Breaking the Mold: How to Modernize Your Tech Recruitment

Tech recruitment is broken. You may have noticed that it has been for a while. You may even have experienced this in your current role; difficulty attracting relevant candidates, high attrition rates and long periods to hire with ever-increasing urgency and ever-decreasing budgets. How do you manage it all when the system was never designed to work efficiently? The answer is simple: we need to modernize tech recruitment.

At hackajob, that’s exactly what we’re doing with our unique mix of a machine-learning algorithm and human curation. We know how to hire tech talent, and we’re on a mission to empower you to be able to do so too. Wondering how? We’ll lay out the most common problems plaguing tech recruitment currently, and how you change this at your organization.

Problem: Despite best efforts, you have limited Diversity and Inclusion

You may have a really great product, idea or solution, but without diversity of thought, it may never get off the ground. Hiring diversely isn’t just good for optics, it’s good for the bottom line. If you only ever hire people who come from the same place, with the same experience and similar lifestyles, you may end up with groupthink. Hire someone with a different experience, and you’ll gain a new outlook, but hire more and more different people, and you’re cooking with gas!

But maybe you’ve tried to hire diversely and to no avail – what then? It can be hard attracting diverse talent when you don’t know where to look or how to attract them. 

Solution: Firstly, consider all types of diversity. Whilst there’s still some way to go, there’s been an increase in female representation in tech, especially in getting more women to break into tech. But consider how helping talent bring their whole selves to work – whether it’s considering their disability, race, sexuality, or neurodiverse needs.

Could you improve or highlight your flexible working policy for those who are carers? Could you make use of more support for the visually impaired or those with ADHD? Is there a way that your organization could run a programme for career returners or emphasize that you can enter tech at any age? It’s all relative, and relevant. Our team of experienced Customer Success Managers and Account Managers can work with you on how to attract more diverse candidates according to your individual needs. 

Book a demo today.

Problem: Your organization has lengthy and inefficient hiring processes

You may have a great product or service, and a great culture, but if the candidate feels their time is being wasted in inefficient interview processes, they will simply look elsewhere. What this creates is a loop: missing out on the very best tech talent and creating a desperate urgency to fill much-needed roles stuck on repeat. We get it; sometimes extensive background checks and multiple rounds of interviews are necessary to your organization, so how can you attract and retain the very best?

Solution: It’s time to streamline your recruitment process, starting with hackajob. What’s the lengthiest part of hiring tech talent? Finding tech talent. We match your required skills with our talent pool who are technically screened and qualified by humans. From Software Engineers to Data Scientists and everything in between, we can help you to hire for jobs across the full product lifecycle, including any specialist, hard-to-fill roles. 

With more relevant matches, you can then work on leveraging technology to reduce unnecessary steps and enhance communication with candidates throughout the process. At hackajob, creating a candidate-friendly experience is key, which is why we have a 4.6-star rating on Trustpilot.

Problem: Your brand isn’t known to be tech-forward

The demand for tech talent far exceeds the available supply, creating an intensely competitive market. To tech candidates, it’s easy to want to work for companies with well-established identities in tech: like Google or Meta. But what if you’re a century-old retailer, homewares company or challenger bank with a reputation for legacy tech, or no reputation for tech at all?

Solution: It’s simple: you need to invest in your employer branding and showcasing your unique company culture, challenging but reading projects and opportunities for growth. Increasing brand awareness amongst the tech community won’t happen overnight, but with hackajob, you’ll have over 500,00 engaged candidates at your fingertips through our Brand offering in a package bespoke to your needs. Whether via our DevLab podcast, our blogs, newsletters or events, there’s a way for you to reach the crowd you’re looking for. 

And that’s it!

Whilst the world of tech recruitment has been filled with broken processes, limited diversity and skill gaps that impede any real movement, the good news is that this can easily be changed by implementing the steps above.  By reimagining the recruitment landscape, we can cultivate a more inclusive, efficient, and talent-driven industry poised for growth and innovation.

Interested in how hackajob can help you with this? Book a demo with us today to see how we can help you with your tech hiring needs.