Guest Author

You won’t attract most candidates – no matter how hard you sell or how much employer branding content you drown them in (even if it’s dipped in caramel chocolate).

They’re just not your piece of cake.

If candidates aren’t impatiently picking up what you’re throwing down, know this:

You don’t have a funnel problem.

Or a reputation problem.

You don’t have a recruiting strategy problem.

No, it’s not a candidate outreach problem either.

You don’t have a candidate experience problem.

Neither do you have a talent market or competition problem.

These are all symptoms of a bigger problem.

The problem is a threatening, scary, bleak (but easily fixable) VALUES-SHAPED crater in your recruiting. A crater you can turn into the hottest destination for top talent – yes, even if you work at the most boring, basic company on the planet.

But you have to be ready to show the real company…by embracing your company’s unique values and communicating them. By adopting values-based recruitment.

What is values-based recruitment?

Values-based recruitment is a recruitment strategy that focuses on matching the values of the current and envisioned company culture with the values of the applicants. This strategy turns communication in recruiting upside down. Instead of evaluating the values in the later stages of the recruiting process, the organization communicates its values starting at the first touch point with candidates. That means job profiles turn into values-ambassadors of the company and create meaning for candidates.

Advantages of value-based recruitment strategy

A values-based recruitment strategy is a method of hiring that focuses on finding candidates who share the same values as the company. This can be done by incorporating values into the job description, interview process, and pre-employment assessments.

There are many advantages to using a values-based recruitment strategy, including:

Improved employee engagement: Employees who share the same values as their company are more likely to be engaged in their work. This is because they feel like they are part of something bigger than themselves and that their values are aligned with the company’s mission.

Reduced employee turnover: Employees who are happy and engaged in their work are less likely to leave. This can save companies a lot of money in recruiting and training costs.
Stronger company culture: A values-based recruitment strategy can help to create a strong company culture. This is because it brings together employees who share the same beliefs and values. A strong company culture can lead to a number of benefits, such as increased productivity, improved customer service, and a more positive work environment.

Better decision-making: Employees who share the same values are more likely to make decisions that are in the best interests of the company. This is because they are all working towards the same goals and objectives.

Enhanced employer brand: A values-based recruitment strategy can help to enhance a company’s employer brand. This is because it shows potential candidates that the company is committed to its values and that it is a good place to work.

Process of setting up a value-based recruitment strategy

Here are some tips for implementing a values-based recruitment strategy:

1. Start by defining your company’s values. What are the most important things to your company? What kind of work environment do you want to create? Once you have a clear understanding of your values, you can start to incorporate them into your recruitment process.
2. Include your values in your job descriptions. This will help potential candidates to understand what your company is looking for and whether or not they would be a good fit.
3. Use pre-employment assessments to screen for values. There are a number of pre-employment assessments that can be used to assess a candidate’s values. This can help you to identify candidates who are a good fit for your company culture.
4. If you’re working with external recruitment agencies, ensure they understand and align with your company’s values so they can pre-screen candidates effectively.
5. Ask values-based questions during interviews. Develop structured questionnaires or surveys that evaluate a candidate’s alignment with company values. Use these during the application or interview process. This will help you to get to know the candidate’s values and how they align with your company’s values.
6. Frame questions that prompt candidates to describe past situations where their values influenced their actions. For instance, “Describe a time when you had to make a difficult decision that tested your core values.”
7. Present candidates with hypothetical, but realistic, job-related scenarios that challenge their values. Observe their problem-solving approach and decision-making process.
8. When checking references, ask specific questions about the candidate’s values and how they’ve manifested in previous roles.
9. Introduce new hires to the company’s values from day one. Use onboarding sessions to further assess their alignment and adaptability.

Also read: What Leadership Means To Us At HackerEarth

Values-based campaigns excel

Data best reveals the power of this strategy. We analyzed LinkedIn outreach campaigns with the goal to attract senior talent for HR, marketing, legal, and IT roles. On one side, we looked at best practice campaigns. You know the ones that everyone is doing.

