Recruiting Tips for tech companies

Recruiting Tips for tech companies

With tech companies mushrooming at an exponential rate, it can be difficult to recruit and retain talent. In fact, a survey carried out by Indeed brought to light that about 86% of HR professionals find it difficult while recruiting tech talent....

With tech companies mushrooming at an exponential rate, it can be difficult to recruit and retain talent. In fact, a survey carried out by Indeed brought to light that about 86% of HR professionals find it difficult while recruiting tech talent. Issues like limited talent pool for niche requirements and stiff competition from other tech firms pose unique challenges to the recruiters.

These keep tech companies on their toes for finding recruiting tips that can meet their needs.

To help you in this quest, here are a few solid recruitment tips for 2020 that will make it a cakewalk:

Clearly Outline Job Specifications

The primary hurdle that HR professionals and recruiters have to overcome is to understand the tech position. For a person with no tech background, front-end, back-end, and full-stack may appear to be the same. Hence, you should spend efforts on getting to know the job title, the corresponding skills required, and work experience, if any.

Basically, you are required to create the mold for an ideal employee for the said position, which the candidate must then fill. Only when you have a complete grasp of the job information will you be able to share these details with prospective candidates.

Think Outside the (Geographical) Lines

Global tech talent appears to be concentrated in certain geographical pockets. It is a possibility that the talent shortage could exist due to the location of your company. In such a scenario, you should be open to international tech recruiting that allows for relocation, remote-working, or outsourcing purposes.

Tech recruitment

Rope in the Passive Candidates

Here’s an interesting fact: according to Stack Overflow, while 16% of developers are actively searching for jobs, a whopping 75% of developers are still open to hearing about new job opportunities. These numbers indicate that the bulk of interested candidates may not even be spotted on the job boards. They can be found on forums and online communities where they contribute codes to help others. Given that job switching is a prevailing trend, you may approach them over personal mail with your offer, and they might indeed be extremely interested in working with you!

Do Your Homework

You don’t have to be excellent at coding or IT technologies to assess and hire tech talent. However, it is essential that you have a basic understanding of programming technologies like software, languages, and codes to speak the candidate’s language. It allows you to build meaningful relationships with the candidate and practice your soft skills. In case you find it overwhelming to use tech jargon, you may consider hiring a skilled expert to identify the right candidate for you.

Test and Verify the IT Skills

Everyone likes a good challenge. Naturally, candidates walk into a recruitment drive with the expectation that they will get the opportunity to display their skills and knowledge. Thus, you can put them to test by giving a challenge on something that relates to the job position. Try to make the test as innovative and interesting as possible to gain an insight into the candidate’s problem-solving capacities.

Know What the Talent Expects

Before you start the selection process, you need to have a clear understanding of your company’s tech talent requirements. Similarly, you also have to be prepared to deal with the candidates’ expectations. These expectations could be regarding the salary, health benefits, and other perks. Hence, it is not only important to stay equipped with the answer to these questions but also convey it while communicating with candidates.

It’s a Wrap

With the above technology recruiting tips, you can comfortably locate the candidate who is a perfect fit for your tech firm. Further, they can help foster personalized and authentic relations with the candidate and add more value to the recruitment exercise. With several enterprises fishing in the same talent pool, it becomes imperative to make use of creative recruitment to attract the right kind of talent. Over time, as your business develops into a brand, you will find it easier to attract suitable candidates to meet the company’s needs. Regardless of the recruitment strategy, do remember to maintain long-term goals as acquiring talent can be a long-drawn process.

Discovering Your Ideal Work Environment

Discovering Your Ideal Work Environment

It may be a common interview question, but that doesn’t make it the only reason to figure out what your ideal work environment is. You can always find things to say to the[ hiring ](https://https://blog.tapresume.co.in/how-to-write-a-tech-resume/...

