Tech Recruiting: What You Should Know 2019
Tech Recruiting 2019
Advice for Management & Companies, Candidate Sourcing

Tech Recruiting: What You Should Know 2019

Congratulations on a great Q1!

As we wrap up the first quarter of the year, we know that your recruitment team has no intention of slowing down, with hiring needs continuing to push forward in 2019.

So the question remains: How do we use the technology available to make the most of our recruitment process? While machine learning, artificial intelligence, and other technologies are making recruitment smarter and more efficient, using these solutions to support a candidate-focused recruitment cycle is the key to success for tech recruiting in 2019. Keep reading for 3 opportunities in your recruitment cycle to optimize candidate experience: 

Opportunities for Personalization

Often within the tech industry, unemployment rates are low and few candidates are available. To encourage candidates to apply and join your company, highlight the company’s strengths and make the process as simple and specialized as possible for each candidate. While the popular choice has historically been to send out generic mass recruitment emails, it requires much more effort to spark a candidate’s interest these days. While advancements in HR technology allow for more automation and a speedy recruitment cycle, creating real connections and conveying a strong employer brand is the one area automation is far from replacing. Tech recruiters can use this to their advantage to invest more into the personalized candidate experience, giving talent more of a reason to work with your company rather than Automated-Email Andy, Recruiter from Boring Company.

Reimagining the candidate experience can open the doors to a more personal outlook on recruiting, putting the human back into human resources, despite modern recruiting technology. Rather than funneling potential candidates straight into a scheduling app or automated email after a networking event, reach out to the candidate with a personalized email. Take it a step further by giving your potential candidate a phone call! This may seem like a very simple change to your recruiting process, but this individualized outreach could do wonders to your response rates. Making it personal from the start doesn’t only increase your chances of a positive response, but it also paints a very clear picture that the company itself puts its people first – feeding into that strongly-defined employer brand!

Opportunities for Internal Recruiting

What’s better than a qualified, educated, experienced, certified candidate? A qualified candidate that already works for your company. While creating a positive candidate experience for external applicants is vital to any recruitment process, paying due attention to an internal candidate experience can be equally (if not more beneficial). Not only are these candidates already vetted and assessed for the company, but they also have a familiarity with the company and how it works from the inside. Having programs in place to encourage internal promotion can relieve a potential strain on available talent and decrease cost per hire.

Just like their external counterparts, internal candidates can be classified by “active and passive” talent. Some of your current employees just are not interested in moving into different positions of assuming new responsibilities (passive). On the other hand, you will have those who are eager to expand their skills and take on more leadership opportunities (active). It’s important to recognize the difference and have training programs in place for both in order to evaluate your current workforce efficiently.

How do you implement this practically? Start with your existing management team. Discuss high performers in each department and begin evaluating the possibility of promotion. Have a strategy in place for smooth transitions between positions. Give your employees the opportunity to communicate their interest in new positions within the company.

Opportunities for Re-Assessments

In a field as skills-dense as tech, it’s important to know the candidate’s aptitude for the open position early on in the recruitment cycle. While new AI technology has made it easier to screen a large number of applicants in a shorter amount of time, it’s wise to use this extra time to reassess the filtered applicants by performing technical assessments of your own.

Waste of time? Not necessarily. Performing a number of tech assessments not only tells you if the candidate is up for the challenge, but it also lets the candidate know that you’re (1) serious about their application and (2) invest in the competency of your team. You can also evaluate the talent’s problem-solving and communication skills, both necessary for most I.T. positions.


While there are many opportunities for making the most out of your recruitment cycle’s candidate experience, the biggest opportunity can be found with Skillgigs. Let us handle the candidate experience – Get matched to top tech talent with the skills necessary to fulfill all your I.T. needs, communicate directly with talent, and even schedule interviews through Skillgigs. Find out more about the candidate experience with Skillgigs by scheduling a demo today.