Creative tech recruitment strategies for 2022

Here is a short guide on how to always succeed at technical recruitment. If companies implement these practices, there won’t be such a thing as talent shortages.?

Ever.

Follow these steps to get ahead of the competition.

?? Invest in university recruitment

1. Hire future HR professionals. Arrange for HR students to visit tech university campuses and recruit your future developers, engineers, graphic designers, etc.,?

Make sure you clearly explain what kind of people would be a great fit for the company.

Dedicate a budget for travel and pocket money and they will find you the most capable tech students for your company.

2. Arrange internship programs that will last for 3-6 months. You will accurately assess their knowledge and personality by assigning tasks according to the student’s course that correlates to your company's needs.?

Moreover, you will have the opportunity to leave a positive impression (recommendations bring more talent!) and train your future employees on how you want to approach projects and tasks. The benefits for both sides are multifold.?

It would be a nice gesture to provide a recommendation or a certificate for the people you don’t (plan) to hire.?

?? Offer real opportunities for growth

1. It is not just about recruiting the best developers and IT wizards. Nurture your talent (intern or employed) by offering them more than a job, but a future. Especially to the graduates. Give them mentoring and on-the-job training. Put them as part of a team on real projects that will provide opportunities for career progression. The key is to make your company’s proposition as compelling as possible.

2. Make sure that everybody on the team understands the value of the project and how its application will bring value to the clients. If you are (not) meeting the market in terms of benefits and pay, purpose and opportunity become strong motivators.?

If you can then passionately communicate the elements of a role that make it intrinsically worth doing and the rewards that come with this, you can leave “fear of missing out” to take care of the rest.

?? Be open to innovative work environments

1. As the search for tech talent rages on, flexible, hybrid work models can be attractive for employees and a deciding factor for talent when considering a new position. Collaborative team culture can be a company’s best asset, especially for retaining team members and paving a clear path for their career growth.?

2. If you aren’t a person with strong definitions and resort to a more liberal understanding of the world, you can opt for a fully distributed workplace. Not remote. Not hybrid. Nobody needs to be concerned about being a second-class employee outside the office, in a remote setting. All employees can get access to both the best of our company, through the processes and tools we have created, and the best lives they can create for themselves—regardless of where they live.

?? Let your hiring process reflect your company

1. Build a structured interview process around the exact job criteria our interviewers have to evaluate. Use the interview as a platform to empower each interviewer to deliver an equitable, ethical and effective interview every time. The thing is, you aren’t looking for the “best” programmers. You’re looking for the best programmers for that company.?

2. Keep the hiring cycle short. Most highly skilled professionals have a lot of job offers, and the biggest turnoff is a two-week-long hiring process. Keep it simple—four interviews at most—and give candidates a clear yes or no answer after the interviews.

Introduce current team members during the hiring process. There is nothing like the human connection. Get your senior technologists in front of potential candidates so they can share their firsthand experience and help directly answer any questions about projects, products, and company culture.

?? Walk outside the “obvious” route

1. Look outside the handful of top tech hubs and Slack tech communities. World-class tech talent can be found everywhere. It’s about giving passionate people with unexpected backgrounds a chance. The worldwide shift to remote work is a boon for tech companies and talent.

2. Proactively reach out to candidates and qualified people you respect.?

The people you want to hire aren’t usually looking for jobs. Hiring managers need to proactively reach out to top people rather than relying on inbound applications. Social media, networking platforms like LinkedIn, and even an intellectual conversation thread on a relevant topic on Reddit can bring you the next star.?

? Teach your talent how to find more talent

The best developers and IT engineers work with respected peers. Have your talent engage with other like-minded technologists at conferences and in forums. Encourage your team to participate in hackathons and open-source projects and share the same stage with others in the industry.?

Work with your talent to find more talent. Build a culture of experimentation that you’re proud of and that your team believes in, and invite others to join. They will!

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If you need to hire talent, book a strategy call ?? https://www.talentroo.com/smarter-recruitment

If you’re looking for a job, apply directly to the available jobs ?? www.talentroo.com, or send us your CV ?? [email protected].