Technical candidates are often in high demand and have many options to choose from when looking for a new job. As a recruiter, you need to stand out from the crowd and create a personalized, engaging, and memorable recruiting experience for them. Here are some tips on how to do that.
Before you reach out to a technical candidate, do your homework. Research their skills, interests, projects, and online presence. Find out what they are passionate about, what they are looking for in a new role, and what challenges they face. Use this information to craft a personalized message that shows you understand their needs and goals, and how your company can help them achieve them. Avoid generic or spammy messages that sound like you are mass emailing everyone with the same keywords.
Crafting a personalized message requires weaving together the gathered insights into a narrative that resonates with the candidate. Avoiding generic or spammy messages is paramount. Instead, focus on demonstrating a deep understanding of their background and aspirations. Reference specific projects or skills they possess, showcasing how your company aligns with their career goals.
The most important step in my book, is to know what you are looking for!! Tech-talent today are being spammed by recruiters who can’t separate C++ from C# and believe me, it’s driving them mad. Before you go to lenghts in investigating their hobbies and whatnot - make sure you actually have the right profile with the right skillset. It requires something from you, but it will pay off. These people WILL ask you questions about the technical landscape that you’re potentially offering them, and you better be ready with solid answers. ????
Take time to try and understand the technologies and tools candidates are working with prior to the call. Understanding that Java and JavaScript are different languages go a long way. Understanding front end vs back end makes a difference. Taking that time will show your credibility to the candidate and help build that relationship.
There are multiple factors affecting the hiring process these days. Most common mistakes that I see is people using Ctrl+F to find the word and then move on to dispose, if its not matching. First thing is to see the projects what they have done, and what skills they have worked for. Being a recruiter I never spam or abuse linkedin bulk messages to invite applications. This helps me get relevant profiles with limited inmails. First thing to understand is the technology you are hiring for. Is it DevOps or SRE though skillset sounds the same for both domains but there is a major difference between them that needs to be taken care of.
In the competitive world of technical recruitment, we must go beyond the norm and truly connect with candidates. Personalizing the experience starts with understanding their skills, interests, and aspirations. Actively listening to their needs allows us to tailor opportunities, leveraging technology to find ideal matches. By fostering genuine relationships and offering individualized guidance, we create a lasting impression that transforms the recruitment process into a mutually beneficial partnership. This approach recognizes each candidate's unique value and leaves them with a memorable and engaging experience, setting the stage for lasting career success.
To attract and communicate with technical candidates, you need to use the tools they are familiar with and prefer. For example, you can use platforms like GitHub, Stack Overflow, or HackerRank to source, assess, and showcase your candidates' skills and projects. You can also use tools like Calendly, Zoom, or Slack to schedule, conduct, and follow up on interviews. These tools can help you create a smooth and convenient recruiting process that respects your candidates' time and preferences.
Throughout my IT career, I've learned the significance of using the right tools. These include an Applicant Tracking System (ATS) for streamlined candidate management, LinkedIn Recruiter for reaching passive tech talent, and specialized code evaluation platforms for assessing technical skills. Video interview software has been essential for remote hiring, and social media management tools have helped us maintain a strong online presence. These tools have consistently enhanced our tech recruitment process and contributed to our success.
User friendly tools and professional templates can always have positive impact on candidates during interview process and can certainly bring productivity in the recruitment process.
The tools your recruiters have to attract and manage your recruitment process tells a clear story to top talent on how your business and senior leadership prioritizes it's people search. Your tools alongside an experienced recruiter can help shape strategy for your business and help bring in the right technical talent.
it's not just about the tools themselves, but how you strategically utilize them. The primary objective is to create a seamless and user-friendly recruitment process that not only respects candidates' time and preferences but also enhances the experience for all members of the hiring panel.
Using the right tools includes understanding how the individual candidate prefers communicating. Do they prefer emails, LinkedIn messages, phone calls, text messages? Some candidates respond better to text messages while others respond better to old-fashioned emails. There is not a one size fits all. We need to be flexible.
Technical candidates are not only interested in the technical aspects of your company, but also in the culture, values, and vision. You need to showcase what makes your company unique and appealing, and how your candidates can fit in and contribute. You can do this by sharing stories, testimonials, and insights from your current employees, especially those in similar roles or teams. You can also invite your candidates to join online events, webinars, or podcasts that feature your company's projects, achievements, or challenges. This way, you can give your candidates a glimpse of what it is like to work at your company and how they can grow and learn there.
Candidates want recruiters that ask questions and listen to them. It you merely go through the motions and tell them about your process and open jobs, it may not be a match or resonate with what they are seeking. As recruiters, we need to take the time to ask about their priorities, requirements, wants, must haves, salary expectations, and career aspirations. It is key to not waste their time matching them to positions that are not a fit for their long-term goals. In addition, be sure you manage their expectations by explaining how you and your clients typically will interact with them. Finally, provide solid customer service, which is missing in many industries today. Give prompt, honest feedback and communicate often.
