How to attract tech talent
We all know the war for talent is pretty fierce, but there’s a side battle going on within it that companies can’t ignore: the hunt for tech candidates.
You’d have to live under a rock to not know that the tech industry is booming. In fact, it’s one of the fastest-growing sectors worldwide, with unemployment rates consistently lower than the national average.
And the pace of digitalisation means that more and more organisations are searching for top tech recruits to fill software and information technology roles.
But how do you attract and retain the right people for your tech roles when you’re competing with the tech giants?
Well, the good news is that the tech talent pool is vast – and, thanks to remote working, it’s global. The less than good news is that tech candidates tend to know what they want, and that they have choices when it comes to getting it. So you’ll need more than just a competitive salary to win them over.
As ever, it all comes down to the right employer brand. Specifically, you might want to think about these five things.
Their career development
Tech talent likes to grow – a report by CompTIA found that 66% of IT professionals consider professional development to be an important factor in job satisfaction. So to attract them you’ll need to invest in continuous learning and growth opportunities.
In other words, these guys want to learn.
That means putting your money where your mouth is when it comes to helping them grow their career. Thanks to the pace of digitisation, the tech industry is moving all the time, so giving your tech teams access to learning platforms and courses to help them upskill could be a big plus.
TOP TIP: Develop partnerships with online learning platforms like Coursera and offer IT staff support with gaining tech certifications. Oh, and don’t forget to tell them about this in your job ads.
Your existing projects
Prospective tech candidates want to know what they’ll be working on, so share your current projects in your job listings, on your career site and in your social media posts. Even if you’re not a tech giant, I’m pretty sure you’ll have some exciting stuff in the pipeline.
TOP TIP: Don’t forget to show how your projects positively impact society or solve real-world problems. A Stack Overflow developer survey revealed that 75% of tech professionals want to work on projects that make a difference.
We all know flexible working is a plus, but embracing remote work is a game-changer for tech recruitment. Not only are tech roles 65% more productive at home (that’s according to a FlexJobs survey), but by offering remote working you’ll open up a much bigger talent pool. You might even want to consider a ‘work-from-anywhere’ policy – after all, most tech jobs don’t need to be office-based.
TOP TIP: Ensure your job ads prominently mention your flexible work plans – after all, many tech candidates search specifically for remote jobs.
Guess what? Your secret weapon in attracting new tech talent is… your existing tech talent. Empowering your employees to share their experiences on social media and professional networks (with full geek-factor) will boost your employer brand and attract more great tech recruits.
In fact, LinkedIn estimates that content shared by employees gets up to eight times more engagement. After all, people believe people.
TOP TIP: Use an employee referral programme to encourage your employees to recruit their mates. Tech speaks tech, so you’ll open a whole new pool of potential talent by offering referral incentives. Remember: passive candidates are easier to onboard, require less training and are more likely to stick around.
I know, I know. But you didn’t think I’d skip this one, did you?
Yep, you guessed it: building a great company culture is essential in the hunt for great tech talent. Techies thrive in dynamic environments, so show them your company’s commitment to staying on the cutting edge of technology, your great management style and your investment in their personal wellbeing.
TOP TIP: Speak their language and stave off boredom by gamifying your onboarding, staff engagement and development processes.
So there you have it. You don’t have to be Apple or Google to reel in top tech talent. But you might need to tweak your employer brand to attract the right sort of candidates. By researching your audience, acting on data and creating a workplace where tech feels at home you can compete in the race for the best new talent.
In other words, get your employer brand right and the tech world is your oyster.