On the other side, we had campaigns that communicated values first. These values-based campaigns achieved 20 times higher application rates than best-practice campaigns. From 100 prospects, more than 30 responded, and of those more than 20 applied. But they did much more than that.

Even people that were happy with their current employer applied (“I was not looking for a job, my application just happened”).

There were people that applied that you never see in the open job market. The top 0.1% of talent with CVs that leave you shocked in awe, make you wonder if conspiracy theorists are right. Maybe aliens are amongst us after all, because no human being is able to achieve these results.

Candidates were so excited about the possibility of landing these jobs. They even took the time to write 1 to 2 pages about what they need to be productive and happy as the first step of their application.

The magnetic effect of those values-based campaigns was so strong that top candidates even kept applying 6 months later. They knew that the chance to get a job advertised 2 seasons ago was 1/∞ (“I know when you divide 1 by infinity the universe might collapse, but I had to risk it because your company is what I have been looking for all my work life”).

Aside from communicating values first, how were the values-based recruitment campaigns different?

1. The job profiles were designed like landing pages, not like boring requirement lists
2. The value proposition of the job profiles was derived from the company’s culture
3. The LinkedIn messages were very concise (3-5 lines maximum) and had a non-intrusive tone of voice

Before we can understand how values-based recruitment works, we need to understand how the world has changed.

Also read: Go Beyond Compensation – 10 Employee Benefits for Developers

Why aren’t you happy?

“Quiet quitters” make up at least 50% of the U.S. workforce. And the number is increasing, especially among younger generations.

But what’s behind this? Think about all the desolate and gray workplaces that exist. Those employers believe that a solid paycheck satisfies all work needs (Why aren’t you happy? You’re getting paid on time).

At these places, the individuality of an employee isn’t what counts. They force employees to fit into a structure designed by last century’s mechanic management theories. There, employees sit out time to wait for their paychecks. If they have not found their best friend in the organization with whom they can make fun of bad leaders, they suffer in silence or leave the company.

Why are you so lazy?

Let me tell you: there are two fundamental ways of looking at humans. You can assume that everyone is lazy by nature. That’s wrong as it’s damaging. It leads to a management style of control and a culture of distrust. The cost of control is exceptionally high. Think about all the surveillance systems you need to install and manage!

Management of control replaces intrinsic motivation with extrinsic “carrots and sticks”-motivation. People only jump as high as they need to avoid the stick or to catch the carrot.

Today, many companies are complaining that millennials are lazy. They assume that millennials tend to speak out more about their needs than previous generations, so they want the benefits without working.

That’s absurd. Actually, they are doing exactly the opposite. By telling you what they need to be sustainably productive and innovative in a world of digital overwhelm. They help you to create a work environment in which productivity can flourish.

Older generations communicate their needs less because their upbringing left them believing they have no right to ask for individual needs. As businesses set the rules of the game. But that doesn’t mean that they don’t have needs. When you adopt values-based recruitment, you’ll see that people of all ages are excited to apply.

Also read: 10 Key Employee Retention Strategies In Tech

Define your blue talent ocean with values-based recruitment

Simon Sinek explains that people don’t buy what you do. They buy why you do it. That’s the foundation of why Apple attracts loyal customers and is one of the most valuable companies on the planet. The same applies to recruiting and talent marketing. People don’t apply for tasks. They apply for why they should perform them.

In other words, people crave to contribute to something larger than themselves. They want to be with people who share their beliefs and feel a sense of belonging. Your people want a workplace where they are NOT treated as exchangeable machine parts. Recognize and embrace their weird individuality. The people want to be seen, heard, understood, and respected. They want to enrich their lives with meaning.

This is great news for you. Because if you can turn your recruiting activities into “values windows” of your company, you’ll stop fishing in the pond of meaninglessness like everyone else. You’ll be fishing in the blue ocean of meaning.

