By Maxwell Haron,
Moringa School Student.
The problem most tech companies face these days is finding and hiring the best talent tech has to offer. This becomes a lot less difficult because we have companies like Moringa which contribute a great deal when it comes to the number of developers (both Android and Fullstack) that they output to the job market each month. Recruiting and hiring software developers for any tech company is brutal; for a small tech company, it would feel nearly impossible. So without wasting any time, I’m going to give you the tips for attracting the best tech talent in competitive areas.
1.Hire tech-specialized recruiters who speak the right language
There is no quicker way to lose a candidate’s interest than to describe a job in a way that doesn’t make sense to them. They’ll think your company doesn’t have it together and their skills would be better used somewhere else. A recruiter who specializes in finding tech talent will not only bring you the right candidates. They’ll also make a good first impression on behalf of your company because they can express what you’re looking for in a practical way.
2.Have a smart overall recruiting strategy
While tech companies often need to hire fast to meet ambitious growth goals, it’s important to have a smart, long-term strategy. Hiring for tech positions is a challenge. People with good careers carefully consider their options before changing jobs. Additionally, your hiring timelines won’t always align with ideal candidates. Many people in tech want to see a project through before they move on from a company so you can’t always expect them to be available in two weeks. Consider playing the long game and slowly attracting talented candidates with an inbound recruiting program.
3.Establish a presence in the local tech scene
A thriving tech community means there are a lot of people with similar interests who get together to socialize. It isn’t hard to find Meetup Groups, hackathons, workshops or other social events in cities with a high concentration of tech workers.
Some companies take an aggressive approach and put on these types of events so they can connect with talented, passionate people. They might even make their intentions known and outright host a recruiting event. If your company can’t go that far, it’s still a good idea to send a recruiter to local tech events. Many people in attendance may be looking for a job or, at the very least, testing the waters to see what opportunities are out there.
4. Your marketing is a recruiting asset
Marketing is all about acquiring new customers. But a secondary benefit of having a popular brand is people will think to check out your career opportunities when they start their job search. If your company advertises locally, you’re raising awareness with potential candidates in your area. They’ll see the ads and associate your brand as a successful tech company. If your company doesn’t advertise locally, you can still consider publicly promoting the fact that you are hiring. It’s an effective way to cast a wide net and showcase your company as a favorable place to work.
5.Have a local network
If there are a lot of tech companies in your area, your social circle is likely made up of people who also work in tech. It can be beneficial to ask personal contacts for assistance with your recruiting efforts and to repay the favor when your friends need help. Someone who wasn’t suited for your company may be just who another company is in need of.
Moringa School 