It may be a common interview question, but that doesn’t make it the only reason to figure out what your ideal work environment is. You can always find things to say to the hiring managers that will satisfy their queries and land the job for you. However, in the long run, it only means risking your job satisfaction.

With 74% of employees saying company culture is a critical job satisfaction factor and only 19% of employees believing they have the “right culture,” determining whether a company’s work environment is the right fit for you or not is as important as ensuring your salary matches your expectations. So, instead of preparing for the perfect answer for your interviewer, you need to first establish your ideal work environment for yourself.

But how do you do that?

It all starts with self-awareness and understanding how you work best to determine the work culture that can help your personality thrive. Ask yourself these three questions and divide the chosen companies based on your answers.

What Motivates and Inspires You to Get the Job Done?

Is it solitude? Or positive people around you? Would it be easier to work in the comfort of your house or on a desk in a professional setting?

Your answers to such questions and others like these will help you ascertain the characteristics of a company.

For instance, if you find that a structure where reporting to someone for work and someone reporting to you for the same keeps you on your toes and helps you manage work better, a company with a flat hierarchy would not be suitable for you.

What Are Your Strengths and How Can You Leverage Them?

If you’re the kind of person who can handle unexpected challenges efficiently, a startup environment would be ideal for you. Or, if you’re good with building relationships with the people you interact with, choosing a remote working environment would not be playing to your strengths. It isn’t only about understanding what you are best at but choosing a company whose culture is based upon those characteristics.

Can You Connect With the Current Employees?

Do your research and find out about the values, culture, and employees’ job satisfaction levels of the company you have shortlisted. You can even interact with the current employees through social media and find out what they think about the company.

Think of it like this – If you wanted to buy a particular car, you would consult your peers who have the same vehicle. You would also probably go online to find out what the experience of other people has been with the car. Then, if you feel that people who are similar to you found the car to be a right choice, you would consider buying it. Do the same for your job. If you can connect with the current employees, and if they like their jobs, it most probably means that you would like working there too.

Are You Ready?

The right work environment is always more critical to a successful career than having the salary you want when you want it. A work culture that feeds off of your strengths will still allow you more room to express your potential and make a name for yourself.

So, if you are in the process of looking for a job or have already landed an offer, make sure to gain an insight into the work culture of the company you are interviewing at. Remember, a company is as equally resourceful to you as you are to it in shaping up your career, so always examine the variables at play before making an investment as necessary as your time to a company‘s cause.

Top paying IT jobs, you should never miss!

Top paying IT jobs, you should never miss!

Indian IT companies are booming, so the number of job openings posted frequently on various job portals. With exciting opportunities opening up across several key domains like development, analytics, and data, it’s time for professionals to grab...

Indian IT companies are booming, so the number of job openings posted frequently on various job portals. With exciting opportunities opening up across several key domains like development, analytics, and data, it’s time for professionals to grab the best opportunities in the above segments. This micro article throws some valuable insights about the five best highly paid jobs, currently trending in the job market. So, let’s have a glance to get started on the same:

Data warehouse architect
This is one of the hottest professions that is transforming the landscape of business intelligence (BI). In computing terminology, a data warehouse is a system for reporting and analysis, which forms an integral component of business intelligence. The major role of a data warehouse architect is to design such data warehouse systems and enhance the current systems to support businesses. For a qualified data warehouse architect, the median annual salary is Rs.1,500,000 (approx. $21,110), while the upper annual salary is Rs.2,500,000 (approx. $35,228).

Senior technical lead
In the IT sector, this role is quite common and offers immense potential for future aspirants. Typically, the role of a technical lead within the realm of IT development is to design and build complex software solutions. For a qualified and experienced senior technical lead, the median annual salary is Rs.1,200,000 Indian rupees (approx. $16,909) and upper annual salary is Rs.2,500,000 (approx. $35,228).

