How to Hire Tech Talent: Top 10 Strategies from HR Experts

Ani Gasparyan

Last updated on January 30, 2025 | 17 min read

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• With the US tech unemployment rate at just 2.5%, companies face increasing difficulty securing top talent.
• This article shares 10 expert strategies to streamline your tech recruitment and attract the best candidates.

Hiring tech talent remains a significant challenge for organizations worldwide, especially with the tech unemployment rate in the US at just 2.5% as of November 2024. This figure is notably lower than the national unemployment rate of 4.2%, underscoring the fierce competition for skilled professionals in a rapidly evolving market. With tech roles becoming more specialized and demand increasing, businesses often struggle to attract and retain the right talent.

In this article, we provide 10 proven strategies from HR experts to help companies navigate these challenges. These strategies stand out by combining forward-thinking tactics and data-driven insights tailored to the specific demands of today’s tech recruitment landscape. With tips on boosting your employer brand and leveraging innovative hiring methods, you’ll be ready to build a strong, capable tech team that thrives in an increasingly competitive environment.

An overview of the best tech jobs

The tech industry presents unparalleled opportunities for companies to secure exceptional talent in some of the most lucrative and high-demand roles, driven by rapid technological advancements and the digital economy. Here’s an overview of key tech positions, supported by recent data from Indeed, to help you stay informed about the current job market trends.

Tech jobs demand highly skilled talent, and finding the right fit can often be challenging. With a clear understanding of the roles and the expertise required, it’s evident that sourcing tech talent demands careful planning and attention to detail. For many recruiting teams, the key isn’t to completely change their approach but to make a few adjustments that can improve efficiency and results.

Thus, applying some practical strategies can help streamline the process and make finding the talent your company needs easier. Even small changes can significantly improve how quickly and effectively you attract the right candidates.

Top 10 strategies from HR experts to hire top tech talent

1. Actively engage top talent on LinkedIn

   Not all potential candidates are actively job hunting. In fact, LinkedIn reports that 70% of the global workforce consists of passive talent who is not currently seeking new opportunities. This is a huge opportunity for tech positions, and LinkedIn is one of the best places to find these candidates. The same report states that 62% of hiring teams discover more candidates through direct outreach than inbound applications. Thus, to streamline the process, you can take advantage of several tools LinkedIn offers:

   • LinkedIn recruiter

   This tool helps you search for candidates and reach out to them directly. With advanced filters and search capabilities, LinkedIn Recruiter allows you to narrow down the ideal candidates based on their experience, skills, and location, providing a more targeted approach to your hiring process.

   • LinkedIn talent insights

   By providing real-time analytics on hiring patterns, skill availability, and competitor trends, this tool enables you to make data-driven decisions when sourcing candidates and stay ahead of the competition. It offers helpful data and trends to understand the talent market and identify the most sought-after skills.

   • LinkedIn groups

   Participating in discussions and offering valuable content within these groups helps establish your company as an authority, increasing your chances of attracting top talent who are passionate about their field. Joining tech-focused groups lets you engage with industry professionals, share job openings, and build relationships with potential candidates.

   • LinkedIn talent hub

   LinkedIn Talent Hub is an all-in-one recruiting platform designed to streamline the hiring process. It helps teams post jobs, collaborate on candidate evaluations, and manage the recruitment workflow. With integrations to LinkedIn Recruiter and other tools, Talent Hub offers a productive experience in managing candidates from the initial application to the final hire.

   • LinkedIn job posts

   This tool allows employers to create and post job openings directly on LinkedIn, ensuring visibility to a large audience of potential candidates. It is essential for attracting talent and promoting job vacancies across LinkedIn’s vast network. Additionally, LinkedIn Job Posts offers targeting options to reach specific demographics, ensuring your job openings are seen by the most relevant professionals.

