In the world of IT recruiting, the challenge is not to find the proverbial needle in a haystack, but rather to make their way through the digital jungle in such a way that tech talents find their way to you in the company. This requires not only a keen eye, but also an understanding of the unique requirements and expectations of this coveted target group. Successful tech recruiting depends on a well-thought-out strategy and positioning the company as an attractive employer. You can find out how this works in this blog post.
Tech recruiting in imbalance
In today's economy, demand for IT and other STEM jobs is higher than ever before. There were a whopping 476,400 vacancies in these areas in Germany in September 2023 alone. According to the STEM autumn report At the Institute of German Economics, however, only 195,920 people were registered as unemployed and were looking for a corresponding job. There are therefore just under 3 vacancies per person looking for a job. This imbalance between supply and demand clearly shows that tech recruiting is more than just a challenge for recruiters.
IT is one of the top 3 STEM professions with the highest demand. Why is clear: Digitalization is no longer a myth and has reached companies of all sizes. The spectrum of digital transformation ranges from automated robots in abandoned production halls to powerful algorithms that optimize route planning for logistics companies. It is therefore crucial for recruiters in the tech sector to understand this initial situation in order to attract the best talent to their companies in a targeted manner.
What makes IT talent tick?
A checklist for successful tech recruiters
Successful recruiting in IT requires a deep understanding of the diversity of the target group. Authenticity, targeted provision of information and insights into logic and figures are crucial to gaining the trust of various IT profiles. Use this checklist to make sure you don't see the world of IT as a black box and that you're ahead of the competition for the best IT talent.
✔ ︎ Know the diversity of the target group.
In the world of IT, there is not only a homogeneous group of specialists, but roles that can range from system architect to backend developer to SAP consultant. Make sure that the world of various IT profiles is not a black box for you. It is important not only to have the right research tools, but also to have in-depth technical know-how.
✔ ︎ Be authentic in your speech.
Since the target group naturally likes to take a closer look, peripheral content in job advertisements will not be convincing. There is no room for superficial marketing blah-blah — authenticity is required instead. You should know what you're talking about and what you're promising.
✔ ︎ Satisfy the target group's need for information.
Because IT professionals want to know pretty much exactly — they're interested in where and why it's worthwhile to use their skills. The database of 6000 job shops — our career page tool — shows that techies spend an above-average length of just under 2 minutes in job advertisements compared to other target groups. That is why it is all the more important to satisfy their need for information exactly where the click on Apply is not far away.
✔ ︎ Learn an understanding of logic and numbers.
Logic plays a crucial role in the IT world, as do numbers. It is therefore important not only to understand the technical terms, but also the logic and figures behind the tasks and requirements of the various IT profiles.
✔ ︎ Provide deeper insights
Don't just convey superficial aspects, but also offer detailed insights into career prospects and challenges. Show your candidates what their working environment will look like and what specific content will be waiting for them there.
How can you acquire this knowledge to make your recruiting in the tech sector successful? Our tip: Talk to the target group in your company and ask specific questions:
- What do you find exciting about your job?
- Why do you enjoy working at your job?
- What does a working day at your job look like?
- What tools do you work with?
- Why did you choose this job in our company?
Where do you find the best tech talent?
Online platforms and job boards:
platforms such as LinkedIn, talent.io, Stack Overflow or github are golden sources for technical professionals. Companies should strengthen their presence on these platforms in order to attract a wide range of potential candidates. Talent.io in particular focuses on connecting tech talent with companies and provides a targeted platform for recruiting in the tech industry. Other platforms include WeAreDevelopers, Getin IT or Honeypot, which brings developers, engineers, and IT professionals together to discover career opportunities and projects.
Networking events and conferences:
Attending industry events and conferences plays a crucial role in recruiting tech talent. Direct interaction with technology experts at networking events, such as WeAreDevelopers, LeadDev or webinals, offer companies a unique opportunity to build relationships with potential candidates. These events not only create a platform for personal exchange, but also make it possible to gain an authentic impression of the skills and personalities of tech professionals. By participating in such events, companies position themselves as active members of the tech community and at the same time strengthen their visibility among sought-after professionals.
Recruitment agencies and headhunters:
Specialized recruitment agencies often have access to a pool of qualified tech talent. Working with headhunters can therefore speed up the recruitment process and, in combination with other recruiting activities, help you achieve your goals.
Your career page:
The career page is the window into your company. With the right provider, you have full control over your candidates' candidate journey and can design job advertisements in such a way that they really convince tech talent and are tailored exactly to the needs of your target group. With Google for Jobs optimization, you can also give your vacancies enormous visibility and direct talents directly to you without intermediate paths.
How do you convince the best tech talent?
Tech talent is aware of their value and is being courted from various quarters, so it's essential not to leave anything to chance in your recruiting strategy. You are in control of how talents find you and what content makes your company attractive to them. Therefore, make sure to include the most important information, especially in your job advertisements, and ensure that you are addressed authentically.
Crisp job description:
A short but clear job description is crucial to attract tech talent. When describing their open positions, companies should pay particular attention to exciting projects and complex challenges and how candidates can exploit their skills in doing so. A targeted approach that addresses candidates' individual skills and experience can make the decisive difference.
Tech stack in focus:
At the same time, the job description should represent the technological environment. Information about the programming languages used, the development environment or other modern systems arouses the interest of IT specialists and signals that the company offers a technology landscape in which specialists can continuously develop their skills.
Significant benefits:
Showcase your advantages: Talk about the benefits in the company. Whether in the areas of health, work-life balance, continuing education or flexibility, with meaningful benefits, you can offer your candidates a transparent presentation of the benefits in your company in addition to financial incentives. In this way, you strengthen the attractiveness of the employer offer and, on top of that, increase the likelihood of applying on your career website.
Team and work environment:
Techies want to know their team. An insight into the working environment and ecosystem of the potential team can also positively influence the likelihood of applicants. Companies should therefore not only emphasize the technical aspects of the job, but also offer an insight into the team culture. This can be done through testimonials from team members or even through team presentations in the form of videos. A personal insight into daily work and team dynamics creates an authentic connection and enables candidates to better imagine how they work in the company and what they can contribute to it.
Emphasize development opportunities:
Tech talent strives for continuous professional development. Companies should therefore highlight efforts for training, certification and career development in their job advertisements. Individual development plans that offer specialists the opportunity to expand their skills and knowledge should be the focus and be specifically identified. It is usually important for the target group to be able to assess professional development in particular — less hierarchical development.
With these tips, you're well prepared to take your tech recruiting to the next level and stop looking for a needle in a haystack. Tech recruiting means not only paying attention to candidates' abilities, but also to their values, expectations and motivations. Through a clever combination of clear communication strategies, an effective online presence and attractive working conditions, companies can attract and retain the best tech talent in the long term.
Cover photo: Fatos Bytyqi / Unsplash