It’s a market that you create with your identity. And if on top, you can make people feel appreciated and valued, you’re going to drown in applications. Then you’re offering a way of life, a committed community, a home, a destination. This comprehensive guide on values-based hiring can help you walk the first steps.

Host 20 meetings, record everything and report to your boss, find 10 developers for a brand-new project, help newcomers find their place in the office…sounds like a lot, but it’s an ordinary working day for the modern recruiter. So, how to find time for all of that? Thankfully, nowadays, there are lots of automation tools to plan, optimize and ease your workflow. And for such busy bees as we, recruiters, they can come in handy. In this article, we’ll share 6 planning tools for recruiters and show how you can save time and energy while completing as many tasks as they usually do and even more.

Recruitment productivity hacks

Let’s start with a few useful time-management tips. Time management, in general, is a priority skill for a recruiter, so every one of them tries to find their own groove to follow. There is no one-size-fits-all solution for better productivity, however, these little hacks could save you the day.

Understand your workflow

First, study your entire working process. Try to understand the dynamic of your workflow and its separate parts.

• What tasks can be divided into smaller ones?
• What is the best order to complete them?
• What do you personally feel comfortable doing?
• What causes problems or delays?

Answers to all of these questions will help you see the aspects of your time management that require more of your attention and some kind of improvement.

Embrace prioritization

The best way to never feel anxious about deadlines is to prioritize tasks. When you know that some things can wait and that now you’re doing exactly what you need to, your work becomes much more productive and enjoyable. A pretty popular technique is to use a Prioritization Matrix, where you divide all your to-dos into Urgent-Important, Urgent-Not Important, Not Urgent-Important, and Not Urgent-Not Important. Thus, you will see which tasks can be delegated, delayed, or removed.

Don’t forget about your metrics

KPIs are not just about having control over team performance, but also a wonderful way for a person to set goals and monitor their personal productivity. When the objectives are clear, and the path to achieve them has milestones, it’s going to take a lot lesser time and effort for your initial results.

Also read: 7 Best HR Communities You Must Join in 2023

Top 7 Planning Tools for Recruiters to Boost Productivity

The digital world has offered recruiters thousands of options to improve their work performance, and the choice is pretty hard. But sure enough, it only expands the capabilities and guarantees that there is a tool for each and everyone, for whatever requirements and objectives they need to accomplish. So, here are six planning tools for recruiters to choose from.

1. Sortd

Sortd is just a godsend for those of you who hate digging into your inbox and filtering what is important and what is not. Especially when many tasks and meetings are often arranged via email. Sortd won’t help you just sort mails out, but also manage tasks while surfing through Gmail and contacting all possible employees or your team members. It’s like having everything you need to communicate with people and plan your day in just one app. So, how does it work? You create boards, which are categories for your inbox. For example, you can categorize them by department (Marketing, Human resources, Project Management), or by projects. By adding your team members to each category, you can not only sort emails for yourself but also automatically send them to your colleagues. You don’t have to take the extra step of forwarding messages anymore.

2. Smartsheet

This one is an entire project management platform. Teams often use Smartsheet to collaborate. However, it can be helpful for personal use as well. Dashboards, reports, and integrations with various applications, including Slack, Gmail, Zapier, DocuSign, Google Calendars, and Google Forms will definitely make recruiters’ lives easier. In addition, Smartsheet offers tools to automate repetitive tasks, like scheduling calls, replying to emails, and even publishing social media posts. So, if you’re a pretty active social media user (which is very likely, since we’re talking about recruiters), the platform gives everything required for better performance.

3. Trello

There is probably no person in the world who has never heard about Trello. It’s also a project management tool. It has a simpler and more user-friendly interface than Smartsheet and offers a popular Kanban technique to plan your working hours. Again, it’s mostly used for team collaboration, but having all your tasks’ progress visually presented can greatly improve productivity.

