Finding your gurus: How tech recruitment has changed

The recruitment process must continually adapt and evolve to meet changes to its business environment. In the technology industry, these changes seem to occur at an ever-faster pace, with smartphone technology, cloud computing and the Internet of Things just some of the innovations to have been introduced in recent years. These new technologies are accompanied not only by new skills sets, but also cultural changes within the workplace that must be reflected in how businesses acquire and retain talented employees. With the rate of change showing no signs of slowing in the tech industry, recruitment teams need to show adaptability of their own.

[easy-tweet tweet=”The #recruitment process needs to adapt and evolve to meet changes in industry says @Veberhost” user=”comparethecloud”]

One of the most significant changes to tech recruitment in recent times is the emphasis now placed on flexibility. In the not too distant past, many tech jobs would see employees working nine to five in an office environment, tethered to their PCs. However, the growth of smartphone technology and cloud computing has meant that employees can access vital work resources from anywhere in the world. This has broadened recruitment in the tech industry beyond geographical confines. It no longer matters if the best software developer or cloud architect is located thousands of miles away, as technology firms are able to benefit from greater mobility than ever before.

tech recruitment in recent times now has emphasis placed on flexibility

It is not just remote working that has shaken up the tech industry, however. Because the expertise required to work for a technology business is liable to change as new hardware, software and methods are promoted, recruitment is beginning to identify the importance of broader skillsets. For example, DevOps, wearable technology and even cloud computing were not mainstream concepts even ten years ago and it is difficult to say with certainty what new innovations are on the horizon. As such, tech recruitment now focuses on individuals with adaptable talents that can react to new developments. Businesses cannot replace staff wholesale when the latest tech innovation emerges and so recruitment teams are recognising the importance of flexible candidates.

How businesses find these candidates is also being impacted by technology. In addition to the formal recruitment process, social networks are being used by businesses to gain greater insights surrounding potential employees. Previously we have utilised LinkedIn to get a greater understanding of candidates’ strengths and weaknesses prior to interview, but other social media outlets are also of value to the modern day recruiter. A candidate’s Twitter profile, for example, can be a great way of demonstrating a passion for their industry and as a networking tool.

[easy-tweet tweet=”A candidate’s Twitter profile can be a great way of demonstrating a passion for their industry” hashtags=”recruitment”]

When undergoing the recruitment process it is also important to recognise how it differs between large and small tech firms. Larger organisations often utilise huge recruitment networks, where team leaders liaise with HR staff to source the best possible candidates. Microsoft, for example, currently employs more than 115,000 members of staff worldwide. In order to manage this huge talent pool, large organisations often display well-defined career paths, generous benefits and a very targeted recruitment process. Smaller firms, on the other hand, often attempt to foster a more entrepreneurial spirit, offering rapid progression if the business succeeds.

veber retains an entrepreneurial spirit at the heart of its recruitment process

Veber has grown significantly since being founded in 1999, but still has this entrepreneurial spirit at the heart of its recruitment process. As well individual responsibility and drive, we also expect our employees to be flexible, self-aware and with a passion to continue learning.

[easy-tweet tweet=”Knowledge, drive, self-motivation and a desire for personal development are valued by #tech #recruiters”]

Even with all the changes taking place within tech recruitment, some of the most valuable attributes have remained the same. Knowledge, drive, self-motivation and a tendency towards continued personal development have been valued by recruiters for many years and will continue to be held in high regard. However tech recruitment, in particular, has had to demonstrate a willingness to adjust its methods to better reflect technological innovations and changes in workplace culture. With the tech industry remaining committed to change at all levels, it seems likely that recruitment teams, and indeed potential candidates, will need to continue demonstrating their adaptability for the foreseeable future.

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