Every business is unique, so the goals you choose may be different to those of your competitors. However, in the following section, we have selected a few of the most common tech company recruitment goals, the rationale for why it’s so important to address them, and some suggestions to adjust your recruitment processes accordingly.

Revising Your Recruitment Processes to Align With Your Goals & KPI Data

Here are three common recruitment areas with an associated recruitment goal, plus advice about how to address any pain points you have in that space:

Recruitment Area: Candidate Profile

The goal here should be to develop a specific candidate profile for each tech role before beginning the recruitment campaign.

Why it’s Important:

A clear candidate profile gives your recruitment campaign a clear focus. If you work with a Technology and Digital recruitment agency, this helps them quickly select the best-matched candidates, thereby reducing your time-to-hire.

In developing a candidate profile, consider not just what technical competencies they need but the ideal mix of soft skills and values as well as how they will fit into their potential team.

Spend some time drawing up a ‘must-haves’ versus ‘nice-to-haves’ list, as well as being open to hiring for potential over experience.

Recruitment Area: Candidate Attraction

The goal here should be to ensure your recruitment campaigns are targeted at current candidate priorities by conducting industry research about what potential tech employees most desire in a role.

Why it’s Important

It is possible that during your recruitment audit, you discovered a pattern of failing to secure your top choice for a role. There are a number of reasons why this happens, from focusing on the wrong offerings in your role, to issues with your brand.

It’s clear that in 2023, the demand for top tech employees will remain, especially until the numbers of skilled migrants rises back to pre-pandemic levels, which may take 18+ months. In this environment, you really can’t afford to consistently lose out to a competitor.

Do your research about what current tech candidates really want in a new role, and then adjust your Employer Value Proposition (EVP) to match.

Recruitment Area: Candidate Experience

For this goal, you need to look at how to improve the quality of your candidate experience by shortening recruitment timeframes and enhancing the follow-up and feedback process.

Why it’s Important

As previously alluded to, taking too long to hire can mean you lose your first or even second candidate choice to another company.

A poor candidate experience can result from an inefficient process, which culminates in the loss of talent too early. It may be due to a lack of follow-up or clarity about progress in the recruitment pipeline, or too many interview stages.

You could use your KPI data to identify process bottlenecks and then look at ways of tweaking them. Engaging with a professional recruiter at this stage can be of real benefit, especially when it comes to utilising their best practice (read: fast) recruitment processes.

Connect With Us For More Help

We hope this blog has offered you valuable tips when it comes to reviewing your current hiring processes and setting recruitment goals for 2023.

With a team of Technology and Digital recruitment specialists working from offices across Australia, we’re well-placed to address any recruitment issues you may have, whether it’s advice about overhauling your processes, or taking the stress of hiring out of your hands entirely. Please get in touch for assistance.