Also read: Effective Workplace Communication Tips for Remote Teams

4. Calendly

Calendly is the best friend of all business people who are constantly tied up with meetings. Here you don’t have to do much: just set your working hours, send the link to your Calendly to anyone you need to schedule a meeting with, and let them choose the most convenient time from the available slots. As easy as pie. And the best thing about it is that you don’t have to create events separately in your Google calendar or modify your Calendly every time there is a holiday or another event. The tool will synchronize with your calendar and automatically exchange all the data.

5. Toggl

Toggl is a pretty universal platform. There are three main products it offers: TogglTrack, TogglPlan, and TogglHire. Let’s talk about each of them a little. The first one is TogglTrack. If you’ve ever felt like you haven’t done anything or spent hours for nothing, it will help you think otherwise. TogglTrack is a tool to track everything you do or even your team does. Just press the button next to your task to start tracking, and press stop whenever it’s completed. Then, you can get a comprehensive overview of your workflow and analyze it later. It will make you feel productive and get insights about what in your daily routine is the most time-consuming. ToggPlan, in turn, is a project management tool where you can plan your day, create projects and collaborate with your team on them. With its help, you can stop worrying about deadlines or miscommunication between team members. And last, but not least, TogglHire. Here, you can compare the applicants using testing tools for any skill required right inside the platform. This feature helps you make more informed decisions and be sure about your candidates’ expertise.

6. Recruit CRM

And, of course, how not to mention a CRM specially created for recruiters. Here you will find an applicant tracking system, various integrations, reporting, invoice management, and even tools for easier sourcing and job posting. Moreover, recruiters can get all the required information about candidates right from LinkedIn. No more days spent on data entry. RecruitCRM, just like many other complex tools, has Kanban boards, mentioned above, integration with your email, Google Chrome extension, dashboard, and automated reports. You can also integrate RecruitCRM with Slack and Google Sheets, which makes communication and collaboration much easier.

7. Jotform Tables

Collecting and organizing data is perhaps one of the most challenging tasks for the modern recruiter. Without the right tool, everything can get quite messy and very hard to keep track of. Luckily, Jotform Tables offers an all-in-one workspace to collect, organize, and manage data. There are endless possibilities as to how you can utilize Jotform Tables as a recruiter. You can create custom online forms with Jotform to collect the responses you need from your applicants and auto-populate your tables with submission data. You can also import CSV or Excel files to work with your existing data or add new entries manually. It is also a very useful tool to keep your team on the same page. You can share your tables to easily collaborate with your colleagues by assigning entries to your teammates and tracking progress.

Planning tools for recruiters—which one is on your tech stack next?

We hope this article helps you take your productivity to a new level, and understand what technologies can be useful in your line of work. The six planning tools for recruiters we suggested, as mentioned before, are not the only options, however, they are worth trying. You can use them all, use a few, just one, or find other alternatives. Anyway, good luck, dear recruiters, and may your productivity rise to new heights!

Before we begin, let me share a bit about our journey.

At Amadeus for Developers, we offer travel data and services to developers across the world through REST APIs. Thanks to HackerEarth’s platform, we recently hosted the Hack the Journey/Coding India Edition DevOps coding challenge and we invited all developers from India to participate. Since India is one of our main markets, our goal was to allow developers to explore our travel APIs and challenge their knowledge of travel solutions. We designed both theoretical and backend coding challenges, but in this article, we will focus only on the coding part.

The coding challenges were a combination of algorithmic problems and travel technologies. We asked developers to use data from the Amadeus for Developers REST APIs and our SDKs to solve them.

In this article, we will share with you the best practices to build successful Javascript coding challenges with APIs, based on our experience hosting such challenges for global developers.

Use these 6 best practices to design Javascript coding challenges

Let’s explore the 6 best practices that you need for designing Javascript coding challenges for developers:

#1—Define your objective

An essential first step is to define your objectives. When you have that clear in mind, you can build challenges to meet your goals. Some common objectives could be:

• Hiring: many companies use coding challenges as part of the recruitment process to identify and evaluate the technical skills of potential candidates.
• Awareness: companies build coding challenges to bring awareness to the developer community about their product.
• Testing your product: Javascript coding challenges are a great way to allow developers to play with your product. That can bring you valuable feedback and future ideas to improve your product roadmap.

