What makes a high-tech company a world-renowned technology giant? There is no doubt that at the heart of technological innovation lie extraordinary talents. The companies that were quick and smart enough to recruit them into their ranks, get the most out of this asset. Therefore, of all the aspects we need to consider, recruitment for a high-tech company is at utmost importance. Here we will review some things you should know about recruitment processes in high-tech companies.
Prepare for quite a challenge
As important as it may be, this is a rather complex task. In human resource studies, over 80% of respondents stated that identifying tech talents is the most difficult task they face. So let’s see How does industry leaders do it and how can we apply some of their methods even in a small, start-up company.
Social media is a fertile ground for tech talent
The world has changed radically in recent years. The new generation entering the job market has already been born with a smartphone in hand. Leading talents Generation Z today are seeking for employment opportunities on social networks and in order for us to reach them, it is important that we build a solid presence on digital platforms and follow the hottest trends.
Create a lucrative and enticing referral policy
If there is one thing that is clear to all of us is that high-tech companies take care of their employees and offer a variety of treats. As part of this approach, many companies rely on their employees’ familiarity with the supply of talent found out there in the market and offer their employees significant benefits over any talent directed to work in the company. It might be a cool gadget, an exotic vacation, or any other bonus we can think of. Ultimately, this is a wonderful incentive to expand your talent pool.
A good onboarding experience is key
Your candidates will appreciate the atmosphere in the work environment and your corporate culture from the first moment. This initial experience will largely determine your decision whether to join your organization. According to recent findings, over half of the high-tech job applicants have had at least one bad experience in the onboarding process.
Therefore, in order to recruit the leading talents in the industry, it is important that we build an absorption process that will impress them, interview in a unique and respectful way and most of all – in a way that will emphasize all the benefits of joining you.
