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In Managing Engineers and Technical Employees: How to Attract, Motivate, and Retain Excellent People, Soat discusses techniques technical recruiters can use for attracting strong technical candidates. Outstanding technical professionals seek desirable work environments. The takeaway for the technical headhunter seeking ideal candidates for top IT job openings is to determine what factors technical candidates most often consider to make a given job environment attractive. Using that ammo, a technical hiring manager can execute a smoother recruiting process, from phone screen to successful placement in a technical job. One of those key factors, Soat identifies, is not surprisingly, compensation.

A technical manager’s salary expectations will be specific and within a range, non-negotiable, so IT staffing firms that collect that piece of information accurately up front from a technical candidate will be in the best position to consider viable job matches. On the same note, technical company benefits packages will factor heavily into a technical candidate’s decision-making process. Lastly, Soat advises, top-tier technical talent seeks reputation. Technical candidates want to work for a company that not only has an excellent reputation from a work atmosphere standpoint, but also from a products and services perspective. Technical recruiters and IT staffing firms that know how to assess companies according to this criteria will have a better chance of knowing which IT positions to match top technical candidates with for a lasting fit. IT recruiting in the technical staffing industry is a matter of understanding what technical candidates are looking for, and what the firms that hire them want. Put those two pieces together, and you’ve got a win for technical candidates and hiring managers alike!