Should You Work With a Recruiter to Find Top Talent in Tech?

Should You Work With a Recruiter to Find Top Talent in Tech?

A 2017 study by Indeed found that 86% of organizations find it challenging to find and hire technical talent. In addition, 83% said the tech talent shortage has hurt their businesses through lost revenue, slower product development and increased employee tension and burnout. As a small business, you know every hire counts, and you need to be able to find and attract the best people in your field as quickly as possible. When you’re hiring in tech, that means a lot of networking, outreach, and even headhunting.

That can be a lot for an internal HR or recruiting function to handle. Hiring professional recruitment agencies, especially ones that specialize in tech, can help make this process easier. But how do you know that bringing on extra help with pay off in the end?

Have you had trouble sourcing tech talent in the past?

With all of the competition in the tech space, it can be hard for SMB’s to make enough noise to attract the talent they’re trying to hire. Sometimes the issue is your locations (hiring tech talent outside of Silicon Valley is a whole other ball game), sometimes it’s your requirements, and sometimes it’s simply that you aren’t getting in front of the right people. If you’ve run into problems connecting with the right candidates in the past, then you should definitely consider finding a tech recruiter.

Since tech recruiters specialize in a specific field, they have a vast network to probe (and a decent amount of recruiting experience to use to your advantage). If you are having trouble engaging with passive candidates and don’t have the time to headhunt for a position, a specialized recruiter may be the answer. They have the time, resources, and processes in place to source the valuable candidates that you might not have been able to capture with a simple job description.

Are you trying to fill a very specific role?

As a rule, we like to advise against creating overly-complicated or “wish-listy”  job descriptions. However, some jobs demand more expertise than others. If your job description is becoming a roadblock to getting qualified applicants in the door, then you should consider consulting a recruiter.

A tech recruiter can help you in two ways. A professional recruiter can also add a much-needed touch of realism to your search. With their trade-expertise, you can adjust your description to be less alienating to perfectly good candidates that might have been scared off by your requirements.

With the right amount of time and resources, they can also help you find that unicorn that you desperately need. This can be tough, depending on what you’re looking for. You’ll want to find a tech recruiter with excellent references and an extensive network of talent. Finding the perfect fit might take time, but you know they’re working for you every step of the way.

What is your existing network in the space like?

The biggest asset any hiring team can have at the start of a search is an up-to-date talent pipeline. Take a look at your existing pipeline (and if you don’t have one, take a look at this); do you have any good connections that are already familiar with your company and brand?

If your pipeline is looking pretty dry, then professional recruiters can help. Seek our recruiters that emphasize a transparent process. They maintain specialty networks and can offer you a pipeline of qualified candidates that you can engage on your own time or keep to use in your next hiring push.

Do you have standard hiring practices, goals, and plans?

The best way to set yourself (and your recruiter) up for success is by creating a standardized hiring plan and process that you can reference anytime you hit a snag. It should include information about how you want to represent your employer brand, your values, and how your internal team is expected to approach candidate experience. That way, if you decide to engage a recruiter, they can handle the pass-off with little to no friction.

Start by market mapping the role you want to hire. Your search plan should be tailored to how people are finding qualified candidates for the position today, and how you can best present your company to the types of candidates you want to attract. Get our guide to market mapping here.

Do you have a budget?

It’s easy to dismiss using recruiters as too expensive for your hiring budget this year. That’s not always true. Many companies are moving away from the contingency model and charging flat-hourly rates instead. Even with complicated job descriptions, this translates into significant savings for you compared to typical commissions

Fundamentals of Market Mapping

Fundamentals of Market Mapping

Improve Your Employer Branding on LinkedIn in 3 Easy Steps

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