8 ways to market your employer brand to potential IT candidates

Hiring TipsDeveloper Recruiting

Recruiting new talent is a difficult task. Top talent often switches startups in search of the professional environment that best suits their individual talents while offering optimal career development opportunities. While it may be easier for more established companies to attract the most talented developers and IT specialists, smaller businesses without a recognizable employer brand may have difficulty finding qualified candidates interested in working for them.

Large companies see employees practically lining up for jobs, while small to medium sized businesses may have to wait months before the ideal candidate appears on their list. This is particularly true when recruiting for technical positions; where assessing a candidate's skills as well as their ability to think outside the box, can prove to be a daunting task for recruiters.

By utilizing these 9 employer branding strategies, you will not only find top technical talent, but also be ahead of the competition in hiring them.

Maintain your public image

With so much information about startups available on blogs and websites, as well as Twitter and Facebook - networks that are also used frequently by executives, investors, and founders - it's no surprise that candidates are doing their research ahead of time.

An up-to-date website detailing all products and services offered by a company eases a candidate's understanding of what they are getting themselves into. It is crucial that your team dedicates time to maintaining a public profile which truthfully reflects what your company has to offer and how employees feel, leaving a strong first impression.

Invest in careful job descriptions

Always pay attention to the details when publishing a new job description. If the position you are offering has flexible working hours, make sure to include this information in the job posting. You can also mention that all other details can be customized according to the individual's needs.

Please provide as many details as possible to avoid misunderstandings during the interview process or after hiring.

Know your competition

Being ahead of the competition is important for the development of any business. The same goes for maintaining a strong pipeline of great candidates who could potentially be interested in joining your team. Spend some time researching what others in your field are doing so that you can develop a clear and appealing portrayal that sets you apart from competitor businesses. Keep in mind that the recruitment process can be looked at from two perspectives—you are selling the company, but it is ultimately up to the candidate to decide whether they want to accept your offer. Make sure that your job posting includes information on why your company is competitive, such as offering good wages, opportunities for advancement, or maintaining positive relationships with customers.

Honesty goes a long way

There is a line between overselling and plainly stating the best features of your company. More experienced candidates can easily tell when someone is trying to talk them into something. Therefore, paint an accurate picture of how your company works and what responsibilities the candidates will be taking on/could take on. While it is a high priority to leave a positive impression, you shouldn't be too pushy about it - this could have the opposite effect and drive the candidate straight into the arms of the competition.

Offer further education possibilities

Please consider basic skills and potential when making your selection. Of course it is ideal to find the perfect candidate, but it is also important to identify candidates who have the potential to grow into the role. As part of building a strong Tech team, it is important to attract people who, over time, will become valuable assets through various training opportunities. Although bigger competitors might be able to offer a more attractive salary, many developers prefer environments where they can grow along with their teams. Remember that it is not only about what the candidate could do for you, but also about what your company could do for the potential employee.

Create an internal recommendation program

In this era of online professional and social networking, it is important to invest time to share information and encourage referrals.

Be a hub for new and exciting ideas

Many startups invite guest speakers not only to keep their employees engaged, but also to inform them about the latest industry trends. Outstanding tech speakers attract an engaged and highly qualified audience, making meetups one of the best tactics for finding new and emerging talent. The search for a potential candidate can be based, for example, on focusing on the candidate who asks the right questions after the presentation. Keep an eye out for such people and lure them in by offering them the opportunity to work on a potentially very interesting project for them.

Know your career goals

It is typical for software developers to work on open-source projects or new technologies that show the most potential. Because they usually do not stay with one company for more than a few years, it is important to demonstrate that you understand they have plans for the future. Show your company's alumni who have started their own businesses, or offer to introduce the software developer to professionals in your network who could help with their next career move.