Tech Talent Needs to Stand Out from the Crowd.

In a world where so many candidates apply for a single open role how can they make their application stand out? This can be particularly challenging in the digital tech space where the job specification for a developer may only list the programming languages and years of experience required resulting in a plethora of almost identical applications.  

Employers and hiring managers will try and filter the applicants down to a shortlist based on years of experience along with the companies worked for. This will only filter out so many applications and is most commonly done using key word searches or other hiring tool technology. After this stage the candidates will still look very similar because that’s how key word search tools work, before interview stage some hiring managers may instigate personality tests to better understand potential culture fit along with experience and knowledge verification. 

At the shortlist stage where applicants may face a serious of tests and interviews it is the hiring manager that is looking for something that really makes a candidate stand out. Typically hiring managers are looking for candidates with initiative and a sense of self-improvement so those who have invested in learning new programming languages in their own time or developed their own tech projects certainly show these traits. In addition, companies are always keen to employ interesting people so those who can demonstrate behaviour that indicates activities away from a tech focused existence will benefit. It therefore becomes key to have an interest in activities not restricted to the work environment, this could be sports or hobbies and if they involve teams this is certainly considered favourable.  

Whilst academic achievements, relevant work experience and skills are desirable start-up tech companies don’t want to recruit an army of identical developers for example. They are looking for talent that can add an extra dimension and other life skills to their teams and an interest in sports or hobbies or taking a year out to travel the world demonstrate talent that can bring a little bit extra to roles. For employers looking to find digital tech talent quickly with the right skills and experience but with a little extra they can consider using an Artificial Intelligence (AI) recruitment tool that can incorporate personality tests and other key factors to quickly identify and shortlist suitable candidates.  

One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally. 

Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.