The Most Competitive Areas in the US for Tech Hiring
When looking at the most competitive cities in the country for Tech Hiring, it’s no surprise that major technology hubs in the Northwest and California, where giants like Microsoft and Google are based, top the list. But there are some surprises as well. Near the top is a city in the Midwest and several places in the Southeast.
Some cities at the top of the market for recruiting tech talent include:
- Seattle, Washington
- San Jose, California
- San Francisco, California
- Madison, Wisconsin
- Raleigh, North Carolina
- Austin, Texas
- Atlanta, Georgia
- Omaha, Nebraska
- Phoenix, Arizona
- Denver, Colorado
It’s important to note that some companies hire remote workers while others aim to bring their talent back into the office over the next several months.
Types of jobs vary from the most innovative computer science to the people who keep everything running smoothly. Some of the top tech jobs in the US right now are:
- Artificial Intelligence Engineer
- Information Security Analyst
- Software Engineer
- Computer Research Scientist
- Data Analyst
- IT Manager
- Database Administrator
There are countless individual specializations within tech careers, and each of these categories can vary greatly. But to tap into top talent, recruiters need to know where to look and how to attract top performers.
For recruiting top tech talent, consider these aspects to improve or promote when it comes to working for your organization.
How to Successfully Recruit Top Talent
While the mechanics of recruiting top tech talent are essential, such as screening and interviewing, other aspects can help you better attract the talent you want. Reviewing resumes and vetting candidates is the easy part, compared to drawing in the best candidates. Here are some things you need to have in place to make tech recruiting seamless.
Your employer brand is more than just your logo. This is your reputation as a company that employees want to work with. You need to show potential tech talent why working with your company is the best next step for their career. Many companies do this through their social media presence and word of mouth from their current employees. You also need to ensure that your application and onboarding process is easy to navigate and functional.
When salaries are competitive, the biggest draw to your job will be the additional benefits you provide. While this does encompass employer-paid medical benefits, it also extends beyond the typical offerings. Benefits can also include added perks, flexible schedules, or work-from-home options. Many companies are also reconsidering how they provide access to paid time off, including unlimited PTO. A program like that can build trust between employees and employers.
Tech employees are lifelong learners. And they have to be as technology changes rapidly. As an employer, you need to provide opportunities for tech talent to advance their skills. And you want them to do it for the benefit of your company. Providing additional training, continued education, and advanced positions will help employees see their future in your organization.
Tech giants like Google have famously unique physical works spaces. It can go a long way to attracting top talent. Just make sure that it isn’t all bells and whistles without any substance to the work and experience of working with your company. However, a few in-office perks can go a long way to increasing employee comfort. Some common items include relaxation and recreation spaces.
Creative Recruitment is also a significant factor in attracting top talent. Taking Google as an example again, they have a unique way of recruiting top tech talent. If someone were to search specific tech terms through Google, they’re funnelled into an employment test and application. Google will hire at any level, including college interns and graduates, if someone triggers this secret interview process.
Of course, you don’t need to have something so complex as your strategy for recruiting top talent, but you do need to attract potential candidates to you.
There are two most common methods of sourcing talent: active and passive sourcing:
This is conducted by placing an advertisement for a job online, which today is often done through social media, and encouraging potential applicants to submit a resume. Then, it’s your turn to review the resumes and determine which candidates should be contacted for further information. You continue to narrow down the field until you interview the top candidates and make a job offer.
The other option is passive sourcing, like the Google process. Passive candidates aren’t actively looking for a new job but might consider the right opportunity. You need to provide tangible reasons to leave their current position to transition their career to your company. You can find passive candidates through avenues like employee referrals or even reading blogs written by top tech talent.
Conclusion: How to Put Your Tech Hiring on Autopilot with the Right Software
If attracting and recruiting tech talent is your primary goal, there’s good news. You don’t have to do it alone. With all of the moving parts, from employer branding to reaching out to passive candidates, many solutions can be custom-made to fit your needs. You can have them all in one place when you partner with HireHive.
HireHive is a robust recruiting platform that includes features and more:
- Job Board Posting
- Automated Social Media Posting
- Online Applications
- Employee Referral Portal
- External Agency Portal
- Interview Scheduling Tool
- Scorecard and Feedback
- Compliance and Reporting
HireHive has processed over 1 million candidate applications, and companies have hired over 10,000 candidates using our system. International corporations and organizations make up our satisfied customer base.
More than 1 million candidates from around the world have applied to companies through the HireHive Recruiting software.
Want to try recruiting software that helps you source talent and hire the best candidates? Sign up for a 14-day free trial today.