Who would have thought — COVID turned the technical recruitment landscape into the most competitive hiring market of our times.
Firstly, let’s revert back to Feb 2020. I wasn’t sure if a recruitment consultant would be needed again. Fast forward to July 2021, and we can’t hire enough new employees to deal with the demand of our clients.
The wars have begun, but how do you triumph?
- Keep interview processes simple. If you want to include a tech test, whiteboard exercise, and a backflip contest over a 2 week period, expect the candidate to have 5 different offers by then.
- Act fast. Offer first. Statistically speaking, 80% of candidates join the company that presents an offer in the fastest timelines.
- Within the first two interviews, including a stage that engages and entices candidates to join your company. We are in a candidate-driven market. You need to spend every effort to explain why the candidate should join you and what’s in it for them.
- Scrap the online application. Candidates are busy.
- Offer competitive and put your best foot forward. Ironically, offering an additional 10% over the market will ensure talent stays for longer (less likely to jump ship for a higher paid role).
- Think outside the box — Why do you have to hire from America? We live in a remote-first world. Why not consider other upcoming tech hubs such as South America or Eastern Europe.
Feel free to give me a shout if you need a sanity check on your hiring process or generic advice. You can catch me on sam@adaptalent.com
Thanks!
Sam
