Learn how to portray your company’s best qualities with texts, graphics, and well-written job descriptions.

4. Learn Tech Terminology

If a job description or any other role-related literature is written in basic language, top talent may not be drawn to it and will have apprehensions stronger than the best firewalls. To avoid this, learn some technical terminology to pepper throughout the hiring literature. Learning how to ‘talk the talk’ will make potential hires feel more comfortable with discussing their skills and aspirations with you as they’ll feel they’re with one of them.

5. Emphasize Benefits Over Compensation

Job stability and high salaries were once the most sought-after attributes of a good job. Today, employees are more excited by other factors, such as flexible work arrangements, assistance with repaying student loans, career development, and more. This is why companies need to create stand-out benefits packages. These would create a distinct competitive advantage over other companies.

6. Talk About Your Company Culture

Tech giants like Google attract the best talent because these companies are known to have exciting and creative office cultures. Similarly, be sure to highlight the best aspects of your company’s culture as well. This increases employee retention, as it makes them feel that their values are aligned with the company they work at. Effectively communicating your company’s culture helps avoid disengagement and dissatisfaction.

7. Automate Whatever You Can

The most important and game-changing tip specifically for recruiters is probably lucky number 7 – automate whatever processes that you can. This includes communication with the candidates, such as sending out application acknowledgments, interview reminders, updating candidates on the status of their applications, etc. You’ll have to deal with a huge number of candidates for different roles every single day. Automating this process makes everything faster, and more efficient. Recruiters can also use AI-enabled platforms like Callify to automate the entire process – from start to finish. This will free up time and allow recruiters to focus on meaningfully engaging with the candidates.

These 7 tips should definitely help tech recruiters stay ahead of the game. 

There’s a quote that says, “Once a new technology rolls over you, if you’re not part of the steamroller, you’re a part of the road.” If you follow these, you’ll be a part of the steamroller in gliding over all your competitors and onboarding the best talent out there!