While there aren’t necessarily any quick fixes for the challenges facing recruiters in this industry, there are best practices and proven tactics that can help tremendously.
Founder and CEO
Talent acquisition in the tech industry isn’t getting any easier. In fact,
it’s getting harder all the time as new startups emerge and attempt
to compete for top coding talent. Doing things the old fashioned
way just isn’t going to cut it anymore—which is precisely why the
tech industry needs to adopt a new approach.
Because skilled workers like software developers have their pick
of where they want to work, modern companies need to position
themselves extremely carefully in order to gain the attention and
the interest of the right people. This means defining a strong employer
brand that emphasizes all of the ways in which you offer value to
your employees, but also meeting prospective candidates with that
brand on the channels where they already spend their time.
In this way, you can build interest, trust, and ultimately lasting
There aren’t necessarily any quick fixes for the problems and
challenges facing recruiters in this industry, but there are best
practices and proven tactics that can help tremendously.
The more you’re able to take the recruitment marketing principles
we outlined above (and automate them), the more time you’ll
have for interfacing with candidates and showing them why your
business is a great place to work. The more you’re able to automate
data collection and reporting, the smarter you can get about which
channels you use to connect with which candidate personas.
Ultimately, it’s this ability to work smarter, not harder, that’s going
to carry the day. In-demand candidates need a lot of information,
encouragement, and openness if they’re going to take a job. They
need to feel an emotional connection to their future place of
work. Tech recruiters need to train their focus on building up these
relationships—and let the automation handle the other stuff.