With an ever-increasing reliance on technology in our personal and professional lives, technical candidates can call their own shots.
In 2017, approximately 11.5 million people worked in tech jobs across all industries in the United States, an increase of 200,000 over the previous year. With an ever-increasing reliance on technology in our personal and professional lives, it doesn’t seem like that growth is going to reverse course anytime soon. It also means that job seekers are going to have their pick of jobs.
Candidates are going to be poring over job listings. How can you make yours stand out? You’ll first want to make sure that the job posting tells an engaging story about your company that is going to catch candidates’ attention. Next, check your competitors’ ads. What are you going to offer a candidate that your competitors won’t? This is an opportunity to highlight company culture, professional development opportunities, and perks that your company offers.
Do you offer reimbursement for education? Does your office close at noon on Fridays during the summer? Whatever makes your company different from the others should be emphasized in a job posting. You should also tell job seekers how they will be able to make their mark once they join your team; you’ll help them see why your company is the right fit for them.
Make sure that you are connected to the local tech community, and actively work on building your network. The more connections you have, the better you’ll be positioned to find great candidates to interview. If there is a thriving tech community in your area, find out what kinds of events members are holding.
Make it a point to go and introduce yourself and your company, or send a recruiter. Chances are good that people there might be looking for jobs or might know others who are. You can also opt to hold an event for the tech community yourself--should you have the time and resources.
The job search process can be overwhelming, anxiety-producing, and long. Robert Half found that two-thirds of developers will lose interest in a job opportunity if they haven’t heard back within two weeks of applying. As much as possible, when you’re getting ready to hire, try to keep the process moving.
Update candidates on the status of their applications. If the search process hits an unexpected snag, reach out and let candidates know that the process is still active so that they don’t assume you’ve decided not to invite them for an interview and immediately move on to other opportunities.
Because tech professionals know that they have the skills and education that companies are looking for, they know what they are worth and that they can afford to be choosy when considering a job offer.
First, make sure that you are paying them a salary that is comparable to what other companies are offering. Once you’re conducting a face-to-face interview, it also can’t hurt to ask candidates what other benefits they might be looking for. This demonstrates that you’re actively interested in them working for your company and want them to seriously consider joining your team.
The ability to work remotely is becoming more popular, including those in tech positions. A 2018 survey of workers in tech positions found that the most popular perks were the ability to work remotely and to have healthcare benefits. If having employees work remotely is an option that you’d not yet considered, figure out whether it is something that might be feasible. It’s sure to bring even more top talent your way; your candidates and you will have the ability to be choosy about finding the right fit for everyone.
Paul Cody
President, Counsel Financial Services
Robert Half found that two-thirds of developers will lose interest in a job opportunity if they haven’t heard back within two weeks of applying.
In 2017, approximately 11.5 million people worked in tech jobs across all industries in the United States, an increase of 200,000 over the previous year.
Because tech professionals know that they have the skills and education that companies are looking for, they know what they are worth and that they can afford to be choosy when considering a job offer.
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