When it comes to hiring tech talent, traditional hiring methods are no longer effective. With an ever-evolving landscape of technology and an increasing demand for highly skilled professionals, organizations need to rethink how they acquire and retain tech talent.

One approach to consider is hiring for skills rather than experience. Skills-focused hiring looks beyond the usual requirements of a job description and instead focuses on the relevant knowledge and abilities needed to succeed in the role. This helps organizations identify candidates who may not have a traditional background but can still add value to their team.

In this article, we’ll discuss how skill-focused hiring can help organizations find the best tech talent and provide ideas for setting up a successful recruitment process.

What should we look for while hiring tech candidates?

Technical talent is becoming increasingly scarce based on the number of developers required to support exponential growth and demand for software and digital solutions. As companies and start-ups compete for developers, it's time to rethink how they attract, hire, develop and engage the best talent.

Here are a few things companies should consider when considering how to build their tech teams in 2023 and beyond. When hiring tech candidates, it is essential to look for a combination of technical skills, experience, and personal characteristics.

Technical capabilities remain the foundation of any successful tech team. Therefore, it's essential to hire individuals with technical chops to contribute meaningfully to the project. For example, if you're looking for a software engineer, make sure they have a good understanding of coding languages, databases and development tools.

While technical skills are essential, experience is also an asset when hiring tech talent. Look for candidates who have worked on similar projects in the past and can bring their knowledge and experiences to the table.

Personal characteristics can be just as important as technical skills and experience when recruiting tech talent. Look for candidates who are creative problem-solvers, excellent communicators, possess strong leadership qualities and show passion for their work.

Technology is constantly evolving. You should look for candidates who have a track record of quickly adapting to new concepts and tools, as well as those who are comfortable with learning on the job and embracing change. These traits can help your organization find the right tech talent to drive innovation and build an effective team.

If a candidate doesn't fit your organization's culture, they may not be the right person for the job. Look for candidates who are a good match with your team's values and can contribute to an atmosphere of collaboration and innovation.

The ability to communicate and collaborate effectively is essential for any tech team. Look for candidates who have excellent communication skills, are able to explain technical concepts in plain language and can work well with others.

Look for candidates who are passionate about technology and are always eager to learn new things. This kind of enthusiasm and energy can help fuel innovation and collaboration within the team.

Overall, it is important to evaluate candidates holistically and not just on their technical skills alone, as soft skills and experience can be just as important for success in a tech role. Setting aside vanity metrics such as a top university degree, recruiters should focus solely on what specific skills a new employee brings.

Why should we rethink the way we hire tech talent?

There are several reasons why it is important to rethink the way we hire tech talent:

There is a high demand for tech talent, and competition for top candidates is fierce. Rethinking the hiring practices can help us identify and attract top candidates.

To create a more inclusive and innovative workforce, looking beyond traditional hiring practices and seeking candidates from diverse backgrounds and underrepresented groups is important.

With the shift to remote work, traditional hiring practices such as in-person interviews may not be as effective. Alternative hiring methods, like remote interviews and project-based assessments, can help identify top candidates.

A traditional focus on credentials such as degrees and certifications may not accurately reflect a candidate's skills and abilities. Focusing on skills and experience can help identify candidates who can make valuable contributions to a team.

Technology is constantly evolving, and it's important to hire candidates who can keep up with the latest developments and adapt to new technologies.

By rethinking the way we hire tech talent, organizations can be put in a better position to find and retain top talent. This not only helps create an innovative and productive team but also creates a more inclusive and diverse workplace.

Data analytics and automation can also help streamline the recruitment process. Automation tools such as applicant tracking systems (ATS) and talent management platforms can help recruiters quickly filter through resumes and find top candidates, while data analytics can provide insights into which hiring practices are most effective in finding the right tech talent. Utilizing these tools can help organizations save time and resources while still finding the best talent.

For instance, data analytics can help identify which job boards and recruiting strategies are most successful in finding qualified tech talent. At the same time, automation tools can quickly filter through resumes to find the right candidates. Furthermore, leveraging data analytics can help with diversity initiatives by helping recruiters track progress towards creating a more inclusive team.

Some of the best examples of companies leveraging automation and data analytics for their recruitment process include Google, Microsoft and other large tech companies. By utilizing these tools, they can quickly identify top candidates and create an efficient hiring process.

