Growth in tech hiring this year shows no signs of slowing down. At the same time, hiring trends are evolving. In this chart, we’ve summarized how these changes affect employers and how candidate/employees can adapt..
Recruiters rely heavily on social media to identify and vet the best candidates. By the same token brands are aware of the need to maintain their reputation as a desirable place to work. The reality is that top tech talent can job hop for more pay, better benefits, etc. Companies aspire to be known as a great place to work by treating staff with respect and offering challenging/fulfilling projects and rewards.
Candidates should be mindful about what they post on social media. In fact, even those fully and happily employed may find themselves on the job market at some point in time. Relying on privacy settings to block content from public view is risky. According to Dice, over 70 percent of recruiters bypass candidates for spelling errors and more than 40 percent do so for excessive alcohol consumption.
Traditionally, hiring managers looked at technical fit as the primary factor in hiring decisions. Today’s managers understand that previous experience in similar situations (e.g., under duress, how they fit in with rest of the team) doing the same type of work is tantamount to hiring the right talent.
Candidates should showcase relevant work experience along with successes and the challenges they’ve overcome to complete a project or stretch assignment. Be realistic so that managers can set the right expectations and job performance metrics.
Onboarding experience used to vary widely, with some organizations having a fully fleshed out process while others are less coordinated.
An employee’s first day on the job can be exhausting – from the massive amount of paperwork requiring attention to the myriad introductions and names to remember. But making the first few weeks meaningful sets the tone for ongoing career satisfaction.
Culture is important for hiring and retaining the right talent; companies would gain from not waiting until someone quits to ask for valuable feedback (I.e., the exit interview). In addition, new employees typically report to the hiring manager, yet are expected to work well with peers. Team-based interviews give the entire team a chance to participate in the hiring process.
Some tech companies employ the practice of “entry” interviews that assess an employee’s work style, values and other factors in effort to build the right roles and expectations. As this best practice becomes more common, employees will stand to benefit by establishing a solid framework early on. Team-based hiring will go a long way toward a new employee fitting in with the rest of the team.