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As a tech recruiter, what you need to realize is that the company does not choose the candidate; the candidate chooses the company.

The growth of any company, regardless of size, depends on its employees. Therefore it’s crucial to attract strong talent into the tech recruiting funnel. Tech recruiting can be challenging for companies. As tech recruiters know and are far too familiar with, many companies end up attracting tech talent that don’t fit the required standards.

There are many reasons why great candidates aren’t always attracted to your job opportunity.

What you need to realize is that the company does not choose the candidate; the candidate chooses the company. Or simply put, when hiring senior software engineers, you’re selling the job opportunity.

The market has changed. Tech recruiters need to sell the potential growth of the role, the candidate, and the company, to persuade them to choose you. With employee reviews available to anyone with access to Glassdoor, the candidate is as much evaluating your company and their experience in your tech recruiting process as you are in evaluating their ability to code.

Here are three changes you can start implementing today:

Improve your job description

The primary objective of a job description is to align the tech recruiting team and candidate on the expected coding skills of a particular role. Although it’s an essential step in your technical hiring process, its significance is often downplayed. This is why companies end up attracting the wrong audience. Unclear or poorly-written job descriptions attract unqualified applicants — a costly byproduct. 

As a tech recruiter, imagine spending the time vetting fifty resumes only to find that five of the candidates are qualified. This can be very disheartening and a sure sign that you need a technical assessment platform to help you save time. The first step that you can take in your tech recruiting process is to make sure your hiring team creates a job description that includes the following:

  • The job title
  • The purpose of the job
  • A detailed description of the tasks and responsibilities of the job
  • The job qualifications — this should consist of experience, skill level, and education
  • Job location
  • Work environment
  • Availability
  • Ideal candidate specifics (i.e., knowledge of other programming languages)

A recent Gender Insights Report published by LinkedIn shows that women apply to 20% fewer jobs than men. So if you’re trying to improve diversity by attracting more women, what your job description says is critical. Use proven tactics to make a strong first impression and entice more women to apply.

Job Advertisement

The next step is posting your newly formulated job description for the world to see. The objective of a job advertisement is to promote a job opening to potential candidates. Most companies end up losing their target audience because of a low-quality job advertisement, or because they targeted the wrong channel. Here are key points to keep in mind when writing your job advertisement:

  • Using dense, simple information
  • Being straight to the point
  • Having a robust list of qualification requirements
  • Stating the benefits that your company offers that are unique to other companies
  • Listing key responsibilities and setting expectations for candidates

Make key company information available

Thanks to technology, many large companies store information on multiple platforms, some showcasing employee reviews. This makes it possible for people to search and see what the company is about. Visibility is important — it establishes open communication and trust. It doesn’t matter whether your job advertisement is robust or not— without accessible and visible company information, very few people will be interested.

In fact, data from our Global Developer Report suggest that a majority (51%) of software engineers are at least somewhat surprised by their roles once they start. Interestingly, developer-heavy companies — workforces that are made up of over 75% developers — are better at setting expectations for software engineering hires while less technical companies struggle. They also all utilize technical assessments to evaluate their candidates. Tech giants like Google and Amazon might be onto something.

Make sure you show who you are (your brand positioning), and what you want. For example, are you looking for someone proficient in AutoCAD, or other engineering design programs? Do they need a Master’s degree in Software Engineering? If you are using a technical assessment platform, it’s important to make sure that the platform has the programming language the software engineer will be assessed on and will be using on the job.

Leverage different social media channels like Facebook, Twitter, or LinkedIn, to reach more diverse audiences. Ask your employees to post to their own channels. Did you know that 59% of engineering hiring managers rely on employee referrals as their top method for securing talent?

Avoid a lack of resources

The tech market has changed significantly over the years. Meaning that talent and skill set have also grown. Companies need to adjust to selling their job opening rather than software engineers selling their expertise. It’s a buyer’s market. A lack of resources can be detrimental to your technical hiring efforts.

Make sure you’re up-to-date with the latest trends in programming and you can be sure to attract the right talent. Google Trends is a good resource. Look how Java is losing its domination as the most popular language. It also seems that JavaScript was on a good path until 2017, but couldn’t stop Python from taking over the world. Be sure that you have a technical assessment platform in place to be able to test your candidate’s programming knowledge.

Poor technical hiring

If you want to recruit good tech talent, then make an impression with your technical hiring process that includes an effective technical assessment platform to save both you and your hiring team’s time in screening and weeding out candidates.

First, make the process optional to employees. You only need to involve the people who want to and need to be involved such as someone from software engineering for the technical assessment portion — this can help shape the perception of your company greatly. Participants will be enthusiastic and give prospective employees more of a feel for your company because they will be more engaged.

Next, set realistic expectations. Hiring teams should have a conversation about how to treat new hires. This also ensures that you retain good talent in your company and strengthens employer branding. Clearly, your impression on employee review sites will be a positive one if you have a good hiring process in place. 

Selling yourself to prospective candidates is the best way to draw in good talent. Focus on improving the different stages of recruitment mentioned above to transform your technical hiring process. Remember that if a candidate is open to discussing what they’re looking for, you can more easily highlight similarities and differences between their expectations and the role you’re looking to fill.

Content Marketing Specialist at Codility. Shelby devotes most of her time to creating content strategy and executing on it. Currently residing in SF, she was born and raised in Connecticut.

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