You can also utilize the tech talent from B2B resource sharing platforms like 

 where it is easier to hire developers on contract basis to complete your projects

Hiring tech talent that can help drive innovation and collaboration is essential for success in today's tech-driven world. Rethinking how we hire tech talent by focusing on skills, experience, and diversity can help organizations identify top candidates and create a more inclusive team. By utilizing these strategies, companies can create an efficient recruitment process that helps them build a successful and diverse team of tech professionals.

Hire Tech Talent

With ever-evolving technology and increasing demand for skilled professionals, it's time to reassess our approach towards hiring tech talent. Learn more about why skills-focused hiring is the way forward and get tips on how to make it work for your organization!

Looking for valuable insights and tips on recruiting top talent for your organization? Check out the ResourceQueue blog's recruitment category! Our recruitment articles offer expert advice on hiring and managing employees, building successful teams, and navigating the hiring process. Whether you're a startup founder, HR professional, or hiring manager, our recruitment articles can help you attract and retain the best talent. Visit our blog's recruitment category today.

Recruitment 

Rethinking the Way We Hire Tech Talent  

In recent years, the tech sector has experienced exponential growth. Due to the current market's rapid technical growth, it has become quite competitive. As a result, there is more-than-ever demand for digital skills like software development, UX design, and data analysis. Businesses are now hiring tech recruiters to perform technical recruiting and select the finest applicant for their growth and development.

Additionally, recruiters are looking for applicants with the necessary technical skills to promote creative innovation and business expansion at IT companies. Roles like IT specialists, data scientists, software developers, engineers, etc., are included in it. The candidate experience is vital in shortlisting talent and needs a significant focus from HR departments. If you are thinking about sourcing the right tech talent in 2023, then here are some of the best hiring strategies that you should consider.


A prospective employee will likely contact your business through your career site. Since hiring is anticipated to continue rapidly in 2023, it is imperative to improve your career website so that prospects can find it easy and that it is both appealing and user-friendly. The website should be user-friendly and make it simple for applicants to create profiles, look for opportunities, and submit applications. Your career site will significantly improve by using a chatbot to give candidates information and responses within time. The site shall be more appealing to qualified prospects with content like videos and infographics.
Candidates that place high importance on the work environment may be attracted by videos highlighting aspects of working at the organization. Candidates can learn much about the workplace culture and the individuals they will work with if their application is accepted by speaking with current employees in the interviews. It is also crucial to check that your career website, the application forms, and search processes are mobile-friendly. Additionally, you need to increase the possibility that search engines will send people to your career site so you can utilize search engine optimization for the same.

2. Implement an applicant tracking system

You should use an applicant tracking system (ATS) in your career website or recruitment marketing software during the hiring process. An applicant tracking system (ATS) handles candidates, job advertisements, applications, and job offers from start to finish and builds a searchable database of candidates, resumes, and job descriptions. An ATS also aids in scheduling interviews, notifying recruiters and candidates via automated emails, and informing recruiters and hiring managers of the progress along every step of the hiring procedure.
This a fantastic tool for managing the entire hiring process. You will be able to view, identify, evaluate, and rate individuals in relation to job opportunities as they pass through the talent and application pools in your applicant tracking system (ATS). This tool will be helpful for you no matter whether the candidate has come from on the career site, whether through an external job advertisement or a social media channel.
As a result, managing the hiring process using an ATS is an intelligent method to provide candidates with a positive experience and, as a result, a positive first impression of the organization they may soon work for. Candidates are more likely to accept an offer if the process is professionally managed and constant communication outlines expectations and future stages. By doing this, you can hire top people before your rivals. Meanwhile, some ATS include built-in AI capabilities, which also significantly improve your hiring procedures.

3. Determine the source of your best talent

Source of hiring will assist you in comprehending why those sources are successful for you and how to approach sites where sourcing returns are low. Finding out where the top applicants are coming from will help you source people more effectively. The source of hiring (SoH) for successful candidates who go on to become high-performing, value-adding employees should be tracked and constantly reviewed. SoH will inform you of the sources of potential candidates and present employees, such as your career website, job boards, social media postings, and employee recommendations. This metric can be tracked for several applicant types, including unsuccessful candidates, successful hires, and passive candidates, as well as for various locations and jobs.
You can also hunt for new sources to include and delete some underperforming sources from upcoming updates. Based on data on where candidates were sourced, you can utilize the ATS tool to measure SoH. Furthermore, you can use analytics from job-search websites, as analytics from a recruitment marketing platform will display which recruiting sites contributed towards the hiring of candidates.

