Created in 2018 to meet a need in the tech recruitment sector, Nexten.io is a platform for establishing professional relationships between tech profiles and companies. The start-up operates on a hypertensive market where demand is constantly increasing, in the face of a number of candidates that does not follow the same dynamic.
Indeed, in this period of War for talent, companies must adapt to recruit the best talent in a sector where candidates are rare and positions are becoming more and more numerous, creating an imbalance.
In this context, we asked questions to Sébastien Louis, Business Developer at Nexten.io to understand all the challenges of Tech recruitment today.
First, what are the most sought-after tech jobs by businesses today?
Sébastien: “Today, the companies that contact us are mainly looking for developer profiles, especially on technologies such as JS, TS (node, react, angular...), devops positions (cloud-oriented) and cybersecurity positions.”
Can a young start-up grow properly without quality tech profiles?
Sébastien: “In my opinion, if the tech team is not sufficiently stable and qualitative, it is almost impossible for a young company to grow properly. Simply because there will be too much instability in the development of the tool, in the way in which the subjects are treated and in the way in which it is developed.
A company, start-up or not, looking to strengthen its IT team should focus on 2 things in particular: the recruitment process and the retention of its talents.
When it comes to the recruitment process, it must be crystal clear. Let me explain: it is very important to provide candidates with all the information, as soon as they read the job offer. It is therefore essential to define the scope of research very precisely (skills, experience, etc.). In fact, businesses are encouraged to mention a salary range.
For talents, and for obvious reasons, it is important that they feel good within the company and want to make a good end of their career there. To do this, we can offer them a certain flexibility (in terms of working hours or teleworking for example). It is also important to empower teams and to give them some autonomy. The bonus is to offer regular training and support to encourage skills development.”
How can such a young company attract talent and retain them over the long term?
Sébastien: “Being young is not an obstacle in itself. Moreover, to attract candidates, it is possible to play with the advantages of joining a company from the very first phases of the project. You can therefore interest the “core team” you are going to hire in capital. Offer them a detailed roadmap with an evolution at the same time as the company.
What people hate the most is the lack of information, transparency, and recognition. “
What has the covid crisis changed in businesses?
Sébastien: “The covid crisis has caused a lot of turmoil for businesses. Mainly, concerning the approach related to teleworking. It's an operation that works quite well and businesses have realized it. But it's mostly the devs who have gotten used to this way of working. Moreover, more and more devs say it: they are no longer inclined to accept positions that do not offer teleworking.
There has been an awareness and I think a drastic change in the mentality and in the way of approaching work. Moreover, we are seeing more and more people going freelance to work as they want, with so much flexibility in terms of hours and in the workplace.”
What should you absolutely avoid when you want to recruit a tech profile, especially during the recruitment process?
Sébastien: “The list is long... But here are a few red flags to avoid absolutely:
- Entrust IT recruitment to a person who is not used to recruiting this type of profile, or who is a neophyte: if you recruit without having a clear knowledge of the job, you are sending the wrong signal to the candidate (s). He will feel that you don't understand his needs and expectations.
- Have a recruitment process that is not defined, or that takes place a bit at the candidate's head: candidates like to know in advance what they are getting into. It is important to be honest from the start about the duration of the process, or about the progress (number of steps,...)
- Not having defined a budget: mentioning the salary is not taboo (or is no longer taboo). Putting the subject on the table at the first exchange allows each candidate to position themselves in relation to the offer. As a bonus, it allows you to avoid the last step with, on the one hand, a candidate who wants €80k and, on the other hand, a company that offers €34k per year.
- Publishing offers to benchmark without a real possibility of recruiting: for obvious reasons, this should be avoided.”
A successful onboarding of a developer, according to Nexten ?
Sébastien: “For successful onboarding, a few ingredients are essential. First, it is important that the new colleague can have easy and quick access to information allowing them to start working, what could be more frustrating than having the impression of being left out the first few weeks of a new job? His computer equipment must be ready and functional, as well as his workstation. Do not hesitate to send the necessary information before taking up a job.
Then, business training should not be overlooked. If you want the developer to produce quality new features, they need to have the maps to be able to understand and identify the needs. For example, it is possible to assign a mentor or a reference person.
Finally: make him feel part of the company now, let him meet the other teams, plan activities for him to get to know other people and departments. And finally, don't forget her goodies.”
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