A misconception some recruiters have about engaging technical candidates is that technical candidates are not very particular or concerned about the culture of an organization. This narrative is false. Technical candidates are also interested in knowing if your work environment is conducive enough for them to thrive in. Hence, it is crucial to engage them on what drives them, their definition of a thriving and safe work environment, their goals and career plans etc. With this information, you can work towards ensuring they are properly settled in when the offer has been accepted and that they see a long-term career future with your organization.
When it comes to company culture, so much of what an organization can show to candidates is in the unspoken. Sure, a recruiter can talk up the company…but what speaks volumes is… does the hiring team follow up, and in a personal way? Is compensation clearly stated in the job description, and is it a priority to discuss these numbers up front? Are messages returned? If a company cares about candidates, they are much more likely to also care about employees.
Candidates are expecting recruiters to sell the organization but it pays to have social proof of that culture from current AND previous employees. If a candidate contacts one of your past employees what would they say about your culture? Do you practice inclusive values or is your DEI initiatives performative? Do you promote from within and provide training that keeps people at the firm long term? Does your organization invest in its people and practice active training? Talk about it! Give your employees a culture to boost to their network about.
Technical candidates may be keen to know, how innovation, transformation & automation is driven within the organization. Hence covering those during the interview will be good.
One of the most common complaints from technical candidates is the lack of feedback during the recruiting process. They want to know how they performed, what they did well, and what they can improve on. They also want to know the next steps, the timeline, and the expectations. As a recruiter, you need to provide timely, honest, and constructive feedback to your candidates at every stage of the process. This can help you build trust, rapport, and respect with your candidates, and keep them engaged and motivated.
Technical candidates often feel frustrated by the lack of feedback in the hiring process. They want to understand how they're doing, what they've excelled in, and where they can improve. They also seek clarity about the next steps, the timeline, and the job expectations. As a recruiter, it's essential to offer timely, honest, and constructive feedback throughout the process. This not only builds trust and rapport but also keeps candidates engaged and motivated. Feedback is a vital part of a respectful and effective recruiting process.
This is the biggest pain point for the tech candidates. Getting no feedback frustrates them. They feel ignored, underestimated. At the same time they could be inspired to improve their skills. Even if they are rejected they could still learn a lot from the failure. Our reasons to reject the candidates are in fact the highlights of their growth points. By giving proper feedback we help them to keep growing.
In my opinion, providing right feedback with using right words and right gesture makes difference. Every candidate will have different capacity to absorb fact, hence it is Recruiters responsibility to understand candidates ability to take feedback and frame it accordingly but with clear feedback.
Enhance the recruitment experience by giving every onsite interviewee feedback. This addresses common candidate complaints about feedback absence. Share their strengths, areas for improvement, next steps, and timelines. Providing timely, constructive feedback builds trust, respect, and keeps candidates motivated and engaged. It’s crucial for a respectful and transparent recruitment process.
In my experience, PROVIDING TIMELY and CONSTRUCTIVE FEEDBACK throughout the recruitment process is CRUCIAL, especially when dealing with technical candidates. Transparency and communication are KEY elements in maintaining a positive and engaging experience for candidates. They invest considerable time and effort in the recruitment process and rightly deserve insights into their performance.
Technical candidates have different needs, preferences, and situations. As a recruiter, you need to be flexible and adaptable to meet them where they are. For example, you can offer different options for interview formats, such as video calls, phone calls, or live coding sessions. You can also accommodate different time zones, schedules, and availability. You can also be flexible with your offer, such as salary, benefits, relocation, or remote work. By being flexible, you can show your candidates that you value them as individuals and that you are willing to work with them to find the best solution.
I've come to realize that being flexible is not just a recommendation but a necessity in tech recruitment. It's about acknowledging that technical candidates have unique needs and preferences. By offering various interview formats, respecting different time zones, and adjusting offers to fit individual circumstances, we send a clear message: we value each candidate as an individual. This approach fosters trust and a sense of partnership throughout the hiring process. In my opinion, flexibility is an indispensable tool in the quest for top tech talent.
It's crucial to be flexible in the recruitment process, especially when dealing with technical candidates. They often have diverse needs and preferences, so I make it a point to be adaptable. Providing various interview formats and accommodating different time options demonstrates an understanding of their situations and allows candidates to showcase their skills comfortably. Respecting different time zones and adjusting schedules shows that I value their time and situation.
To effectively recruit technical talent, flexibility and adaptability are key. Recognize that candidates have varied needs and preferences. Offer diverse interview formats like video calls, phone interviews, or live coding sessions to accommodate different comfort levels. Be mindful of candidates' time zones, schedules, and availability, showing respect for their time and commitments.