4. Utilize the Contacts of your Tech Team

It is a good idea to ask your co-workers to help you by simply re-sharing or retweeting your postings on social media and advertising vacancies through your usual channels. Every recruiter can think of a few exceptional candidates they found through a straightforward social media re-post.
Therefore, if you need to fill a new position quickly, you should first ask your IT team to share the job description on their social media pages. The following will be accomplished simultaneously:
• Candidates will get to know about the hiring immediately through their connections.
• The candidate will be well-known to team members, which improves the team’s cohesiveness.
• Engineers on the team can therefore act as the first filter, allowing only the most qualified applicants to get into this hiring funnel.
However, you’ll need both knowledgeable old-tech staff and new joiners on board for this plan to be successful. You can also seek beyond the obvious locations by extending your search beyond the few major IT centres.

5.Locate the applicants by conducting a proper search

If you look in the appropriate area, you may quickly find many tech gurus. However, before beginning your search, you must first know what you are looking for. You can't discover the appropriate application if you don’t know the precise needs, abilities, and qualifications that you need. It is crucial to pinpoint the essential talents needed because we are dealing with technical matters here. Once you’ve established what’s required, move on to identify the applicants in the appropriate locations. So, always concentrate on your efforts in the areas where your chances of finding IT talent are the highest.

6.Make the job description engaging and practical.

A strong job description is the foundation of every talent acquisition strategy. In the tech sector, it is evident that different jobs require diverse skill sets, and the job description should reflect this. In that perspective, you need to try including a member of the technology department in creating the appropriate job description to increase the effectiveness of your tech hiring.
Additionally, recruiters must be reasonable in their demands. Companies have been known to seek out applicants with three years of experience for entry-level positions. So, make it simpler for them to locate the posting as well. However, nowadays, people use search engines to look up specific phrases and explore their alternatives. As a result, ensure you are accessible to them on all platforms.

Everyone must communicate effectively if they want their business to run smoothly. The employment procedure for IT organizations is the same. Keep the candidates informed about each step; if they have any questions, address them and offer comments. As we previously indicated, be familiar with technical language and its issues and topics.
It is also crucial to be explicit about what is expected of each party, whether it be in terms of compensation or working conditions.

Sourcing tech talent is becoming increasingly important in today's fast-paced and ever-evolving business environment. With the right strategies and tools, companies can attract and hire top talent quickly and efficiently. By leveraging technology, building a strong employer brand, and cultivating a diverse talent pool, companies can stay ahead of the competition and meet their hiring needs. It is essential to focus on creating a positive candidate experience, providing clear communication, and offering competitive compensation and benefits.

How to source tech talent faster

With technology advancing faster than ever, discover how businesses can stay ahead with creative recruiting tactics and technical talent sourcing. 

How to Source Tech Talent Faster in 2023

In today's modern world, there is tremendous competition for qualified individuals, which is especially vital when finding techies. As we enter the era of technology, every business you see employs some form of technology in their daily operations. When it comes to the best tech professionals, they have numerous options for where to work and what they want to do. It is not a feasible option for companies looking for top tech talent to fill openings to sit back and watch the incoming applications. However, technical organizations must regularly locate, retain, and grow tech talent. So, in this article, we'll figure out some possibilities.

When looking for new employees, keep your organization's beliefs and mission in mind as the candidates will decide whether to apply or not based on these factors. To accomplish so, be extremely clear about the types of personnel you want to hire based on their skill sets, values, and work habits. You can ask applicants to submit a cover letter for this purpose, as this area will clarify the ambitions of employees, allowing you to shortlist candidates. You can also administer a skill-based test or ask candidates questions based on their resumes.

The following consideration is that your organization should maintain the hiring cycle as short as feasible. There are several career opportunities for skilled and technologically talented applicants. A lengthy hiring cycle may turn off many applicants, and they may go for another organization over yours. Always aim to keep it simple, with no more than three interviews. Remember to inform the candidates of the decision as soon as possible so they do not have to wait any longer than necessary.

