How to win over hesitant candidates in the tech industry

Few would blame candidates for feeling slightly on edge in early 2024. Tech, and AI in particular, developed at an astounding rate in 2023, with news of mass redundancies dominating the headlines. Add COVID-19 pandemic lockdowns in previous years and the start of a cost-of-living crisis to the equation and it is easy to see that both employee and employer priorities have seen a marked shift.

Whilst it is unclear what this year will bring, we can say with a certain degree of confidence that those companies seeking to hire tech talent will do so primarily due to the high-profile emergence of generative AI. This is especially the case in critical areas such as retail, transport and logistics, and warehousing.

Leaders will be keen to utilise new technology to streamline their processes and improve organisational efficiency. However, they will need to think carefully about the hiring process and how they will retain employees to convince hesitant candidates to come and work with them.

This article will discuss how companies can win over those candidates who may need more than simply the allure of a sound salary to entice them away from their current employer.

Clarity is key

Providing clarity to candidates throughout the application process will help to mitigate some of their concerns about their role and the future. This begins with the job description and must continue throughout their tenure with your organisation. While it is difficult to control a person’s perception, offering as much clear information as possible will reassure hesitant candidates.

When seeking a role, candidates will look to the job description to get a clear idea of what expertise the role requires and what their day-to-day tasks will be. This is essential for tech roles in non-tech companies.

Ambiguous job descriptions suggest that the organisation is ill-versed in the requirements of a tech employee, and so the employee will lack support during difficult periods. The candidate may also think the company is hiring tech candidates with the short term in mind, rather than thinking long term and carefully considering the future needs of the company and the job holder.

Clarity will also demonstrate that the candidate is safe in their role and unlikely to face redundancy in a short amount of time. Mass tech hiring followed by mass redundancies means candidates will be careful about where they choose to work.

Demonstrating an understanding of the role, outcomes and employee needs will show the candidate that your organisation is serious about the role, and they will continue to be needed by the company, even in tougher times.

Reporting into a non-tech manager?

Having a clear point of contact the candidate can reach out to for support that understands the organisation and the role will demonstrate that they are in safe hands. Every employee needs a line manager of some kind to help them, or at least point them in the right direction. If the line manager for the role has little to no technical expertise, the candidate may feel pressure to deliver on company goals that have not been clearly defined.

Furthermore, opportunities for training and development may be limited. Offering some technical training to line managers or hiring multiple tech candidates at once will help to mitigate this and make the candidate feel more comfortable, especially in a non-tech-oriented industry.

Streamline the application process

With so many tech roles emerging, candidates can afford to by picky about what roles they accept. The hiring process is a two-way street, and they will be assessing whether your company is right for them just as much as you are assessing their appropriateness for the role. Being aware of the candidate experience during the hiring process will raise the number of candidates willing to work at your organisation following their application and interview.

Company culture has also taken centre stage in candidate priorities when deciding whether or not to take a role. This culture will be made clear throughout the application process – whether you communicate clearly, what benefits are offered (flexible and hybrid working is becoming increasingly demanded by candidates), and the support offered during the hiring process in general.

Lots of tests and a long application process is likely to put already hesitant candidates off, as it indicates to them their wellbeing and their time is not valued by the company, especially if they have certain needs.

Diversity in the tech industry is still falling behind other sectors and drawn-out standardised tests will not increase the diverse range of talent an organisation could leverage if they pay more attention to candidate needs during the application process.

The application process is the first contact candidates have with your organisation. Making this process attractive and supportive will help hesitant candidates feel more comfortable.

Prepare for the future

As previously mentioned, the tech industry is still in the process of becoming more diverse. This includes the level of education of tech candidates. Previously, companies could be picky about choosing candidates from top universities with specialised skills.

However, access to education has broadened, with many gaining key skills through online courses and self-education. Furthermore, the rate of development in tech is so fast that those with degrees may even be falling behind the latest advancements.

Being open about candidates’ education and skillset is essential to find appropriate talent, and making sure there are plenty of opportunities for training on the job ensures that your employees and organisation can keep up with the latest tech.

Training continues throughout an individual’s career and it is vital companies facilitate this, rather than expecting expertise from the start. Candidates will be looking for constant opportunities to learn and improve in the fast-paced tech industry.

Also make sure to look at candidate progression. This may seem premature during the hiring process, but candidates are often thinking a step ahead, and not all want to be leaders. Offering opportunities for advancement that don’t involve management, but perhaps more specialisation in particular skillsets, will demonstrate to the candidate that they have options as they move forward in their career and provides them with some direction in the company, reassuring them that their career will take the path of their choosing without the need to move to another employer.

Winning over hesitant candidates in the tech industry is often far less about tech and far more about candidate experience during the hiring process and the possibilities for them in the future.

Providing clarity on their role and their future, streamlining the application process to make it as accessible as possible, demonstrating a positive company culture, and offering opportunities for improvement and progression, shows hesitant candidates that they are in safe hands at your organisation and will make it easier for you to hire tech talent that will move your company forward.