7 things tech professionals hate that you might be doing

The tech market is warmer than ever, and the search for these professionals can become a real battle where the one who knows the best way wins.

You have done your search efficiently and found the perfect person for that tech position that has been on your radar for some time. The SLA has already become your big bogeyman and you can't afford to falter, this is the person to close the job! But how to do it right?

We talked to tech professionals and brought a real manual about what these people hate in approaches and selection processes (and what you might be doing).

1- Standard and long messages

The famous copy and paste can be the big villain in your perfect recruitment story. The first contact is crucial and is what leads the person to respond (or not) and get more details about the position. Therefore, avoid sending generic messages, those without people's names and all the same, changing only the position you are working for.

Also avoid those long texts that already have all the details. Believe me, it is important to pass the information, but only after the person shows interest, right? First, try a short message just to get attention.

2- Not understanding the person's current moment

Active recruiting is not just about sending a message with the job details and waiting for responses. It is important to understand the current professional moment of the person you are approaching. 

This is where you should try to find out if this talent is really aligned with the expectations of the position, if there is interest in participating in this process now, and even if you can contact them for future positions to build your network. Maybe this person will even refer available colleagues to you, and everybody wins!

3- Focus only on remuneration

The tech industry salary is another very delicate issue. The values are high and often really dazzling, but it should not be the focus of your approach!

Prioritize other details: languages, frameworks, scale, work model, type of contract, benefits, projects that will be worked on, and maybe (if it is within your reality) even some information about the company, such as its differentials or more information about the market. Focusing only on how much this person will earn may sound offensive and blemish you forever with this person you approached.

Because of the heated market, offering benefits, differentials, and projects ensures that companies can at least enter this competition to try to attract a technology talent to their team.

4- Presential work

This is another very controversial topic when it comes to tech hiring. This is because before the pandemic it was already very common for some companies not to require the presence of the tech team in the office. Since then, a culture of remote or hybrid jobs has been created when it comes to technology.

Remote work has also allowed the fight for tech talent to cross the border and make the face-to-face work model even more difficult. Now, these people have the possibility to be recruited abroad and be paid in more valued currencies.

In the post-pandemic (where the flexibilization started to happen) it has become even more difficult to hunteer for these presential positions. A survey done at the end of last year pointed out that 80% of technology professionals prefer remote work and 78.27% intend to keep this model.

In these cases, if this face-to-face work model is really necessary, using your base of people who have already been approached and accepted a presential position can be the solution.

5- Not evaluating the profile before the approach

Looking from the outside, it is common to think that technology is one thing, almost universal, but in practice, reality is different and within the market there are several languages, databases, frameworks and different areas of activity. Generally, tech professionals indicate which of these topics they have familiarity and experience with in their own profile description.

Therefore, it is important that you evaluate these profiles well so that you don't end up approaching a person who understands the back-end for a front-end position, for example.

6- Interviews or practical tests in chat

Talking to some professionals, we found out that some recruiters try to conduct an interview or even apply a practice test still in the chat room on LinkedIn or other platforms. Don't make this mistake!

The chat serves to make that first approach, understand the person's moment and invite them to participate in the selection process, but never to interview or send tests. For this, the best solution is to transfer this conversation to email, where you can give more details about the test and schedule an online interview.

7- No feedback

Let's agree that anyone who has been approached and agreed to participate in a selection process would like to receive feedback, this is not exclusive to tech.

Feedback is primordial for any position, but when we talk about the technology market it becomes even more important, because it is an area that is extremely competitive. This care with the candidates can make all the difference in your relationship with that professional, who may end up being considered for another position in the future and remembering the good interaction he had with your company. Whenever possible, try to give some details or even indicate points for improvement.

Now that you've learned about the things tech talent hates the most, how about joining the largest global community of headhunters and helping great companies in tech recruiting?

Or, if you are a company and need help with your tech vacancies, call our team: