The IT world is extremely competitive, and even hiring managers and recruiters need to play the game. Today’s best IT talent can pick and choose the organizations they wish to work for, and your own firm’s success depends upon its ability to find and attract that talent. Now more than ever, the entire process resembles a concerted marketing effort. Nothing wrong with that – game rules change – but you might have to
write a new hiring playbook to ensure you have the best strategies in place. Here are three ways to make sure you’re doing all you can to attract the best IT talent.
1. The Application Process. Make sure applicants view your firm as an employer of choice. Your brand should accurately reflect your firm’s reputation in the industry, your culture, and the benefits you offer. Take the hiring process seriously and invest your time and talent in creating and implementing a top-notch talent acquisition process; it’s where your firm makes it first best impression. Be sure:
- It has as few steps as necessary, eliminating requests for duplicate information.
- You don’t discuss salary requirements at the outset.
- To give the process a personal touch. Something as small as an application confirmation message can set your firm apart.
2. The Job Description. Candidates want a glimpse into what it might be like working for your organization. Focus less on tasks and more on challenges and future opportunities. Find a way to personalize what your firm does, perhaps by explaining how it operates in the “real” world. You can communicate a job’s requirements without it sounding like a corporate memo. Use plain, non-tech language to instigate a conversation, not an inquisition. Make your job descriptions stand out from the crowd by choosing selling points that answer why a candidate should join your team. Ask current team members for feedback on what they find most interesting and exciting about their positions and your organization’s culture.
3. Salary and Opportunity. It’s a given that it takes a healthy salary to attract the best IT talent, but salary alone won’t be what makes them choose you. In fact, it can be counterproductive if you have the wrong people applying simply because of the high pay you offer. The people you want are those who see past the salary and look for opportunities that offer them a chance to:
- Work on great projects.
- Be part of a supportive and creative team.
- See what a firm’s leadership style and company culture entails.
Let candidates know you are offering way more than a job – you’re offering them an opportunity to create a future. That’s an incredible offer!
Talent Acquisition as a Marketing Opportunity
Talent acquisition done right is a powerful branding tool. Make sure you have a well thought out process that effectively represents your firm’s mission, vision, and culture. Every action you take in your talent acquisition process should let candidates know you value their time, offer a great opportunity, and challenge the ordinary.
The IT world is extremely competitive, and even hiring managers and recruiters need to play the game. Today’s best IT talent can pick and choose the organizations they wish to work for, and your own firm’s success depends upon its ability to find and attract that talent. Now more than ever, the entire process resembles a concerted marketing effort. Nothing wrong with that – game rules change – but you might have to write a new hiring playbook to ensure you have the best strategies in place. Here are three ways to make sure you’re doing all you can to attract the best IT talent.
1. The Application Process. Make sure applicants view your firm as an employer of choice. Your brand should accurately reflect your firm’s reputation in the industry, your culture, and the benefits you offer. Take the hiring process seriously and invest your time and talent in creating and implementing a top-notch talent acquisition process; it’s where your firm makes it first best impression. Be sure: