Tech jobs are in high demand today. As an employer, hiring top talents can give you a competitive advantage in the industry. Finding suitable candidates doesn’t necessarily have to be daunting. With a little bit of planning and preparation, you can attract top talents to your tech brand. This article explores helpful tips for recruiting tech talent in competitive areas.
Conduct a background search.
Conducting background checks on potential recruits is a critical aspect of the recruiting process. Just like homeowners leverage background check sites for tenant screening, the same practice goes with businesses. Hiring the wrong applicants could negatively impact your company’s bottom line.
Also, keep in mind that you’ll be held liable for damages for your employees’ actions. Running background checks on potential recruits not only allows you to check the accuracy of information submitted by third parties but can also return critical information, including verified identity and criminal history. If the job seeker’s record comes out clean, the employer may further explore the hiring opportunity. If the background check returns damning information, this saves the company potential trouble.
Thanks to technological advancements, you can search people free of charge using a background check site. A typical background check site like GoLookUp lets you access detailed information about a lot of people living in the United States.
You can also use Google search, which often returns a treasure trove of information. You can find an applicant’s social media profiles on the internet. However, a Google search may not return the exact information you require. In contrast, GoLookUp’s accurate data allows users to perform a quick search in their people directory. The search gives factual information on different key data points, including current and past addresses, property information, business profile, family members, and social media information. The bottom line is that background checks help you authenticate the accuracy of any information submitted by job seekers.
Create a career portal.
Although it may seem like a significant upfront investment, the potential return on investment promises to be worth every effort and penny spent. A career portal gives applicants a quick view of your company culture and available job opportunities. It’s an excellent way to raise awareness about your brand, drive interest in your organization, and make an unforgettable first impression.
Endeavor to create personalized content and job recommendations to drive applications and reach suitable candidates. To save on development fees, consider making the application program yourself if you have any programming skills. Nowadays, Python code is arguably the easiest to learn.
Consider using a command line argument to control your computer program from outside. If you’re not tech-savvy, simply Google “command line arguments Python” to learn more. You’ll find that you can run and alter the behavior of a Python script from a command line. Whether subcommands or flags, you can leverage sys.argv to access command line arguments.
Leverage recruitment software.
The cost of recruiting tech talents has significantly increased in recent years. Most tech start-ups often hesitate to hire more employees due to the high cost of recruiting. Taking on new employees goes beyond their salaries and remunerations. Of course, you know that tech workers arguably earn the highest wages in the job market. Keep in mind that the cost of hiring a new employee encompasses, amongst other things, recruitment, onboarding and training, and benefits.
There are many costs associated with hiring employees, including advertisement campaigns, the time cost of personnel reviewing resumes, background checks, assessment tests, and the time cost of the interviewer. You can save a considerable amount of money in turnover costs by incorporating robust recruitment software.
Recruiting software streamlines and accelerates the process of finding and vetting top tech talents for the job. Most platforms feature applicant tracking software (ATS), candidate relationship management, and interviewing tools. Some notable examples include Breezy HR, Zoho Recruit, Recruiterflow, Greenhouse, and Recooty.