January 31, 2018
New year, new goals? As tech recruiters look for ways to meet their new recruitment targets and goals, they may make some New Year’s resolutions to help improve on last year’s results. We look at five ways to help you to improve your tech recruitment in 2018.
If you are involved in tech recruitment, whether you are an external recruitment consultant or an internal recruiter, it is likely that you’d welcome better results in 2018. At ShowTech (formerly Technically Compatible), we work with leading employers of tech professionals, using our online tech assessments to help them achieve better results by providing technical testing. And we have picked up a tip, or five, along the way. Follow our five-step guide on how to improve your tech recruitment process in 2018.
You should be measuring and assessing candidates based on the specific IT / tech skills and programming skills that are needed for that role. This means thoroughly testing and validating that applicants have the correct technical fit for the vacancy, pre-hire. Some tech recruiters think they have this covered with an in-house testing process, only to discover mid-project that the developer they have employed isn’t the right fit. Situations like this can arise for several reasons, particularly if the test is not customisable, therefore doesn’t measure what matters for each vacancy. Often, the IT assessment process might be set up in a way that lends itself towards human error, for example, if all of the candidates’ end results are not presented in a manner that allows recruiters to clearly identify and compare top performers.
Whatever platform you choose, make sure it allows you to measure what matters to the organisation and role that you are recruiting for. Consider platforms that allow you to:
Speaking of online tools that can improve your recruitment process, why not consider how automated recruitment bots could work for your business? There are several out there, and it could be worth investigating the merits of each to your organisation. While we are not suggesting you should automate your entire recruitment process, using bots for more menial and repetitive recruitment tasks could save valuable time and human resources.
Today’s recruitment autobots use quite sophisticated Artificial Intelligence and may be used to help speed up recruitment through; manual CV screening existing candidate database search external database screenings and responding to standard candidate queries and applications via email, text, social media messaging etc.
*Key tip – Trial an automated recruitment bot like Ideal’s AI chatbot and programme it to respond to many queries from candidates in a quick and responsive manner.
Removing bias from your recruitment process should be a key target for 2018. Not only is it a worthy New Year’s resolution, but unbiased tech recruitment creates several advantages to improving your results.
Benefits include: appealing to a broader demographic, widening your recruitment and talent pool, attracting more top talent, improving your reputation among potential candidates, boosting team innovation and performance, placing all candidates on a level playing field. Recruiting a higher quality of talent by selecting purely on technical ability.
If you would like to know more about how to adopt an unbiased approach, read 3 steps to removing bias from your tech recruitment.
Where an average recruiter might think, ‘I need to find someone to fill this position,’ a marketing savvy recruiter would take the vacancy and think, ‘Who is my ideal target audience for this position?’ ‘Where will I find them?’, ‘What are they searching for online?’ and ‘How should I target them?’
Marketers will often use data to help find the answers to these questions and then employ tactics to attract ideal candidates. Tools like Google Analytics can help you to answer some of these marketing questions with regards to vacancies advertised on your own website. Use it to discover how job seekers are arriving at your website and what they are searching for. Analytics can also be used to identify the keywords that potential candidates use when searching for your job vacancy online – use this insight to ensure that you adopt the same words in your job advertisements, to attract a wider talent pool.
*Key tip – Social media platforms have their own analytics tools, e.g. Facebook Insights, Twitter and LinkedIn Analytics, which you can use to see what potential candidates are searching for on your social media pages. Pair this with the data from your website’s analytics, and you have some very powerful data.
Isn’t this every tech recruiter’s goal for 2018? Right-first-time recruitment is so important. After all, bad hiring decisions can have a huge negative impact on a company’s productivity, profitability and team morale – not to mention the cost of re-hiring. On average, the cost of a bad hire is £132,000.
Making costly recruitment errors at scale can rapidly undermine a business. Leading companies that rely on their IT infrastructure, or have software as a critical part of their offering know that by objectively measuring the skills and abilities of applicants using a pre-hire tech test, they can mitigate the risk of bad hires while accelerating their productivity.
We've also written a blog post on 5 reason all employers should test candidates.