Tech companies are as good as the talent it hires and manages to retain. Without a workforce of highly committed people and a stable recruitment process, you will face severe difficulties in 2019 when it comes to building a high-growth tech company. Due to the everlasting shortage of tech talent and their insatiable demand for better benefits, perks, and salaries opened the door to many issues. It forces companies to sharpen their recruitment program and find creative ways to recruit tech talent.
Traditional Sourcing Methods Are Broken But Can Be Fixed
The traditional way of letting IT professionals know you have a fantastic vacancy on offer becomes less effective over time. While they may still work, companies are urged to take a holistic approach and adapt their recruiting program to attract talent.
While posting offers on job portals give your vacancy more visibility, you have to consider that everyone is doing this including your direct competitors. But that’s not all.
Most of the times the job descriptions we see are not created with the candidate’s needs in mind. When companies create their comprehensive list of bullet points it typically includes the following:
• What you get
• What you need
• What you will do
Now, there is nothing wrong with using this unless your descriptions are rather generic and perhaps a bit dull. Unfortunately, this is the case with many companies that try to attract tech talent — especially those that are non-tech companies.
The reality is that talented IT professionals see the same kind of job descriptions with the same promises and perks a couple of times each day. If they even care to read them that is. Job portal Indeed even created a spam filter to help them ignore job offers they are probably not interested in.
I would argue that posting job offers is futile, but I would like to stress the importance of how well employers write them. After all, you have to consider that job descriptions are one of the first touchpoints you candidate experiences with your brand. Therefore, every touchpoint must reflect, reinforce, and reiterate why working for your company is the best choice for job-seeking tech talent.
IT Professionals Want Something Concrete and Specific
Tech talent wants to know how much they will earn if they were to switch jobs. They are fully aware of the demand for their unique skills and want to be paid for it accordingly. However, money is not the only thing that justifies their decision for changing jobs and certainly not the reason as to why they would stay at their current employer.
According to a study conducted by LinkedIn showed that 60% of the participants stated that one of the first things they want to know is how it’s like to work at the company that reaches out to them. They want to know precisely to what extent the company invests in opportunities to learn and grow and the quality of management.
Reflecting this information in your outreach is what makes a huge difference in the way you attract talent. This means that not only in your job description but also in the other channels you use to communicate with prospective candidates you will need to express this. And while there are several ways to this, we’ll mention something that almost nobody is doing but indeed gives you a competitive edge when it comes to attracting talented IT professionals.
Employee focused content
It’s no surprise that most employers showcase the way employees feel about working at their organisation. The benefits and perks you’re offering are one thing, but being truly honest and transparent by letting your people tell the story about you as an employer is what convinces them to work for you. It provides critical insights into the daily life about working for you which is more valuable than any perks would be able to describe.
It’s awe-inspiring that your company increased their profits by 34% in Q3, but it’s not something that employees are interested in when searching for a job. Instead, you might want to opt for either of the following to attract tech talent:
A-day-in-the-life-of job experiences:
Tech talent that is already employed by you surely has plenty of original information to share with future employees. Stories from them could include a typical day-in-the-life of experiences which should be showcased through an employee-generated blog post, video, or even a podcast.
Culture perception stories:
Many companies think of themselves as a family. And there are certain ways a family behaves. This includes them expressing the day-to-day tasks but also pictures and videos of company events. It’s fun, engaging, and a surefire way of showing the core of your company’s culture and how future employees could fit in.
Let your developers explain how they squashed one of the most annoying bugs they have experienced working with your software and how. It’s a tremendous effort and a daunting task to eliminate errors in software so that the customer experience can be enhanced. Did one of your employees or teams overcome a significant challenge such as the above? Enable them to show it on GitHub, StackOverflow, Reddit, and other platforms! It’s great for their personal branding and by giving them the liberty to express their wins you acknowledge that their struggles have been for a great cause.
Employee advocacy stories
While you might not be so tech-savvy yourself, you probably know that without investing in the development of your IT teams things will start to stagnate concerning their motivation. Most developers will do their own research, but by listening to them and hear them out about opportunities they are keen on and allow them to grow on a personal and professional level you can invest in development opportunities tailored to their needs.
The moment you try to meet their needs, you will not only experience a spike in employee satisfaction, but you will create brand ambassadors – People that are willingly promoting you as an employer who cares.
By enabling and encouraging your existing team of IT professionals to share their experiences with you as their employer of choice, future candidates are more inclined to apply. What draws them is not only how big you are as an organisation but rather how much resources you are investing in their personal and professional growth along with employees stories that confirm this.