Consider the time and effort expended in reviewing each job application and shortlisting qualified individuals. The process will not only take a long time, but it will also exhaust you. Furthermore, finding the ideal candidate for the job will take longer, which may cause the candidate to lose interest. To address this issue, you can utilize recruiting software to improve hiring performance while retaining talented individuals. You might also utilize ResourceQueue to hire tech talent on a contract basis and get your projects running smoothly.

Reference screening calls are among the best and most efficient ways to find tech talent. This method can help you quickly assess which candidates would be a good fit for the position, but it could also give you insight into the individual's working habits and mentality. By listening to how they communicate with former colleagues and employers, you can quickly determine if their experience level matches the skills needed for the job role. Additionally, by asking questions about their past projects or accomplishments, you will better understand their problem-solving ability or interpersonal skill set.

Hackathons are becoming an increasingly popular way of identifying and cultivating tomorrow's tech stars. By bringing together a group of diverse and ambitious individuals, hackathons allow employers to see what candidates can produce when given a unique challenge. Whether designing, coding, or troubleshooting, hackathons allow aspiring developers and engineers to shine in a competitive atmosphere while also giving employers insight into the creative solutions participants can provide.

Investing in career and skill development is one of the most critical methods to retain your tech talent and secure a lucrative long-term future. According to research, over 46% of employees and professionals agreed to quit their firm if they do not show a commitment to reskilling or upskilling, resulting in a high turnover rate. There are numerous methods for ensuring employees' professional development, including internal training, collaborative training, and certifications, and one of the most distinctive yet efficient is training cost reimbursement.

By offering a salary commensurate with your desired talent, you can attract the best job candidates and reduce turnover among your existing staff. This can reduce costs associated with training new employees and increase productivity by providing a stable workforce. It is also important to consider other employee benefits when attempting to recruit top talent; offering perks such as flexible hours, telecommuting options, or contributions towards continuing education can help attract people who value these non-monetary rewards.

When employees are given tasks that make them feel valued and allow them to use their skills and expertise, they're more likely to be engaged and enthusiastic about their work. Understanding what motivates each individual's performance can help managers better support their teams and create work environments where staff feel valued. Moreover, managers should periodically ask for employee input on how their work can be made more meaningful - this works both ways, allowing employees to have more autonomy over their jobs while providing an abundance of feedback for managers.

As previously said, there is increased competition among industrial behemoths for becoming the finest of the best. As a result, it is critical to place as much emphasis on adaptability and feasibility as possible. Allow your employees to choose from the stack, and you may also use a rotation approach to expose them to various technologies. Giving IT talent the ability to design the projects they contribute and allowing them to operate autonomously are two strategies to keep them interested. Look for chances to update benefits to adapt to the mixed work environment. Some organizations, for example, provide digital childcare to employees so that they can combine childcare and their careers.

Employee retention and employee recognition have a close relationship. Employee appreciation promotes a good work culture, keeps employees motivated, develops relationships with coworkers, and reduces reliance on managers. You can use this to recognize your employees’ efforts and give them a bonus or other incentive.

Encouraging inventiveness should be a priority when developing tech talent, as fostering creativity supports teams in developing pioneering solutions to all types of challenges in the industry. Inventiveness can be encouraged through various means, such as creating a workspace that encourages collaboration and brainstorming, connecting tech talent with expert resources, sponsoring hackathons and competitions, and dedicating time to research and development.
By encouraging an environment of exploration and experimentation, businesses will have the opportunity to create innovative solutions that could revolutionize their industry.

2) Performance-driven compensation process

By emphasizing a transparent and performance-driven compensation process, organizations can cultivate an environment where employees feel valued for their hard work and dedication. Doing so goes beyond just providing competitive salaries - it creates an intrinsic motivation within employees, knowing that their efforts are recognized and integral to business growth.
To ensure your compensation process is working effectively, ensure managers make decisions based on tangible metrics such as the employee's track record, industry norms, and current market rate. Moreover, ensure everyone has access to the same data to minimize potential bias when determining compensation.

Recognize the importance of work-life balance in maintaining tech talent's well-being and productivity. Provide chances for personal development and self-care, as well as flexible work arrangements and a healthy work atmosphere. Prioritizing employee well-being will help to retain and satisfy talent in the long run.

Encourage cooperation and collaboration among IT professionals to foster knowledge exchange and innovation. To build a collaborative environment, create channels for open communication, such as regular team meetings, brainstorming sessions, and virtual collaboration tools.

