Hiring Technical Professionals The Right Way - WalkWater Talent Advisors

When it’s about hiring professionals for the tech industry, like engineers and software developers, the task of recruitment becomes even more difficult. The competition for technical talent has never been stiffer. And, to be able to grab the best talent for your organization, it is important to get creative in your sourcing, and find talent that fits into your business culture to help achieve your goals. It is thus absolutely crucial that you have a clear picture about who you are actually trying to recruit for the vacant positions in your company. You need a detailed fictionalized version of your ideal hire, which is nothing but the candidate persona.

How to build a candidate persona?

To be able to build a candidate persona, you must begin by going over these five basic categories –

·   Demographic information, which comprises the location, age, current job title, and income of the candidate.

·    Qualifications, which includes any required or preferred degrees, certifications, coursework, etc.

·    Personal attributes, which mean the personality traits, strengths, weaknesses, and other interests that can help with the job.

·     Background, which relates to the performance of past hires, so that you can get an idea of the types of companies your best people tend to come from.

·  Web activity, which speaks about all the kinds of activities the candidate performs online; for instance, the online platforms they generally use, the way they network, the way they find jobs online, etc.

How to target the right candidates?

Now you know what kind of candidates you want to hire, so you move on to the next step – targeting them. And, how do you do that? Let’s take a look.

·     Internet based targeting – This is one of the most common approaches being accepted today. For instance, you can target users based on the things they have shown an interest in, on an online platform. This may include any searches they have made, any pages they have visited, any brand they have interacted with, any branded products they have shared, etc.

·    Demographic based targeting – Another approach is to target candidates based on their location, language, age, job title, and industry. This information can be taken from their profiles, offering a really efficient way to narrow down the ideal list of candidates on a granular level.

·      Behaviour based targeting – This approach helps you to target candidates based on events like their browsing habits, app versions, technologies used, purchase history, etc.

You can use one or all of these targeting tactics to target for each persona, in order to get as close as possible to the desired candidates. Once you’ve created a list of potential candidates, you can narrow down your list by making your list more specific and granular with layered target options, such as targeting tech industries, tech events, programming technologies, etc.

With your shortlisted list ready, you need to approach each one of them and present them with the right message, in order to have them approach you in return. Give your target candidates a strong sense of your mission and values, and also help them understand what makes your company unique and the opportunities that your company can provide them with, so that they are more likely to consider working for you.

NOTE – Even though we’ve given you all the steps and tactics you can follow to bring in the right kinds of technical candidates for your company, we’ll still suggest that you partner with one of the leading talent acquisition companies in India, one like WalkWaterTalent Advisors, to help you execute the task easily, with their professional experience and genuine guidelines.