Failing to attract good talent, losing a valuable candidate, or making a bad hire is among tech recruiting’s worst nightmares. If one or more of these has been going around, it’s time to adopt some tips for hiring better.
The situations mentioned above are usually the consequence of a sum of factors. To solve them, therefore, it is also necessary to look at the different work fronts that are under the care of the area responsible for hiring people.
It is precisely about these numerous possibilities, capable of resulting in a more assertive hiring process, that we want to talk to you about from now on.
Why is it necessary to improve people hiring when tech recruiting?
Hiring the right talent is one of the first steps to achieving the dream of any company: to have a team of engaged professionals, who are able to leverage the sustainable growth of the organization.
On the other hand, unsuccessful hiring can become a real snowball, bringing losses such as
- Increase in internal conflicts;
- Poor organizational climate
- Drop in productivity;
- High turnover rates;
- Costs with employee dismissals;
- Difficulty in attracting new talent;
- HR overload.
Yes, you can’t be fooled! If these problems are already a reality in your company, this is a clear sign that something needs to change as soon as possible.
What can get in the way of assertive talent-hiring in tech recruiting?
As we have already said, the difficulty in filling vacancies with agility and assertiveness usually hides many other problems.
See which are the most common ones:
- Adoption of predominantly manual recruitment and selection, which demands more time than really necessary;
- Not being recognized in the market as a good company to work for;
- Selection processes with many stages and tests (the long duration can make good candidates give up halfway through);
- Lack of understanding of the manager’s expectations regarding the desired profile to fill the position;
- Mistakes in some important steps of R&S, such as in the development of the job description and/or in divulging it in the right channels;
- Difficulty in correctly validating the candidates’ technical and behavioral skills;
- A lean HR team that has to deal with many demands and, therefore, cannot fully dedicate itself to the search for talent.
We could see that the hiring process is much more complex than many imagine, right? This is where the importance of following good tips for hiring better comes in.
There are many elements that need to go together so that, in the end, there is a perfect match between the company and the employee. We will talk about them in the following!
How to hire better from 4 strategies in tech recruiting
Improving the recruitment and selection of talents is, without a doubt, one of the best ways to hire better.
This is such a strategic issue that we even have exclusive content about it, where we present the main R&S processes and techniques.
In case you want to get deeper into it, we highly recommend reading it, because, from now on, we want to share some less-known tips for hiring better.
Read them calmly and carefully, because they really can completely change your company’s reality!
Strengthening Employer Branding
Remember when we said that not having a good reputation as an employer brand can compromise your company’s ability to attract and hire good talent?
Well, to be more precise, it is estimated that nowadays about 75% of the candidates evaluate the company’s online presence before applying for a job.
This change in behavior on the part of candidates has caused Employer Branding strategies to gain increasing strength within companies. Among them are issues such as:
- Offering an attractive Employer Value Proposition (EVP) to employees;
- Promoting actions aimed at the team’s physical and mental well-being;
- Having a strong organizational climate and culture;
- Encouraging transparency in communication, creating a safe environment;
- Use social networks to communicate to the market the daily routine of those who are part of the company and some aspects of the organizational culture.
Adopting technological tools
The time when you had to conduct a selection process in a totally manual way is long gone. Nowadays, it is possible to count on different technological resources to obtain more efficiency in this journey, as is the case of recruitment software.
Acting as an extension of the HR team, this tool stands out for automating some of the most bureaucratic processes of hiring new talent, such as sorting resumes, applying for tests, and sending feedback or invitations for interviews.
In addition, they also allow the follow-up of metrics that help guide future HR actions – something indispensable nowadays!
Active search for talent
In some areas, such as technology, the traditional recruitment and selection process no longer applies. This means that it is no longer enough to advertise a vacancy and wait for the resumes to start coming in…
In some cases, it will be necessary to go after these professionals actively, and one of the most successful ways to do this is to resort to the Recruitment Marketplace.
This is the name given to a digital space where companies can find qualified professionals and invite them to participate in their selection processes.
It is a platform that helps HR optimize searches and qualify candidates in a much more assertive way, especially if the marketplace is segmented.
In fact, this is the case with GeekHunter, which has one of the largest marketplaces for technology professionals in Latin America!
Hiring specialized services
A very lean HR team will hardly be able to fully focus on recruitment and selection. After all, this is only one of the countless responsibilities that are under the sector’s care.
The scenario becomes even more complex when it is necessary to close vacancies that require specific recruitment techniques, such as those in IT. But the good news is that there are already very effective solutions to deal with this challenge.
One of the tips for hiring better in these cases is to count on the support of an external team of tech recruiting experts that helps your company implement best practices.
Tech Recruiter as a Service (TraaS) is a great solution for organizations that have a high and recurring demand for tech professionals but need the support of a specialized team to improve the time and quality of these hires.
At GeekHunter, we have helped companies from the US, Canada and Europe to hire top vetted talent. With our expertise on the LATAM market and great reach, we’re able to both attract and validate them.
We also have a digital platform that helps companies scale their tech hirings even quicker and easier!
Conclusion: How to Hire Better Candidates in Tech Recruiting?
As you have seen so far, there are many ways to improve the hiring of talent in a company.
And as new tools and techniques emerge every year, it is always important to take the time to learn more about them, reassess processes, and evaluate the latest results in order to understand what can still be improved.
Yes, people management is in constant evolution. Therefore, following it closely is the only possible way for HR to continue adopting the best market practices and helping the company to find the best talents.
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