How can you engage IT candidates during the recruitment process?

Being able to understand their skills and experience goes a long way. You don't have to be an expert, but knowing the difference between Java and JavaScript is a start. You will be surprised how quickly candidates will open up if you can chat tech with them. An easy example would be talking to someone about the benefits of NextJS- server side rendering. You don't have to fully understand server side rendering but knowing that about NextJS will set you apart from just being able to spell it.

To engage IT candidates during the recruitment process, I adopt a candidate-centric approach. This includes clear and prompt communication, transparency about the role, and demonstrating an understanding of their technical skills. I actively listen to their career goals and align them with our opportunities. Offering insights into the company culture and growth prospects keeps candidates engaged. A streamlined interview process with meaningful technical assessments and timely feedback is crucial. Regular updates, even if there are delays, showcase respect for their time. I encourage questions and provide a platform for candidates to express their expectations. All these measures create a positive and engaging experience for IT candidates.

For any canadidate tech or non tech, you need to win their trust first of all. Put your candidate hat on and think about how would you like to be approached or spoken to, to get the best out of you. We ask candidates do their homework, as recruiters we need to do the same and be as prepared. One thing that has worked well is knowing how to craft-fully break the ice and that is usually done through a more humanly approach.

I mix up the script with some technical deep dives and casual coffee chats. It's about keeping them in the loop with transparent communication and giving them a real taste of the company culture, maybe through a tech talk or a virtual team hangout. Tailoring the process to their interests, like discussing a recent project that used a tech stack they're passionate about, goes a long way—it shows we're not just about the vacancies but also about their career aspirations and growth.

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If it is an incoming applicant, reaching out in the way they applied is most effective as they are typically monitoring this. Always thank them for their application, confirm what type of communication needs to come next and find out when they are available. I usually send a link to my calendar so they don't feel too much pressure and can allow themselves ample time to prepare.

To have a good candidate experience you need to have the buy in of everyone involved in the process. We can have all the tool and map out all the things in place, but if someone in the line is not involved or doesn't see the positive outcome of it you will not have a positive candidate experience.

This needs to be consistent at every touch point, from the time they land on your careers page right through to an offer and even if they are not progressed through to the next stage, give them an experience that they will remember and talk about. Even when you are not in touch with them, they are still an advocate for you and your brand. Transparency, constructive guidance, helping them prep are only a few ways that helps set you apart from best experience vs good experience

Firstly, ask the RIGHT technical questions to gauge their technical ability and experience. Keep the communication transparent so they know exactly 100% what is expected of them and what you are looking for in terms of technical skill, knowledge and experience. And lastly, don't waste their time. In the current climate, if they're any good they'll be snapped up quickly. Keep the process moving along and maintain regular communication with the candidate to keep them in the loop with where their application is at.

I have spoken to candidates who up front say they are willing to obtain certifications in areas they may be lacking skills in order to be what we need them to be. With IT being such a diverse field, be honest and clear about what technologies and softwares are applicable to the role they are interested in.

Feedback at various stages of your process will help you navigate and iterate your process. Look for consistent or conflicting themes. Don't only focus on those that get through the door but those that went through your process but did not want to progress or could not progress for whatever reason.