If you’re trying to woo tech superstars, you need a strategic game plan — especially right now. It may be an employer’s market, but that doesn’t mean you can sit back and wait for top tech talent to come to you. You need to leverage the right recruiting tools and tactics if you hope to land the best candidates on the market today.

To help you do just that, I offer the following list of tools to attract engage, and hire leading tech candidates in the age of COVID-19:

1. Tech to Catch Your Unconscious Bias

The language we use in job ads can dissuade some candidates from applying — even if that language doesn’t seem discriminatory on the surface. However, the fact is that certain words and phrases have connotations that can make women and people of color feel uncomfortable about applying. For example, a word as seemingly neutral as “dominate” is often perceived, subconsciously, as calling for “masculine” candidates.

Because so much of the bias in job descriptions is unconscious, identifying problematic words or phrases can be difficult. Luckily, tools like TapRecruit and Textio evaluate job ads and flag possibly biased language, helping you craft ads that speak to a broader, more diverse pool of potential employees.

2. Niche Job Boards

You don’t have to use the biggest names in job advertising sites to grab incredible tech workers. In fact, you may not even want to: High unemployment rates mean ads posted on these sites are often flooded with resumes from unqualified talent.

Instead, leverage niche job boards that serve a tailored audience that is more likely to contain the people you’re looking for. Some prominent players in this arena include WFH but Hiring and Layoff List, the latter of which gives employers real-time updates on layoffs so they can snap up top talent as soon as it’s on the market. With its publisher-meets-social-media-meets-job-board vibe, Built In is another source worth considering.

3. Employer Branding Portals

While you can’t just expect leading tech employees to come knocking on your door, you can give them a pull in your direction by crafting a strong employer brand and building buzz around it.

Build an employer branding portal on your site, and then draw candidates in by staying active on social media and pushing out relevant content. Look for opportunities to showcase your organization’s thought leadership through publications like DEV to increase your reach further.

4. Technical Assessment Platforms

In a market saturated with talent, you’re bound to receive way more applications than you need — but what if you could eliminate the hours it takes to weed through resumes and filter out unqualified candidates? Platforms like Coderbyte and HackerRank enable you to leverage technical skills assessments to quickly screen candidates and make sure only the truly qualified advance to the next round...