What Can All Industries Learn From the Tech Industry?

Every industry features its own toolbox of tips, techniques and best practices for sourcing talent, but the hyper-competitive labor market in the tech industry has pushed companies to be particularly ruthless in order to land talent that is so crucial to their success.

Companies in other industries need to take a page from the tech industry’s hiring playbook if they are looking to optimize their hiring efforts. Here are a few tried and true tech industry methods that all hiring personnel can reap the benefits of.

Go after passive candidates

Passive candidates are professionals that are currently employed, but still open to leaving their current job if a better offer comes along. Tech companies are infamous for targeting and poaching passive candidates from their rivals, and there are things your company can do to appeal to these “hidden” job seekers.

Sourcing passive job seekers starts with putting the word out within your company that you are looking to hire for a particular position and asking your workers for referrals. Next, you could scan job sites and LinkedIn to find qualified professionals. Once you’ve discovered prime prospects, invest some time in writing customized messages designed to gauge their interest in changing jobs.

Be sure these messages are personalized to each professional. You want to avoid looking like a generic recruiter who is simply blasting out emails to anyone who has certain keywords on their resume or profile.

Dig deeper in the phone interview

Your hiring process probably already includes a phone interview that screens out candidates who turn out to bad a bad fit. However, you probably aren’t including any technical elements, as many tech industry hiring mangers do.

While screen-sharing technology allows a tech industry hiring manager to watch a candidate write code during a phone screen, hiring managers in less technical fields can still use the phone interview to verify important qualifications or suss out red flags up front. If there’s anything about the applicant’s resume or cover letter that has you curious or concerns you, address it and save yourself from having to sit down with a bad-fit candidate.

Don’t bring in candidates for standard sit-down interviews

The standard job interview has become highly ritualized. Candidates often know what they’re supposed to say and interviewers rarely walk away from every interview with a lot more new information.

Break up the routine and have applicants meet the people they might be working with to determine cultural fit. Develop interview questions that reveal a candidate’s values and interests to see if they line up with those of the company.

By changing things up, you can get a better sense of how each candidate will integrate into your team and stay with the company for a long period of time.

At LTI, we work with our client companies to source the best-fit talent that meets specific criteria. Please contact us to learn about how we can help your company.