How to engage tech candidates in the hiring process

As businesses across the UK return to near-normality following COVID-19, tech skills continue to be in high demand. Engaging tech candidates in this new landscape is challenging and recruiters need to understand how the tech candidate experience has changed.

Our research finds that candidates have become more specific in their jobs search, with 35% saying they would only apply for a role if they had 75% of the requirements. As such, recruiters should only list requirements that are essential, as a long list of ‘desirable’ skills can be off-putting to prospective candidates.

Likewise, remote working, company benefits, and a seamless recruitment experience are now a top priority for tech talent.

Let’s take a closer look at our findings and how building trust and nurturing relationships can increase the number of applicants to roles.

Embrace hybrid and remote working

In 2020, we asked tech candidates what they wanted to see in a job advert. The majority (82%), said location. However, in 2021, only three-quarters (74%) said the same. With most of the UK tech workforce having worked from home throughout 2020, it appears that job location is no longer as important to tech candidates.

As tech workers become comfortable with remote working, companies that don’t evolve their flexible working policies are at risk of losing engagement with candidates. Recruiters should embrace remote and hybrid working opportunities to increase engagement and tap into a more diverse talent pool.

Hybrid working enables parents to share childcare responsibilities and provides a better work-life balance – something that today’s candidates are actively seeking. Work-from-home opportunities can attract skilled workers from remote locations, as well as carers and people with disabilities.

The terms of candidate engagement have also changed, with 47% of candidates saying they prefer video calls, in comparison to 38% who prefer face-to-face meetings. It’s clear that COVID-19 has changed the way that candidates want to communicate and it seems likely that video calls are here to stay.

Outline company benefits

Our research reveals that candidates want to know about benefits before applying for a role. Tech candidates are time-poor and in-demand, so knowing if a job is worth their time is important to them. Pension (49%), annual bonus (42%), and flexible working/working from home (43%) top the list of preferred benefits. Followed by private healthcare (38%), and learning and development programmes (19%).

Moving forward, we’d expect to see an increase in candidates seeking training programmes. With the tech sector having played such a pivotal role throughout COVID-19, more candidates are seeing the value in upskilling and learning specialist skills that could progress their careers in the future.

By highlighting company perks in job descriptions and marketing material, recruiters can spark an interest in passive candidates, who may not be actively looking for a new role. Overall, 84% of respondents would find it valuable to select their own employee benefits, so being flexible in what’s being offered can help a company stand out.

Recruiters should also highlight any unique perks that workers won’t get elsewhere. For example, a company may offer a free childcare service, wearable technology, or fitness and meditation classes.

Map out the recruitment process

Previous research from CWJobs reveals that 36% of candidates say a lack of transparency in the application process is the most frustrating part of their job search. Companies should make a point of outlining all recruitment stages in full as part of their candidate pack.

Knowing what to expect at every stage of the process reassures candidates that their applications will be carefully considered, which creates a good impression of the company.

Companies should make a point of keeping candidates informed on the status of their application. Applicant Tracking Systems like CWJobs’ Applicant Manager, enables recruiters to send automated emails to candidates to keep them in the loop with how their application is progressing.

Likewise, outlining possible career progression paths can help candidates visualise a future with a company. Using case studies in candidate packs can help tech workers decide whether a role is right for them.

Provide candidate feedback

After the interview stage, employers should provide unsuccessful candidates with detailed feedback, so they have a clear understanding of where they need to improve. Detailed feedback provides job candidates with learning points and goals to aspire to in the future.

Research from our sister site, Totaljobs also reveals that 50% of workers say that specific feedback about their work and how they’re doing makes them feel less like an imposter. Employers should therefore make a point of highlighting the positive elements of candidate interviews.

For more unique insights into how to engage tech candidates in the recruitment process, download our guide Decoding job search trends – How to improve tech candidate engagement in 2021 and beyond. Inside, you’ll learn more about what candidates want from a job role, what they want to see in a job advert, and what attracts them to a role in the first place.