Sarah James
4th April 2023
Recruiting Software Engineers in today’s climate is tough they are in high demand and therefore have the luxury of being fastidious about potential jobs. This is one of our key focus areas at Transition Partners and it’s usually the area we find companies need the most support with recruitment.
Sarah James-O’Connell specialises in the Engineering Market in Berlin and shares her top tips:
Attending and running events – At Transition Partners we run lots of meetups, workshops, and tech events and I also attend external events as much as possible. It’s a great way to meet with Engineers in person in a relaxed setting so you can get to know individuals, what their values & passions are, and understand each person. Running a workshop where people can learn or getting like-minded people together in a room gives value back to the tech community and gives you the chance to build a fantastic network of hidden talent.
Be transparent in the first message – Engineers get bombarded with messages, so tell them what they need to know in the first message. Company details, Tech-stack, Salary range, Project, Benefits, Team size, Working Hours, Holidays, Home office or Remote working, etc. Engineers get so many messages from recruiters and even if they are actively looking for a new role, they can find it overwhelming. By giving them all the details, they need in the message they can see if this opportunity is right for them. We also usually attach information packs giving more details too. Make it easy for them to see why they would want to work with for your company.
Show them you have read their profile – I see so many Engineers complaining and posting about LinkedIn templates sent by recruiters with things such as (Hi First name) or bad copy-and-paste jobs. There is nothing wrong with using a template for repeated information but there are so many LinkedIn automation tools out there that you need to show them you are a real person and not a bot. They get harassed by so many recruiters and get sent irrelevant messages by bots. If you are putting the work into reading their profiles, then let them know this! Include information that shows you have read their profile and why you think they are a good fit for the role. A personalized message goes so much further than a copy-and-paste job.
Use scheduling tools– streamline the process and put your calendar link in your messages. This makes it so much easier for people to book time with you without the back-and-forth messages to try and find a time that works. Everyone has busy schedules and if people are actively looking for a job, they will be talking to several other companies too. It will not only make it easier for both parties, but it shows them they will be working with a company with efficient processes.
Utilize digital media- If you really want to make your message stand out from the others, send a video message! Video is quickly becoming a core aspect of recruiting. This is where you get the chance to connect and engage with your audience and explain why your company is a great place to work. Also, it makes you a real person and not just another message, adding a competitive advantage. You can directly do this from LinkedIn or there are video platforms you can use too.
If you would like to chat about this more or need support with hiring please get in touch with Sarah via email sarah.jamesoc@transition-partners.co.uk or connect with her on LinkedIn: https://www.linkedin.com/in/sarahjamesoc/ or give her a call: +49 176 636 10183