Today, tech companies face the challenge of finding candidates with the specialized skills needed for roles in key fields like cybersecurity, data science, and cloud computing.
If you’re a tech employer, you should reassess your recruiting strategies and adopt new approaches to attract top talent.
This guide outlines innovative recruitment strategies for 2025 and beyond.
Key Takeaways
- Technology companies must implement new recruitment strategies to attract and retain skilled employees for their open positions.
- Innovative strategies include using AI recruitment platforms, offering comprehensive compensation and benefits packages, harnessing data analytics and ATS, implementing employee referral programs, offering flexible work arrangements, taking a holistic approach to recruitment, checking niche tech job boards, engaging with the tech community, working with tech recruiters, and streamlining the background check process.
- Tech employers should avoid recruitment strategies that are no longer as effective such as location-based hiring, in-person only interviews, limited availability, inflexible schedules, and manual resume review processes.
The Technology Industry’s Current State
In 2025, tech companies can expect continued competition for skilled employees for specialized technical jobs.
According to the U.S. Bureau of Labor Services (BLS), jobs in computer and information technology are expected to grow much faster than those in other occupations from now through 2033.
CompTIA’s State of the Tech Workforce projects the replacement rate for tech jobs is expected to average 6% each year through 2034, making it imperative for companies operating in the industry to implement effective tech recruiting strategies to attract and retain highly skilled workers to fill their positions.
At the same time, there’s a significant skills gap in the tech industry with too few applicants that have the skills companies need.
For example, the National Institute of Standards and Technology (NIST) reports a global shortage of 3.4 million workers in cybersecurity roles with more than 663,000 cybersecurity openings.
Because of low unemployment combined with strong demand for skilled technical workers and the rise of artificial intelligence (AI) and other advancements, it’s important for technology companies to implement effective recruitment strategies such as the ones described below.
Best Strategies for Hiring Top Tech Talent
1. Leverage AI-Powered Recruitment Platforms
Compared to traditional recruitment methods, AI-driven recruitment platforms are much faster and reduce the need for your HR staff to perform time-consuming, repetitive tasks while completing their checklist for hiring employees.
AI recruitment platforms can be used to quickly post open positions to numerous job boards, scan applications and resumes for keywords of the skills and qualifications you are looking for, create a shortlist of candidates, email or text individuals that meet or exceed the job’s minimum requirements with personalized messages, and answer applicants’ questions about the company and position.
These tools can assess a candidate’s qualifications and reduce bias, helping to reduce time-to-hire and maintain applicants’ interest.
They use algorithms to automatically screen candidates and match them to suitable positions.
Automation in hiring and a faster recruitment process can help to keep candidates interested and prevent them from becoming frustrated and moving on to competitors with more streamlined processes.
However, it’s still important to retain some aspects of traditional recruiting to prevent the process from being too impersonal.
Combining AI-based tools to assess skills with face-to-face interactions can provide the right mix for reaching talented recruits with the skills and personal attributes you are looking for.
2. Offer Competitive Compensation and Benefits Packages
In a highly competitive industry like tech, you must offer compensation and benefits that help your company stand out among your competitors.
This means you should look past just offering attractive salaries and standard benefits such as employer-provided health insurance, life insurance, and a 401(k).
For example, you might consider offering the following benefits and perks to your employees:
- 100% employer-provided health insurance
- 401(k) plans with 100% employer matching up to a maximum percentage based on the employee’s longevity
- Stock options after the employee has stayed with your company for a certain number of years
- Long and short-term disability benefits
- Life insurance
- Transparent raise and bonus structure
- Option for flexible hours
- Generous sick and vacation leave
- Career development opportunities
- Health and wellness incentives
- Employee assistance program
A survey conducted by America’s Health Insurance Plans found that 56% of employees reported that good employer-provided health insurance was a driving factor in their decisions to take and remain in jobs, underscoring its importance as a part of a comprehensive salary and benefits package.
In competitive industries like technology, offering other incentives and perks is also important to attract talented applicants who compare salary and benefits packages when making decisions about where to apply.
3. Harness Data Analytics and ATS in Recruitment
Data drives recruitment, and algorithms have changed how HR professionals work.
