Size is becoming less important. It’s the innovative recruiters who will attract the best talent in the future.
There is a well-documented IT talent crisis. At a time when companies are racing to compete in smart technology, the over-recruited, dwindling pool of in-demand talent is putting additional pressure on already squeezed hirers and HR professionals.
As depressing as that sounds, it does pose some opportunities for innovative recruiters and smart companies. It also flattens out the playing field for those brands who may not have the clout of larger, more well-established brands.
The tech world is changing and employer branding has never been more important. Future requirements, such as those of future cities and smart tech, depend on adaptable skills from contractors and smart permanent teams. The problem is, everyone knows it.
If you go to market with the same list of requirements and similar offers as everyone else, you’ll be left trying to push your way to the water’s edge only to find there’s nothing left to drink when you get there.
We probably say it in every article we publish, but the truth is that the old ways don’t work anymore. Creativity is now essential in recruitment. From the road-mapping strategy to your company’s positioning and the places you search for talent – you need to think differently to win the race for tech talent.
Here are 5 ways you can make your company more attractive to top tech talent:
- You’ll need a slick recruitment process. By mapping out the recruitment steps from beginning to end, with candidate experience at the core of that process, organization is key. This will enable you to move fast and reduce time to hire when you do find the right candidate – before your competitors poach them.
- Your existing staff are your brand ambassadors. Assume that everything they say to others about working for your company will be heard. Reward their loyalty, focus on staff retention and work satisfaction, and encourage staff to be positive about your brand on social media. It’s easy for candidates to check out your staff’s opinions of their work life through their LinkedIn and Twitter profiles, so make sure they give the right impression. Encourage your staff to be part of the recruitment drive when building their teams and involve them in the interview process so that they are onboard with the overall message and presentation of the business.
- Refine your employment brand and then push the right messages through your web pages and adverts. To do this, you’ll need to have a good idea of your competitors and their offers. You’ll need to know what’s happening in the market to be able to fill a perceived gap and stand out above the noise. By building your brand presence online with strong, appealing positioning, even the smallest, unknown company can offer a career and ideal work life to top talent.
- Look at your own social feeds too. Your corporate pages shouldn’t just be about the products or services you sell. They should also paint a picture of what it’s like to work for your company. Sell the dream – beyond the financial rewards. Be proud to showcase the internal wins, celebrate your culture publicly and help people see your vision.
- Choose a trusted right recruitment partner who can work closely with you at board level, aligned with your big-picture growth plans. They should get to know your business in depth so they can help you formulate the right message for market. You’ll need a partner with deep knowledge of your market that can tap into an established network and advise you on competitor activity, market developments and candidate expectations.
Our consulting division, Pro, can help you sell the dream to the world’s top tech talent. Discover more here.