12 Jun, 2018

The Benefits of Working with Technology Headhunters

The Benefits of Working with Technology Headhunters

It’s normal in the tech industry to work with technology headhunters when it comes to recruitment. After all, investors want you to hire the very best talent, and this is exactly what headhunters ensure. They understand the language of engineers, which is not something non-engineers can often boast about, and they save companies time.

Read on to learn some of the best practices of technology headhunters.

The Things Technology Headhunters Do To Make the Right Hire

Many startups need tech recruits to help them get their fledgling company off the ground. The problem is that startups are often founded by non-engineers. This means that recruiting expert developers, who are able to pick and choose which roles they want, becomes difficult. You need to understand that there are more companies who need tech talent than there are tech wizards who need companies.

There are some key things that headhunters know to do in order to make the right hire for your business:

  • Clearly identify what you want
  • Deliver an enticing pitch that’s too good to ignore
  • Find the best people
  • Ask the right questions

Tech employees are in high demand and they don’t have to work for you. Perhaps your company is on the up, has got good backing and the role looks perfect for them. But if you can’t sell the role to developers, you’re not going to get the hire you want or need. Technology headhunters address the key activities above using the following tactics:

  1. Identify the Candidate Profile

What talent do you want? Unless you’ve got a very strong idea and clear vision of the perfect candidate profile, you’ll struggle to make the right hire.

This part is difficult but it’s crucial. However, a number of startups don’t always know what it is that they want. They just know they’ve got a role vacant and need a developer to fill it.

For example, if you’re in the business of developing an app, you’ll need someone who understands programming languages like JavaScript and Python. On the other hand, if your business is involved with search engines and databases, you’ll need someone who is fluent with distributed systems.

In this scenario, it’s a good idea to work with someone who understands your industry and the roles within it better than perhaps you do yourself. Technology headhunters can help you develop a clear candidate profile.

Only once a thorough candidate profile is in place, can the technology headhunters can do what they do best—sourcing candidates.

  1. Pitch Packet

A pitch packet is a common strategy used by technology headhunters that includes four things:

1) The ideal candidate profile

2) A short description of the company

3) An elevator pitch

4) A team roster

What is the purpose of a pitch packet? To sell the business to outstanding candidates.

However, a pitch packet by itself is often not enough. Content needs to back it up. In other words, regular content across your social media channels that offers value and expert advice, and that positions your company as a top leader in your industry. There are many channels available today such as Medium, LinkedIn and TechCrunch.

Don’t insist on writing your own content. The aim of publishing content is to show candidates that your company is a solid employer and a thought leader. If your company is lacking a qualified writer, outsource this task.

  1. The Qualification Interview

When technology headhunters have a candidate who is interested in your role, and whom they’ve vetted, the next step is to arrange a short qualification interview. This can usually be done via phone, but if the candidate lives nearby they can also be invited into their office.

This interview should determine a few things, such as salary expectations, potential deal breakers, as well as how high their interest is.

Here are 4 potential questions that a candidate could be asked during the qualification interview:

1) What are you looking for in your next job?

2) Where do you want to be in five years’ time?

3) What do you view as your proficiency?

4) Do you have any deal breakers?

  1. The Technical Interview

If a candidate passes the qualification interview and good feelings between the technical headhunter and them are mutual, the next step is the technical interview. This is often a hands-on interview in your building that involves them performing the role(s) you’d have them fulfilling if they worked for you full-time.

This interview can be a bit challenging, which is why it’s often a good idea to do a product demo first. A product demo gives you the chance to get them excited about your company, shows them what you’re all about and eases them into things.

If the candidate passes the technical interview with flying colors, the next step is to make the hire.

A Better Understanding

Hiring outstanding tech talent isn’t easy. It takes time, effort, knowledge and the ability to sell your company while speaking their language. Many startups team up with technology headhunters because they often understand the roles better than the company itself. Headhunters also save you time, are adept at selling a vision to the right candidate, and have a wide network of the cream of the crop.

If you’re short on time and want to make sure that your next hire is the right hire, consider working with technology headhunters to grow your business.