6 tips for more effective tech recruitment

tech recruitment




Tech recruitment is becoming an increasingly difficult challenge for businesses everywhere. The supply of qualified candidates now falls way below demand. In fact, there are currently an estimated 600,000 vacancies in digital technology across the UK, costing the economy £63 billion a year. And there are no promises that the situation will improve.


In addition to the talent shortage, recruiters have another challenge to deal with: changing attitudes and preferences amongst candidates. For example, flexible working is fast moving from a nice-to-have to an essential and more candidates are placing greater emphasis on having opportunities to work with the latest technologies.


Given the competitiveness of the market, tech recruiters now need to revise their approach in order to bring great talent through the door. In this post we’ll explore some some top tips to help you overcome the growing challenges of tech recruitment.


Streamline your hiring process for tech roles


If your hiring process is slow and convoluted, you’re shooting yourself in the foot. Success in tech recruitment now hinges on speed and efficiency.


Great technical candidates are fully aware their skill set is highly sought-after – their inbox is flooded with emails about new ‘exciting’ job opportunities. But the prospect of jumping through lots of hoops to get an offer isn’t all that exciting.


Keep interview stages to a minimum


Pretend you’re a candidate for a moment. You are applying for similar positions at two different companies. Company A takes you through a two-stage process and you receive an offer within a week of your initial application. Company B has also taken you through two interview stages.


But with an offer already in hand from Company A, Company B requires you to progress through another three interview stages before making an offer. Would you have the motivation to continue on with your application at Company B? Probably not. Many companies really struggle with tech recruitment due to this sort of scenario repeatedly occurring.


Furthermore, the longer your hiring process is, the more external factors you allow to come into play e.g. offers from other companies or approaches from recruiters. Therefore you should work to construct a hiring process that conveys a sense of urgency.


Take home technical tests


Take-home technical tests are a common feature of many tech recruitment processes. But as a recruiter you need to keep two things in mind:


Candidates are likely facing other assignments from different companies

Candidates need additional time to prepare for the interview itself


Given this, many candidates don’t have the time to complete lengthy assignments properly. Others simply refuse to do them in the first place.


When faced with multiple assignments, candidates will usually do the quickest first and leave the longest till last. In fact, they’ll often progress through to the final stages of the process with the shortest take home test before they even get round to starting the longest technical test.


For this reason companies with very long technical tests consistently lose out on strong candidates. With this in mind, concise assignments that get straight to the point are your best bet when trying to enhance your tech recruitment efforts.


Understand your ideal candidate


Knowing your ideal candidate inside out sounds basic. But many recruiters still overlook it. Are you 100% certain you know what skills and experience your ideal candidate will need? Is there any flexibility here? Once you’ve got these questions nailed down then it’s time to take it a step further – finding out what makes them tick.


What drives them? What motivates them the most? What are their wants and needs? And what is a deal breaker for them when it comes to work? It’s vitally important that tech recruiters give enough attention to these types of questions. Skills and experience are just the starting point.


Helpful candidate insights can be drawn from the 2018 Stack Overflow Developer Hiring Landscape report. In the survey, 100,000 developer from around the globe were asked questions relating to their job seeking status. The results showed:


tech recruitment


1. Overall, tech talent’s top priorities in a new job are the compensation and benefits offered, followed by the specific technologies that they’ll work with.


2. When developers are assessing a potential job, they care most about their salary and/or bonuses. They care less about things like fitness benefits and company provided meals.


Use video to strengthen your employer brand


Keep in mind the most pressing question for every passive tech candidate is:


“Is this new opportunity worth leaving the security and familiarity of my current role?”


Your employer brand should convince them that the answer is a resounding “Yes”.  And the most influential tool for doing that convincing is video. Why? Because video strengthens the authenticity of your brand like no other medium.


Passive candidates don’t just have to take your word for it. They can see how great your company and culture is with their own eyes. Indeed, according to research by the Aberdeen Group, best-in-class companies are 75 percent more likely to use video tools for employer branding. This helps them run successful tech recruitment campaigns with much greater ease.  


Use video to give candidates a flavor of daily life inside your company. If often helps to feature current members of your tech team talking about why they joined the company and the aspects of their job they like the most. And contrary to popular belief, you don’t need a hefty budget to make your recruitment video a reality. These days, iPhones, Go Pros, and freely available editing software are more than capable of creating a polished production.


Look beyond job boards


Most tech talent out there won’t be found on traditional job boards. You’ll have a much better chance of unearthing real talent through the platforms below:



Finding passive candidates through these platforms requires a time investment. Don’t just barge in advertising your role. You need to make yourself known to the community first. Even if you have very little technical knowledge, there will still be opportunities to get involved in other types of discussion. Building up a network of contacts within these platforms often proves invaluable when it comes to getting good passive candidate referrals.


Upskill where possible


Don’t overlook the possibility that your next hire already works for you. Before you go all out on a tech recruitment drive, take the time to look within your own business and see if there is someone who is ready to step up. Maybe a junior dev is a training course away from taking on more responsibility?


Bringing someone through the ranks and recruiting a more junior position could be the answer. It also demonstrates to the rest of your tech team that progression opportunities are available if they work for them.


Ask a trusted tech recruitment consultant to help


Working with an tech recruitment agency can save you a lot of time, money and hassle. A specialist tech recruitment consultant can find you an experienced software developer with rare skills in a few days. In fact, at Venturi there have been numerous occasions where we have sourced the right technical freelancer in a matter of hours.


In most instances, recruitment departments are stretched thin as it is. For this reason, bringing in outside help can significantly reduce your ‘time to hire’ metric. This translates into fewer costly open vacancy days. A specialist tech consultant should also be able to help you with pre-screening, tech testing, background checks, portfolio evaluation, and immigration questions for hard-to-find talent.