How to Hire Tech Talent When You’re Recruiting Virtually

BLKTECHCLT How to Source and Recruit Tech Talent During a Pandemic banner with blue and orange business icons
By Enovia Bedford

As our city continues to become a beacon for growing tech startups and companies in search of the best tech talent, processes to hire tech challenges have pivoted due to the COVID-19 pandemic. 

BLKTECHCLT has hosted weekly sessions, in partnership with tech education Bootcamp, Flatiron School since March covering everything from live online workshops and career talks to Lightning Talks where companies present 5-7 minutes about their companies and hiring needs. 

We’ve interviewed top CTOs, hiring managers, and employees from local Charlotte companies, and we’re sharing their tips for virtual recruiting success. Here’s what you can do to adapt to your new hiring process:

Define your new needs and roles

A position that may once be considered full-time may be a contract or part-time position during the pandemic. Consider using freelancers to fill your immediate needs and transition them to full-time positions in 6-12 months.

Update your interview cycle

If you’ve held more than five rounds of interviews, maybe it’s time to reduce it to three. Transition initial phone interviews to pre-recorded interviews by sending top candidates questions (with a deadline) in advance.  Then, the second interview can be one-on-one, and the third and final interview can be with a panel.

Tools and Technology

Avoid spending too much time determining what tools – Skype, Zoom, Google Meet – to use during the interview process. Bobby Allen, CTO of CloudGenera, a local Charlotte-based company simplifying the IT decision-making process, said, “businesses have traditionally focused too much of the hiring process on tech and tools. There will always be newer tech and fresher tools. The gap is in connecting the tech with people to solve real problems. Diverse teams reduce your risk of missing the customer.”

Make diversity and representation a priority

Be open with your candidates and share data surrounding your current hiring practices. According to EEOC data, employment in computer science and engineering roles is growing at twice the rate of the national average, and these tech jobs often offer better salaries and economic resilience. However, minorities only make up a small percentage of those employed in the tech industry. 

“We’re working to change that. At Flatiron School, we’re always looking for ways to provide greater access to education for all communities – from activations like partnering with BLKTECH to building programs that specifically focus on creating opportunities and equity for diverse candidates, like our Access Scholarship. We’re focused on continuing to roll out these programs over the next year in order to create a more diverse tech sector, driven and fueled by a workforce that comes from a variety of backgrounds and experiences,” explained Lindsay Johnson Marketing Manager at Flatiron School.


This post was presented by BLKTECHCLT—Charlotte’s inclusive hub advancing Black technologists and entrepreneurs. Attend their events when you visit blktechinteractive.com

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