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How to scale your Tech Talent

As a recruiter, I often speak to clients and hear about their difficulty hiring the Tech Talent their business desperately needs.

Just the other day, a client said to me “I don’t get it!  We are an awesome place to work, we treat our people well, we have offices in some great locations, like Amsterdam, London and New York but we struggle to find Tech Talent.  Then, when we do get Talent in front of us for an interview, it’s becoming harder to get them to accept the job offer. We don’t know why!”

Hiring the right people and winning the ‘War for Talent’ is crucial to achieving your goals. So to attract and retain the best Tech Talent on the market, consider these 4 things.

4 considerations when scaling your Tech Talent

1. Be realistic about what your company has to offer

As cool as you think you are, you’re not Google.

It’s great to have so much passion for your company and believe you are as awesome as Google, but you need to be realistic. Most companies don’t have that level of brand recognition or have people fighting to work for them.

Get candidates excited about the prospect of working for your company, create a positive recruitment process. It makes your brand unique and standout in the marketplace.

2. Consider the impact of a positive recruitment process

Candidates, currently, are just as picky, if not more so, than employers when it comes to choosing their next career move.  So having a positive recruitment process is vital.

Make the hiring experience enjoyable right from the start. Even if the candidate is not a right fit, a positive feedback process is important. We all hate that generic response, “unfortunately we have decided not to proceed with your application but we will keep your details on file,” so try to be innovative and ensure rejected candidates can still engage with your brand.

Just because the candidate isn’t the right fit now, doesn’t mean they can’t be the right fit in the future. Frankly, if their last experience with your company was negative because your response was rude, generic or worse they heard nothing from you, the chance of them being interested in the future is greatly reduced. In today’s social media-driven world, a bad experience can be shared a million times.

3. Get the relevant people involved

Leadership and the team directly working with the candidate’s need to be involved in the hiring process.

Some companies only have HR handle the entire hiring process, from receiving the CV to interviewing and making an offer. Although it saves other employees time and lets them concentrate on other priorities, it could hurt the company more in the long run.

On average, companies that only involve HR in the recruitment process and no one else has a higher staff turnover and level of attrition. Red Executive statistics show; attrition drops by 300% when leadership is heavily involved in the recruitment process. It simply allows ‘expectation’ to be understood from both sides of the equation.

I advise my clients to involve the leadership of the business and relevant team members in the hiring process. After all, leaders and team members spend the most time with the candidate and you want to ensure the candidate has the relevant soft skills and culture fit.

4. Clear, constant communication and a fast (but not too Fast) hiring process

Lengthy hiring processes don’t work, especially in niche areas like tech. There is such a high talent demand that candidates aren’t on the market long. On the flip side, a one stage hiring process or hiring too fast without proper vetting of the candidate works against you.

In my opinion (there are always exceptions) processes should be as follows: start with one phone or Skype Interview, followed by two or three face-to-face interviews, maximum. You should provide feedback a maximum of 72 hours after an interview and each interview stage should aim to be around a week apart.  In my experience, processes based on this structure work extremely well, especially when you’re trying to hire at scale.

Tests are also applicable if you want to gauge ability but ensure you have had a call or a face to face before you bring this into the process, otherwise, you could alienate some potential talent. Remember, this is the ‘War for Talent’ and the right process needs to be consistently delivered.

Hiring is one of the most important parts of any company’s future, invest the time and effort into the process. It will pay off in the end.

Need help with your Tech Talent recruiting? Get in touch.

Want more recruiting advice? Check out these posts:

5 things to consider before creating your 2017 Talent Strategy

5 ways a positive recruitment process helps your business 

5 reasons your Talent Strategy needs to be a priority

This article was written by the team at Red Executive.

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