The market for tech talent continues to grow year on year, with more competition for candidates, with the top tier candidates being priced out of the market by the big tech firms.
Whilst salaries are an important factor, money isn’t always the key factor in securing tech talent, so it’s important to focus on your companies’ strengths and unique selling points.
Just as your products or services have a brand, so too does your company as an employer. Building an attractive employer brand is essential: if you have a poor reputation, the best candidates will stay away. Create stories to help prospective candidates understand what it’s like to work at your organisation. Talk about what you’ve accomplished and get them excited about what the future has in store.
Establish your company’s values and include these in your vision and mission statements. Share these on your website and make sure you actively market your employer brand on social media channels
75% of hiring decision-makers agree it’s easier to attract top talent when they know about your organisation.
The best candidates get snapped up quickly. Your hiring processes need to be fast to catch your top choices before they look elsewhere. Larger companies can be slow, taking months to hire. You can be more agile: make the top candidates feel wanted by quickly getting to know them on a personal level and making them feel they’re already part of the team.
At smaller firms, workers wear different ‘hats’ and get a greater variety of experiences than most larger companies are able to provide. They have a say in guiding company strategy and develop deeper skill sets that pay greater dividends down the line. Employees aren’t just cogs in the machine: they have more responsibility and can see the impact their work has.
Widespread automation of generic tasks, combined with growing trends in workforce mobility, has meant that modern employees have more flexibility to work in a way that suits their strengths, and takes their individual needs and aspirations into account.