TechScore’s Post

Hire permanent employees or bring in consultants? Choosing the right approach that aligns with your company's budget, goals, and needs is crucial for a successful year ahead. Dive into this blog to explore the triple advantage of hiring tech consultants. https://hubs.ly/Q02jvqGj0

Companies are leaning into skills-based hiring – but there is more that can be done to increase focus on a candidate’s capabilities and potential. Read this article for 6 steps you can take to make skills-based hiring a reality. Ready for the next step? Let’s chat.

Companies are leaning into skills-based hiring – but there is more that can be done to increase focus on a candidate’s capabilities and potential. Read this article for 6 steps you can take to make skills-based hiring a reality. Ready for the next step? Let’s chat.

I see post with so many businesses hiring; my question is, what do you do extra to get a great candidate? Please share your ideas for others to maybe use.

Are you looking to scale your tech capabilities without the hassle of traditional hiring? Our Dedicated Team service is the perfect solution. Here’s why: ✅ We assemble a team of pre-vetted experts aligned with your project goals. ✅ Your Dedicated Team becomes an extension of your in-house staff, working exclusively on your projects. ✅ You can quickly adjust the size and skill set of your team as your business evolves. ✅ No need to worry about overhead costs or time-consuming recruitment processes. Curious to learn more? Contact us to find out how our Dedicated Teams can support your growth!

Take a targeted approach to finding top talent 🎯 We’ve added three exciting new features to supercharge and streamline your hiring process: 1. Job Pipelines 2. Automated Emails 3. Disqualifying questions Learn more here: ➡️ https://bit.ly/3Tr1kgK

Companies are leaning into skills-based hiring – but there is more that can be done to increase focus on a candidate’s capabilities and potential. Read this article for 6 steps you can take to make skills-based hiring a reality. Ready for the next step? Let’s chat.

Companies are leaning into skills-based hiring – but there is more that can be done to increase focus on a candidate’s capabilities and potential. Read this article for 6 steps you can take to make skills-based hiring a reality. Ready for the next step? Let’s chat.

Are you struggling to retain your top tech talent despite following all the standard hiring practices? You’re not alone. But I discovered a powerful strategy that transformed my hiring process and skyrocketed retention rates. Here’s how I did it. A few years ago, I faced a significant challenge—keeping my tech hires on board. Despite following conventional hiring practices, I kept losing valuable team members. It was frustrating, costly, and felt like a never-ending cycle of recruitment and training. That’s when I decided to try something different. I began documenting the successes of my team in great detail, creating blog posts (today, you can use social media) that showcased not only the projects we were working on but also the culture we were building together. I wrote about our challenges, our victories, and how we overcame obstacles as a team. These blogs were more than just stories—they were a transparent window into our world. I didn't stop there. I started promoting these blogs on LinkedIn, ensuring they reached a wide audience. Potential hires could see firsthand what it was like to work with us, understand our mission, and gauge if they were aligned with our values before even applying. The traditional approach to hiring wasn’t working. I was hiring based on skills alone, without considering if the candidate truly fit the culture we were cultivating. This led to high turnover, wasted time, and a lack of cohesion within the team. By publishing these detailed blogs and promoting them on LinkedIn, I began attracting applicants who not only had the right skills but also resonated with our mission and culture. The interviews shifted from a simple skills assessment to meaningful conversations about how they could contribute to and grow with our team. As a result, I started hiring people who were genuinely excited about being part of what we were building, and my retention rates soared. If you want to increase your retention the way I did, let’s jump on a call, and I’ll show you everything I did so you can implement it as soon as the call is done. Send me "RETENTION" in a DM to get it set up!

🔍🚀 Facing inefficiencies in your tech hiring process? You're not alone. Many companies struggle to scale their hiring efforts efficiently, often bogged down by outdated methods that can't keep up with the rapid pace of tech industry demands. 📈 How are you managing scalability in your recruitment process? Have you found innovative solutions or tools that have made a difference? Let’s share insights and strategies to overcome these common challenges! #TechHiring #Scalability #RecruitmentChallenges #HRInnovation #FutureOfWork