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December 11, 2017

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5 Steps for Successful Technical Recruiting

If you're hiring for technical roles, then you know there's a serious demand for talent. There are far more openings than there are candidates to fill them. However, your company doesn't need to get lost in the gap.

Step #1: Speak their language.

HTML, CSS, JavaScript, PHP, Mysql, CGI, Android, iOs. Technical candidates understand these terms, but do you? If you're recruiting technical professionals to your company, it's important to be familiar with these types of terms. In addition, depending on the specific position you're looking to hire for, it's vital you know the applications and programs candidates should be versed in. If you can't speak their language, you can't effectively recruit and vet candidates.

Step #2: Know what motivates them.

For tech candidates, choosing a position and a company that's right for them goes beyond the one offering the biggest paycheck. While compensation is clearly important, so are offering perks and benefits that satisfy their values and personal interests. In addition, it's also important to understand your audience. If you're targeting and recruiting from a younger generation, then offering flexibility and a healthy work life balance are keys to attracting them.

Step #3: Know where the talent pools are ' and dive in.

There are plenty of hot spots for tech talent. For instance, according to an article on the official LinkedIn blog, nearly 1 out of every 3 new residents who moved to San Francisco in 2013 had technology skills. In addition to recruiting in different locales, use a variety of industry specific websites, like Dice.com, to help you recruit tech candidates.

Step #4: Tap your current talent.

The person you need could be right under your nose. When you're looking to recruit, don't forget about considering existing staff. When you're open to promoting from within, you don't have to work so hard to sell the company and there will be far less of a learning curve for your employee.

Step #5: Move quickly.

While you shouldn't move so fast you don't have enough time to thoroughly assess each candidate, you can't spend months trying to make a decision. Your top pick will be long gone by then. The companies that are recruiting the best talent are also those who are moving quickly.

Murray Resources

Original article link: www.murrayresources.com