You’ve probably noticed: The best technical talent is in demand. While the national unemployment rate hovers around 5%, in the technology sector, it’s less than half that – just 2 percent of tech candidates are unemployed and actively looking for a new job.
The good news is that many passive candidates – those who are already gainfully employed – are open to new opportunities. In fact, according to a study by Stack Overflow, 69 percent of software developers would consider changing jobs if the right one came along. With that in mind, how can you appeal to the ever-elusive tech candidates – and land them?
Start by following these tips:
Speak their language.
As one of Kansas City’s top IT staffing firms, Morgan Hunter knows the best passive tech candidates are flooded by requests from recruiters. So how can your company stand out from the crowd?
By speaking their language. If you’re recruiting a software engineer, don’t just send them a generic email asking if they’re interested in a job as a Java programmer. Take the time to learn about the differences between various tech skills and the skills you’re looking for. Also, learn about what specialty a particular candidate works in before contacting them. That way, you can speak with potential candidates in their own language – and make a better impression on them.
Know what motivates them.
Different candidates will be motivated by different factors. Some value a big paycheck, while others seek more flexibility and work-life balance.
For instance, according to a survey by LinkedIn in 2014, female tech engineers are more interested in work/life balance, flexible work arrangements, positive relationship building with co-workers, job security, and employee development. Male tech engineers, on the other hand, were more focused on compensation and benefits, being challenged at work, and making an impact at the company.
Furthermore, there were differences in female tech engineers based on where in the world they lived. For instance, those in North America valued cultural fit most, whereas those in Latin America found compensation most important.
Recruit with diversity in mind.
There’s a well-documented diversity problem in the technology sector. Analysis at leading tech companies reveal that, on average, the technology work force is 71% men and 29% women; 60% identify as white, while 23% are Asian, 8% Latino, and 7% African American. But you can widen your talent pool tremendously by actively seeking out diverse candidates.
Call in the experts.
Tech isn’t like admin or legal or accounting. And not all in-house HR people or recruiters know how to properly source, assess and recruit tech candidates. So if you need help in this area, call in a technical recruiting firm who can accurately evaluate tech candidates and ensure your making smart hiring decisions.
Interested in learning more? Call Morgan Hunter. As one of Kansas City’s top IT staffing firms, we specialize in the area of IT staffing and recruiting. All candidates are rigorously screened by our consultants to ensure their technical compatibility and to identify personality traits that fit your company culture.