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The tech hiring field is highly competitive – both for candidates and recruiters. While candidates for junior positions are putting in work to get recognized and make their mark in the industry, recruiters are fiercely competing for qualified talent. In fact, research shows that 86% of employers are struggling to find and hire tech talent. As a result, their current employees can suffer more pressure, their product development is obstructed, and they can even lose revenue. Recruitment in the tech industry can be a complicated process, but here are the best tech recruitment tactics that can help you attract the best talent.


To attract premium talent, you have to be as straightforward about the position as possible. Senior developers won’t be interested in investing their time to apply for a position whose description lacks vital information.
Unfortunately for many recruiters, one of the most vital pieces of information is the expected salary. The Developer Insights survey found that developers find a compensation estimate the most important part of a recruiter’s email. So, if you’re looking for a way to stand out and attract key hires, mentioning the compensation range is a good place to start.
Other things you should mention when reaching out include important information about your company and the reason why you think the candidate might be a good fit for the position.


Money may be a great incentive, but some candidates might find that their work environment and colleagues are the most important factors when it comes to choosing their next employer. If you offer the same (or similar) compensation to a candidate as one of your competitors, chances are he/she will make their decision based on your values and culture.
This doesn’t just mean offering great benefits. Having a brand new PlayStation and snacks in the “chill out” zone is becoming pretty much an industry standard. You need to offer something new and show that it’s ingrained deep in your company culture.
Education and training are things the tech community deeply cares about, as well as they define product enablement process in every tech company, so think in that direction. And, once you start working on this, you’ll notice that your retention rates might go up as well!


This is just good practice, but so many companies miss out on this part and their ads end up getting ignored by valuable candidates. This goes with something we mentioned earlier – senior developers won’t waste time applying to an incomplete ad. They might even discard your company as frivolous and unworthy of their attention.
Consult your engineers and be as direct as possible about the tech stack the team is working with. Make sure you communicate it to the candidates as soon as possible: in the ad copy or initial email.
This will not only give the candidates a good idea of whether or not they should apply, but it will work great for you as well! It will attract the best possible candidates that feel confident about working in your environment.


Coding tests are often a subject of debate in the tech industry, with infamous whiteboard tests garnering a lot of attention. Assessing someone’s coding skills accurately is never that easy, so multiple ways of doing this have been invented over the years.
However, giving your candidate a good coding test is very much expected in today’s industry, as it’s one of the best ways to check their problem-solving skills. To make sure your tests are optimized to do what they’re set up to do, here are some tips:

  • Send the test at the beginning of the week so the candidate has enough time;
  • Make sure the test is relevant to the work your candidate will do on the job;
  • The test should always be objective and standardized, with no room for interpretation;
  • You should strive to make the tests gradable with scores from 1 to 10, not on a “fail-pass” basis….

Source: Blog | Hppy

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