The document outlines 10 rules for tech hiring: 1) Respect candidates' privacy by only contacting relevant candidates; 2) Do research on technologies used by the company; 3) Build relationships by learning about candidates' interests; 4) Ask open-ended questions instead of just qualifications; 5) Consider passive candidates not actively job searching; 6) Harness referrals from current employees and candidates; 7) Be upfront about discussing career moves; 8) Follow up with candidates as promised to build trust; 9) Discuss options with candidates considering other opportunities; 10) Only make an offer after addressing all concerns and building a strong relationship.

1. 1 0 R U L E S F O R
T E C H H I R I N G

2. Respect Software Engineers & IT professional’s privacy,
they do not like getting spammed or emailed about every
job you are working on. Do your homework and only
contact candidates that after doing some research on them
provides evidence they may be a great fit.
#1
Be mindful

3. Learn the lingo. If you are working on a search assignment
and you don’t know what the difference between
Javascript & Java are, again do your homework on what
exactly what the technology your company uses or what
functions or specific work it will be used for.
#2
Keep knowledge

4. Relationship building is very important. You are not going
to find someone to get interested or engaged in your
opportunity by just sending them an email. Find out more
about them before you approach them and find out what
they like and do not like.
#3
Build relationship

5. Screening Candidates is important but think outside the
box when you are talking to them instead of the boilerplate
questions. E.g. Instead of asking do you have 5 years of
experience with Java ask what applications they have built
using Java, what do you like or dislike about using the
technology.
#4
Put filters

6. Finding passive candidates. There are so many tools out
there today that you try everything. If you arestill relying
on using monster, career builder and presenting people
that are just out there looking for jobs and not working you
are doing your company, employee's and stakeholders a
disservice.
#5
Do not ignore
passive candidates

7. Getting great referrals. This is one of the best ways to
connect to someone for a job. If they aren’t interested
maybe they know just the person for the job.
#6
Harness referrals

8. If you are lucky enough to talk to them ask them what job
would interest them or when they might want you to follow
back up with them or what exact type of technology or job
or company are they looking for in their next career move.
#7
Be frank about
career moves.

9. Follow-Up with them when you say you are going to so they
can build up some trust with you and recommend you to
some of their colleagues or friends.
#8
Don't miss followups

10. Locking down the candidate. Once you have them engaged
ask them if they are working with any other recruiters, ask
about that opportunity and what would make them go with
your opportunity over the other ones.
#9
Discuss options

11. Close. This is done only after you have cleared all the
obstacles, built up a great relationship with them and by
now you should know all about them making it very easy to
have them join your company or take the offer you want
them to accept.
#10
Close well!

12. We do not own the content.
Data presented by blog on https://www.techhiring.com/blog/10-rules-tech-recruiting
If you need any help in hiring techies for your company.
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