Algorithms can process vast quantities of data and assess it to streamline recruitment and hiring by drawing information from applications, resumes, and the candidates’ online profiles on sites such as LinkedIn.
Talent acquisition teams can use data analytics and algorithms to identify, engage, and schedule candidates for preliminary interviews.
They can then use recruitment software to obtain a clear picture of each applicant, their skills, strengths, and job suitability.
Applicant tracking systems (ATS) organize candidate information, schedule interviews, and keep track of your candidates as they progress through your company’s hiring process.
These tools allow your HR professionals to focus on other tasks while keeping applicants informed and engaged.
Data-driven recruitment tools and ATS accelerate the hiring process by providing access to pre-vetted candidate pools so you can match candidates with the best fit for your open positions.
4. Implement an Employee Referral Program
Employee referral programs are an older recruitment tool that remains relevant for tech companies.
People tend to make friends with others who share similar interests and backgrounds.
If you incentivize current tech employees to refer friends they believe will be a great fit for your company, you can leverage your employees’ networks to find quality applicants.
Your employee referral program should provide a transparent bonus structure and rewards for employees who refer new hires who remain with your company for a certain period.
You can also set up quarterly or annual prizes for the employees who refer the most people who go on to become new, productive employees.
5. Develop a Strong, Modern Brand Identity
A strong brand attracts talented applicants who want to work for your company based on its reputation within the industry.
When developing your company’s brand identity, you should take time to understand the factors today’s applicants value in companies.
You need to create a strong employer value proposition (EVP) that communicates to candidates why they should want to work for you.
Your EVP involves more than writing a mission statement and instead should include the following components:
- Strong company culture
- Emphasis on inclusion and diversity
- A clear mission statement and vision for the future
- Transparent, generous benefits
- Good work-life balance
- Portfolio of quality completed projects
- Career development and progression opportunities
- Team of loyal, satisfied employees
Developing a strong EVP can take some time and work, but you can do a lot to enhance your company’s brand by building a positive candidate experience during the hiring process.
Many younger applicants also want companies to focus on their communities, social responsibility, and green initiatives.
Participating in charitable drives that benefit your community and focusing on ways your company can reduce its carbon footprint can be good ways to grab the attention of talented individuals who want to be involved in something meaningful.
Know Before You Hire
6. Offer Flexible Work Options
Many tech jobs can be performed from anywhere, so it makes sense to consider offering flexible work opportunities for those who prefer working remotely or in hybrid roles.
As some companies (e.g. Amazon and Dell) have announced they will be mandating a return to a five-day, in-office workweek beginning in Jan. 2025, they have experienced significant backlash from employees.
Flexible work models can attract talented candidates who want a better work-life balance.
Fully remote positions can also allow you to tap qualified candidates who live far away and don’t wish to relocate.
Offering flexible scheduling can show employees you trust them, increase employee morale, and reduce turnover rates.
Happier employees who know your company values and trust them also tend to be more productive.
Using tools such as Slack, Microsoft Teams and other similar platforms allows team members to collaborate no matter where they work.
7. Take a Holistic Approach to Recruitment
Instead of following the same recruitment methods your company has used for years, it’s smart to take a more holistic approach by integrating multiple strategies that improve candidate experience and hiring outcomes.
This starts with reviewing your existing job descriptions and updating them to better reflect your current positions and your company’s values.
Streamline your recruiting process by implementing AI-driven recruitment tools, ATS, and data analytics to assess recruiting metrics and measure the success of your team’s efforts.
Involve your team when defining your holistic approach to brainstorm ideas about how to improve your recruitment strategies.
Use metrics from the past year to identify things that worked well and strategies that should be refined or discarded.
8. Streamline the Application and Interview Process
Jobs in technology require key skills and are particularly amenable to skills assessments as a part of the application process.
When applicants take skills tests as a part of your application, you can reduce the number of candidates to a pool of those who possess the skills the job requires.
Your AI recruitment platform can gather assessment results and use them as an important data point when identifying a candidate shortlist that should be scheduled for interviews.
The algorithm can then send personalized emails to identified candidates and schedule interviews with hiring managers.
Conducting initial interviews by phone or videoconferencing can be a good way to move the process along.
Those who do well can then be scheduled for more in-depth panel interviews with your team.