#2—Choose the programming language

One of the key decisions you have to make when you build Javascript coding challenges: which programming language the participants will be required to use. There are several factors to take into consideration in order to identify the most fitting ones:

• Top languages: by choosing one of the top languages in the market such as Python, JavaScript, etc. you will attract a larger number of participants.
• Company-used languages: if your goal is hiring, you might want to evaluate the participants’ coding skills in  your company’s programming languages
• Your familiarity with the language: make sure you are familiar with the language you offer the challenge. That will help you build challenges that fit the language and also better understand the submitted solutions.

For example, in our case, we designed both a Python and Node coding challenge since these are languages we use on a daily basis, but are also the top-used languages for our SDKs. Developers were able to choose to participate in one of these.

Also read: Top 10 Programming Languages of the Future

#3—Define the challenge

The challenge definition is one of the most crucial steps when it comes to the event’s success. Below are some points to consider:

• Difficulty level: By providing developers with some warm-up tasks and later on more challenging ones, you give them the opportunity to understand your APIs gradually. Make sure you find the right balance. To ensure the Javascript coding challenges are at the level you are thinking of, it could be useful to ask a colleague to solve them. This will give you an idea of how much time and effort is required to complete the tasks, and allow you to adjust the difficulty accordingly.
• Static data: Define challenges that the APIs always return the same data. This will help you to evaluate the solution’s correctness with the unit tests. Since that’s not easy to guarantee, you can build some sandbox environments with static data and coordinate with your API development teams to ensure that the data is not refreshed during the event.

#4—Maximize the efficiency of SDKs

If you provide SDKs as part of your API, you want developers to focus on the challenge solution and use your SDK efficiently, so we would suggest the followings:

• Set up the environment: pre-install the SDKs so developers won’t spend time and effort preparing the environment.
• Make docs accessible: to make it easy for developers to make their first API call, consider giving them the necessary resources during the challenge.

#5—Ensure API stability

Ensuring the stability of your APIs is essential to let developers solve the given challenges. Here are some points to consider:

• Check API stability: If there are any known to you instabilities (eg. backend refresh on specific days) try to avoid the event on these days. If this is not possible, inform the participants about these times to avoid potential disruptions.
• Rate limits: don’t forget to consider the API rate limits when you design the Javascript coding challenges. Provide the participants with the necessary documentation or even some helper functions to help them focus on the challenge solution.

Even if instability affects some solutions, it’s not the end of the world. If the developers have hardcoded their solution, make sure you verify their algorithm and any comments they might have left to prove that they were going to arrive at the correct answers despite the instability.

#6—Conduct unit tests

The unit tests are critical to evaluate the submissions and help you find the winners. Some best practices for the unit tests are:

• Validate API usage: in order to validate that developers indeed used your API to solve the challenge, write some unit tests to identify the usage of an API key. Also in the file that developers are going to write the code, you can pre-define some variables that are expected to add the API key and secret.
• Hide unit test files: this will ensure that developers won’t be able to know what are the expected solutions. Just a tip, it is possible for participants to get through the logs of the unit tests, and in that case, make sure you encrypt them.

Comprehensive list of JavaScript coding challenges

Delving deep into JavaScript requires a mix of theoretical knowledge and hands-on coding practice. Below are various coding challenges, organized by difficulty level and specific concepts, designed to test and improve your JavaScript prowess.

