February 8th, 2023 | Robert Priest, Enterprise Director

Three steps to overcoming hiring challenges in the tech sector in 2023

As we kick off the new year, some of the tech companies that have successfully navigated the Covid-19 pandemic may now be faced with another difficult challenge — industry layoffs.

Hiring within the tech sector in 2023 will mean navigating through large-scale industry layoffs, coupled with candidates who want to work for a company whose mission and culture align with their own personal values.

So what does this have to do with potential hiring slowdowns?

 EVERYTHING…. As recruitment slows or grinds to a halt, now is a perfect time to reimagine the whole recruitment journey from application through to the candidate’s first day. Let’s look at three cost effective areas that can make a real difference.

1. Re-valuate your Employee Value Proposition

• Provide useful and specific details about the role. Mention projects your candidate may undertake or teams they will work with. Clearly outline “Must-have” vs “Nice-to-have” so candidates are clear on requirements.
• Choose straightforward job titles that clearly define the role for which you are hiring.
• Promote your company and consider what makes your company unique. Talk about company values, mission, as well as the benefits & perks your company offers. At a time when candidates are in the driving seat and be more selective about the  organisation they choose to work for, it is important to not just show how diversity, equality and inclusion (DE&I) are a part of  your company values, but how they are embedded in the day-to-day life of everything you do.
• Use clear inclusive language, avoid jargon, and speak directly to candidates (e.g., use “you” instead of “the ideal candidate.”)

2. Improve your recruitment processes

• Use email templates. Choose templates to invite candidates to interviews, but make sure these are updated regularly.
• Invest in recruiting software. Applicant tracking systems can help you manage your hiring stages, keep candidate profiles in a searchable database, and collaborate with your team. Sterling integrates with a number of ATS Systems to further streamline the onboarding process, and we also have our own open API for custom built systems.

3. Enhancing the candidate experience

• Be informative on your careers page of the process so the candidate understands what will happen and when at each stage of the hiring process.
• Evaluate your screening process. Are the checks you are currently running still relevant for the role? Is the information you are getting back sufficient or are you having to follow up? Are you adopting a one size fits all approach and potentially overspending?
• Hiring globally? Emails in local language when onboarding or completing pre-employment screening checks can put the candidate at ease, allaying any fears of missing something when trying to communicate in a different language (Sterling can support with this).
• Keep candidates in the loop. Your ATS’s built in email templates, coupled with live updates from your integrated screening provider, can help facilitate communication at every hiring stage.

In summary, some organisations in the tech industry may be experiencing hiring slowdowns, but the race for the best talent will likely return. Companies with the strongest processes, a focus on values, and the best technology will be the front runners when this happens. The time to review these processes and make the necessary changes is now, to help ensure you’re ready and don’t get left behind.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.