Why candidate experience matters in IT & Tech recruitment

With more businesses requiring digital skills than ever, and the demand for tech and IT talent continuing to outpace supply, hiring organisations must think carefully about how they approach their recruitment.

In an ‘employee-first’ market like today’s, especially within IT and tech, it’s not enough to rely on job openings alone to attract skilled professionals. Instead, hiring companies must endeavour to create a positive candidate experience from the outset, one that not only draws tech and IT talent to your role(s) but makes them feel valued and respected throughout the hiring and onboarding process.

For candidates seeking permanent roles in the IT and tech sectors, the candidate experience is a pivotal factor in deciding whether or not to pursue a job. A negative candidate experience can derail them completely from joining an organisation. Here, we’ll explore why the candidate experience matters and how getting it right can provide long-term recruitment benefits as well as tangible business growth.

The state of IT and tech recruitment today

It’s been known for a while that tech and IT recruitment challenges are spearheaded by an ongoing shortage of candidates. This is particularly evident in high-demand areas like cybersecurity, software engineering, data analysis and artificial intelligence (AI), where candidate talent pools remain stretched. A recent report from the Department for Digital, Culture, Media and Sport (DCMS) revealed that the recruitment pool for cybersecurity professionals has a yearly shortfall of around 10,000 people. 

As tech becomes integral to every industry, the skills gap affects not only IT and tech businesses but also companies across finance, healthcare, retail, and other industries. Given the world is becoming increasingly digitised, almost all businesses have a need for this kind of technical acumen, and it’s simply not as available as it needs to be. 

Candidates with niche expertise, from intricate software development and CI/CD pipeline creation to tasks like virtual assistance across a range of technical specialisms, are in short supply, thus providing recruiters with several options for permanent roles. The increased competition makes the candidate experience a vital differentiating factor. A positive, easy, hassle-free experience can make all the difference in how available talent perceives a company. When done well, it facilitates the onboarding process, reinforces the company’s reputation and helps it stand out as a company of choice.

How to cultivate an exceptional candidate experience in IT and Tech

To create an appealing candidate experience, companies need to ensure attention to detail at every stage of the journey. Below are some of the most important elements to focus on to stand out for IT and tech professionals looking for work.

Create transparent job descriptions and set clear expectations

Positive candidate experiences start before they even apply, with clear, unambiguous job descriptions being vital. Candidates should be able to decipher accurate information about the role requirements, responsibilities and expectations easily to ensure they’re making an informed decision. For skilled professionals seeking long-term, permanent roles, not being upfront about essential skills, is being ignorant of their time and experience.

Make the application process more streamlined and candidate-focused

Many tech candidates will feel dissuaded at the prospect of engaging in complicated, time-consuming applications. Understandably, some technical roles require proven experience in handling sophisticated tasks, but candidates need to feel engaged. It’s in hiring companies’ best interests to streamline the process and make it more user-friendly, minimising administration and removing unnecessary steps along the way. Well-designed application processes signal that the company values efficiency and appreciates a candidate’s time and perspective.

Maintain proactive communication and give regular updates

Communication is vital in creating a strong candidate experience; they will appreciate regular updates throughout the process, particularly when it comes to interview scheduling, next steps or feedback. Clear, timely communication reduces uncertainty and reflects positively on the company. Regular updates and small gestures like confirming receipts of correspondence and informing them of the next steps are simple yet powerful methods to reinforce to candidates that they are valued.

Exhibiting preparedness and impartiality in interviews

It’s no secret that interviews can be nerve-wracking experiences for candidates, particularly in high-profile fields like tech. Candidates may be asked to demonstrate a range of specific skills, and they can be empowered to put their best foot forward if they are briefed with a clear sense of what to expect in interviews and practical assignments. 

An unbiased, consistent interview process is equally important. Standardising interviews helps ensure that candidates have an equal footing when showcasing their skills and experience, creating a more transparent and supportive environment.

Companies that take the time to inform candidates about interview formats, schedules, areas of focus, and any required preparation demonstrate leniency towards candidates. 

How a positive candidate experience benefits Tech and IT companies

A positive candidate experience evidently helps candidates feel respected, but it can also yield excellent benefits for the company as a whole.

1. Improved offer acceptance rates: When candidates feel respected during the interview process, they are more likely to accept offers.
2. Enhanced referral opportunities: Every candidate has friends, colleagues and partners who may be more inclined to refer to you for future opportunities or spread the word positively about your experience. 77% of candidates who have a positive experience will share it with their networks.
3. Competitive advantage: Candidates for tech and IT roles will have plenty of intangible opportunities ahead of them, and securing the right enthusiastic talent can give you a competitive edge.
4. Higher quality of hires: In complex jobs like software development and project management, high-performing individuals can be up to 800% more productive than average.
5. Increased retention rates: Hiring sets the tone for how every employee views the company. Treating them well will mean they are more likely to be loyal, whereas underappreciation will only alienate them. Sites like Glassdoor offer public insight into the way your company operates and this can also be invaluable for future hires.
6. Stronger brand reputation: In the long run, candidates who feel compelled to pursue opportunities with your tech or IT company will strengthen the entire team and wider brand image of the company. They can contribute positively from day one and give you all the ammunition you need to scale and continue delivering value. 

Building for long-term recruitment success and growth

A well-optimised candidate experience should be viewed as a process that extends beyond filling talent gaps and extending opportunities. It’s also about creating sustainable pipelines of high-quality talent who can contribute to the business.

Building a recruitment process that respects and values candidates allows companies to foster a positive reputation that attracts top-calibre IT and tech professionals for future jobs as well. Given the current skills shortage and the specialist expertise required in tech and IT, this can prove invaluable, helping companies meet immediate hiring needs without derailing long-term business growth.

Companies that consistently provide a supportive and respectful candidate experience will find themselves in a better position to navigate recruitment challenges in the years to come.