Tech Recruiter Resources.

On top of recruiting elite candidates, talent acquisition and HR professionals are responsible for developing referral programs, coordinating employer branding efforts and building a talent pipeline for future vacancies. All the while, they’re tasked with reporting on key metrics to substantiate the company’s investment in recruiting — a job that’s increasingly difficult to do without the proper resources to measure their efforts.

The pressure to hire the best and the brightest is greater than ever. However, in a candidate-driven market, recruiters are competing for the same prospective employees, all of whom have the power to shop around and wait for the right offer. 

HR and recruiters can’t and shouldn’t tackle this alone; recruitment efforts are strongest when coupled with a marketing team and when they have the backing of the C-suite and finance department. Simply put, recruiters need the support of the entire organization in order to do their job effectively. 

And it’s worth the effort: Improving the efficiency of your recruitment process can cut down on the average time-to-hire, effectively reducing the cost-per-hire. Investing in recruitment strategies upfront strengthens a candidate pool and improves the chances of a quality hire. Identifying the qualified, invested candidates amidst applications is no easy feat, but it pays off in the long run: good hires mitigate the cost of new-hire turnover, which can be up to 30 percent of the employee’s first-year earnings.

T

he recruiting statistics below illuminate the challenge — and importance — of devising sound recruitment strategies.

86 percent of job seekers decide where to apply based on company review and rating research. Building out your employer brand and improving recruitment process efficiency will help you attract elite candidates and get them excited about joining your team. 

88 percent of businesses say their best source of applicants were through employee referrals. In order to secure those quality hires that help improve profitability and retention, recruitment teams need the budget to incentivize individuals for their recommendations with an employee referral program. 

Each open position costs a company an average $98 per day. Investing in recruitment teams upfront improves time-to-hire and reduces the accruing cost-of-vacancy. 

The best candidates are available for 10 days before being hired. The race to hire quality candidates is on. In order to successfully compete with other employers, meet passive candidates where they are and offer top individuals the benefits they desire.

Over 75 percent of candidates aren’t active job seekers and are currently employed. Finding individuals with the necessary soft and hard skills to succeed in the role is challenging, especially when the best people aren’t even available. This makes identifying passive candidates and building your talent pipeline all the more important. 

Tech vacancies account for almost 1 in 7 total U.S. job vacancies. For high-demand positions, competition between employers is intense. Engaging tech professionals before roles become vacant and offering competitive benefits packages to entice elite candidates is key to staying relevant among job seekers.

Whether your team has aggressive hiring goals due to a recent round of funding or you’re looking to forego staffing agencies and bring your recruitment efforts in house, investing in your team is a must. Use these resources to enhance your organization’s recruiting and grow your business.

Tech is a booming and ever-changing industry, and recruitment practices will have to be just as flexible to keep up. Recruiters and HR professionals should take note of what practices work best based on their business and the state of the tech sphere as a whole. Here’s just a few tech recruiting tips to help enhance how you hire and get the best candidates.

Tech Recruiting Tips

Know What Job Seekers Want and Showcase It 

Be mindful of what your applicants (and competitor applicants) look for most in a job. According to Gallup, a majority are likely to say income or benefits, but this could vary depending on the company, its culture and its audience. Whether it’s income, work-life balance, creative freedom or another perk that makes your workplace shine, emphasize this throughout the application process.

Keep Applications Short, Yet Informative 

92 percent of job seekers never finish the application, either due to long completion times or a confusing navigation experience. At the same time, many job seekers are also most incentivized to apply if the job description outlines offered benefits, compensation or other bonuses. So, provide essential information in applications, but keep it brief.

Know the Technical Expertise

It’s worth it to research the expertise required by open roles, especially highly technical ones like engineers and developers. Be prepared to discuss your company’s tech and how an employee will directly work with it in the role. Knowing the expertise and skill sets a role needs will help narrow down best-fit candidates and possibly help a candidate and recruiter bond during discussions, enhancing the candidate experience.

Keep Jobs Remote or Hybrid 

In the tech world, the option to work remotely is still preferred. 94 percent of workers in remote-capable positions prefer to continue working in a hybrid or remote model. Plus, 48 percent of respondents in one SHRM survey said they’d “definitely” seek a remote role for their next job.