Since January 2023, the biggest technology companies have dismissed more than 150,000 of their employees (1), and the phenomenon is not confined to America. Unprecedentedly, among the teams affected by these workforce reductions, there are many players in the IT sectors.
However, these tech profiles are not easily recruited, and the candidates maintain very specific expectations and requirements. As part of the 88% of companies, are you looking to recruit these profiles? A brief overview of some points to keep in mind to attract tech talents to your teams!
What defines a good “tech profile” (and an IT profile)?
A "tech profile" is a phrase used to describe someone with technical skills in computing, programming, software development, or technology in general. This concerns a variety of fields, such as software development, cybersecurity, data analysis, web design, artificial intelligence, Internet of Things (IoT), virtual reality (VR) or even augmented reality (AR).
The skills required for a tech profile may vary depending on their specific field of work. However, some basic technical skills that are commonly associated with a tech profile include knowledge of different programming languages, the ability to solve complex problems, an understanding of computer networks, and the ability to work with advanced technologies.
The info in +: Although the terms "tech profile" and "IT profile" are often used interchangeably, there is a slight difference between the two. A tech profile is generally more focused on the development and implementation of technological solutions, while an IT profile is also involved in the management of computer systems and the maintenance of technological infrastructures - and can encompass tasks such as managing projects, maintenance of operating systems and other support tasks related to IT (Information Technology).
1. Forget the classic circuits
A tech profile in search of new opportunities does not actively go out looking for them… They let themselves be sought after!
Despite us witnessing changes in this sector, the habits have not (yet) changed. Therefore, we can expect that an experienced developer will not pick to apply for your position in the first instance (except perhaps if your company is Google, Netflix or Microsoft).
Indeed, if there is a sector where the expression “war for talents” takes on its meaning, it is that of the tech sector. Tech recruitment goes through word of mouth, network monitoring or specialised communication groups and channels.
If you are not an insider of the industry and you have the resources, do not hesitate to reach out to a specialised tech recruitment firm. This is not a matter of incompetence on your part, it is simply a matter of trusting experts who already have the necessary expertise, sources and tools. When we know the cost of a failed recruitment, which is particularly high when it comes to tech profiles, we say to ourselves that it is sometimes better not to improvise as an IT expert.
Furthermore, in the event that you already have competent tech profiles in your company, do not hesitate to set up a referral policy. You will then have a win-win situation by encouraging them to refer you to other similar profiles (school acquaintances, former colleagues, etc.) and gain an opportunity to retain those who gave references.
In short, prepare a strategy and time to find potential candidates before extending your job offers. But above all, make sure that your offers are attractive, and for that...
2. Involve your tech profiles in the recruitment process
Who can better understand what a techie wants than another techie?
According to a study conducted by Hired, an average recruiter needs 33 interviews to hire a developer, while a technical team member only needs 16! And for a good reason: if you are a recruiter, you are not a developer (or at least rarely).
Whether it's technical jargon, new technologies or practical exercises, you will save time, energy and credibility if you trust an expert in the sector.
On the candidate’s side, discussing with whom they will potentially have to work with, will help them to better see themselves in the position. In the same way, they will feel more comfortable presenting their skills and experiences, and you will be able to directly assess the matching with the teams.
Moreover, as they are over-solicited, tech profiles have no time to lose and they appreciate fast and efficient processes. A long delay between several steps could discourage your candidate and give the advantage to another company that has been able to be more responsive. And once again, according to the study conducted by Hired, integrating a technical profile when recruiting a developer would reduce the average duration of the process from 54 to 42 days!
So before you even start writing a job description...
3. Consider industry standards
- A competitive salary
- Work flexibility
- Challenging prospects and tasks
Here are 3 criteria that can serve as a foundation for an IT recruiter. If you do not meet one of these 3 criteria, you can already rule out the top profiles within the sector.Keep in mind that developers, data engineers or IT managers are used to being highly rewarded and overworked.
If they are competent and experienced, there is no doubt that their former company(ies) will have granted them a lot of advantages and that it will be necessary to at least align with those perks in order to convince them. If they are new to the job market, you can be sure that their school promised them worlds and wonders.
So yes, the requirements of an extendable salary and telecommuting can initially be a little frightening and clash with the habits of your management committee. But relying on 3 interns to lead a key digitisation project in your company increases the likelihood of encountering setbacks.
4. Bet on soft-skills
Forget the stereotypical confined, agoraphobic developer coding in the back of a dusty room. A fulfilled tech profile is an employee who is involved with their team and their organisation. Before you even look at hard skills and give technical tests to your candidates, take an interest in their personality. What was their background, what prompted them to apply to your company, and how do they usually behave in a team?... Soft skills complement technical skills and allow tech professionals to stand out and thrive in their careers.
According to one study conducted by LinkedIn (2), 92% of recruiters believe that soft skills are equally or even more important than technical skills when hiring, and this also applies to tech profiles.
Communication, problem-solving, collaboration and adaptability are all essential skills for working in a team, managing complex projects and adapting to an ever-changing environment.
Given the speed of change in the sector, by focusing on soft skills when recruiting, you anticipate changes and recruit tech profiles which are capable of adapting to the challenges of future technologies.