There have never been more challenging times when it comes to hiring and recruitment, as corporates have embraced a remote work culture regardless of their size. Companies worldwide have revised recruitment procedures to adapt to the new working norms and to alleviate the challenges posed by remote hiring, as the remote working culture seems to be going to stay.

While recruiting top tech talent, organizations face various challenges such as limited availability of specialized talent in the marketplace, competitive wages, specialized skills required for the recruiters, to name a few. Besides, most of the tech candidates are passive ones. This means they may not necessarily be looking for a job when you are looking to recruit one. This requires sustained efforts from the organization’s HR, making it a time-consuming process in recruiting candidates.

We, at Softest, as a recruitment agency specializing in tech talent sourcing, have collated 7 easy-to-follow tips to recruiting top tech talent in 2021.

Tip 1: Talent Sourcing

Traditional channels for sourcing, for example, LinkedIn, might not always work for organizations looking to recruit tech talent. This is why we recommend recruiters to broaden their search by utilizing platforms like GitHub and Stack Overflow (the world’s no. 1 Q&A website specifically for coders and developers). Recruiters can even assess a developer’s work and find their email address based on their GitHub profile.

Tip 2: Speaking their Language

An organization’s job posting reflects their understanding and awareness of a tech employee’s role. Candidates would not want to apply for a role in a company that doesn’t exactly understand their position. Hence, while recruiting tech talent, organizations need to speak in their language.

This does not mean stuffing the job post with jargon; instead, by knowing basic terminologies of IT employees, organizations can define the amount of experience and the exact skills needed for the role. For example, web developer, app developer, front-end developer, etc.

Alternatively, you may even hire a technical recruitment specialist for an easier, less cumbersome way to bring candidates on board.

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Tip 3: Employer Branding

There are several ways employers can build brand equity, which would make it easier for their organizations to source and retain top talent. The digital world and social media have given a lot more flexibility and options to build employer branding. A strong brand value attracts talent. Since tech candidates are mostly passive ones, it makes sense to keep showcasing your brand’s digital presence. This way, they will remember your brand and might apply for a role the next time there’s a vacancy.

A good example of this is Microsoft Life, through its Instagram Page, Microsoft posts pictures of what a day in the life of their employee looks like, giving externs fascinating access to their work-life while enhancing their employer brand at the same time.

Tip 4: Leverage Networking

Networking may just be the easiest way to go about searching for candidates in tech. Apart from using LinkedIn for connections and networking opportunities, organizations should attend various technology group meets and seminars where the targeted talent are found in abundance. Engaging with these groups would help you build a pipeline of talent for your tech requirements.

Tip 5: Use Employee Referral Programs

Using your existing tech team to help you with recommending other potential candidates is one of the fastest ways to source top talent. With the incentives attached to a structured employee referral program, employees are motivated to participate in it since they contribute to the talent growth of their organization.

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Tip 6: Enhance Careers Page

A good Careers page on the corporate website can work wonders while looking for suitable candidates. Many companies do not dig into their analysis of the number of people clicking on their Careers page, and as such, in the process lose out on attracting good prospects. Job seekers often look at the Careers page to get a first impression of the company before applying for the opportunities.

Design your dynamic Career page in a responsive way so that it is easy for candidates to search for a particular role. Make sure to add relevant keywords in your job descriptions, so that the candidates can easily and quickly get onto your Career page while searching for the opportunities online or with generic searches such as ‘’app developer near me”.

Tip 7: Engaging with the Candidates

For bringing the candidate successfully onboard, organizations have to reach out to them in a way that they stay engaged throughout the process.

Drafting personalized emails, showing enthusiasm in their skills, clearly defining the roles and responsibilities, and working hours are some of the things that recruiters can do to set a credible tone for candidates to further enhance the recruitment process. As recruiters, one should also note that a slow hiring process might turn away candidates. In ‘low supply-high demand’ situations, which typically is the case with several specialized and niche tech requirements, the candidates can move quickly to other employers if they are not treated well and quickly enough during the recruitment process. The new breed of ATS (Applicant Tracking Systems) can play a very effective role in helping recruiters to stay engaged with the candidates during the shortlisting, selection, hiring and onboarding process.

If you are looking to professionally manage your technical talent sourcing and recruitment, you may count on us. Please feel free to reach out.

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