Marketforce trends in 2025 show a massive transformation in labor because of a structural change as companies adapt to employee demands for more hybrid and virtual work agreements. This shift takes on the already challenging problem of finding top tech workers and makes it more demanding for employers.
The ideal tech employee has a very niche skill set: the hard skills to do the job required for a specific position, communication and interpersonal talents, the ability to work under pressure and independently, and dependability. Your company’s needs may be even more specific, adding to the difficulty of finding someone to fill the role in a very competitive industry.
However, what sounds like a challenge can be streamlined when you switch your hiring processes and go where the talent is. From sourcing in the right job pools to building company culture, these tips will help you find the ideal tech employees for every new position opening.
1. Recognize When You Need to Specialize
Not every tech job requires a specialist to complete the work. For example, creating and running a website can be outsourced or given to someone on your team with the proper web development skills. However, designing an app for your company or keeping the IT structure up and running are more specialized roles.
Before designing the job description, ensure you understand the skills and experience necessary to do the work. If the hiring manager doesn’t have the background knowledge to recognize if the applicant fits the role, consider using a tech staffing agency or bringing in someone from your team who understands the position.
2. Clarify the Requirements in Writing
Here, you have two lists to write: the requirements for the position to include in the job posting and the features the interviewing manager will look for to determine whether the candidate is a good fit for the team.
Brainstorm the job on your own if you have the experience or with someone who understands the work. List an ideal candidate’s requirements and how you’ll know they have those skills. You might want to include probing questions to ask to get the results you’re looking for. Use this list to compile a concise job description covering the non-negotiables.
Then, list the traits your company looks for in an employee, such as dependability, communication, or critical thinking. How will you determine whether each applicant has these soft skills? Many companies use candidate assessment tools, like those in this article by Obsidi®.
Soft skills may need more time to flesh out, so including an assessment feature as part of the application process can give you substantial information about each applicant before the interview.
3. Familiarize Yourself With the Competition
Since the tech industry is so competitive, you need to know what your ideal candidate expects to see in a job offer so your company stands out. What is the going salary for the position in your area? If it’s a remote job without hiring borders, is there a global rate instead? What perks and benefits are other companies offering that you might also be able to provide?
Your job package offer should include a competitive salary and benefits, but the perks can also influence a candidate to choose your offer over another. For example, do you offer mental health and wellness programs? Is your company inclusive and diversity-friendly? Are your current and past employees happy with the work atmosphere?
Remember that your ideal candidate may counter with negotiated terms. Before you respond to their requests, know what you’re willing to offer and accept and what’s off the table.
4. Join a Tech Candidate Network
Looking for such specific traits in a candidate requires going where your ideal applicants hang out. Statistics show that about 60% of workers prefer to seek employment through online job boards like ZipRecruiter or Indeed, while 56% use professional networks. Tech applicants tend to use industry-specific online job platforms, such as Kaggle, GitHub, and Stack Overflow.
Referrals from your candidate network may give you access to top talent outside of these digital avenues. Consider partnering with tech recruiting platforms who train those in the industry just getting started or continuing their career journey. With an active partnership, you have a direct line to the best candidates available at any given time without digging through piles of unqualified applications.
Conclusion
Open tech positions must be filled by a skilled, dependable worker who fits the requirements of that specific job. This challenge means finding the right applicant can be time-consuming and divert from your usual hiring practices. But when you’re clear about the responsibilities involved in the job, you know what the competition offers, and you’re connected to the right networks, you’ll find your ideal candidate faster.
