How Do I Hire a Technical Team? A Quick Guide to Hiring Tech Talent

Published • By Divyanshu Jangid

Technology is ever the dynamic puzzle that only the best minds can solve. Modern recruiters understand that acquiring and retaining capable team members is the first and the most crucial step to corporate success. 

However, the world is facing a talent shortage. According to Forbes, 2020 saw the talent shortage amount to about 40 million globally across various domains. Especially in the tech industry, the talent pool is getting relatively small, and everyone wants to dive into it. 

Naturally, acquiring those best minds isn’t just a challenge for modern recruiters but a chaotic, frenzied corporate race against time. 

Importance of Hiring Reliable Tech Talent

Tech professionals hold some of the most essential responsibilities in a business. When not developing the business’s primary offering from scratch, they study, develop, design, and implement support for various departments. 

Salient as they are to the overall and day-to-day functioning of the company, they also often deal with sensitive data and protected information. From administration to security, tech professionals have collaborative roles to play in every crucial department. 

Malfeasance or missteps by tech professionals can cause the companies heavily. This is why it is imperative to hire tech talent that is not only intelligent and capable but also reliable. 

How to Attract High-Quality Tech Talents For Your Company

Skilled IT experts know precisely what they can do, what kind of impact they can make, and what they want in return. They scrutinize companies just as closely as recruiters judge prospective employees. 

Tables have turned, and the professionals hold more cards in their hands than ever before. Even after you have acquired the desired professionals, you have to work hard to retain them. The key to obtaining premium talent is understanding their needs, anticipating their wants, and accommodating their aspirations.

Here are a few steps you can take to acquire your future tech rockstars-

1. Make Them Choose YOU

Tech professionals don’t just want to be paid- they want to believe in a product or organization, feel involved, and be valued as team members. If you try to develop a sense of connection and cultural fit during recruitment, you might nudge them to choose you against all odds. 

2. Advertise Your Roles In the Right Places 

One of the most critical steps in recruitment is advertising the role. The best people won’t be able to apply for your job if they don’t even know it is available. Identify the platforms which have the highest concentration of tech professionals. Try to find niche job portals specific to the tech domain to advertise. 

Cutshort is a platform that doesn’t just offer one of the most diverse and high-quality tech talent pools but also leverages the power of AI to help you reach professionals that will be a near-perfect fit for the roles you advertise.

3. Employer Branding Makes a Difference

Employer branding allows you to control how prospective candidates see your brand. Backed by the proper research, employer branding can yield quick quantifiable results in the hiring process. 

The first step to creating an employer branding strategy is to understand the needs of your main talent markets. You can then mould the main offerings of your company to match these needs.

Mistakes You Should Avoid When Hiring Tech Talent

1. Complex Application Processes

Needlessly lengthy application and recruitment processes can scare off good employees. It also simply delays the hiring, and the candidate joins the company much later than they could have. 

This is not to say that the recruitment process should not be exhaustive. There are parts of the application process that can be automated for a seamless experience and faster confirmations. 

2. Delayed Responses

When a job seeker applies for a job at your organization, there are very high chances that they have applied to a hundred more. Delayed responses can signal the employees that you do not care about their application. Other recruiters might dive in and swoop the good candidates off their feet in the meantime. 

3. Not Confirming Culture Fit

Giving shortlisted prospective candidates a chance to interact with some existing team members can help you understand if the candidate will be a good cultural fit in your company. Ensuring that the candidates’ professional values align with the company’s can go a long way toward impacting employee retention. 

Things You Should Do Before Hiring Tech Professionals

1. Establish a Candidate Persona

List down the hard skills, soft skills, educational qualifications, experience status, and other crucial details of your ideal employee. Discuss these with the hiring manager to sketch out a candidate’s persona. You can use this persona to direct your outreach plan.

2. Create Attractive and Exhaustive Job Descriptions

Job descriptions are generally the first substantial communication a candidate receives from your company. Ensure that it details all candidate’s requirements along with the software and hardware that the candidate will be working with. 

3. Make data-driven judgments by using technical recruiting tools

Leverage your recruitment tech stack to streamline and improve the hiring process. The most effective technical recruiting solutions, such as an ATS, will enable you to swiftly screen resumes for particular competencies and keywords, greatly enhancing the effectiveness of the screening phases.

How to Retain Tech Talent

1. Give Your Existing Tech Team a Voice

It is time to shatter the general back-room, geeky, almost invisible perception of tech professionals. These people are experts in their fields and have ideas and voices of their own. It is the duty of the organization to include the tech staff in other functions like marketing brainstorming sessions, discussions about sales funnels, recruitment of new talent, etc. 

2. Enable Career Advancement

Modern professionals want more than just competitive salaries. Training, development, opportunities for career advancement and leadership are top priorities for employees. 

3. Remote Work May Make a Difference

Various studies have proved that offering professionals work-from-home benefits and flexible hours can help enhance employee retention. According to Owl Labs, 74% of the surveyed employees said that they are less inclined to leave an employer if they are given the ability to remotely. 

4. Encourage and Listen to Employee Feedback

It is vital to make employees feel heard. When professionals come to you with concerns and queries, do not brush them off or redirect them to different managers. Instead, try to connect the employees to the proper channels so they can express themselves freely. Use employee feedback to improve your policies and processes. 

Combine Hiring Best Practices with Technology to Ace the Hiring Game

You cannot predict the future, but you can be ready for what it may bring.

Hiring in today’s competitive corporate world is challenging, but it becomes easy when you know which practices can yield the best results and which platforms can boost them. Using the hiring best practices discussed above in tandem with AI-powered tech-niche hiring platforms like Cutshort can help you significantly enhance your recruitment processes.