Technical recruitment is hard – especially for non-tech recruiters. Indeed, there is no talent shortage, but reaching out to high-quality talent is challenging. Like top tech companies, you need to practice the best hiring strategies for the technical role you’re hiring.

Technical hiring is complex and lengthy as it involves multiple hiring rounds such as reviewing resumes, screening, coding assessments, etc. These steps are essential in technical hiring as you can’t hire candidates for technical roles based on their wordy resumes.

Therefore, to attract and retain quality talent, you must invest in recruitment software that gives you a clear picture of the candidate and generates higher returns on investment. According to G2, 94% of recruiters say that recruitment software has positively reshaped their hiring process.

That said, if you’re the one struggling to retain quality talent, then keep on reading this article. Here, we will discuss how you can recruit top-quality talent like FANG companies.

Learn About The Role You’re Hiring

First of all, you must have a basic knowledge of the technical role you’re hiring for. The more you understand the job role, the easier it will be to retain the top talent.

The senior management in a technical team will throw a ton of technical terms which you aren’t aware of. Googling these terms is a great place to initiate your hiring process. It will give you deep insight into the skills to look for in a candidate. However, involving senior management or CTOs in the hiring process will help you craft the questions to ask a candidate.

Establish Your Brand Presence In Tech Industry

Most tech recruiters often attend workshops, conferences, and social events to make people think of them as active participants in the tech industry.

Similarly, you need to establish your brand presence in the tech industry so that people can instantly recognize you as a brand doing interesting work in the tech industry. However, if you have a great budget, you can think of hosting staging events. These events allow you to display your name around the occasion.

Invest In The Modern Technologies

In technical recruitment, you need to leverage modern tools and technologies to get a clear picture of the candidate. Simply, hiring a candidate based on a wordy resume is a bad practice.

Today, most tech companies conduct coding assessments to assess candidates’ technical skills and actively invest in coding assessment tools. These tools give recruiters a deep insight into a candidate's technical skills.

For instance, you can use Intervue, the best coding assessment tool, and it comes with audio and video call functionality. It is one of the recruiters’ most preferred coding assessment tools as it uses an auto-grading system that eliminates unqualified candidates who didn’t pass the coding test. As a result, it will give you deep insight into the candidates who have passed the test, saving a lot of time and money interviewing unqualified candidates.

Investing in such tools and technologies is worth it, and it will generate high returns on investment.

Leverage The Right Sourcing Platform

Candidates are everywhere, and you don’t need to find them on job portals. Today, most candidates search for a job on social media platforms such as LinkedIn, Facebook, Twitter, etc. According to Writers Block Live, more than 40 million job seekers on LinkedIn search for jobs every week.

Hence, you should never limit your searches to only job portals, and you must expand your reach to social media and online platforms.

In technical hiring, you can hire candidates on online platforms such as GitHub, Stack Overflow, etc. These are the platforms where candidates are engaged with an online community to solve a particular set of technical issues. You can dig into the candidate’s profile on these platforms to assess the candidate’s technical skills.

Revamp Your Recruiting Strategy

After the pandemic, the recruitment game has completely changed. Today, most companies embrace remote hiring and assess the candidate’s skills in a modern way.

Most employees are productive while working from home, indicating that employees appreciate work from home facilities. To boost your business’s overall productivity, you must review your business operations, and if possible, offer work from home facilities to candidates or offer a hybrid work environment.

Lauren Smith, Vice President at Gartner, said, “Hiring quality talent requires recruiters to revamp their strategies from replacing the workforce to shaping the workforce by determining needs based on skills, sourcing talent, and creating responsive employment value propositions.”

The pandemic has encouraged recruiters and hiring managers to rethink their current technical recruitment strategies on how to get the work done and what skills their employees will need to adapt to this new trend.

Never Overlook The Importance Of Employee Referrals

Employee referrals can do wonders to any organization, but tech recruiters often overlook it.

To stand out from the competition, you must turn your existing employees into a recruiter. Your employees can help you reduce the burden of hiring tech talent.

An employee referral program is an internal method for hiring tech talents in your organization. It means that your existing employees are asked to refer a candidate for the open position. A candidate can be friends, relatives, or colleagues who are actively looking for a new job.

Your employees know best who your ideal candidates are, and this is why employee referrals are much better than the candidates coming from other sources.

To sum it up, if you’re struggling to attract top tech talent for your organization, then it’s high time to rethink your recruitment process and replace it with innovative strategies.

Developing a positive employer brand and receiving applications of high-quality candidates can be challenging. But, with the recruitment practices mentioned above, you can easily attract the top tech talent like big tech companies. Your recruitment should be perfect at every stage for you to succeed.