Did you know that based on LinkedIn research, a strong talent brand reduces the cost per hire by up to 50 per cent and lowers turnover rates by 28 per cent?
First things first – Get your technical knowledge right
It is possible for developers to become recruiters. However, not all recruiters have a background as a developer. They may not necessarily understand programming. Though, of course, having a strong technical background is a plus, but it’s okay if you cannot write code. Knowing about the latest programming languages in use, basic coding standards, and new technology trends is sufficient. You should be able to ask the right questions and evaluate the answers to make the right decisions.
Stay relevant by brushing up on your tech skills.
Technical recruiters can come from a range of different backgrounds. People from sociology, HR, business, psychology, and other such fields can also make excellent tech recruiters. All you need is to have a sound grip on the functional and technical knowledge.
Get familiar with the technology you are hiring for. Read up, follow new tech trends, keep yourself updated.
People Matter: Employee Engagement
Creating an employee social media showcase, talking about the kind of work a team does, and even writing blogs about the company culture attracts people who want to work with like-minded people. So, engage with the employees within the company to write about what they do.
Develop an Employee Value Proposition(EVP) to attract the right talent.
Stay on top of the game: Showcase and network.
Candidates are attracted to a company when they see a constant learning curve. This is especially true for the developers. With newer technologies emerging and constant upgrades happening, the candidates want to know that they will have enough room to grow.
Build your network. Establish yourself as a tech expert in the recruitment arena.
Establish yourself as a tech expert by not only being familiar with tech but also by showcasing it through social networks. LinkedIn is a great platform, but it may not be the only platform when it comes to tech. Other niche platforms like Stack Overflow, GitHub, and even Reddit can be useful to network with the developer community.
Knowing the right social media platforms for the right level of candidates will give you better insights into skill sets and experience levels to satisfy the recruitment needs.
A tech recruiter always needs to build their own techno-savvy skills. They can also build resource pools, keep up to date with what’s happening in the technical world, and engage with the candidates.
Take some help: tech tools for better recruitment
Getting help from reliable tech tools can make your life as a technical recruiter much easier. A technical skill screening and interview platform such as WeCP can make shortlisting, interviewing, and screening the tech talent a breeze.
As a technical recruiter, take help from technology. Use the right tools to make your recruitment process more efficient.
It can improve your recruitment funnel, reduce the cost per hire, and get the best match from the large pool of candidates. A data-backed approach and a streamlined process make a tool such as WeCP very reliable when it comes to technical recruiting of the candidates.
WeCP enables tech recruiters to evaluate wider talent pools just in a few clicks and significantly shorten the time needed to hire the right talent.