   Now, let’s take a closer look at the various LinkedIn plans available and their associated costs:

   LinkedIn account type	Monthly cost	Description
   Free LinkedIn account	$0	Basic features, limited to standard search and networking options.
   LinkedIn Premium Career	$29.99	Includes additional features like InMail, expanded profile views, and advanced search capabilities.
   LinkedIn Premium Business	$59.99	Offers business-related tools such as advanced search, InMail, and insights into job postings and company data.
   Sales Navigator Core	$99.99	Enhanced version for sales professionals with advanced search, lead recommendations, and CRM integrations.
   Sales Navigator Advanced	$149.99	Includes all Core features plus more customization and integration options.
   Sales Navigator Advanced plus	POA	Custom pricing, offering even more advanced features tailored for enterprise-level users.
   LinkedIn Recruiter Learnings	$19.99	Access to LinkedIn’s recruitment training and educational resources.
   LinkedIn Recruiter Lite	$170	Provides advanced candidate search, InMail messages, and a more targeted hiring approach for small teams.
   LinkedIn Recruiter Professional	$835	Full access to LinkedIn profiles, advanced search filters, and collaboration tools for large recruiting teams.

2. Make your job posts stand out

   To attract the right talent, it’s crucial that your job openings reach the right people. Start by optimizing your job posts. Ensure they’re engaging and that your company’s social media aligns with your employer brand. Building a strong social media presence, including Instagram, LinkedIn, and Glassdoor, helps strengthen your employer brand and increases visibility to top talent. Additionally, consider new marketing channels for brand promotion, especially TikTok, as it offers high engagement and a large pool of viewers.

   It’s also important to optimize your job pages on your website by incorporating relevant keywords and phrases in your job descriptions. For example, if you’re hiring a software engineer, include keywords like “JavaScript,” “Python,” and “Agile development” to attract candidates with the right skill set. When your posts are easy to find through search engines, you’ll attract more tech professionals who are actively looking for new opportunities. This visibility gives you more chances to choose the best candidates for your roles.

   You can explore the live job post on LinkedIn below, where the role’s key benefits are clearly highlighted to attract the best candidates. The post is structured to provide an overview of the job, salary, and work environment, followed by detailed requirements and the qualities of an ideal candidate.

   

   In addition, candidates often research your company online before applying or accepting a job offer. As such, maintaining a positive online reputation is critical. Monitoring your company’s reputation through platforms like Brand24 can help you stay on top of what’s being said about you online. Responding to feedback and addressing concerns can make a significant difference in how candidates perceive your organization.

3. Tap into graduate talent pools

   Hiring fresh graduates is a great way to bring new ideas and energy to your team, and often at a more budget-friendly price than hiring experienced professionals.

   Many recruiters have had success by connecting directly with universities. While career fairs are still a good option, creating partnerships with schools to offer internships or workshops is another excellent way to nurture young talent and shape them into skilled tech professionals.

   This approach benefits both sides, as you gain access to motivated, talented individuals while graduates get the experience they need to launch their careers.

4. Create an effective interview process

   Interviews are a two-way street. While they help companies learn about candidates, they also provide candidates with their first impression of your company. Therefore, it’s crucial to ensure that your interview process reflects your organization’s values. This means asking thoughtful questions, understanding how candidates view the company, and helping them feel at ease throughout the conversation.

   Research shows that 79% of hiring managers use video interviews to enhance their hiring process, saving time and reducing costs for both sides. Video interviews allow for greater flexibility and convenience, since connecting with candidates who may be located remotely or have busy schedules is possible. Additionally, almost 50% of candidates prefer video interviews over in-person ones, as they tend to offer a more relaxed and comfortable environment.

   Involving current tech employees in the interview process can also be beneficial. They can offer insights that recruiters may not, which could play a key role in whether a candidate accepts an offer. In the infographic below, you will find a clear and concise breakdown of the hiring process.

   

5. Simplify the recruiting process

   The tech industry moves fast, and so do candidates. Many tech professionals are juggling multiple offers and can lose interest if the hiring process takes too long.

   To stay ahead of the competition and keep top talent engaged, it’s important to keep your recruitment process quick and efficient. This means limiting the number of interview rounds, avoiding unnecessary delays, and providing prompt, clear feedback throughout the process. The faster you move, the less chance there is for candidates to lose interest or accept offers from other companies.

