The most effective ways to use your brand to attract the right IT talent
It is indisputable that the talent of employees makes the difference between a good and a great company. However, time and time again, many tech recruiting specialists use a standard formula to search for top talent. Instead, their approach should be to use their existing strengths to build a pipeline of candidates who can contribute to the success of the company.
Is there a formula to achieve this? Not exactly.
If you are a company concerned about your brand awareness, there are ways to stand out from the competition and attract the attention of the top IT talent in the job market.
When looking for a new job, candidates weigh a number of factors. A survey shows that you don't have to be a tech giant to offer the desired things - including competitive compensation, the opportunity to learn new skills, a great company culture, and a location that's worth the trip.
By investing in a strong company culture and thinking beyond the traditional benefits package, small and large businesses can actually compete with tech giants for the best talent by aligning their strategy with what these workers are looking for.
Here are three things you can do to maximize your employer brand to attract top tech talent.
Demonstrate your distinctive innovations
The general mission of a company will not appeal to every candidate who comes across their new job posting. Since every candidate is excited about a different aspect of the position, companies must tailor their approach to each individual and still focus on the unique aspects of each role. It is the job of your company to sell the role to the candidate through the projects they could work on. There are always at least 2-3 interesting projects going on behind the scenes at any given company which would be attractive to highly qualified talent - and it is the job of the recruitment team to use these correctly.
Sell your whole package (and not just the salary)
While compensation and benefits are at the top of the list of factors candidates consider when searching for a new job, this does not always mean they will choose the job that offers the highest salary. In a devjobs.at user survey, it was found that many were willing to forego the highest salary in order to choose the job they believed fit them best overall.
Personalize the potential options within your company for each candidate to ensure that you are gaining the right talents. Show what skills and experiences they will acquire and how their growth within the company can lead to additional opportunities in the future. Do not be afraid to address the candidate's career plan during the recruiting process, this will certainly give you a competitive advantage.
Open up to remote workers
It is becoming more and more common for companies to employ remote workers - and for some companies this is a necessity. The ability to work remotely is also incredibly appealing to many technical employees.
Offering remote work options not only helps your brand stand out from the competition, but companies can also use this trend to their advantage to win candidates from all over the world who are willing to put other factors behind in favor of flexibility.
Our survey has shown that candidates distance themselves from companies for two main reasons: they are not personally interested in the product or company mission, or they are put off by the company's bad reputation.
Large and small businesses do not have an advantage when it comes to attracting highly qualified technical talent. The right role in the right company is the most important thing. If you play up your company's strengths in this specific way, the right IT candidates will come to your company.
