1. Know Your Market
Hong Kong is one of the most dynamic and rapidly changing cities in the world, and the same holds true in the tech recruiting space. It is important to stay up to date on the latest trends and developments in the tech industry in Hong Kong. Here are few trends to look out for:
- Blockchain: With Hong Kong being one of the global financial hubs, the use of blockchain technology is growing in Hong Kong. Companies are exploring the potential of blockchain-based applications in various industries aside from the Fintech industry. And this resulted in a growing need for blockchain talent for developing applications or consulting with large enterprise companies.
- Rise of Artificial Intelligence (AI): with the topic raising globally, Hong Kong has been catching up with the growing needs of data scientists, and machine learning talent.
- Cloud security: Since businesses are increasingly relying on cloud computing to store and manage their data, it has become even more important for them to ensure that their data is safe and secure. The trend of cloud security in Hong Kong is driven by the need to safeguard data from malicious attacks such as ransomware, phishing, and data breaches.
2. Leverage Social Media
Social media is a powerful tool for tech recruiters in Hong Kong. Platforms such as LinkedIn, Twitter, and Facebook can be used to target and reach out to potential candidates. Additionally, using online forums and groups can be a great way to create a network of tech professionals. Forums and tech groups in Hong Kong usually give members a safe place to exchange ideas, ask for advice, and build relationships with other tech professionals in the area.
3. Build Relationships
Developing relationships with tech professionals is key to being a successful tech recruiter. Building trust and rapport with candidates can help make the recruitment process smoother. 3 key advices building strong relationships with tech professionals are:
- Develop a strong understanding of the technology: Having a basic understanding of the technologies being discussed is essential for any relationship with tech professionals. This will give you more credibility when you speak to them and stands you out from other tech recruiters.
- Take the initiative: Don’t wait for tech professionals to come to you, take the initiative to reach out. They are in general less interested in chitchat, and if you already have the information of the role you want to share, share as much as possible before asking for a generic call. Taking initiative and getting their interest first is they key.
- Focus on building trust: Relationships with tech professionals are built on trust and credibility. Tech professionals need to feel like they can trust you and that you have their best interests in mind. Show your commitment to the relationship and take the time to listen and understand their needs.
4. Be Flexible
Being flexible could include working around the clock and outside of traditional business hours, as well as being open to different compensation models. The compensation model in the tech industry is often much more complex than in traditional industries. In traditional industries, salary and bonuses are typically the main components of compensation. However, tech companies often use a wide variety of bonuses, stock options, and other incentive-based compensation models. These models provide incentives for employees to stay with the company, be creative, and work hard to improve the company’s performance. And unlike working in traditional industries, Tech professionals care a lot more about other perks the company can provide. Such as flexible working arrangements, a well-stocked kitchen, a generous vacation policy etc. So staying open-minded about their concerns and request is important to engage them.
5. Use a referral program
Referrals are a great way to find quality talent in the tech space in Hong Kong. Creating a referral program suited to your working model is important. I’ve seen companies giving out shopping vouchers to candidates who referred another candidate which resulted in a placement. This works, however, in a certain niche area, to get a candidate to talk to you should already be rewarded. So maybe breaking the big incentive to small ones to referees who achieved milestone successes? Promoting the program and tracking results and adjusting the program is also important to keep this sustainably effective.
Hope these tips work for your talent sourcing and feel free to reach out to me at email@example.com to discuss anything recruitment!