How to Use Web Data in Technical Recruiting?

In the rapidly evolving tech landscape, roles are constantly emerging and diversifying. These positions span a wide range of areas, including website development, software creation, application design, and more. The individuals who fill these roles possess a unique blend of skills, including development, maintenance, coding, and security expertise.

Today, we delve into the intricacies of sourcing the right talent for these roles, exploring different strategies, challenges, and the potential of web data in enhancing your tech recruitment process.

What is technical recruiting?

Technical recruiting, or tech recruitment, is the process of identifying and hiring professionals with the requisite skills for roles within tech companies. The talent pool in this sector is rich with individuals who possess the skills to drive growth and innovation in tech companies.

Typical roles that technical recruiters seek to fill include:

• Engineers
• Data scientists
• Computer science experts
• IT experts
• Software developers

The general process of technical recruitment involves:

• Sourcing relevant talent
• Screening applications and selecting the best candidates
• Scheduling and conducting interviews
• Offering contracts to the top candidates

Technical recruiting challenges

Technical recruiting presents several challenges, but with the right strategies, these can be overcome. It's worth noting that 70% of businesses globally struggle to find the exact talent they need due to the rapid pace of technological change.

• Recruitment time frames are short 

Tech recruitment demands speed. With multiple companies vying for the same talent, you need to act swiftly. Rapid changes in project requirements also necessitate quick hiring to maintain competitiveness.

• Fierce competition

In a heavily tech-driven world, experienced tech talent tends to be taken quickly This makes it challenging to attract potential employees to some companies, since many other organizations that can offer better salary or benefits might go for the same candidate.

• Requirements and technical skills are always changing 

The digital landscape is constantly evolving, rendering some skills obsolete within a few years. Regular internal assessments and staying updated with new trends and technologies are crucial to find the right people.

• Reaching top candidates is difficult and expensive 

The competition for top talent is fierce, often requiring higher pay to attract the best. Only a few companies can thrive in this dynamic environment.

How to use public web data in technical recruiting?

Information is key in technical recruiting. But how can companies access large volumes of data relevant to technical recruiting? Enter the new wave of online data-gathering companies that collect information about employees, companies, and jobs.

Coresignal is one such company offering APIs that provide direct access to data about millions of jobs. This data can be analyzed to identify trends and untapped potential, revolutionizing your approach to technical recruiting. Here's how you can leverage public data and APIs to enhance your technical recruiting:

• Create a data-driven approach 

Many companies still rely on intuition and gut decisions in recruitment. With APIs like Coresignal's Company API, Employee API, and Jobs API, you can access a continuous stream of data, enabling you to make informed decisions based on comprehensive candidate profiles.

• Easy candidate filtering 

APIs allow you to access data based on crucial filters such as education, source, location, and job title. This saves time and helps you refine your candidate list.

• Combine predictive analytics and web data 

Predictive analytics can help gauge the likelihood of candidates accepting job offers. Integrating an API with your database provides a steady stream of data to feed your predictive tools, enabling you to make informed recruitment decisions.

Conclusion

In conclusion, remember that your recruiting process should be personalized. Approach every candidate with care and attention to detail. If you want to acquire and retain top talent, show them that you value them and their work, and they will reciprocate.