Promote a culture of continuous learning by making training programs, workshops, and materials available. Encourage staff to experiment with new technologies, participate in hackathons, and work on cross-functional projects to diversify their skill sets.


In the highly competitive tech industry, finding, retaining, and nurturing top talent is essential for sustained success. Building strong relationships with educational institutions, promoting diversity and inclusion, and staying abreast of industry trends will further enhance an organization's ability to find, keep, and develop tech talent in an increasingly dynamic and evolving landscape.



How to find, keep, and develop tech talent

Want to stay ahead of the competition when finding tech talent? Learn how you can find, keep and develop tech talent with these tips!

The hiring process is challenging and time-consuming due to the severe competition in the IT talent market. Because many businesses rely significantly on technology for day-to-day operations, skilled technologists have many job options and preferences. Companies needing top IT talent can immediately respond to applications. Potential employees are currently analyzing firms more carefully than organizations are evaluating them. How can tech talent be hired, then?

Businesses should take proactive measures to show that they are keen to match the demands of today's workforce and deliver profitable chances as the tables turn. By 2028, there will be a 21% growth in demand for software engineers, according to the Bureau of Labor Statistics. Because of this, there will always be a demand for IT skills but an unchanged supply. Despite these obstacles, how can you find the best tech talent?


1. Create a Precise Job Description for a Specific Tech Position

Finding the right IT talent is like hunting for a needle in a haystack, given the sharp increase in demand for tech professions such as developers, software engineers, and more. Attracting qualified candidates is more difficult because IT businesses provide excellent technical and professional prospects. It is wise to have tech recruitment methods in place to attract top personnel. Here, the job description is crucial.
You will have an advantage over well-known IT companies if you create an outstanding job description. Make it more enticing for job seekers by personalizing it. You should pay attention to the following:


•	The position title needs to be appropriate.
•	Explain why this is the most excellent chance for the post. (Extrapolate conclusions from earlier interviews)
•	Place a focus on innovative technology
•	Be specific and increase the role's influence.
•	Clarify the advantages
•	Mention the range of salaries

To recruit elite personnel, you must embrace innovative recruiting strategies. The best tech talent is often recruited through word-of-mouth references, so you should consider asking your current personnel to refer the job posting to their contacts or post it on social networks. You can also use technology such as artificial intelligence tools to identify suitable applicants from databases of previous applicants.


•	You should focus on improving your company's career page. Provide a form on the page that job seekers can use to sign up for your company's careers program.
•	Attending technology events or meetings can be a great way to find skilled IT professionals. These gatherings draw in a large group of potential employees, providing you with an opportunity to find someone who meets your ideal qualifications.
•	GitHub is a platform that allows IT professionals from around the world to showcase their work. It is beneficial for both job seekers and employers to use this platform to connect with each other.
•	Using paid advertisements on social media networks can be a creative way to lure tech talent. Platforms such as LinkedIn can aid in personnel screening and offer valuable insights into potential candidates. The younger generations, including Millennials and Gen Z, actively seek out job opportunities on social media, providing even more incentive for hiring managers to consider this approach.
•	Sourcing blogs can be a valuable resource for recruiters. These platforms often publish content about hiring and sourcing practices, which can attract tech talent through non-traditional channels. Furthermore, sourcing blogs can occasionally help recruiters find exceptional IT professionals.

3. Establish a candidate pipeline and maintain engagement

A proactive method of hiring people is to create a talent pipeline. It finds, engages, and recruits talent to build a strong pool of tech talent to fill open roles. Candidates for jobs are moved through several engagement levels in a talent pipeline before being hired. The talent pipeline is drawn from tried-and-tested marketing and sales tactics like contemporary recruiting techniques.
Companies may select from a competent personnel pool that is equally familiar with the organization, provided they have the proper talent pipeline. Organizations should concentrate on applicant engagement to guarantee the success of their talent pipeline strategy. The recruiting managers should consistently engage tech professionals through emails, SMS, social media channels, and other online platforms.
By doing so, recruiters can establish relationships with qualified applicants at the start of their job search journey while also nurturing them throughout different phases of recruitment. Additionally, they can ensure that suitable personnel are always prepared to be hired when the need arises. This will help the organization build a strong and vibrant tech talent pipeline that can easily be tapped when required.


