{"id":999881649,"date":"2017-09-08T14:31:00","date_gmt":"2017-09-08T14:31:00","guid":{"rendered":"https:\/\/wpstage.dice.com\/?p=542520540"},"modified":"2017-09-08T14:31:00","modified_gmt":"2017-09-08T14:31:00","slug":"mastering-the-when-of-recruiting-tech-talent","status":"publish","type":"post","link":"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/mastering-the-when-of-recruiting-tech-talent","title":{"rendered":"Mastering the ‘When’ of Recruiting Tech Talent"},"content":{"rendered":"

To land top tech talent, you have to first engage the right candidates at just the right moment. To successfully hack the \u201cwho\u201d of recruiting, use powerful tools like Dice\u2019s Talent Search to target candidates faster with skills-based searching. And the \u201cwhere\u201d of recruiting is just as important: with access to 2.2 million tech r\u00e9sum\u00e9s on Dice<\/a> and 11 million more candidates on Dice\u2019s Open Web social recruiting platform, you\u2019re definitely in the right place to reach skilled tech pros.<\/p>\n

What About the \u201cWhen\u201d of Recruiting?<\/strong><\/h3>\n

Mastering the \u201cwho\u201d and \u201cwhere\u201d of recruiting is vital, but don\u2019t forget to also focus on the \u201cwhen.\u201d By understanding the best times to reach out to candidates, you\u2019ll position yourself well ahead of the pack. \u201cExactly when you recruit and how long the recruitment process lasts has a significant impact on the number of successful hires you make,<\/u>\u201d said John Sullivan, an internationally-recognized HR thought leader specializing in strategic talent management (watch a video of his recent interview with Dice<\/a>). To master the \u201cwhen\u201d of recruiting: Schedule your outreach when candidates are looking:<\/strong> Which days and times are most candidates actively looking for new positions? The early bird gets the worm, with 40 percent of job searches occurring on Monday and Tuesday; around 40 percent of those searches happen between 9 A.M. and 1 P.M. Schedule your jobs to post in the morning and early in the week, and serve up ads on relevant websites during this time frame for peak viewing. Search for candidates year-round: <\/strong>We all know Q1 is the busiest time of the year, but you can snag tech pros throughout the calendar cycle when others aren\u2019t looking for them. Candidates may leave a job at the end of a company\u2019s fiscal year (typically June or December), or during a hiring freeze (typically toward the end of company\u2019s fiscal year). Take advantage of these times when demand is lower. Understand career progression:<\/strong> Statistically speaking, candidates are ready to move after various tenures in their first, second and third jobs. Optimize your outreach by understanding that candidates will leave a third job after just 3.8 years\u2014much shorter than the 5.3 years they typically stay at a first job. Also consider letting Dice help you better understand this behavior with our Likely To Switch<\/a> tool, which effectively predicts when a candidate is most likely to make a career move (based on time spent in the job, skills, and industry trends). Engage when competitors are exposed: <\/strong>Negative events at a company may prompt top talent to start looking elsewhere for opportunities, so stay on top of these industry developments. You can effectively hyper-target these candidates on social<\/a> by using proprietary data from Dice to engage when competitors are vulnerable. Another good time to strike is just before competitors\u2019 National Hiring Days, or other large-scale hiring events.<\/p>\n

Know the \u201cWhen\u201d to Win Big with Talent<\/strong><\/h3>\n

Timing is everything in recruiting. Knowing when candidates are looking for new opportunities and timing your outreach accordingly is crucial to your success in a tight tech market. Get the full story and learn more about when to make your move by downloading our new guide \u201cTiming is Everything: The ‘When’ of Winning Tech Talent.\u201d<\/a> <\/a>