   Tech workers often prioritize transparency, flexibility, and an open-minded approach. If your recruitment process is straightforward, respectful of candidates’ time, and reflects these values, it will create a positive experience that stands out. An efficient, candidate-friendly process signals that your organization values talent and is committed to a smooth, professional hiring experience.

   You can also explore a chart from Indeed, which visually demonstrates what tech workers prioritize most in their job search, including factors like transparency, flexibility, and career growth opportunities.

   

6. Offer flexibility

   Tech professionals greatly appreciate the ability to balance work and personal life, making flexibility a crucial factor in attracting top talent. Offering flexible work options helps them manage both aspects more effectively. Remote work has become essential when hiring technical professionals, as it provides the freedom to work from anywhere and broadens the talent pool.

   As workers’ preferences change over time, hybrid work models that combine both in-office and remote work are becoming more critical. This approach, along with flexible vacation policies, should be a central part of your offering. The same research from Indeed shows that nearly 50% of tech workers would even be willing to accept a lower salary in exchange for this flexibility.

   
   Source: Indeed

7. Explore alternative talent pools

   Relying solely on familiar talent sources can limit your access to a diverse range of skilled tech professionals. By expanding your search to alternative talent pools, you can unlock new opportunities and find highly qualified candidates who may be more cost-effective.

   Many companies are now looking to emerging markets like Southeast Asia and Latin America. In countries like Vietnam, the Philippines, and Brazil, there has been significant investment in tech education and training programs. This has resulted in a growing pool of talented professionals who are often more affordable than their counterparts in traditional markets.

   For example, Brazil produces nearly half a million tech graduates annually. Further, Colombia’s initiative to train 100000 new developers has opened up a wealth of affordable talent. For companies looking to expand their capabilities through nearshoring and outsourcing, recent trends indicate that Latin America is quickly emerging as the new frontier for IT outsourcing. Below is a comparison chart across 4 regions to highlight key differences.

   

8. Automate repetitive tasks

   Recruiters today face increasing pressure, especially when it comes to sourcing candidates. With so many to find and vet, it can be hard to focus on the most important task, which is identifying the right talent.

   Automated tools powered by AI can take over many time-consuming tasks. They can scan online platforms for potential candidates, initiate the first stages of communication, and handle tasks like scheduling interviews, sending invitations, and sending reminders. Automation can also assist in evaluating skill assessments and coding challenges.

   Beyond sourcing, automation can also enhance the onboarding process. Automated systems can handle document processing and distribute training materials, which is especially helpful when recruiting internationally, where paperwork can often be a major hurdle.

   With the rise of automation, 61% of recruiting professionals agree that it simplifies the hiring process, especially in sourcing, which remains the most common use case.

   
   Source: Hubspot

9. Trust your existing talent

   When building a tech team, it’s important to follow a top-down approach, starting with hiring managers and leaders before filling out the rest of the team. For instance, having a strong senior or lead developer can significantly impact your recruitment efforts. Their technical expertise strengthens your team and naturally attracts talented junior developers eager to learn from them. Senior tech employees also bring valuable insights that recruiters might lack, and their involvement can be crucial in helping candidates decide whether to accept an offer. This approach ensures the right leadership is in place to guide and build a successful, cohesive team.

   Once the leadership team is in place, leveraging employee referrals becomes a powerful recruitment tool. Your current employees, familiar with your company culture, are well-positioned to recommend candidates who align with your values and work ethic. Employee referrals lead to faster hires and higher-quality candidates. Around 80% of employers consider referrals a key sourcing method, and encouraging them can also boost employee engagement. By involving your team in recruitment, you tap into valuable networks and foster a sense of ownership and investment in the company’s success.

10. Consider outsourcing your hiring process

    Recruiting tech talent can be overwhelming, especially when you try to manage everything yourself. Instead of handling every step internally, outsourcing certain parts of the hiring process can save you both time and money.

