How to Recruit Tech Pros: A Managers Guide to Talent Acquisition

Recruiting tech talent has always been competitive, but today’s challenges are unlike anything we’ve seen before. Rapid advancements in AI, cloud computing, and other emerging technologies mean the contest for top talent is fierce. In fact, according to Skillsoft's latest IT Skills and Salary Report, talent recruitment and retention are a top concern for IT decision-makers.

From my experience working in global talent acquisition, I’ve seen firsthand how the game has changed and what it takes to stay ahead. I thought I'd share some personal (and hard-won) insight into why the talent shortage exists, delve into the unique hurdles faced by HR and recruiting professionals, and offer practical tips for building stronger talent pipelines. 

And, finally, I'll share what I'm most passionate about: why investment in learning and development (L&D) is a crucial strategy for long-term talent retention.

Technology is advancing so rapidly that roles that didn't even exist a few years ago are now in high demand. For example, we’re seeing a surge in companies looking for senior directors of AI, yet the talent pool for that type of role is extremely limited. CareerBuilder estimates that top tech pros receive 32 competing recruitment solicitations a week. 

With tech, the stakes are higher, and the timeline is often shorter. Companies need talent with very specific skill sets, and they need them now. That's why candidates can afford to be picky, and they'll ask for more than just the right salary — they want flexibility, autonomy, and a company culture that aligns with their personal and professional goals. 

So, how do we attract top talent?

By standing out as much as they do.

Tech professionals are human beings with unique qualities, motivations, and values that extend beyond their ability to code or troubleshoot systems. That's why it’s essential to offer candidates more than a paycheck. 

Employees today are seeking growth and development, work-life balance, and a company culture that reflects their values. Remote work, for instance, has become a highly coveted benefit post-COVID, but it’s not always an option for every company. How do we stay competitive?

Tech professionals are deeply motivated by the chance to advance their careers. Learning and development (L&D) opportunities — whether through workshops, conferences, certifications, or on-the-job learning — can keep tech workers committed to your organization. Data from our IT Skills and Salary Report supports this: 43% of IT professionals we surveyed cited a lack of opportunity for growth as the top reason they would consider leaving their current employer. 

As someone who deeply values lifelong learning, I know firsthand that when a company commits to helping you grow, it fosters loyalty.

Whether or not a candidate ends up accepting a role, we want them to feel excited about a future with us. The way we treat them during the entire recruitment process says a lot about who we are as a company. It's critical to build the narrative that aligns with who we are as a business, where we’re going, and why someone should want to join us. And, as recruiters, it’s our job to ensure that we convey that vision to candidates clearly and authentically.

The partnership between recruiting and hiring managers is crucial. We need to ensure that we’re on the same page about what’s realistic. For example, when a hiring manager expresses the need for a director of AI, we immediately dive into the available talent pool. How many candidates exist at the experience level we're looking for? 

If the talent pool is too small, we explore flexible solutions: can we hire someone a level below who has the right soft skills and can be upskilled with our internal development programs? How can we think outside the box?

Remember, just as technology has changed, so have IT professionals. Keeping Diversity, Equity, and Inclusion (DEI) top of mind is just as important in tech hiring as in any other field; perhaps even more so. For instance, at Skillsoft, we partner with iamtheCODE, the first African-led, global non-profit movement to accelerate skilling opportunities and improve economic outcomes for women and girls in underserved communities. 

Our goal is to enable one million young women and girls to learn how to code by 2030. Some of whom, we hope, will come to work for us someday.

These conversations around innovation help hiring managers see the value in thinking long-term about growth, rather than just trying to "plug holes" with new hires. It’s about finding the right balance between hard skills and potential, between immediate needs and future opportunities.

For HR and recruiting professionals on the hunt for top tech talent, here are some practical tips that can streamline the process:

Partner closely with hiring managers: Make sure you’re aligned on the actual needs of the role. Often, a job is posted at a certain level, but after further discussion, it becomes clear that the requirements don’t match the market. Starting the recruitment process on the right foot is key.

Be flexible and creative: If the talent pool for a particular role is extremely limited, be open to candidates who might not check every box but show promise. Make sure your company has a presence at tech events, or host one of your own. Consider someone who may need a bit of upskilling but has the right attitude and foundational skills. Tip: New tech school graduates can be a goldmine of potential, innovation, and fresh energy. 

Focus on the candidate experience: Every interaction with a potential hire reflects on your company. Ensure the process is seamless, professional, and respectful. Research the tech aspects of the role and make sure the interviewer speaks their "language." A good impression can go a long way, and in some cases, candidates may come back in the future or even refer others.

Leverage data and insights: Use tools and reports, such as our C-Suite Perspective Report, to understand the current landscape. Know where the talent is, what they’re looking for, and how competitive the market is for specific roles. Data can help you make more informed decisions.

On the flip side, here are some common pitfalls to avoid:

Being overly rigid with job requirements: Placing too much weight on degrees or formal certifications can cause you to overlook talent who may have taken an unconventional path to develop their skills. Focusing on the elusive "perfect" pro can blind you to someone's true potential. 

Dragging out the hiring process: In a competitive market, top talent won’t wait around. If you find a candidate who fits your needs, move quickly and secure the win.

Neglecting L&D: If your company doesn’t offer learning opportunities, you’re missing out on a key selling point. Tech professionals want to grow, and if you can’t offer them that chance, they’ll find someone who can.

Recruitment vs Retention Imbalance: While fresh talent is often necessary, why not look internally first? By investing in reskilling and upskilling of current employees, companies can fill critical skills gaps without the lengthy (and expensive) recruitment process.

Ultimately, what excites me most about working in talent acquisition is the potential for growth — both for employers and their people. Technology is evolving at lightning speed, and while that brings challenges, it also opens up incredible opportunities for businesses that are willing to invest in learning.

A dynamic L&D program isn’t just a solution for today’s recruitment challenges — it’s an investment in the future that benefits both employees and the business for years to come.

Ready to position your tech team for success? Skillsoft can help. Elevate your team’s capabilities to drive innovation, adaptability, and sustainable growth with our targeted upskilling initiatives.