Make sure to provide timely feedback to candidates after their interviews to keep them informed rather than letting them wait to learn whether you want to move forward.
This can be automated by using your AI recruitment platform to send personalized emails.
9. Provide Growth Opportunities
The importance of offering growth opportunities can’t be emphasized enough.
If your company provides clear career progression steps and opportunities for continuous learning, it will likely attract more qualified applicants than if it offers limited growth options to its employees.
Consider offering employees the opportunity to attend conferences and programs to obtain additional certifications.
This can increase job satisfaction and help your company attract better candidates who want to stay around for longer.
10. Source Candidates from Specialized Job Boards
Instead of solely relying on large, general applicant platforms like Indeed or Monster, look for candidates on niche tech job boards to find those who have specific skills.
You can use your recruitment platform to scan resumes on these boards and then have them complete automated skills assessments as a part of the application process.
Targeted recruitment strategies like searching specialized tech recruitment platforms can help your company address tech skill shortages and fill open positions.
11. Engage With the Tech Community
When your company regularly engages with the tech community, it can get your company out there and in the conversation among attendees.
Take the following steps to engage with the tech community:
- Attend industry events and participate in online tech boards.
- Schedule representatives to visit university career fairs to target students majoring in technology-related subjects such as computer engineering or cybersecurity.
- Sponsor events and participate in hackathons.
- Network with influencers in the technology space.
- Write blogs on your company’s website about the latest news and trends affecting the tech industry, and link back to these articles from your company’s social media sites.
- Participate in discussions to demonstrate your company’s knowledge, and direct those who might be good candidates to apply.
12. Consider Using Technical Recruiters
Many tech applicants don’t have the skills companies need for modern technologies such as artificial intelligence, cybersecurity, and others.
Hiring technical recruiters can streamline your search for skilled professionals, so that your company can build a robust talent pipeline and ensure important positions are filled promptly.
13. Implement a Streamlined Background Check Process
Employment background checks investigate the experience, criminal history, qualifications, certifications, education, and employment of candidates.
To streamline the background check process and ensure your reports are reliable, current, and legally compliant, you should partner with a reputable provider like iprospectcheck.
We leverage extensive access to reliable information sources and advanced research capabilities to quickly return current, accurate, and FCRA-compliant reports to our clients within a few hours to a few days.
With our SwiftHire Mobile app, candidates keep informed throughout the process from their mobile devices, allowing for a great candidate experience.
Ineffective Recruitment Strategies to Avoid
Some recruitment strategies that used to work but are now mostly ineffective include:
- Location-based hiring – Recruiting candidates who live in the area where your company is located limits your talent pool and can leave your company struggling to fill open positions with skilled individuals. Instead, broaden your search by offering remote and hybrid work opportunities to attract skilled candidates who might live far away.
- Conducting all in-person interviews – Requiring candidates to interview in person limits your pool to those who can travel to your location and takes more time for both you and the candidate compared to video interviews. Use videoconferencing technology to interview qualified candidates who might not otherwise consider your company.
- Limited availability – Don’t limit your availability to regular business hours. Candidates expect to be able to contact someone after hours with questions. Consider using AI chatbots to answer common questions about the hiring process and your company that candidates might have.
- Manual resume review process – Reviewing resumes and applications manually is time-consuming and takes your staff away from other important tasks. Leverage AI to scan resumes and applications to create a shortlist of candidates who appear qualified.
- Inflexible schedules – Candidates increasingly look for jobs that offer flexible scheduling to enjoy a better work-life balance. Look at your positions and identify those that could work well as remote or hybrid roles to attract a larger talent pool.
iprospectcheck: Your Trusted Tech Background Check Partner
Technology companies face tremendous pressure to fill skilled positions.
Implementing tech recruitment strategies that work in the modern environment can help attract a larger talent pool.
Technology background checks are a critical component of the hiring process, and iprospectcheck is your partner of choice because of our speed, accuracy, legal compliance, and reliability.
To learn more about our technology background checks and receive a free quote, contact us today: (888) 509-1979.
DISCLAIMER: The resources provided here are for educational purposes only and do not constitute legal advice. Consult your counsel if you have legal questions related to your specific practices and compliance with applicable laws.