    By partnering with an IT recruitment agency or Recruitment Process Outsourcing (RPO) provider, you can tap into their expertise. These agencies have a vast network of candidates and the know-how to quickly find the right talent. They are highly motivated to deliver results promptly, managing key aspects of recruitment such as candidate sourcing, payroll, and compliance.

    Forbes highlights the advantages of outsourcing, including reduced operational costs, increased efficiency, and guaranteed legal compliance, mainly when recruiting across different regions or countries. Leveraging these services can help streamline your hiring process and reduce the burden on your team. In fact, 92% of G2000 companies rely on IT outsourcing, underscoring the growing trend of utilizing external expertise to handle complex hiring needs.

About DevsData LLC

DevsData LLC is a leading IT recruitment agency with over 8 years of experience, specializing in helping businesses find the right talent for their tech teams. The company has built a strong reputation for its ability to match businesses with top-tier talent. With a 5/5 client satisfaction rating on Clutch and GoodFirms, as well as positive testimonials, DevsData LLC is known for providing high-quality recruitment services that meet the unique needs of its clients.

The company’s recruitment process is efficient and thorough. DevsData LLC has a vast database of over 65000 professionals and holds a government-approved recruitment license. Their recruitment team, consisting of 40 experienced recruiters located in the US and Europe, performs in-depth technical interviews and comprehensive skills assessments to guarantee that clients are matched with highly qualified candidates. This process is tailored to meet the specific needs of each project, whether a company is expanding an existing team or building a new one from scratch. DevsData LLC operates on a success fee pricing model, so clients only pay for successful candidate placements. They also offer a guarantee period, providing a replacement at no extra cost if a candidate leaves within a specified timeframe.

DevsData LLC has worked with notable clients, including global companies such as Johnson & Johnson, ZIM, and BCG, as well as innovative startups from the US and Israel. Their expertise spans a wide range of industries, and they are particularly skilled in emerging technologies such as AI, machine learning, and data science. Their recruitment solutions are designed to help businesses quickly build strong, highly skilled teams while reducing time-to-hire and ensuring that each new hire is a perfect fit for the role.

In one of their successful projects, DevsData LLC worked with an international fashion company to assemble a team of 26 professionals across Europe, the US, and Canada. The team specialized in machine learning, software development, UX/UI design, and business management. This selected team was crucial in developing advanced IT systems, including a pricing strategy BI tool and a smart logistics solution. The project resulted in significant operational improvements for the client, surpassing expectations within the first year.

In addition, DevsData LLC offers employer of record (EoR) services, enabling companies to hire and manage remote teams internationally while navigating complex local employment laws and regulations. This service provides an efficient, compliant solution for companies looking to scale without the burden of managing local HR processes.

For more information on how DevsData LLC can support your recruitment needs, you can contact them at general@devsdata.com or visit their website at www.devsdata.com.

Final thoughts

Hiring the right professionals is crucial to a business’s success. By implementing the strategies in this article, companies can streamline their hiring processes and attract top tech talent. When facing complex hiring challenges, outsourcing recruitment can be the best solution to simplify the process and quickly find the right candidates. Partnering with an experienced IT recruitment agency allows businesses to save time and reduce resource tension.

DevsData LLC is an ideal partner for businesses looking to hire skilled tech professionals. With over 8 years of experience and a vast global network of more than 65000 candidates, they specialize in sourcing the right talent for tech roles. Additionally, DevsData LLC offers EoR and business process outsourcing (BPO) services, which can help companies manage remote teams across borders with ease. These services simplify hiring and compliance, making it easier to scale teams internationally. You can watch the video below to learn more about DevsData LLC.

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Ani Gasparyan Senior copywriter and marketer

Ani is a marketing enthusiast and content writer. With 6+ years of expertise in marketing, she succeeded in developing engaging marketing collaterals, including blog articles, social media content, and other promotional materials. With a keen eye for detail and a knack for storytelling, she thrives in crafting compelling content that resonates with the target audience.

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