The growth of any company, regardless of size, depends on its employees. Therefore it’s crucial to attract strong talent into the tech recruitment funnel. Hiring can be challenging for companies. Many end up attracting employees 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 engineers, you’re selling the job opportunity.
The market has changed. You need to sell the potential growth of the role, the candidate, and the company, to persuade them to choose you.
Here are three changes you can start working on today:
Improve your job description
The primary objective of a job description is to align the tech hiring team and candidate on the expected coding skills of a particular role. Although it’s an essential step in your 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.
Imagine spending the time vetting fifty resumes only to find that five of the candidates are qualified. This can be very disheartening. So to avoid this, 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
- 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.
The next step is posting your newly formulated job description for the world to see. The objective of a job posting is to advertise a job opening to potential candidates. Most companies end up losing their target audience because of a low-quality job posting, or because they targeted the wrong channel. Here are key points to keep in mind when writing your job posting:
- 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. 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 posting is robust — 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 developers 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 engineering hires while less technical companies struggle. Tech giants like Google and Amazon might be on to 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 Engineering?
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 engineers selling their expertise. It’s a buyer’s market. A lack of resources can be detrimental to your tech hiring efforts.
*Colors on the map indicate the most popular programming languages (among the four analyzed) according to how often they are searched in each country. Color intensity represents the percentage of searches. You can see as an example that Python is used more in China than in Canada.
Poor tech hiring
If you want to recruit good tech talent, then make an impression with your hiring process.
First, make it optional to employees. You only need to involve the people who want to be involved — 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.
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 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.
Do you need help attracting top engineering talent? Download and listen to our webinar for more tips on top-of-funnel recruitment.