Tech Recruiting: What Issues Exist And What Do Corporate Recruiters Look For?


Recruiters face a multitude of issues in their hiring processes when looking to bring tech professionals on board, and these problems have taken new forms over the last few years.

Indeed the biggest turn in this work was brought on by the pandemic of 2020 where virtual hiring was a new challenge that contested recruiters. So what issues surround the hiring of remote software developers and what do HR personnel look for?

Remember, remote recruitment can mean several different things. The recruiter is either a company looking for an all-round software development team for their company, an outsourcing agency, or a software house/staff augmentation firm.

Changing Landscape of the Sector

Staff augmentation firms like Gaper, Andela, and Toptal have changed the landscape a bit. Engineers may apply for a position with these companies and then get to work as a full-time technical professional for other businesses.

These firms have also optimized their business models to effectively hire skilled remote engineers without compromising on quality or efficiency. Do note that this is different from typical outsourcing firms.

Developers and engineers are a rather temporary part of outsourcing agencies and only work from one project to another with no long term relationship with one client.

Finding Vetting Engineers and Developers

In light of these developments, there is now the issue of recruiting engineers that are vetted and assessed for their abilities but also remotely situated around the world. For businesses, this job is made easier by the staff augmentation firms.

These firms conduct a thorough evaluation and training of the engineers they hire which means that when corporate recruiters hire professionals, they do not need to worry about candidates’ aptitude.

If companies do wish to recruit through entirely in-house processes, it may be a good idea to bring an experienced technical professional to your panel.

Compliance and Regulations

Another issue that comes with hiring remote software developers is that of compliance with foreign payroll regulations and rules. It is a great advantage to have the entire world’s talent pool for your business to choose from, but as expected, this is accompanied by some intricacies.

Regardless of where your remote developer is located, you will need to be aware, to some degree, of tax, payroll, and other regulatory practices.

An entirely in-house recruitment process and HR would necessitate the presence of someone it such expertise. Staff augmentation firms and outsourcing agencies that are located in one country will take care of these issues for their clients.

Finding Tech Professionals with In-Demand Skills

This is a mismatch of demand and supply. Technologies and programming practices are very quick to come into trend, but it isn’t as easy to find them in a timely manner, especially if a business is trying to do it on their own.

These market discrepancies are often best identified by staff augmentation teams who are constantly researching and addressing these gaps in the market. For example, Gaper identified a distinct lack of MERN stack developers against a growth in demand for these skills.

This led them to redirect their recruitment and training efforts towards developers with relevant skillsets. Now, Gaper is a domain leader in supplying other businesses with MERN Stack developers.

Soft Skills

This is an oft-overlooked and very important criteria when hiring remote engineers. It is obviously very hard to gauge what someone’s social skills, collaborating and teamwork capabilities, empathy, time management skills and other intangible skills during in-person interviews, let alone virtual ones.

A lack of soft skills can often cost teams in the long run. It is possible to get some idea of these skills through references and past work experiences, but hiring teams should not forget to convey the importance of these abilities to the candidates. No candidate will be a perfect package of all desirable soft skills.

It is important therefore to formulate teams made up of an optimal blend of soft skills so that task management, self-discipline, and sociability are taken care of. Teamwork, empathy and time management are essential for everyone to respect.

Tech recruitment is one of the most fast moving areas in business. Supply, demand, new skills, innovations and competition are all perpetual areas of activity. And sometimes businesses struggle to keep up with these.

Recruiters should therefore make an informed decision on what approach they are to adopt when recruiting for tech positions. Can they make a skill and cost trade off? Are they equipped to handle foreign developers or should they collaborate with another specialist firm for that?