You might be going through all the hiring platforms all day and can’t find the right software developer you are looking for. So, what could be the issue? How do we attract those top tech talents we are looking for?

Well, it is all part of the hiring process!

Today, we will show you the most important things you should consider when hiring for tech jobs.

Why is Hiring Tech Talent Challenging to Do? 

The tech industry is making it challenging to hire suitable candidates because of the lack of qualified candidates. There is a huge tech talent gap, and it is showing to be even bigger than most recruiters expected.

A recent report conducted by analyst Gartner showed that talent shortage is the new barrier to adopting 64% of new technologies. Moreover, this means that all tech companies deploying new tools are struggling to hire the right tech talents to implement this new technology.

These issues usually arise from candidates who haven’t been appropriately taught during their junior tech career. Potential tech candidates aren’t adequately trained, and then this comes back to haunt them later in their careers.

According to Korn Ferry, by 2030, it is expected that 85 million jobs could go unfilled all because of the lack of qualified candidates.

However, even though recruiters can’t solve the shortage gap, they can be fully prepared in the hiring process and use different recruitment methods to hire candidates who have the necessary skills.

Top 6 Considerations You Should Follow when Hiring for Tech Jobs

1. Identify Your Hiring Needs 

First of all, before you begin to do anything, you should identify who is the best fit for the role you are hiring for. List key skills required for the job you are hiring. After, start looking for candidates that are filling these criteria.

Continuously monitor new needs that may arise regarding performance, abilities, and even personality. Performance should regularly be analyzed for any arising missing qualifications, skills, and qualities your team has to add.

2. Prepare a Job Description 

Attracting the best tech candidate means creating the proper job description. Once you figure out what your company is looking for regarding skills, knowledge, and experience, it’s now time to state all the duties and responsibilities in your job description.

Be clear in your job description because it will allow potential candidates to check your requirements and motivate them to apply if they see themselves fit for the job.

A job description should include the essential information, such as the following: 

  • Job title
  • Company name
  • Work type- remote, hybrid, or on-site
  • Qualifications needed
  • Tech objectives
  • Daily duties
  • Responsibilities
  • Salary
  • Benefits offered, and more

Once you state these, you and potential candidates can find out if you are the right fit for each other or not. Excellently written job descriptions also save you time as they seek to screen out candidates who aren’t fit for the job; in other words, great for a first impression.

Below, you will see an example of a job description for a Software Developer C#. In the end, you may also include a brief history of your company, but this photo is just used as an example to clarify what a well-written job description looks like.

Software Developer C#

Source: LinkedIn

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3. Use Pre-employment Skills Tests 

Use Pre-employment Skills Tests


Technical assessments are an excellent method of screening out candidates who aren’t fit for the role you are looking to fill. Making the wrong hire isn’t only costly for the company, but can also cost you time. According to a study made by the U.S Department of Labor, a bad hire can cost up to 30% of the employee’s wages during the first year upon their hire!

Pre-employment tests are a great way of avoiding these issues, especially if you are in the tech industry. They are an innovative and effective way of hiring, making sure candidates are skilled enough to join the role they are seeking to apply for. These technical assessments help you reduce the cost of hiring and the average time it takes to hire someone.

Let’s take an example, we are seeking to hire a software developer from any Software development company in India that has entry-level knowledge of Java. Without giving them a technical assessment, we can’t know if they know Java or not. The only way to find out is if we give them a ten-minute Java coding test to assess their ability to program some small algorithm in Java, testing if they have the essential programming skills in Java or not.

Here is an image of how a Java coding test would look like:

Java coding test


4. Set up Technical Interviews

Besides pre-employment tests, technical interviews are a great way of knowing your candidate personally and technically. For that, you can check out any Training Certification Course.

Technical interviews give you a perspective of your candidate and even how it looks like to work with your company.

While conducting technical interviews, you can further assess their problem-solving skills and communication skills. You can consider asking the following questions:

  • What have they managed to accomplish until now?
  • What are their goals and vision in life?
  • What are they expecting from your company?
  • Ask them to showcase the work they have done until now

Whenever you set up technical interviews, you should avoid demotivating candidates with too many interviews. The fewer the interviews, the better it is for you and your candidates.

Read More: Why Build Payroll and HR Software: Key Benefits To Consider

5. Know the Technical Terms 

Most recruiters will try to set up a technical interview or write a job description that may have technical terms included in them, but they do not understand these technical terms related to the tech industry. Although, the biggest mistake you can make is trying to hire for a tech job and not knowing the basics.

We aren’t saying you have to get too technical, but you have the essential technical knowledge in the hiring process. You have to speak the same language to your tech candidates whenever you want to interview them, or you will look like another amateur.

6. Use LinkedIn and Other Websites 

To find the best candidates for your tech hire, you need to be in the right place. LinkedIn is an excellent platform, to begin with, along with many other websites that you can choose for hiring.


With nearly 800 million active members, LinkedIn is considered the best social media platform for hiring. On LinkedIn, you won’t see posts like you would on Facebook or Instagram that talk about their personal life, but it is all about business-related topics.

LinkedIn gives recruiters the power to find tech talents by using keywords they are searching for. For example, if you were to look for an IT expert, you would only need to type that in, and it’ll show you a list full of them. You get to see candidates’ experiences on each profile and even contact them once you have added them to your connection list. Candidates can change their profile photos with the “open to work” frame that makes you search for a candidate even easier.

open to work


Even when you are creating a job poster, LinkedIn allows you to state if the job is on-site, hybrid, or remote. The platform allows you to change your profile photo to “hiring now”, even allowing potential candidates to find you.

hiring now

Source: Google

Google Client satisfaction


Wrapping it up

Well, that’s about it for this article. Hopefully, you got to understand the most crucial points you need to follow when hiring for a tech job. Because of the skill shortage gap, hiring tech candidates may be more complex than in other industries, but when you take the proper steps, then it may not be as hard as you think!