4. Understand what tech professionals expect from the job

In the competitive tech industry, it is essential to know what professionals expect from the job. Researching the needs of IT professionals helps organizations build an attractive workplace culture and develop attractive packages. Companies should consider providing benefits such as health insurance, paid time off, flexible work policies, parental leave, and other rewards programs that will make organizations stand out as an employer of choice.
Furthermore, building relationships with tech professionals and understanding their motivations will help companies create a positive work environment for them. Knowing what IT professionals want from the job can also help organizations tailor hiring processes to fit the needs and expectations of potential applicants. By doing so, recruiters can ensure that they are recruiting the best candidates that will fit their organizations and contribute to the overall success of their companies.


5. Share Technical Challenges from Real Life Projects

Technical challenges are a great way to get the attention of tech professionals. Companies should showcase real-life projects and invite IT professionals to solve technical problems that they are facing. One way to do this is by running hackathons that allow tech professionals to compete for the best solution.
These events provide an excellent opportunity for companies to show off their technical skills and make a good impression on tech talent. Companies can also use these challenges as a platform to advertise job opportunities, as potential applicants will be able to get an idea of what kind of work they could expect from the job. Furthermore, it gives organizations a chance to assess how IT professionals approach problem-solving and learn more about the candidates before making hiring decisions.

Let the hiring process be accessible and transparent, from candidate screening through onboarding. Because you are dealing with IT talent and not just any other talent pools, keep the interview brief. You'll save time and work by doing this. The HR staff should discuss the career possibilities of the job profile and how it may aid in expanding their knowledge and abilities in addition to the advantages of joining the company, including perks and privileges. Include more information about the corporate culture and how it promotes harmony and a healthy work-life balance.

7. Before inviting someone for an interview, do a background check

It's crucial to research potential tech interview applicants' backgrounds before sending out invites. For instance, if you're recruiting a developer, you should check out a vibrant developer community to learn more about the candidate's expertise, projects, prior experiences, teamwork, vision, and deliverables. This will assist the recruiting staff in being ready for the interview while revealing some of the prospects' talents and attributes.

8. Mention Pay Along with Other Perks & Benefits Clearly

Transparency and clarity are the two elements that promote trust. Be highly transparent about the advantages you are providing, including the salary breakdown, variables, and extra services, especially when dealing with top tech personnel. This tactic creates a friendly environment where you can negotiate to resolve. Any uncertainty increases your chance of losing the ideal applicant.

Top talent is frequently attracted when the appropriate internship programs are offered, even those you have not considered. The reach of internship programs goes beyond the anticipated outcomes. With this technique, you can locate new prospective applicants.
Furthermore, it offers your company an additional opportunity to evaluate prospects before employing them for a top-tech function and full-time employment.
For applicants, this is a fantastic chance to get a taste of what it's like to work there and form a personal bond with the business. This increases the likelihood of long-term recruiting candidates.

10. Be accessible during the hiring process.

To ensure a smooth hiring process and successful onboarding, it's crucial to have clear and open communication between HR staff, IT recruiting managers, and applicants. This will allow applicants to share their concerns and questions while also helping to bridge any communication gaps. Transparency is key to maintaining effective communication channels.

To have a successful tech interview, gather relevant questions and remember to consider more than just technical skills when hiring for a tech role. Remember that soft skills such as teamwork and initiative are also important.
Here are some possible inquiries:
•	Do you utilize internet tools to do your work? What do those mean?
•	How do you keep up with the most recent technological advancements?
•	What are the advantages of being a developer?
•	What technological goods are your favorites and least favorites?
•	Would changes in technology affect your job?

Recruiting tech talent can be a difficult process, but it's not impossible. By using the right techniques and staying up to date with technological trends, you can get the best tech professionals for your team. Keep in mind that effective communication is key, and make sure to provide opportunities for internships and background checks to ensure that your candidates have the skills necessary for success. Good luck!

Tips for Recruiting Tech Talent in Competitive Areas  

With the growing demand for tech talent, recruiting can be a challenge. Learn how to identify and attract the best tech talent to your team with these expert tips.

Recruitment

4 Articles

Rethinking the Way We Hire Tech Talent

How to Source Tech Talent Faster in 2023

How to find, keep, and develop tech talent

11 Tips for Recruiting Tech Talent in Competitive Areas

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