Technological progression has fueled venture capital funding in tech-related innovation – from artificial intelligence to data analytics to programmatic software. As these fields continue to flourish, so does the need for organizations to recruit technical talent to drive new software implementation, programming, and overall IT initiatives. Riding the digital wave requires employers to navigate the competitive labor market to attract these highly-skilled workers.
Businesses both small and large rely on some kind of system application or eCommerce platform in order to seamlessly execute their daily operations. Enter the technical expert. Not only can the right individual maximize productivity and efficiency, but they can also continuously improve and modernize systems to drive company growth.
A major of employers, however, are coming up empty-handed in their recruitment efforts, listing the highly competitive marketplace and lack of available skill sets as their top challenges. In addition to getting more creative in your approach, these 6 tips will help your company better tap into this highly in-demand talent pool.
Tweak the Way You Communicate
When crafting your job description, refrain from corporate-jargon overload. – i.e. “We look for dynamic, detail-oriented hard workers.” A posting that’s littered with catch phrases will not separate you from competitors and certainly isn’t connecting with tech professionals in a way that speaks their language. Tech talent are interested in the granular details, like the specific projects they’ll be tasked with, the level of autonomy they’ll have, and what programming languages they’ll use.
If you’re speaking with a potential candidate, don’t feign being technically-savvy or pretend to understand Angular or Python if the mere words feel like a foreign species to you. Being transparent and conveying your admiration for their technical knowledge is a more effective way of gaining their respect and trust. Communicate exactly what your company would like to accomplish, the specifics surrounding what is expected from a potential hire, and what your organization is offering that would make the opportunity an enticing one.
Leverage Coding Assessments
While your company needs to hire a programmer or developer, assessing a particular candidate’s coding competency can prove to be difficult. By creating online coding examinations using platforms like HackerEarth (a subsidiary of Dice), you can redirect your focus from relying heavily upon a candidate’s interview skills or what’s listed on their resume to a real-life illustration of how they’d perform on the job. Skill-based assessments create procedural consistency in the interview process and will provide your business with the data necessary to make quality hiring decisions.
Understand Motivational Factors
While an attractive benefits package and competitive salary may partly sway a candidate who is entertaining multiple offers, they are not the leading motivators for selecting one company over another. What really steers tech talent to an opportunity is your company culture, their potential for growth, and the level of autonomy they'll have to create and innovate. From allocating a formal time for innovative projects to implementing an open-door policy for your tech team to explore new ideas, giving candidates the opportunity to exercise creativity and create value is a major perk that this type of talent looks for.
Additionally, because technology is forever evolving, tech workers want to align themselves with an organization that supports modernizing skill sets through mentorship, training programs, or eLearning courses. Professional development initiatives, or even offering a personal training budget, will yield optimal ROI as employees will always feel challenged, thereby improving retention. Your company will also benefit from remaining up-to-date on the latest techniques and applications.
Conduct Interviews Virtually
As more and more companies entertain relocation packages and remote work options to compensate for the talent shortage, they are broadening recruitment searches to include individuals living throughout the U.S. – and even globally in some cases. Many companies don’t have the budgetary means to transport multiple candidates into their office for interviews. Because of this, employers are turning to virtual resources like Cisco WebEx, Capterra, and similar solutions to facilitate the interview process and boost the quality of their recruitment initiatives.
Tap into the Local Tech Market
As with other industries, there are a plethora of organized events – from social gatherings and workshops to Meetup networking groups and hackathons – that the local tech community attends. Like-minded technical talent all together under one roof? Yes, please.
Some companies opt to host these kinds of functions and others choose to send a recruiter or company representative to these events to connect with this talent pool. While not everyone in attendance will be actively seeking a new job opportunity, building and nurturing relationships with these individuals can lead to referrals and open the doorway to recruit that person later down the road.
Open Your Mind & Get Creative
Creative, outside-the-box recruiting efforts are an important part of reducing time-to-fill, conserving lost revenue due to unfilled seats, enhancing operational efficiency, and maintaining employee morale. In addition, refining your recruitment process to help weed out candidates who are superstars on paper, but perform poorly on the job and vice versa, will ensure you build a powerful and successful tech team.