Overview

•  Attracting quality tech talent is a struggle, although every business is seeking them out in order to have an upper hand.
• These candidates last about 10 days in the market while the recruitment for other professions takes an average of 52 days. 
•  HR and recruiters are embracing technology in order to improve the speed, efficiency and presence of their processes.
• High potential candidates choose companies that make their internal culture public. For this reason, companies are transparent about their business in order to attract the talent.
• These candidates look out for a company's social media presence and job ratings on various sites. These sites include Kununu and Glassdoor.
• They tend to apply to companies that have a positive reputation and are active on their various social media platforms.

Effective Practices

1. Inbound Recruiting

• This method addresses recruitment from the perspective of earning rather than buying talent.
• It allows the top talent to have engaging experiences through effective communication.
• This method maps out the candidate journey, which resemble the consumer funnel.  
• "Attract + Convert + Close + Delight"
• This method addresses the challenge that there are fewer talented people than there are positions/companies. For this reason, staying candidate-centric will be of great benefit to any company seeking to recruit.

2. Employer Branding 

• Statistics show that 69% of potential employees will most likely apply if the employer is involved in managing the brand.
• An employer who has a strong public image will most likely attract great talent.
• A sense of openness allows potential employees to connect with the employer and the brand.
• When aspects of the team culture are made public, it enhances trust. These items include work processes, managerial attitude, and team diversity. 

3. Career Pages

• Dedicating a page in the company website to recruitment and details of the job positions is effective.
• These pages should be designed to attract new talent. It should not simply be a listing of jobs.
• This page is a great avenue to share more of the company culture and belief.
• Adding testimonials is a great tool in building trust and confidence in potential candidates.

4. Recruitment Video Marketing

• According to the NY Times, the average attention span of consumers is at 8 seconds and it will only decrease. For this reason, video marketing is the most effective way to pass on a message creatively.
• Research shows that 65% of video watchers watch more than 75% of any video.

5. Talent Acquisition via Social Media Marketing 

• Posting information on social media increases the chances of it being visible to potential candidates.
• Analyzing the social media use of potential talent allows recruiters to determine how best to target them.

6. Employee Referral Programs (ERPs)

•  Looking inside the company to get talent through referrals is one of the best ways to tackle recruitment.
•  Employees who already understand the company are best-placed to determine whether candidates would be attracted to the brand/company.

7. Campaigning 

• The best channels to do this through are Google (SEO), Facebook, and LinkedIn.

8. Internships and Mentoring

• Setting up a mentoring program allows companies improve individuals in the industry.