The lack of skilled IT workers is hurting the deployment of emerging technology, according to a new survey from Gartner. In areas from cloud to cybersecurity, this crisis is expected to last for years to come.
That’s why when we talk about recruiting, we do so within a given framework: internal, external, corporate, campus, military, the list goes on and on. Doing so allows us to understand the difference between experiences, the nuance behind each outreach, and find common ground.
Often, this leads us back to technology, those we use, and those we don’t, exchanging what’s worked and why.
Technology buttresses the recruiting process, providing the infrastructure needed to navigate murky waters and find a clear path to the right hire.
We see this thinking play out repeatedly, particularly in tech recruiting, a space that’s marred by horror stories about those impossible to fill positions and the headaches that come from doing the work.
Technology empowers these recruiters, aiding them in their search and overcoming the obstacles mentioned above – when done correctly.
Despite the professional descriptor, tech recruiting doesn’t necessarily require technical prowess beyond an average computer skill set.
You might be looking for candidates with specific programming languages, but your abilities aren’t really up for question.
Instead, you need to know the technology side of recruiting more than anything else. That means familiarizing yourself with your software stack, from top to bottom and everywhere in between, because chances are, you’re inheriting a lot of what you use.
If that’s the case, take the opportunity to dig into your stack and learn how your technologies fit together. You want to deliver a seamless experience for candidates, one that recognizes their talent and makes it easy for them to engage.
Consider working your way through the funnel step by step, to get a feel for how things operate on the candidate side. Take notes and identify which part of the stack links with which stage, and then, rate and review.
No doubt you’ve heard the oft-cited purple squirrel analogy before, and while your next opening might not be quite so exacting, you will be on the look for some highly specialized capabilities.
And sure, employee referrals remain a top source of hire. But that’s another one we’ve all heard before, and tech recruiting doesn’t always work out that way, now does it?
So once you’re comfortable with your technology stack, get out there and find the other tools that support your efforts. Think about browser extensions, apps, and add-ons, and other platforms designed for the express purpose of extending your sourcing reach.
We’re talking contact finding, Boolean string building, profile completing, workflow automating and more. Look for solutions that solve for any weak spots in your stack, while reinforcing your natural searching style.
Even the so-called experts can use a little help in this department, especially when it comes to distinguishing between senior-level engineers with similar backgrounds and experience. Get the help you need on your terms, and let your tech stack handle the rest.
Complement all this searching with the right sourcing to ensure your outreach doesn’t fall on uninterested, unattainable ears.
Tech recruiting success might look different for different people and different roles, but one thing is for sure: sticking to the same old isn’t going to move the needle, or get results.
So while you could spend hours trolling the same site in hopes of finding a new candidate to connect with, you’ll likely end up frustrated and disappointed. Because at some point, you need to step away from the computer and try the phone instead.
Let’s be real here, today, using the phone doesn’t mean dialing the day away, especially not when you have the option to text.
Says one case study, this approach yields results in about three minutes, with an 87 percent response rate (that’s more than five times the average open for email).
Of course, that doesn’t mean pulling out your smartphone, at least not when there are technologies at your disposal. Look, tech recruiting doesn’t require you learn to programming, but you do need to know your technologies.
Engaging these niche candidates requires a delicate balance, complete with high touch experiences that feel individualized without crossing over into stalker territory.
Tech in hand, you got this.