1. Beginner challenges

• Basic arithmetic operations:
  • Challenge: Create a JavaScript function that takes two numbers as arguments and returns their sum, difference, product, and quotient
  • Concept: Basic functions and arithmetic operationsString reversal:
• String reversal:
  • Challenge: Write a JavaScript function that reverses a string
  • Concept: String manipulation
• Array duplication:
• Challenge: Create a function that removes duplicates from an array
• Concept: Array manipulation and iteration

2. Intermediate challenges

• Palindrome check:
• Challenge: Determine if a given string is a palindrome (reads the same backward as forward, ignoring spaces, punctuation, and capitalization).
• Concept: String manipulation and conditional logic
• Fibonacci series:
  • Challenge: Write a function that generates the first ‘n’ numbers in the Fibonacci series
  • Concept: Recursion and iterative solutions
• Find the missing number:
  • Challenge: Given an array containing n distinct numbers taken from 0, 1, 2, …, n, find the one that is missing from the array
  • Concept: Mathematical operations and array manipulation

3. Advanced challenges

• Flatten nested array:
  • Challenge: Implement a function that flattens a nested array
  • Concept: Recursion and array manipulation
• Implement bind():
  • Challenge: Replicate the functionality of the bind() function without using the built-in function
  • Concept: Advanced functions and the ‘this’ keyword
• Deep equality check:
  • Challenge: Write a function that checks if two objects (and their nested objects) are deeply equal
  • Concept: Recursion, object manipulation, and deep comparison

4. Concept-specific challenges

• Promises:
  • Challenge: Create a mock API call using JavaScript’s Promise
  • Concept: Asynchronous programming and Promises
• Closures:
  • Challenge: Design a function that generates a series of functions to add n to their argument, where n is the order in which they were generated
  • Concept: Closures and function factories
• DOM Manipulation:
  • Challenge: Build a simple JavaScript-based to-do list with add, delete, and mark as completed functionalities
  • Concept: DOM manipulation and event handling

Additional tips for solving JavaScript coding challenges

While the right logic and approach are essential for solving coding challenges, there are several other aspects that can enhance your problem-solving journey, especially when using JavaScript. Here are some additional pointers:

• Before jumping into the code, make sure you understand the problem thoroughly. It might help to write down or discuss the problem with someone else or even talk aloud to yourself. Often, solutions emerge from a deeper understanding.
• If a problem seems too complex, break it down into smaller components or steps. This modular approach can make the overall challenge more manageable and can aid in systematic problem solving.
• JavaScript has a plethora of built-in methods, especially for arrays and strings. Familiarize yourself with these, but also know when they might be overkill. Sometimes a simpler approach might be more efficient and more readable.
• When solving a challenge, think about potential edge cases. For example, consider empty strings, arrays, or the minimum and maximum possible inputs.
• Use console.log() extensively to understand the flow of your code and to pinpoint issues. Developer tools in browsers can also provide insights into the execution of your JavaScript code.
• Your first solution doesn’t always have to be the most efficient. It’s okay to arrive at a working solution first and then iterate on it to make it better.
• Like any skill, coding gets better with regular practice. Regularly engage with coding platforms, participate in coding challenges, and always strive to learn from your mistakes.
• JavaScript, like all languages, evolves. Stay updated with the latest ECMAScript specifications and new methods or features that might be introduced.
• Join coding forums or communities where you can post your solutions and receive feedback. Sometimes, there are multiple ways to solve a problem, and seeing others’ solutions can provide new perspectives.
• Frustration can be a natural part of the problem-solving process. If you’re stuck, take a break. Sometimes, stepping away and coming back with a fresh mind can make all the difference.

Also read: How to Create a Great Take-Home Coding Test?

Create Javascript coding challenges with HackerEarth

To sum up, it’s crucial to carefully consider several factors when creating challenges that require developers to use APIs to reach the problem solution. By following best practices such as ensuring API stability, building the right unit tests, and providing necessary resources, you can create successful Javascript coding challenges that allow developers to explore and test their knowledge of your APIs. Lastly, don’t hesitate to ask HackerEarth for support and advice. Thanks to them, we were able to solve many of our doubts and build a successful coding challenge together.

We hope that these tips will be useful for your own journey.

Indeed it’s true that 2020 was a tough year for the whole world to handle. However, the adverse effect of the pandemic also created new opportunities for people. It changed the way companies work. Remote working suddenly became the talk of the town. Even after the pandemic, the craze of remote working only kept growing. There are plenty of benefits and flexibility that remote work provides employees and companies with.

