Step-by-step Hiring Strategy for your Tech Company

Now might seem the right time to hire, but are you READY to hire?

Before going ‘all guns blazing’ into recruiting, it’s sensible to create a clear strategy so you understand why you need to hire, and the ideal candidates you need to meet business needs.

Here’s our recommendation.

1.Define your requirements

Not only if this useful for your company and cashflow perspective, but also if you’re going to outsource to recruiters. It’s a lot easier knowing what you want - to streamline the process.

Team needs – Is there a missing gap within your team? This could be skillset or level of experience for example.?

Define company goals – Make sure whoever you’re hiring fits within your roadmap, this will help you understand whether you truly need this individual on your team.

2.?Decide on your budget

?What does your cashflow look like and ideally how much are you able to spend on the perfect candidate?

Having a salary banding is useful if you’re keen to gather candidates from a variety of experience level and skillset – this is also helpful if you’re choosing to outsource your recruitment, as it’ll give our recruiters a better idea on what the perfect fit might look like.

?You may also want to decide on further compensation such as benefits, and potential bonuses – we can provide recommendations, however, do your market research on how you can price yourself right in the market. We pop together regular salary surveys so if you’re in need of one, get in touch.

3. What is your timeframe?

For your own sake, and the candidates (and the recruiter, if outsourcing) decide on a realistic timeframe for filling the position. To do this, consider how many interview stages you’re looking at, and how long it will take you to interview, factoring in annual leave and your time to do your normal day-to-day tasks.

4. Your Employer Value Proposition

Do you have one? You should, and probably do but you haven’t quite marketed yourself as such.

A few areas you could consider are:

Company culture – Highlight your team fit and culture, do you have opportunities for professional development? Are there flexible work options?

Company mission – Do you carry out insightful work? How would this individual’s role play into the wider picture of the company?

Compensation – You already thought about this earlier, now is the time to put value behind this to your candidate.

5. Additional Support/Pain points

Now you know what you’re looking for and your timeline, identify from previous experiences how processes can be improved – i.e Was the process too slow? Was there miscommunication or a lack of communication?

If one of your pain points is time, it may be a good idea to outsource, recruiters will screen all applicants meaning you will only see the best of the bunch which you’re most likely to interview.

To find an agency that works best for you, find one which covers the niche or area this role is within to ensure you receive quality candidates. Also look for a company which reflects your ethics and morals to ensure a long-standing partnership.

If you’re looking for your next recruitment partnership, we’d be happy to help.

We’re a Tech and IT recruitment agency which covers all things data, product, marketing, and software to list a few.

Please reach out to [email protected] for more information.

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