- Recruiting tech talent is more competitive than ever.
- The best tech recruiters focus on engaging candidates and building a pipeline of talent for the future.
- Paysa Talent offers tech recruiters a simple solution for streamlining sourcing and contacting candidates.
Tech recruiters know that we’re working in a candidate-driven market.
With unemployment at historic lows and the number of available jobs in the U.S. continuing to rise, tech companies are competing for the best candidates. And it’s the recruiters who are on the frontlines, working every day to attract, engage, and ultimately hire top talent across the tech industry.
So, what are the secrets to being a great tech recruiter? How can you rise above the rest and compete for the right tech talent for your company?
Here are four best practices for hiring the best tech candidates:
#1. Streamline your sourcing.
Sourcing is one of the biggest ways companies waste their recruiters’ talent. With artificial intelligence and machine learning playing such a pivotal role in technology today, basic repetitive tasks like scanning candidate resumes should not be the way skilled tech recruiters spend their time.
This was a primary reason we developed Paysa Talent—tech recruiters need to spend more time on the “human” elements of the recruitment process, namely attracting and engaging with candidates. Tech recruiters using our platform can dramatically cut down on the time spent churning through resume after resume. Instead, Paysa Talent users plug in a job description, and our platform finds the candidates for you.
That means more time for tech recruiters to focus on what they do best: selling candidates on your open opportunity. Of course, to do that, recruiters need to actually get in touch with those candidates. That’s where this next best practice comes in:
#2. Communicate with candidates on their turf.
Some of the big candidate sourcing tools require you to communicate with talent through their platform. But there’s a big problem with that kind of communication—your candidates may never see it. Just because someone has a profile on a tool like LinkedIn doesn’t mean they log-in and check their messages all the time. In fact, nearly 80 percent of candidates prefer that recruiters reach out to them via email over tools like LinkedIn InMail.
Again, this is something we took into consideration when developing Paysa Talent. Our search platform provides you with email addresses for the candidates you find best match your open opportunities, so you can ensure they receive your message in a timely fashion (rather than waiting for them to log-in and see the message on another platform).
#3. Be persistent (but not annoying).
Having a real email address also enables tech recruiters to follow up with the candidates they contact. Often, sending one cold email isn’t enough to get candidates on the hook. However, most recruiters stop after just one message. Sending multiple emails shows you’re serious about someone for your team and helps set you apart from the competition. Just be careful not to cross that fine-line into annoyance: it’s better to have someone say “not now” than “not ever” because you were nagging. Here’s why:
#4. Build a pipeline for the future.
The best tech recruiters understand their job aligns most closely with that of a sales representative. Just as a sales rep sells a product or service to a potentially apprehensive new customer, recruiters “sell” open opportunities to passive job candidates. A good sales rep knows you’re not going to land every deal right away; some customers are further along in the buyer’s journey than others. The same goes for recruiting—not every candidate will be ready to explore new opportunities today, but building a pipeline of talent for the future ensures you don’t always need to start every job search from scratch. Instead, you can return to other candidates in your pipeline before starting a new search.