We use dozens of professional communities, chats, and other resources to receive new knowledge, talk with experts, and search for advice.

And IT recruiting methods are changing now as well. You can find a great candidate for your company, not only on job portals but also using LinkedIn, GitHub, Stack Overflow and even TikTok. As a result of all this, you will receive a deeper talent pool!

Before reaching out to candidates, every technology search firm team needs to understand their open position and then try to analyze what kind of social media their ideal prospect uses for communication.

And indeed, the recruiter must remember the main rules of proper tone. Let’s discuss:

• You must use professional channels for first contact with candidates, like LinkedIn and e-mail. You can call candidates or write in private messengers only in cases when you have received a CV from the candidate directly.
• In some cases, when an exceptional IT talent profile looks like the best fit for your position, you can use WhatsApp, Viber etc., but only after writing on LinkedIn or e-mail previously. In this case, you need to apologize and explain that you didn’t receive feedback from the candidate, so you worked up the courage to write in extra messenger.
• Skype is an interesting messenger because candidates can use it for both personal and work goals, so you can write here from the first step as well.
• Pay attention to professional recruiting and technical communities on social media platforms or sites. You can find great people here: GitHub, Stack Overflow, .Net/Java/PHP/Node.js clubs and others.
• Also, a very useful channel could be an online freelance platform since we can directly see candidate ratings and feedback. I have had the experience of recruiting developers and designers from UpWork, Behance, Freelancehunt, etc.
• Social media resources like Facebook, Instagram, and TikTok are highly personal. But I advise you to add to friends your former candidates, like, and comment on their posts. This trick will help you break barriers between you and your potential candidates. It can help when you have the same vacancy in the future, drop a line to your prospects there. In addition, I recommend using these personal resources for a better understanding and analyzing who your candidate really is.

At Hire&Flare, we use all these channels every day for client success in staffing and recruiting.

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In this article, I want to engage you in advancing your messaging skills on social media. At Hire&Flare, we use the most modern and practical methods. Our IT recruiting team has regular sync ups, which help us share experiences with one another, so let me split up a few main pieces of advice in social media communication.

Tip 1. Use a couple of sources for connection.

You ask me why? Let’s imagine that YOU are a qualified talent with suitable experience. Are you always online on LinkedIn? Of course not. If you have a regular job, you don’t use it everyday, just once per long period of time. I saw a lot of determined recruiters who have had a hundred candidates in the pipeline, but no one has answered. So try using alternative methods of contacting your candidates.

Tip 2. A welcome message is a must!

It’s a modern rule of good manners for a technology search firm. It’s like an acquaintance in real life. It has to consist of the information about your position, company and reason for adding a particular person to your contacts.

Tip 3. Needed information in your proposal.

Your IT recruitment services must be professional. Try to provide all possible details about the vacancy but in laconic terms. It has to include info such as: position name, project approach, team, technology stack, budget and a link to your vacancy or company.

Good example:

“Name, good afternoon 🙂 Thank you for adding.

We are with the company searching for a vacancy name for a British project. Domain: FinTech. The team collects large arrays of financial data from various resources and processes. It enables users to analyze them in a customized version that will be convenient.

This solution also helps to plan future expenses, as well as regulate the results of the company in times of crisis. Business trips to London are possible.

Team: ________________.

Tech Stack: ______________.

Vacancy link: ___________.

Can I offer to discuss the position?”

Tip 4. Call to action.

Include a question at the end of each message. This trick helps to encourage qualified talent to provide an answer. You can use this tip at every stage of chatting.

Tip 5. Follow-ups.

Don’t forget to remind your candidate about communication with you. Why? We are all human, that’s why we can be busy, forget to answer, or just miss notification on our phones.

It’s just the top of the iceberg of what our research at #HireandFlare looks like, and I will share more tricks in the future, let’s keep in touch!

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The primary goals for a technical interview are:

• Check the candidate’s technological level.
• Analyze English level and communication skills.
• Define personal impressions about the specialist.
• Advise candidate on future personal development.
• Be the leading model of the technical IT recruitment services of your company!

The technical expert also strongly affects the company’s HR brand and the candidate’s final feedback, so the interviewer must have superb interpersonal skills.

Suppose you happen to be the technical interviewing expert in the company. In that case, I will share small tips on conducting a successful interview and a general plan for it.

Preparations:

• The interviewer must know detailed information about the project, even if they are not working on it now. The
  candidate will ask about this with a considerable probability as well as about precise data about the position.
• Techexpert needs to check technical talents CV before dialogue.

Step 1. Introduction.

Tell the candidate your name, position and a few words about your experience. This is important because this candidate will feel appreciated from your side, and eventually, they could become your future colleague.

Also, don’t forget to share the agenda of the interview. Skilled professionals will feel more comfortable if they know the plan of the conversation. In this part, ask a candidate to give a general overview of their previous experience.

Step 2. Technical part.

Try to use both theoretical and practical questions during the conversation. Also, modern practices suggest using the coding session part because it helps analyze candidates’ engineering behaviours in real life.

Don’ts:

• Don’t use constructions like: “I’m not sure that you know this, but what is …?” or “Could you answer me on
  elementary question …?”.
• Don’t compare the candidate with you. For example: “When I have worked with this item as you, I used… This is
  so easy”. Just don’t exaggerate your experience and background.
• Don’t ask about personal things, like religion, nationality or political position.

Dos:

• Gently interrupt the candidate if you see that they know the topic of discussion very well and vice versa.
  Because in this case, both of you just won’t waste time.
• Stop the technical part of the conversation respectfully and laconically if you see that prospect doesn’t meet
  the requirements.

Step 3. Conclusions.

During this part, you can share more information about the project. It would be great to speak about challenging tasks or interesting parts of it. You also can discuss new trends in industry or technologies.

Step 4. Feedback.

If your company doesn’t have a standard form of feedback, you must share the following parts about the candidate:

• General technical level.
• Evaluation of critical and required points.
• Strong and weak sides.
• English level.
• Advice for further professional growth.
• Your general point of view, because as mentioned, they could be your future colleague.

And remember – the information technology market is not that big, so you can meet each other somewhere in the future.

At Hire&Flare, we have created a reliable technical interview process that works perfectly and is built on strict matrixes. Our technology search firm can help you to find excellent experts.

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