Your best technology candidates aren't applying. Here's how to reach them.
You post the role, wait a week, and the applications are thin. It's tempting to blame the market. More often the people you want simply weren't looking, and they never saw your advert.
Why great people don't apply
Experienced engineers, analysts and technology leaders tend to be well looked after where they are. They're busy, they're often already approached by recruiters, and they're wary of anything that looks like a generic job ad. Many will only consider a move when someone they trust brings them the right opportunity at the right time.
People who are quietly open to a change rarely browse job boards. They think carefully about their next step and talk to people they trust about it.
Five things that make a real difference
- Sell the role, not just the requirements. A long list of "must haves" puts good people off. Lead with the problem they'll solve, the team they'll join and what they'll learn.
- Be upfront about salary and flexibility. Strong candidates won't spend time on a process if they can't tell whether it's worth it. A clear range and an honest description of hybrid working saves everyone time.
- Go to them. Direct, personal approaches work far better than waiting for applications. A thoughtful message about why this role suits them in particular gets a very different response from a mass email.
- Move quickly and keep it simple. Two or three well-planned stages, with feedback within days, not weeks. Every unnecessary step is a chance for a competing offer to arrive.
- Treat every candidate well. New Zealand's technology community is small. People talk, and how you treat the candidates you don't hire shapes who applies next time.
The best hires usually come from a conversation, not an application.
Where a specialist helps
A specialist recruiter's real value is relationships built over years: knowing who is good at what, and what they want next. That means a search can often start with conversations rather than adverts.
It also comes with a firm rule. Nobody's details are shared with an employer unless we've discussed the specific opportunity with them first and they've agreed. Candidates trust that, and it's a big part of why they take my call.
Recommended listening
HR Unlocked with Lisa Oakley
A New Zealand podcast for business owners and people leaders, including conversations on recruiting specialist talent during a skills shortage.
Struggling to find the right person?
Tell us about the role and we'll share how we'd approach it, in confidence.
This article is general information only and is not legal, employment or financial advice.