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Five Tips to Hire Top Technology Talent Fast – A Recruiter’s Perspective

While the economy overall is in recovery mode, much of the technology talent market is candidate-driven; candidates are scarce.  If you are looking to find top tech talent and find them fast, follow these steps used by the best hiring managers and recruiters. They will help you attract great candidates, encourage the top choices to accept your offer, and keep your teams engaged along the way. 

1. Know what you want and need

It appears obvious, but hiring managers aren’t always clear on what they want with their new hire. This lack of clarity will slow the process and may mean losing an exceptional candidate. Early in the process, define all of the details of the role and what it will take to get the job done.

If you have a disjointed team with different expectations, this step is even more critical. Invest the time to come to consensus about the ideal candidate and use their feedback to design the job description. If there are differences of opinion, it’s better to figure them out before the search starts. 

Using a recruiter? Tap into her expertise. Your recruiter can help you define the role, the responsibilities, the experience and the skill set, and work with you to set the salary based on what’s happening in the market. Don’t forget, your recruiter will work fast to ensure your background work is done and you can begin the hiring process right away

2. Plan the decision making process

Define your recruitment team in advance. Who is going to interview, what specific points will they cover and how you will come together to exchange feedback. Everyone should know their roles – from screening resumes to making the final offer – and the communication should be frequent and clear. When these steps aren’t defined, the process can be dragged-out and confusing, and scheduling can be difficult for both the company and the candidate. Perhaps most important, this lack of planning will put you at risk for losing a great hire.

If you are using a recruiter, let him know the process you’ve developed internally. Plan how you will keep the recruiter updated on what’s happening; the more information you share, the better and faster your search will go. 

3. Know when you are searching for a hard-to-find skill

There are certain skills and talents that are in high demand and are also hard to find. You need to know when this is the case so you can act quickly when the right candidate crosses your path. For example, Front End JavaScript developers at the enterprise level are scarce. Often, companies want to interview multiple candidates for comparison but for this kind of role, a contractor can be on and off the market in 24 to 48 hours; a permanent employee within one to two weeks. If you are clear that you are hiring that tricky combination of scarce and in-demand, you can be well prepared to make the right offer fast. 

4. Sell their company and the role

If things are going well in an interview, hiring managers sometimes assume the candidate is going to accept the offer, but often that’s not the case, especially with hard-to-find talent. Avoid surprises and take the opportunity to sell the role. Ask the candidates what’s important and what motivates them. Really listen to their answers and respond in a way that will get them excited about the job. 

If you are working with recruiters, they should give you this candidate information in advance. Sell the candidates on the company and the role as much they are selling themselves. And don’t be afraid to close the candidate during the interview by saying, “How do you feel about the role so far?” Or, “What does your decision making process look like?” If you hear hesitation, you can address the candidate’s concern on the spot.

5. Be realistic and flexible

Sometimes hiring managers take extensive time to interview many people, even after meeting a capable candidate. If you have a minor concern, think about how this may or may not affect the person’s ability to do the job; is it something that can be overcome? If it’s a contract assignment, your project could be in greater jeopardy from a lack of talent versus someone who is missing one non-essential skill. If the candidate is smart, experienced, motivated and interested in the role, passing could be a mistake. As recruiters, we never ask our clients to sacrifice what’s crucial but we will encourage you to take a harder look when a truly great candidate should be scooped-up fast.

The more efficiently you can bring the best talent on board, the better it is for the role, the project and your company.

Photo Credit: LinkedIn