Follow These Tips to Become A Well-Known Tech Recruiter
Sure, this topic has been covered many times before - but as it's often the case, the entire market changes once you've come to terms with the current state of affairs. That's why it's so important to take a moment for self-reflection every now and then. It allows you to assess where you are as an individual, as a technical recruiter, and as part of a larger organization.
To help you innovate your workflow,we've put together the following tips:
Tip 1: Align your recruiter brand with your value proposition.
Strong brands speak for themselves, but deeply embedded in the roots of any organization should be a set of core values and beliefs that everyone stands behind.
It is recommended to review the existing company culture and employee value propositions through a "technical eye," especially if you are actually hiring technical professionals. In this way, an HR manager can foster a mutual understanding of what is expected of both the company and its employees to be successful. From there, it's a matter of continually creating, redesigning or updating.
Tip 2: Focus on current employees
In any business, the workforce should be at the center of the company's culture. People who are happy in their roles are more likely to stay in the long run than those who are not. A tech recruiter can use this fact to their advantage. Culture can't be forced, however
Tip 3: Use data to understand the tech community
Salespeople cannot effectively sell a product without first understanding who they are selling to.
The same is true for tech recruiting. To learn more about their ideal candidates, it's important to know what they find annoying, troublesome, interesting and exciting about the job search.
These are important insights for companies seeking tech talent and looking to improve their employer brand. Gather some data together and see what your applicants think.
Tip 4: Dive into your talent pool.
It pays to interact with potential candidates where they actually spend their time.
For example, to target young graduates with the latest tech skills, channels like Snapchat, Instagram, Facebook, Twitter and even Reddit can be used.
Tip 5: Appoint a recruiting community manager.
No doubt you've heard about the many analogies between HR and marketing. But before you sigh and grumble consider how marketing gets its leads. There's a science behind it - one that tech recruiters can use to their advantage. Tech recruiters need to build a community and provide value to that community in some way. Optimally, a community manager can even be hired specifically for dev recruiting (i.e., someone who develops inbound leads and nurtures new connections).
Tip 6: Make yourself a brand
As mentioned many times before, authenticity is key. Sounds good, but what does that mean for a typical recruiter?
Make sure you include the entire environment in the conversation. Therefore, take personal care of each candidate and build a sense that reflects that care.
Tip 7: Make quick decisions
It's important to act quickly, but also with great care. Even with record unemployment, technical talent already has offers on the table. Therefore, this is not the time for bureaucracy.
Tip 8: Make sure all employees know their unique selling proposition
People are your greatest asset - sounds simple but it's very relevant. Without them, you won't be able to stay competitive in tech recruiting. Therefore, you need to recruit, motivate and retain exceptional employees.
Therefore, make sure everyone can answer the following question:
"What do you do?" - If employees can answer the question clearly and accurately, they will succeed in placing themselves in a positive position in your organization.
