4 Effective Hiring Lessons from the Tech Industry

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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.


Related: Hiring lessons from the who’s who of business


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.


Related: Should you look at degrees when hiring?


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.


Related: How to hire the best candidate for the job


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.


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