Technical recruiting – or the attracting of IT and software development talent – can trip up HR pros because of the nuances that are involved. It’s not just about finding candidates who have the most impressive skill sets and familiarity with the tech your organization is using. It’s also about finding individuals who resonate with your company’s culture.
As of the first week of February 2024, close to 123 tech companies have laid off a grand total of more than 32,000 workers, according to data from Layoffs.fyi. Because the technical recruiting talent pool is more like the size of a large lake, getting tech talent that’s also a good culture fit can be especially challenging. But it’s something HR needs to get right – culture fit can mean the difference between a high-performing, engaged team and one that’s struggling with frustration and turnover.
Before going on that technical recruiting diving adventure, HR needs some preparation when it comes to talent match and culture fit match. Here’s what we recommend.
Successful technical recruiting tips
Reconnect with company culture. What are your organization’s core values? What type of work environment do you foster? How do your teams communicate and collaborate? Articulating these aspects in the technical recruiting process should help you attract the right candidates.
Carefully craft your job post. Are there certain soft skills your ideal candidate will have? Be sure to highlight your company culture and team dynamic, as well as what makes the role special.
In an episode of the HRMorning podcast “Voices of HR,” Thad Price, the CEO of HR tech company Talroo, said, “We use a term here internally a lot … ICP, ideal candidate persona. You can think about how to connect your employer brand to the right candidate that’s going to be successful for you. But it isn’t just a job posting, right? It’s an entire experience. … What do we stand for? What are we doing here? Why are we important? Why do we exist?” What’s our culture?”
Embrace diverse voices. Beware of the homogenous tech stereotype. Seek out diverse talent pools through targeted outreach and inclusive hiring practices. What about LinkedIn tech communities and tech online forums, or events like hackathons and tech conferences?
A DEI move that’s been changing things in the tech sector is eliminating degree requirements. IBM and IT company Accenture now only require degrees for 29% and 43% of their IT jobs, respectively, according to a report by Forbes.
Look beyond the resume. A list of technical skills and a stellar coding test score are great, but they won’t help you gauge someone’s culture fit. It’s behavioral interview questions that delve into teamwork, communication and problem-solving styles that’ll help you find what you’re looking for.
Involve your in-house tech team. Include one of your developers in the interviews to share their experiences, answer candidate questions and assess technical skills and cultural fit. Tech team members should also be part of the onboarding process to set new hires up for success and reinforce your values.
Consider outside help. To optimize your search, it may take working with a specialized recruiter who understands the tech talent market. You may also have to consider exploring hiring technical independent contractors for certain projects.
Technical recruiting for culture fit takes effort, but the potential rewards are worth it. By investing in these strategies, you’ll attract and retain IT and software development talent who are not only technically skilled, but also share your company’s values and care about contributing to its success.