Employers and recruiters all across the globe can relate to how much of a challenge it is to find qualified individuals with unique skill sets. The demand for software developers is projected to increase by 3.5 times faster than other professions. For all the tech-savvy software developers out there, this is good news. On the other hand, the recruitment process is bound to be more competitive in the years to come. For this reason, as a recruiter, you need to know what to look out for in a software developer. Keep reading this article to find out how to fine-tune your tech recruitment strategy.

Formulate a clear job description

Knowing what you are looking for in a developer is crucial in the recruitment process. Before you contact potential candidates, ensure you create a clear job description that will outline what you expect from them. Make sure you insert keywords that will point out the specific skills you require the candidate to possess. If it seems feasible, share a few details about your company and why you think they are a good match for the position.

Improve on your interviewing skills

The interview room is one place where most companies make a huge mistake. On the other hand, you have a chance to improve your interviewing skills to ensure you hire the correct personnel. Use specialized screening software to shortlist the candidates and put together a list of relevant questions to present to interviewees. Asking pertinent questions saves your company time as it limits the number of face-to-face interviews. You will also prevent yourself from hiring unqualified staff, leading to a wastage of resources.

Prepare to negotiate your pay

As the modern era continues to advance, it is evident that technology is at the core of almost every industry. Technology is one of the most important driving forces of innovation, and it is not hard to see how important it has become in our lives. The salary report revealed that most tech professionals are planning to switch employers because they need better working conditions, better pay, or they feel they need more responsibilities. As an employer, you need to be flexible in negotiating pay to ensure salary satisfaction to both your current employees and potential candidates.

Recruit outside your geographic location

There are various countries all over the world with high coding test scores. Use data reports to identify these countries and reach out to talented individuals who can take on complex projects and succeed your company. These individuals are also most likely to bring valuable skills on board to help your brand grow.

Make use of referrals and social recruiting

It is no longer enough to post your job description on social media platforms and wait for candidates to respond to your ad. If you aim to recruit individuals with high-tech talent, you should get creative and ditch the traditional recruitment approach. According to a top IT recruiter, you ought not to dismiss the power of word of mouth. Many companies can attribute their success to referrals from other credible companies. Ensure you reach out to companies in your industry and ask for referrals even as you post ads on various social media platforms.

Familiarize yourself with popular skills

You should find out which skills are tested more frequently than others so that you can determine where to focus most of your efforts. Identifying popular skills also gives you a clear understanding of the level of competition in the market. It allows you to predict which of your candidates are most likely to be poached by your competitors. Most companies are looking for proficient individuals in JavaScript, SQL, and Java in today's modern era. The languages above are a must-have for every quality front-end developer and are often paired with .NET, PHP CSS, and HTML.

Ensure your assessment skills are relevant

Research has revealed that developers are not pleased with the screening process and deem it ineffective. These developers do not favor the traditional pen and paper task, and neither do they feel comfortable being asked random questions. As a result, candidates have developed a negative attitude towards skills assessment. It would be best to create a technical review that is short, relevant to their work, standardized, and based on a work sample.

Ensure you grade their assessment with scores instead of simply writing pass or fail. By using this effective methodology, you will be able to successfully assess the skills of potential candidates without depleting your talent pool.

Know the basic IT jargon

It goes without saying that to effectively source for and recruit the correct candidates for your tech department, you must familiarize yourself with technological terms. Take your time and look for phrases that frequently appear in online profiles, portfolios, and CVs, and dig deeper to find out what they mean. You could search for an IT glossary for recruiters, which can help you learn some basic terms. Knowing the basic IT jargon will also put you in a better position to ask pertinent interview questions and evaluate the level of qualification of your potential candidates.

Design appropriate employee benefits

You wouldn't want to go through the hassle of sourcing for impeccable talent only for you to lose a good employee, would you? The rate of unemployment in the tech industry is relatively low, meaning that it is a challenge to attract skilled professionals. Now that you have managed to recruit a tech-savvy candidate, you need to consider how you will retain them to maximize your company's productivity. You can ensure that your employees stay by providing training sessions and certification to advance their skills. Employees who gain access to training feel motivated and valued by their employers and are most likely to stay.

Wrapping it all up

The technological world is advancing at a fast pace. Therefore, it is essential to hire personnel that will help you keep your business evolving fast. Building a solid tech team starts with recruiting and retaining the best in the market!