4 Effective Hiring Lessons from the Tech Industry
Attracting and retaining top talent has been challenging for most employers across industries. In the tech industry, where candidates are typically highly skilled and more coveted, the hiring process can get even trickier. Sourcing talented candidates for tech jobs is a highly competitive business, but tech recruiters seem to have got it down to an art.
Here are some surprisingly simple but effective hiring lessons from the tech industry.
Make sure to source passive candidates
Adept recruiters make a special effort to reach out to passive candidates. Active candidates are, of course, equally valuable, but they’re also a lot more obviously accessible to everyone. Passive candidates can be sought through employee referrals, for one. Once you have identified the worthy candidates, writing personalized emails will work well to get their attention.
Don’t rely on the candidate’s CV
Recruiters tend to rely a little too much on the candidate’s CV when trying to make hiring decisions. It has been fairly well-established that candidate CVs are not entirely reliable as documents. Instead of taking the candidate’s CV as the gospel truth on the matter, an effective pre-screening mechanism can help you make significantly better hiring decisions.
Look for soft skills
When recruiting candidates (especially for technical jobs), recruiters sometimes become too focused on examining the tech skills, because of which they overlook some other very important skills. It’s crucial to assess how well your candidate will fit into the team, how well s/he can communicate, and even what his/her career goals are. Moving beyond a very rigid and structured interview format—and to assess different candidates differently when the need arises—can be helpful.
Make the candidate feel valued
Salaries in the tech industry are typically quite competitive and employers are willing to pay their employees well. A truly competitive offer, in such a scenario, would be one where you’re offering more than just a good salary to the candidate. In the given context, you should look at what matters to your candidate—the scope for career growth, or even the location and timings of the job—and make sure you offer that to hire and retain the good people.
Understanding your candidate is key when it comes to hiring effectively. The goals and aspirations of the candidate, as well as the value that s/he can add your company are important things to understand so that you can make informed hiring decisions. The idea to know exactly who you’re hiring when you do.
To hire pre-screened candidates at ½ the cost and in ½ the time, register with MeraJob.in.
You may like to read this
MeraJob September 27, 2016
How to Reject a Candidate after the Interview
You’ve spent your time interviewing many candidates—and you’ve finally selected one. What happens to the rest of the candidates? Recruiters often tend to overlook all those other candidates who took the time to apply and interview for their company. Once you have decided to hire a...
MeraJob November 10, 2016
Why Employee Engagement Should Be Your Company’s Top Priority
First things first, employee engagement cannot be confused with your employees being happy at work. Your employee may be very happy and even motivated at work and yet may not contribute much in terms of work that benefits your company. Essentially, employee engagement is about the employee’s co...