(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post. And to learn how you can win this week’s Pebble Smartwatch giveaway, visit Dice.)

I remember when I was choosing the cover art for my book, Tech Job Hunt Handbook. I couldn’t help thinking, “How am I going to fill-in the middle?”

That’s the toughest part. Filling the middle. Developing coherent career guidance for technical professionals – from the job search, to the interview, to the hire.

But I did it. And in the process, I learned so much about how technology touches every facet of our lives, how rapidly the world of work is changing, and how important it is to stay relevant while competing for specialized jobs in areas like cloud computing, big data and mobile application development.

Retooling your skills and re-branding yourself is essential, whether you’re trying to be more effective in your current tech job — or seeking a new professional challenge — or recruiting to fill those specialized technical roles. And of course, retooling can’t be a one-shot deal. It has to be an ongoing process.

Continuous Commitment Counts

As the economy inches back, millions of people are quitting their jobs, confident they can find an attractive career next-step. These professionals are open to competent help. But even with today’s fluid, open-for-business talent pool, “filling the middle” is no easy task.

In a recent hiring survey of recruiters and hiring managers, Dice found that 5 of the 12 most challenging cities for tech recruiting are in the Midwest. Why? They’re “tough recruiting locations based on a combination of supply and demand issues.”

Frontline recruiting reports like that are a call-to-action for anyone located in “the middle,” as well as those on both coasts. Whatever your location, a winning hiring strategy takes marketing savvy, selling skills and “in the know” awareness of the technical positions you’re trying to close.

This week’s #TChat Events with Shravan Goli, President of Dice, and Sara Fleischman, Senior Technical Recruiter at Concur reinforced my conviction that “filling the middle” requires ongoing commitment, at two levels:

1) Keep Skilling Up. In today’s workplace, tech industry recruiters may feel more secure than others. But the pace of innovation is relentless — it challenging us all to stay ahead of the curve. It’s not just about matching job candidates step-for-step. It’s about proving your strength in your  role, and out-pacing other recruiters who are determined to stay “in the know.”

2) Keep Filling Up. As a tech-savvy recruiter, you may have an edge. But tech lingo isn’t the whole package. You add value by staying aware of salary trends and specifics about how your company, city and regional amenities compare. You’ll also build stronger relationships if you’re always up-to-date with practical guidance, tools and recommendations that help candidates assess new opportunities, get noticed by the right people, ace interviews and negotiate successfully.

Over time, recruiters with that kind of commitment build a reputation as resourceful “go to” career advisors. A talent pipeline eventually follows. And that’s what I call filling the middle with the right stuff.

Share Your Ideas — Win a Smartwatch!

Thanks to everyone who joined this week’s #TChat Events. We value your ideas. In fact, Dice is so interested in your input that they’re giving away a cool Pebble Smartwatch to a lucky participant!

Entering is easy. Just share your tech recruiting ideas or questions with Dice by Friday, February 7th. Then find out who wins at #TChat on Wednesday February 12th! (See details and enter now.)

#TChat Week-In-Review: How to Find Top Tech Talent

See the Preview Post now

SAT 1/25:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring two “sneak peek” hangouts with guests, Shravan Goli and Sara Fleischman. See the #TChat Preview now: “Finding Tech Talent to Fuel the Future”

SUN 1/26:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered guidance based on her personal experience as a tech industry talent strategist. Read “How Leaders Hire Top Tech Talent.”

RELATED POSTS:
“What Makes Tech Talent Tick?” — by Dr. Nancy Rubin
“Tech Pros’ Salaries, Confidence Rise” — January Trend Report by Dice

Listen to the #TChat Radio replay

WED 1/29:
#TChat Radio: Host Meghan M. Biro talked with Shravan Goli, and Sara Fleischman about what it takes to recruit tech talent in today’s competitive environment. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Shravan, and Sara joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Finding Tech Talent to Fuel the Future

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Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Shravan Goli, and Sara Fleischman for sharing your perspectives on tech recruiting tools, techniques and trends. We value your time and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about tech recruiting issues? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how each of us can be more effective at managing our careers, with one of the nation’s best known career coaches, Maggie Mistal, and one of her clients, Laura Rolands. So save the date, Wednesday, February 5, and prepare to raise your professional game!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our NEW Google+ community, and elsewhere on social media.

We’ll see you on the stream!

Image Credit: Top Student Challenges