Employers started to use online management tech to efficiently manage their employees who were working remotely. Furthermore, remote hiring or online recruitment has also grown simultaneously with remote working. It has become a priority for recruiters and the HR team, but mainly, it has become a priority for job seekers. To land talented candidates, you need to offer them the flexibility of working from home. This is where tools like applicant tracking systems, online coding assessments, recruiting CRM software, and so on step in to make hiring easier and quicker.

Also, good talent acquisition software provides a recruitment marketing platform for your recruiting team to efficiently source, attract, engage, and hire the best suitable candidates.

Hiring top-tech talent is the highest priority of companies nowadays. In addition, the two factors, tech recruiters and online recruitment software have become an indispensable part of the process. Let’s understand what tech recruitment is and how to market it.

What is tech recruitment?

Tech recruitment is the process of sourcing, attracting, screening, engaging, and hiring talent for IT and technical roles. Recruiters need to have the technical knowledge and the ability to deal with technical people to interact with them.

Generally, tech recruiters approach recruitment by discovering and assessing suitable candidates and presenting them to hiring managers to reach realistic technical recruitment goals.

AI-powered recruiting software, such as applicant tracking systems, remote coding interview tools, and recruiting CRMs, has become a boon for recruiters and hiring teams. This recruitment automation software also helps in recruitment marketing.

Also read: How To Hire Tech Talent When You Don’t Have A Technical Background

What is tech recruitment marketing?

Tech recruitment marketing is practiced by tech recruiters to prepare to source, attract, engage, and hire candidates for tech roles. Following are the top tech recruitment marketing practices that you can implement to hire qualified talent.

Top tech recruitment marketing strategies for 2025

Tech recruiters need to have two essential skills, technical knowledge of the particular role and people skills. These skills are vital for tech recruiters who want to hire the best talent. Besides these two vital skills, recruiters must know the strategic approach to market their tech recruitment to hire top-notch talent.

1. A tech-savvy career page makes a difference

Nowadays, almost every candidate goes through the website of a company before applying to it. A survey by HR Dive found that 61% of job seekers visit company sites before applying. It is essential for recruiters to put compelling content on the career page of the website.

Recruiters can creatively produce and post videos of current employees talking about the positive work culture of the company, or they can put refreshing memories of company outings or a trip. A career site is a great way to convey the company’s culture. Additionally, visual elements such as creating a logo that reflects the company’s mission and culture can help build a stronger identity that resonates with prospective candidates.

The structure of the site is essential to attract tech talent. The blog page of the company could be a great help in giving an overview of the company’s values. Recruiters can send those blog articles to the applicants to show what the company really made of.

2. Effectively promote your employer’s brand

A survey by Glassdoor found that 69% of job seekers say that a company’s reputation is a vital factor, and they would not accept a job offer from a company with a bad reputation. Also, shockingly, 84% would consider leaving their current jobs if offered another role with a company with an excellent reputation. Hence, it is incredibly important for every organization to showcase a positive image to attract and retain top talent. Recruiters can encourage current employees to add a good review about your firm on a review platform as candidates look at it while applying for a job.

In addition, there are many ways to enhance employer branding. The following are the ways to create a powerful employer brand.

1. Create a strong onboarding and personalized training process for new hires.
2. Focus on improving the company’s values, vision, and culture.
3. Build a strong diversity, equity, and inclusion initiative.
4. Leveraging social media to promote the values and unique beneficial points your firm offers.
5. Share videos on social media platforms and job boards of your current employees talking about your amazing work culture.
6. Engage and interact with the candidates often while hiring and provide a positive candidate experience.
7. Offer the opportunity to learn new skills and development programs.

Also read: How Tech Recruiters Can Build Better Employer Branding With Marketing

3. Take part in local and online tech communities

Companies must participate in local social events that tech talent is known to attend. This way, the company can increase its brand visibility and build better relationships with its target audience.

