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To say that a lot is changing in tech recruiting, the world where I work, is an almost comical understatement. The combination of constant, rapid technology advancement and little-to-no tech candidate supply means businesses are facing nonstop IT recruiting pressure. Take, for example, a recent Robert Half Technology salary and hiring trends survey of over 8,000 technology professionals. The survey confirmed that employers of tech talent are up against potent hiring challenges, such as:

  • The Talent Shortage According to the survey, the tech talent shortage is “no longer just an inconvenience for any employers — it’s quickly becoming a significant business problem.” The days where you could sneeze and make contact with 20 or more expert engineers looking for work are long gone. Unemployment in the technology sector is below 2.5%, and it’s even lower for senior-level candidates.
  • Lengthy Hiring Processes According to the survey, 41 percent of technology professionals are unhappy with the length of their hiring processes. Tech industry job seekers cannot be expected to have long attention spans when they are getting strong offers and opportunities at every turn. For employers, that means a hiring process that lasts more than two weeks will not yield top talent. Speed is essential in tech hiring today, and it’s one of the reasons so many employers are now recruiting, interviewing and hiring by phone or Skype.
  • The Battle of the Perks The Robert Half survey also found that businesses are fighting for top tech talent by way of job perks that go beyond typical remuneration and health plan benefits. For example, remote working opportunities and flexible schedules are becoming more and more common and are often necessary to land the best talent. Other perks that promote a healthy lifestyle, such as gym memberships or on-site fitness classes, are also gaining popularity and helping to sway top talent to commit.

Many businesses are rethinking their hiring processes and recruiting ideologies because unfilled tech jobs are hurting their ability to innovate and grow. As a recruiter and talent partner to businesses nationwide, I leverage a five-part engagement and recruiting methodology that has allowed me to recruit and deliver top talent to businesses faster and better than ever. It goes beyond the traditional tasks of recruiting and expands into a consultative yet accelerated approach that is yielding much-needed tech hires.

1. Start with Credible Connections

Forget cold calling. I don’t do it, and it makes me a better talent partner. I only find new clients and candidates through referrals from contractors, clients and colleagues. Why? Because a solid referral demonstrates credibility and instantly builds trust. Because of our shared connection, the client and/or candidate knows I am not going to waste their time. I come prepared with insights from the referral and am ready to talk about what I can offer them.

2. Constantly Showcase Talent

I always have profiles of talented tech professionals to showcase and this helps build rapport with clients and candidates. I am able to reiterate my understanding of their needs and make them aware of the best talent available. On the candidate side, I can use these profiles to show how candidates are winning new, sought-after opportunities.

3. Know the Market Trends

The market is saturated and dynamic. It’s vital for recruiters to stay up-to-date on what positions are in-demand, the going rate for said positions and what locations offer the best talent. That means a good deal of my workweek is research and collaboration across my talent and business networks but the result is a critical understanding of current and developing needs.

4. Understand Pain Points

The only way to effectively help a client or candidate is to understand their unique pain points. Understanding the market as a whole is valuable, but applying that to a specific client’s needs is how you make connections and successfully fill roles. That’s why I ask a lot of questions. Why is this the skill you are focusing on in 2018? What contributions do you want this new hire to make to your business strategy? What will happen if this role goes unfilled?

5. Simplify Hiring

Simon Sinek’s bestselling book, Start with Why, focuses on the notion that companies are buying why you do something not what you do. At Triple Crown, why we recruit tech talent is because we know how to save our clients time and money by eliminating long-established parts of the traditional recruiting process (traditional interviews and geographic boundaries) and still achieve outstanding success rates. Our competitors are not bold enough or fast enough to do the same.

While not a radical approach to delivering tech talent, this five-pronged approach is neutralizing the pain of today’s talent shortage for my clients and delivering exactly what businesses and tech job seekers want: opportunities to innovate, grow and achieve.

Want to discuss other successful recruiting tactics or market trends? Shoot me a message on LinkedIn!

By Matthew Logan, Tech Recruiting Wunderkind, Triple Crown Consulting