If you want to make the most hires or be the most successful you can be, being flexible should be a given. I have taken calls as late as 10 30- 11pm and as early as 630 am if it was a strategic hire and quality candidate
Tomando uno de los pilares de Agile, a la orden del día en equipos de desarollo, la adaptación a los cambios y la flexibilidad es algo fundamental en los procesos de selección de personal técnico. Es inevitable tener que adaptarnos a horarios, cambios repentinos, los famosos “fuegos” en proyectos… En definitiva, tener un perfil proactivo y adaptable para encontrar soluciones rápidas a problemas que puedan surgir hasta en el último momento.
The last but not least tip to personalize the recruiting experience for technical candidates is to follow up. Don't leave your candidates hanging or wondering what is going on. Keep them updated on the status of their application, the next steps, and the timeline. Thank them for their time, interest, and effort. Ask them for feedback, questions, or concerns. And most importantly, stay in touch until they join your company or decline your offer. By following up, you can show your candidates that you care about them and that you are excited to have them on board.
This is about a poet. Strong candidates are in demand. And nobody forgets when they're treated ill--or treated great! This is incredibly low-hanging fruit: making yourself available to the people you hope to recruit is win/win. You know you're offering availability that your rivals just aren't. Sometimes, the value proposition of the opportunity you have isn't stellar. Maybe the compensation isn't market-leading, or the stack/environment aren't the awesome, bleeding edge stuff everyone is buzzing about. So what's your in? “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”--Maya Angelou. Poets are wise. Choose to be wise. Follow-up.
I think for most of us it is hard to call or email everyone when juggling so many priorities and the end result of that is the frustrated call or text from a candidate and a half baked response with minimal feedback because youre on the spot . I use a video AI called potion to send a "feedback from you interviews" video message of me to the candidates. The ai swaps out the name of whomever i want to address in my voice. I send them a personalized video message with interview feedback, they love it and i love not having to write as many emails.
Recruiters! Following up with candidates isn't just crossing T's and dotting I's—it's like tending to a garden of potential superstars! Following up is your chance to be the fairy godmother of careers, waving your wand of updates and keeping dreams alive. It's the difference between being a faceless corporate maze and a warm, fuzzy talent magnet. Remember, in the wild dating game of recruitment, ghosting is so last season. Be the matchmaker extraordinaire who keeps the spark alive!
I live by the principle that 'a lack of specific information is still valuable information.' Set deadlines for the next contact and reach out to the candidate, even if you're still waiting for a decision. By doing this, you show candidates respect and also keep your finger on the pulse. It's a good moment to ask if the candidate's situation hasn't changed due to a new, interesting job offer.
I believe FOLLOWING UP is more than a courtesy; it's a sign of genuine interest in candidates. Keeping them in the loop throughout the process not only reassures them but also strengthens the connection. This communication loop isn't just about the 'yes' or 'no,' but it's about the journey together, fostering a sense of inclusion and value from the very beginning. In my experience, this consistent engagement reflects our company culture and sets the stage for a positive and enduring relationship with our new hires.
To enhance the recruiting experience for technical talent: - Upgrade your ATS to send personalized templates to candidates, automating communication. - Improve the onsite interview process with leadership engagement and an informative candidate hiring kit. - Develop a comprehensive pre-offer and post-offer process, including personalized swag bags and new hire essential kits. - Plan and communicate the onboarding process 7-10 days in advance, ensuring consistency with multiple follow-ups and touchpoints. - Capture candidate feedback and adapt the process as needed to enhance the overall candidate experience. These steps are critical for a superior candidate experience.
I think, based on my experience, personalizing the experience for technical candidates is paramount. These people has great experience and sometimes at key positions so : 1) Communicate clearly on the different steps of the process (make it smooth and transparent) 2) Test their abilities via case study at a certain moment of the process to be sure that we are facing a specialist or an expert. 3)Involve line manager to assess technical questions. 4) and finally, the company culture must be clear and attractive!
Es importante apoyar en: - creación de recursos visuales como: documentación por mail de resumen final de la llamada, presentación visual y atractiva de la información, fondos o imagen clara y con colores luminosos (blancos, azul claro, verde claro…) - el tono de la voz es muy importante: todos hemos estado en una clase donde el profesor hacía que a los 30 minutos te murieras de sue?o. Lo mismo puede pasar en una entrevista y hacer que el candidato no recoja toda la información. Un buen tono y comunicación fluida entre ambos, hará que te ahorres mails de resolución de dudas después. Es importante las herramientas pero también saber hacer uso de ellas y proporcionar elementos externos que potencien la entrevista.
Technical recruiters should brush up on basic developer lingo, frameworks, coding environments and more to converse knowledgeably with candidates. It makes a difference when able to say you use the same stack. The key is showing a genuine interest in their individual skills, giving transparent insight into the tech work itself, and showing how they can continue growing as part of the organization. This makes for a recruiting experience that resonates with technical candidates.
Be YOU! Yes there are processes that are proven successful, and tools to use, but you have to put your own spin on things. If you are quirky, don't hide your quirkiness. If you are an introvert, you don't have to try and be an extrovert. Build rapport with candidates based on things you truly know/care about and that will go a long way in building relationships and personalizing the experience for the candidate.