You might have already noticed that IT as a branch of industry has been overflowing with young talent. Everyone who has a bit of a knack for technology is already there and the demand seems to be constantly growing. Large tech companies have already taken most of what is on offer and they seem to always need more. Having this in mind, the questions that we are going to try to answer is: how do you find the right tech talent for your business?

Network your way to talent

Ask around or look online and you will surely find some informal gathering of tech people in the vicinity. Such gatherings are a truly awesome way to meet new people, find out about potential job opportunities and have some fun, why not? People are more approachable in this type of situation and they are willing to share anecdotes, as well as stories that might help you learn more about the scene and the people you are trying to hire. More often than not, you will meet people who are perhaps disenchanted with working in strictly tech-oriented companies. This is your opportunity – approach them slowly, talk about your work and your needs for tech talent, they might offer to visit your company and help you out.

Provide good career options

If you manage to attract tech talent to consider your offer, you should be able to offer them some kind of career path as well. It is difficult enough to find high-quality workers who are willing to change companies they will not want to do it if they feel they cannot make further progress. Benefits and perks are another way to sweeten the deal. If you offer free parking, flexible schedules, eWallets, performance bonuses, paid sick days and employee development programs, you are bound to see a much healthier work environment. In turn, this will bring a lot more interested people to your door. And once you have the numbers, you can make the right choices.

Work on your recruitment habits

This is especially important if you are trying to find people in areas that are outside of what your company actually does. If you are going through websites for IT recruitment, make sure you have a system that allows you to go through a large number of potential employees. Make it a habit to always keep a healthy number of new resumes on hold, as you never know when you could be needing new people. It pays to be prepared, because you never know when someone might get a better offer somewhere else. Just as people want to move away from the IT industry due to burnout, there are people who want to go back to it for the experience or simply a different challenge.

Make sure the process is foolproof

First things first – make sure the position has a clear, easily understandable title that will tell a potential employee what is it that they should be working on. Don’t beat about the bush when it comes to what your requirements are – the list should be concise and clear so that you won’t be getting people definitely should not be at that particular job interview. Don’t be afraid to consult with experts from the field – no one knows everything and it is never a bad thing to ask for help. And finally, be prepared to tell your future employees the story of your company: who you are, what you are trying to achieve. If they share the same passions, they will sign up more easily.

Keep the teams engaged

When developing a business, you must be aware that communication and teams are the building blocks of your company. Make sure that the teams that receive your newly appointed IT expert be aware that they might be looking at the world through different eyes. Make sure you find the right team for the right candidate and vice-versa. This is very important, because a team that feels off-kilter due to one of its members will perform much worse than a team that can work things out in the long run. Be there for new team members to help them find a home and facilitate their progress. Cohesive teams will be more proficient and bring about the best results.

If all else fails, ask a friend

Finding great new workers can sometimes feel like a Sisyphean task, as you have to go through a lot of subpar CVs and gruelling interviews. However, when all else fails, you can always ask around. Check with your friends, let employees know that you are looking for a person that fits a certain job description. Or, like Hubspot has done more than once – offer a monetary reward to anyone who refers awesome tech talent in your direction. Because, let’s face it, an awesome worker is not something that can really be bought – it has to be earned.

Hopefully, these bits of information will help you find your dream tech person for that dream tech position you are offering. Good luck with your search!