April 24, 2013
According to a recent survey of tech-focused hiring managers and recruiters – Java, mobile, .NET, and software developers are the most difficult technology professionals to hire.
Because these tech positions are so difficult to fill, it can be a challenge for recruiters to come up with new methods of hiring.
Here are seven ways for recruiters to satisfy hard-to-fill tech positions in your company:
1. Hire recent graduates.
Selecting from the pool of recent graduates allows for a wide range of talent. Recent grads can develop their skills on the job. Young developers often have new ideas. They understand new technology. Offer internships to provide less-experienced workers with mentors.
2. Put less focus on resumes.
In a tech position, a candidate’s skills are more valuable than a list of experiences. Instead of asking for resumes to narrow down tech candidates, start with an online assessment of basic tech skills. Once they pass the skills assessment, bring the candidates in for interviews and other evaluations.
3. Use specialized recruiters.
You might benefit from using recruiters that specialize in filling tech positions. They might often be better able to assess the traits and skills of tech candidates.
4. Hire in groups.
Often, talented developers work together in specialized agencies. A great way to fill many tech positions at once is to acquire from one of these agencies. You end up with an entire pool of qualified tech candidates at once.
5. Host challenges.
Attract programmers by put together an online challenge. You’ll attract the best and most competitive tech talent. Show the candidates what they might get to do once they join your company.
6. Provide rewards to new hires.
Tech candidates want more than just a good salary. Find out specific rewards your talent pool wants. Ask them what they want, and make an effort to provide it. This is an opportunity to get creative.
7. Offer referral rewards.
Use your current tech team to find other qualified tech candidates. Ask for referrals, and offer rewards to employees who provide candidates. Your current employees know what you’re looking for, so they can provide candidates who will fit your needs.
What are some other ways you've used to satisfy hard-to-fill tech positions?
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