Top Tech Recruiting Mistakes You Should Avoid
Top Tech Recruiting Mistakes You Should Avoid: Recruiters know better than anyone how quickly a first impression is formed.
Just as quickly, candidates also form their impressions about their recruiters. Your actions and words during the recruiting process tell just as much of a story.
With all the new trends in recruiting, social media, and technology, it’s easy to get carried away and eventually repel the great talent you were trying to attract. Increase your response rates by making sure you aren’t making one of these common tech recruiting mistakes:
Not Doing Your Research
One of the most common tech recruiting mistakes is getting the candidate’s name wrong. This is the first red flag and bound to give you a poor first impression. Whether it’s incorrect spelling or a misused Mr./Miss./Mrs., butchering your initial salutation (even if accidental) can leave a really bad first impression. It’s best to leave out the “Mr.” “Ms.” if possible to avoid an awkward conversation.
Aside from getting the name right, another common tech recruiting mistake is not understanding the recruit’s career history and current skill set. If you’re trying to fill an engineering role and you reach out to a UX or UI designer, that designer probably won’t take you very seriously in the future. Making sure you understand the candidate’s experience and the ideal background for the role you are looking to fill will save you a major headache in the long run.
Unsolicited Contact Requests
Think about how you would want to be contacted by a stranger. It typically doesn’t begin with a flood of contact, friend, or connection requests through social media or (more often) LinkedIn. Tech talent typically doesn’t want to be contacted this way either. Build trust by initiating contact elsewhere, especially through inMail (available on LinkedIn).
Being Too Vague or Too General with Details
If you want to increase your talent response rates, keeping the information they’re interested in hostage is not the way to do it. Sending candidates job descriptions or role functions that are too general could quickly lose their interest. The same is true for being too vague about the company or the team in question. Is it remote? Is it a large company? Is it small? Whatever details you can offer will not only keep the recruit informed but also build trust between the recruit and the recruiter.
Having Unrealistic Expectations
Having unrealistic or overly specific candidate requirements is a major tech recruiting mistake that traps even to the most experienced hiring managers! A job description riddled with required languages, certifications, and degrees can potentially intimidate the candidate you’re contacting. Make a clear distinction between required and recommended. It’s likely that the role you are filling doesn’t necessarily require every possible programming language and 10 years experience with a minimum of 3 technical degrees.
Consider the position and its realistic requirements, likely only a handful of hard skills. If there are other skills that would be useful or could be learned on the job, make it abundantly clear in the description that they aren’t limitations for the talent, rather helpful additions in what they can expect out of the position. The goal here is to recruit the best of the best, but don’t make your top pick feel unwanted by using too many “position requirements”