3 Ways to Start Retaining More Tech Recruiters

It’s no secret that tech professionals are a highly sought-after resource in the job market. If you’re an employer who prioritizes this type of talent, you’re probably willing to do whatever it takes to retain a strong tech team. But how often are you considering the value of retaining your tech recruiters? Admit it, it’s not usually at the top of your list.

The truth is, if companies want to keep hiring elite tech talent, many of them will need to reevaluate their dedication to the source of those top tech candidates: the tech recruiters.

Besides the cost of employee turnover, finding a great tech recruiter (i.e., one who truly understands the nuances of tech talent) is not easy to do. So, consider the following tips for keeping your tech recruiter morale high and turnover low.

Make the Most Out of Mentorship

Despite a supposedly vested interest, we often overlook the resources right in front of us. In this case, we’re talking about people and mentorship.

Giving tech recruiters more opportunities for mentorship can be an effective way to open lines of communication, forge new connections and reinforce a sense of community between team members. And given the depth of tech-savviness required in today’s competitive hiring landscape, a cross-generational approach is the key to building a highly effective team of tech recruiters.

While only 18 percent of Deloitte’s 2018 Global Human Capital Trends respondents believe age to be a competitive advantage, today’s leading employers are changing that narrative. In fact, Deloitte found that over 80 percent of U.S. employers believe workers aged 50 and over are “a valuable resource for training and mentoring” and “an important source of institutional knowledge” who offer “more knowledge, wisdom and life experience.”

By pairing the recruiters with more experience with those just entering the space, the relationship becomes mutually beneficial. While seasoned recruiters offer proven tactics, techniques and context, today’s younger generations offer a fresh perspective on modern technologies and workflows.

Cross-generational mentoring supplies many opportunities to capture and share knowledge on all sides, bridge any existing gaps, and create cohesion between team members. Plus, these efforts can be a pretty hands-off approach on the employer’s side. After leading the charge and initiating a mentor-mentee relationship, that bond can take on a prosperous life of its own.

Learn What Makes Your Tech Recruiters Tick

Another hot workplace trend that’s taking the HR world by storm: acting on your employee’s needs. As the same Deloitte study notes: “Smart organizations are reshaping work practices, physical workspaces and leadership approaches to ensure that greater connectivity means greater productivity in a network of teams.”

But is your company improving for the tech recruiters the same way it’s improving for the tech professionals?

If not, consider taking everything you know about your most invaluable employees and applying it to your recruiting teams. Even with tech in common, every recruiter is different. They have their own work styles, schedules, communication needs and career goals; get to know them. A Gallup study ranks “lack of communication and support from managers” as one of the top five factors for employee burnout. Just by listening, you can show your tech recruiters how much you value their needs and contributions to the business.

For example, flexible work options. To some, such options are the key to their work-life balance needs. And with the right structure and technology in place, employers can readily accommodate those tech recruiters looking for more flexible schedules and remote work opportunities.

Besides infrastructure, managers can mitigate burnout by scheduling regular check-ins with their recruiting team to discuss options for making the work as rewarding as possible. Knowing that one-size-fits-all need not apply, talk to recruiters about what makes them tick, where they’re most productive, and what they need to feel satisfied at work. With this level of insight, start developing an employee experience that supports employees where they are today (while helping them plan for tomorrow).

Invest in Modern Recruiting Resources

For years, the underlying thought was that employees leave their jobs for more money; in reality, only 12 percent do. This tells us that keeping essential talent, like tech recruiters, means thinking beyond basic compensation. Instead, start thinking about how you can improve their day-to-day work.

Tech recruiting isn’t an easy job. With the ever-evolving technologies in this highly digital era, tech recruiters are constantly chasing a moving target. As the world’s technologies continue to change, so do the required skill sets—as well as the qualifications that recruiters want in candidates.

By equipping recruiters with modern recruiting solutions such as artificial intelligence (A.I.) and machine learning (ML) tools, recruiters can receive the on-the-job learning needed to stay one step ahead of the competition. In fact, Dice’s Recruitment Automation study found that 77 percent of recruiters believe that their approach to recruiting will need to evolve as A.I. and ML become more prevalent.

By incorporating these tools and giving recruiters a front-row seat to the tech they’re recruiting for, employers can prove their commitment to their employees’ success.

Just like tech professionals, tech recruiters can benefit from a high-touch employment experience, which means great leadership, clear career paths and real support systems. From collaboration and team management to telecommuting and career development, a multi-layered retention strategy will ensure that your tech recruiters stay engaged with their work and organization.

Noel Cocca is the founder and CEO of RecruitingDaily and its merry band of rabble-rousers. He aims to produce at the sweet spot between content and actual awareness by creating great work for living, breathing human beings in recruiting and hiring. He works to ease problems, both large and small, from startups to enterprises.