As summer season approaches, many industries slow down, people go on vacations, and the pace of work seems to relax. On the other hand, summer can be an opportune time to capitalise on unique recruitment advantages when it comes to the tech industry. According to Tim Herbert, CRO at CompTIA “the tech workforce remains on solid footing,” when analysing the recent numbers for tech employment in the US.

Furthermore, as indicated by CompTIA, numerous countries in Europe continue to offer promising prospects for tech professionals, particularly in entry-level roles. This positive outlook can be attributed to the persisting trend of digital transformation and the increasing integration of technology in various industry sectors and businesses of all scales.

When it comes to job-hunters, the convenience brought by technology advancements, such as having access to job boards on their mobile devices, allows candidates to instantly get notifications regarding new and enticing job prospects, making the entire process simpler and much more accessible.

Given this perspective, here follows some thoughtful insights that highlight the advantages of the summer for the tech recruitment industry, along with six effective strategies to leverage the season and improve your summer tech recruitment endeavours.

What makes summer a strategic period for the tech recruitment industry?

• Candidate Availability: Summer is a time when many tech professionals are actively seeking new opportunities. Also, with graduation ceremonies taking place around May and June, there is also a surge of fresh talent entering the job market. This influx of candidates can allow organisations to tap into a wide pool of skilled professionals and top-notch entry-level candidates eager to embark on their careers.

• Reduced Competition: During June, July and August, many companies put their hiring processes on hold or slow down their recruitment efforts, assuming that potential candidates are also taking a break. That leads to a decrease in competition from other tech employers, which in turn, increases the chances of attracting high-quality candidates.

• Invigorated professionals: Besides being revitalised by the warmer weather and sunny days, candidates have the convenience of taking more calls and discussing potential new roles. Moreover, stepping away from the typical routine provides moments for significant decisions regarding career plans. This mindset fosters heightened enthusiasm, making them more receptive to fresh opportunities or job transitions.

• Virtual Recruitment: Summer season is an ideal time to take advantage of this trend. With many professionals taking vacations or working remotely, virtual recruitment offers flexibility and convenience for both candidates and recruiters. Remote interviews and online skills assessments enable recruiters to reach a wider audience and connect with tech talent irrespective of geographical constraints.

But all those pros are useless without an effective recruitment strategy. To fully leverage the opportunities offered by the summer season, we present six essential strategies for achieving success in finding the ideal tech talent for your organisation.

6 strategies for an efficient summer tech recruitment

1. Build a pool of interested prospects: Having a pool and a pipeline of interested tech prospects during the summer provides organisations with a competitive advantage in securing top talent, reducing time-to-hire, fostering diversity, and planning for future hiring needs. It enables companies to stay ahead of competition and ensure quality recruitment.

2. Empathise with summer schedules: It is crucial to exhibit flexibility when scheduling appointments, as individuals often have planned vacations during summertime. Skilled professionals are worth accommodating for any delays, still, leveraging virtual recruitment techniques can be advantageous, enabling interviews to take place regardless of the candidate's geographical location.

3. Foster a continued relationship: Tech companies can nurture relationships with candidates, reinforce their employer brand, and create a positive reputation. Building and maintaining a strong employer brand enhances the company's ability to attract top talent, reduce recruitment costs, and establish a competitive advantage in the market not only during the summer, but all year long.

4. Showcase Company Culture: Emphasise your company's values, mission, and work environment to attract the best tech talent. Highlight initiatives such as team-building activities, employee development programs, and flexible work options that resonate with candidates seeking a positive, diverse and inclusive work culture.

5. Social media and re-marketing: By effectively utilising social media and re-marketing strategies, tech industries can create a strong online presence and capture the attention of tech talent. Regularly share industry insights, job openings, and engage with potential candidates to build relationships and establish your organisation as an employer of choice.

6. Personalise the Candidate Experience: Offer flexible work arrangements to accommodate their needs and preferences, facilitate networking opportunities and provide exit support when the seasonal engagement comes to an end. These practices demonstrate commitment to supporting seasonal tech workers and create an inclusive and positive work environment.

Ready to improve your summer tech recruitment efforts?

The summer season presents a unique opportunity for the tech recruitment industry to optimise their efforts and attract top tech talent. With candidate availability, reduced competition, and invigorated professionals open to new opportunities, tech companies can leverage these advantages to their benefit.

By properly implementing strategies to optimise your summer tech recruitment efforts, building strong relationships and personalising the candidate experience, tech companies can enhance their recruitment efforts and establish a strong employer brand. Remember, the summer season is not a time to slow down recruitment, but rather an ideal moment to seize the advantages it offers and secure the best tech talent for your organisation.