Analytics manager
We are living in the world of analytics. Right from our day to day consumer products to complex business and industrial applications, analytics is driving innovation and powering our decisions. Within this perspective, the role of a data manager is indispensable, occupying a crucial role within the innovation eco-system. Using the ability and knowledge to analyze and assess complex data sets, the Analytics managers integrate their technical skills and industry knowledge to power businesses with their decision making processes. A qualified and reasonably experienced analytics manager could expect a median annual salary of Rs.1,150,000 (approx. $16,207), while the upper annual salary could be Rs.2,400,000 (approx. $33,828).

Technical project manager
This is one position that is showing consistent growth and holds lots of promise now and also soon. The role of a technical project manager is to lead assigned projects and manage each project’s life cycle from conception to final sign-off with the emphasis more on technical soundness and efficiency of the resources. The median annual salary of a qualified and a reasonably experienced technical project manager is Rs.1,000,000 (approx. $14,096), while upper annual salary is Rs.2,400,000 (approx. $33,828)

Lead developer
A developer is the core team member of a software development team, while a lead developer is a manager who assumes responsibility across multiple projects that may range from app development to generation of programs. The median annual salary of a lead developer is Rs.1,000,000 (approx. $14,096), while the upper annual salary is Rs. 2,400,000 (approx. $33,828).

From the above article, it is evident that IT roles are diverse across different domains, and it’s only the passion and skills that drive the new generation to dizzy heights of success, be it in terms of money, position and above all the valuable knowledge they gain through innovation.

Job Scope for a Tech Recruiter

Job Scope for a Tech Recruiter

Technology Recruiting, better defined as IT or Technical Recruiting, incorporates screening, sourcing and assessing candidates who are competent enough to handle specific technical roles most diligently. It involves making use of a sourcing...

Technology Recruiting, better defined as IT or Technical Recruiting, incorporates screening, sourcing and assessing candidates who are competent enough to handle specific technical roles most diligently. It involves making use of a sourcing pipeline to enable picking out and hiring quality technical talent that adheres and matches with the hiring manager’s requirements and specifications perfectly.

A technical recruiter additionally should be confident enough to communicate unrealistic technical goals, required for the proper recruitment of IT professionals in the IT sector, to hiring managers.

Responsibilities to Be Handled for Tech Recruiting

A tech recruiter needs to have the following skills to be able to dispense his work objectives accurately:

Should be able to review job descriptions successfully by understanding the criterions of the hiring manager, to be able to shortlist and identify the right candidate for the proper designation.
Should have a complete understanding of technical roles and make a proper evaluation of technical skills.
Should be competent enough to identify, source and uncover candidates.
Should be able to ascertain and match job profiles of candidates by determining their competence against the requirements of a technical job description.
Should successfully be able to execute interviews on calls, in person or through video conferencing with candidates for assessing their qualifications.
Should be able to keep proper follow-up by maintaining the candidates in the loop for future references.
Should be able to present resumes of prospective candidates to hiring managers for scrutinisation and further consideration.
Tech Recruiter

Skills Essential for a Tech Recruiter

For technical recruiting, a candidate needs to have the following skills,

Should be capable of building strong relationships with the candidates as well as tech hiring managers.
Should have complete knowledge and learning of technical information.
Should have self-confidence and should know how to operate office automation tools for editing, proof-reading and formatting.
Should have a firm grasp of verbal and written communication skills.
Should be able to qualify a fundamental technology primer exam.
Final Thoughts

Tech recruiting requires hard work, knowledge, patience and experience for understanding the jargon and essentials of myriad technical job roles to make it worthwhile. However, it is not advisable to hire a single tech recruiter for recruitment at all levels of IT. They should be segregated under various categories comprising of recruiters best suited for consulting jobs, entry-level jobs, business process system jobs, executive levels, and so on.

Job portals in India focus on listing candidates for tech recruiting under different heads like those good at hiring system administrators for IT, desktop support engineers, and others in similar categories. Tech Recruiting jobs for the IT sector have an enormous scope in the future, and aspiring candidates can make a great career out of it, in India, as well as on the global platform.