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3 Things Every Technology Hiring Manager Should Start Doing

October 20, 2021

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As a leader in technology placement, our team at Raso Solutions understands how difficult hiring is in today’s labor market. At Raso Solutions, we found new ways to help our clients find reliable and meticulous technology talent at the height of the pandemic and we are not slowing down now! Here are the three things we think every tech hiring manager should incorporate into their current strategy.

Be Ready to Move Quick

They say “When you know, you know.” With that mindset, the hiring process should be faster. Having a determined and proven sourcing process, followed by skills testing and an interview system that incorporates character, will move it all along much faster. And faster is key. The best tech talent is definitely interviewing with different companies, so if you think they would be a good fit, it’s all about a quick offer. When you can make applicants feel that you’re serious and that they are valued, it will usually positively affect their response.

For technology recruiters, we understand that the interview process takes more time than non-technical roles. Still, if 2021 has taught us anything, it’s that this labor market is competitive! For an example of how we put this method into practice, download this case study we wrote about our ServiceNow partner client!

Change Your Perspective

Put yourself into the shoes of your job applicants. Then ask yourself, would you want to work for your company? What’s your company culture like? Do you offer competitive employee benefits? Do you think you’re paying a fair salary? And, are you showcasing any of these things? These are all questions applicants want to be answered!

By putting yourself in the shoes of your applicants, you will be able to see whether working for your company is an attractive offer. We also recommend going through the application process yourself. Is the process tedious? Is it asking too much too soon or not enough? Think about what an applicant might think when going through it. Convenience to an applicant doesn’t necessarily mean you won’t get quality candidates.

Back to Basics

Save the mission statement for the interview because the best candidates will Google you to find out more information. Be sure to add in the basic information, such as the required technical skills and qualifications. This is enough for technology talent to understand whether the job would fit them well and vice versa.

Another thing to think about is the number of interviews you’re conducting. For years, technology talent has gotten used to going through a long and tedious interview process with one-on-ones with people from leadership. It’s 2021, and we think it’s time to change it up with group interviews. Group interviews could be a great alternative because they save you time and allow you to weed out applicants you don’t think would be a good fit.

In conclusion, the hiring process looks different for every business, so make sure you’re putting the applicants first! At Raso Solutions, we connect you with the best technology talent. We are already the hiring partners for several ServiceNow Elite Partners, and implementation experts for SalesForce, Oracle, NetSuite, SAP, and Microsoft.

As previously mentioned, we were able to pivot our hiring strategy to overcome the hiring challenges many companies faced during the height of the pandemic and still to this day. To learn how we can help you, schedule a consultation with a Raso Solutions hiring expert today! Click here to schedule.


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Interested in hiring? Just pick up the phone to chat with a member of our sales team. 858-433-8640

If you prefer, you can email us: sales@rasosolutions.com

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