On the other hand, online communities like GitHub are hotbeds of talent, and tech recruiters should spend some time scouting for suitable candidates here.

According to a StackOverflow survey, over 90% of developers use GitHub and recommend that it is a profound tool for developers. You need to increase engagement and interaction on such platforms to source and hire top-quality talent.

4. Organize in-person or virtual tech events

Recruiters can also arrange local and virtual tech fairs and invite tech talent to join these informative and educational events. These virtual or local events are essential for tech recruiters and companies to build and strengthen their network, which they could use in the future to hire the best people for growth. To enhance attendee interaction and simplify event access, recruiters can integrate The QR Code Generator (TQRCG) into their event strategy by providing scannable codes for registration, resources, or follow-up links.

Tech recruiters can use online tools such as vFAIRS to organize online or hybrid career events to connect with tech talent.

5. Create exciting employee referral programs

Indeed, it’s true that skilled people know skilled people. According to a survey by Recruiter – an employer solution providing web found Employee referral programs can save companies $3,000 or more per hire! Recruiters or employers must set up employee referral programs by providing benefits and perks to those who recommend suitable candidates to the company. Also, one thing employers must keep in mind is that they must keep the employee referral transparent for the employees.

6. Build practical social recruiting strategies

Social recruiting has become the talk of the town because almost everyone uses social media nowadays. According to CareerArc, 86% of job seekers use social media in their job search to search for relevant jobs, apply to jobs directly from social sites, and engage with job-related content. Hence, recruiters must build practical strategies for social media and job boards to reach diverse candidates. A key aspect of social recruiting is ensuring compliance with communication regulations while engaging with potential candidates. Implementing FCC lead generation strategies can help recruiters connect with job seekers through consent-based outreaches while staying compliant with FCC guidelines. This approach ensures ethical recruitment practices while improving engagement rates.

Following are some key strategies recruiters and HRs can apply to get the maximum advantages to advertising tech recruitment.

1. Increase the visibility (traffic) of your website
2. Post content on your site to attract the relevant audience. In this case, tech-related content can attract more people who are curious and passionate about technology.
3. Build strong relationships with candidates on social media platforms
4. Arrange educational and informative virtual or local events for job seekers
5. Indeed, it’s true that skilled people know skilled people. Thus, you must use your employee network wisely to find and hire the most suitable people.

For you: Get your copy of the social recruiting checklist today!

7. Run ads to increase brand awareness

Recruiters can reach a new relevant audience through social media and advertising campaigns on platforms such as Facebook touch and Instagram to raise the company’s awareness. They can run Ads and target users based on the factors such as their current job titles, education level, interests, and location. This Ad campaign helps the hiring teams to target the prospects they want to attract in that specific location and can also include engaging content created through motion graphics video production to improve overall visibility.

8. Develop and nurture a strong talent pool

Recruiters actively discover and engage with suitable candidates even if the company is not hiring at the moment. Recruiters add the data of potential candidates to the talent pool database. When a specific requirement or a post is open, they can easily reach those candidates. Also, it allows them to engage with prospects who are passive candidates. Recruiters and HR teams can use recruitment software such as an Applicant Tracking System.

To manage the talent pool efficiently. Also, they can add candidates to the talent from employee referral portals in ATS. This way, recruiters can effectively manage the talent pool.

Also read: 10 Tech Recruiting Strategies To Find The Best Tech Talent

Final thoughts on tech recruitment marketing

With the rising evolution of technology, the hiring industry has transformed exponentially. Indeed, it’s true that leveraging the right strategy to advertise your job efficiently is incredibly important. It provides you with plenty of benefits for your company. For example, it allows you to hire top candidates and stay ahead of cut-throat competition. Recruitment marketing will enable you to attract a diverse range of candidates.

In this article, we’ve covered key marketing strategies that will be immensely helpful to recruiters in marketing their open positions to candidates far and wide. These strategies will enable them to attract, hire, and retain quality candidates within the company.