With the supply side of the tech hiring equation unlikely to change in the near future, employers have to become more efficient and effective in their recruiting efforts. In Computerworld’s 2014 IT Salary Survey, 26% of respondents said positions sitting unfilled significantly affected their working conditions, up from 20% in 2013.
Here’s a look at what you can do to ensure that you recruit and hire the best IT talent:
Expand your recruiting efforts geographically.
Outside of Silicon Valley and a few other markets, the likelihood of having a large local talent pool to recruit from is small. Companies need to recruit people from other areas and interview them remotely, and then be willing to go a step further and hire them to work as remote employees. Building and managing a remote team today is easier than ever.
Become more engaging.
Don’t just expect talent to come to you. Establish a presence in the places where techies hang out. Attend conferences, join user groups and sponsor trade events. These are simple but surefire ways to get your company on the radar of good talent.
Take time to brand your company and its culture.
Offering a distinct look into how the company operates — perhaps via a video introduction from the CEO as part of the application process — enables top candidates to see what they’re buying into beyond the job description.
Use a digital interviewing platform.
With a digital platform like HireVue, you can digitally share and compare interview responses, feedback and evaluations in real-time for faster decision making and response time. You can also test IT talent with various applications and tools throughout the interview. When you are trying to attract the best people, making it easy for them to interview, rather than forcing them to take time off work and travel for a job they don’t need can be a difficult sell. Digital interviewing provides an easy entry for people.
Get creative with perks.
Money is often not the most important factor in a candidate’s job decision. Enticements like hack days or 20% time, where employees can work on their own ideas on company time, or even letting new hires select their own laptops and other office equipment can be big influencers for candidates. Fringe benefits like these can become the tie-breakers between prospective jobs when other factors are equal. Enabling candidates to feel like they are a part of the company and giving them autonomy to get the job done are often key criteria for technical talent engagement.
Grow your own talent.
Far too often, hiring managers think they need to go outside their organizations to find the best tech workers. But keeping the search within the walls of your own organization can lead you to employees who are hungry to grow.
It’s not a short-term solution, but setting up an internal training program can strengthen employees’ attachment to your company as it boosts their skills. In the long run, it could give a loyal team member an edge over outside contenders.