4 Creative Tech Recruiting Strategies that Land IT Pros

15-Second Overview:

  • Hiring technology professionals has become difficult in today’s competitive environment
  • Businesses must find innovative ways to capture attention and interest
  • Effective recruiting strategies include streamlining procedures, showing off culture, focusing on training, and finding the right mix of talent

 

Technology may be one of the most challenging sectors for hiring, but that isn’t news to anyone in the industry. However, a surprising number of employers continue to use the same recruiting mentality they had a decade ago. Successful IT hiring today does not wait for the Talent Economy to change, but instead adapts to what has become a new normal. That means putting creative tech recruiting strategies into play.

 

Make “IT” Snappy

Technology candidates are used to an industry that moves at a lightning pace, so make your recruiting and onboarding follow suit by being as concise, direct, and transparent as possible. Consider that the interview process for IT Managers lasts over 34 days on average, and for Systems Analysts roles it’s upwards of 44 days. While appropriate vetting must still take place, these averages are drastically too long for such a competitive industry. Before a candidate even enters your recruiting funnel, ensure the recruiting process is as streamlined as possible.

 

As a start, limit decision makers to avoid scheduling conflicts and multiple-day interviews. Approve compensation package ranges in advance, and grant interviewers the authority to extend an offer as soon as they identify a great candidate. An IT professional wants to know what to expect and see it followed through quickly. Doing so is refreshing to a candidate and shows them that your company isn’t full of cumbersome processes or time-wasting activities. Top Portland IT employers apply this mentality to the onboarding process as well, which improves retention and reduces the frequency of open positions.

 

Look Alive

You can have the fastest IT recruiting process in the industry, but if you don’t make a splash with your culture, then your candidates will never cross the finish line. Only 32% of U.S. workers are engaged in the workplace, proving that many corporate cultures are dropping the ball. Tech pros have the luxury of being selective with where they work and they want comfortable, inclusive environments that are fun to be in. They want to feel part of a welcoming, diverse team and to grow their careers while making an impact in technology.

 

Of course, it’s one thing to talk about your great culture and another to show it. At any opportunity, whether it’s during your recruiting process, on social media, through your website, via email, or during an interview, grant candidates an accurate window into your culture. Perhaps that means leading a tour before the interview, giving them a pass for a free lunch in your cafeteria, asking a few employees to have a casual cup of coffee with the candidate in a break room, or even inviting them to an after-hours company event. Taking such steps creates a memorable, positive impression of your employer brand and the opportunity at hand.

 

Take a Page from the NFL’s Playbook

Football training camps and IT hiring might seem like completely unrelated topics, but Forbes points out that isn’t the case. NFL teams want to increase the skill sets on their roster and seek out individuals who have the potential to grow and perform at a higher level in their roles. It’s much easier than fighting for superstar performers and cheaper than busting budgets just to secure one or two new players.

 

In business, it costs anywhere from three to five times more to hire a brand-new employee than to train an existing one into a different role. The downfall of many IT hiring managers is searching for perfect “unicorn” candidates rather than considering who on their team could grow into an opening. Think like an NFL head coach and transition current employees into higher profile openings, which would leave easier-to fill roles open behind them. Then, when you do consider new candidates, look at those who may not be superstars today but who could become unicorn employees after some training.

 

Change Your Employee Recipe

Modern technology departments and companies are dynamic, changing the makeup of their workforce as necessary to meet the needs of the new Talent Economy. If you’re still employing an exclusively permanent labor force, it may be time to change things up. Today’s most successful hiring strategies include a mix of permanent hire, contract-to-hire, and contract labor as well as the outsourcing or offshoring of certain initiatives.

 

IT professionals are increasingly choosing project-based, limited-run positions, and this shortens tech pro tenure. Therefore, it’s necessary to open up your mix of resources to include this vast group of consultants, otherwise the talent pool you’re drawing from is greatly reduced. With the gig economy as the driving force behind modern employment market changes, it’s necessary to utilize a holistic hiring strategy such as Staffing Lifecycle Management. In doing so, you’ll be better able to account for the different solutions for your unique hiring needs and find the perfect mix that keeps your company operating efficiently.

 

4 Creative Tech Recruiting Strategies that Land IT Pros

Of course, there are many more strategies that can help land today’s elusive tech pros. The important thing for business leaders in Portland, and across the country, is to try something different. Yesterday’s hiring strategies produce yesterday’s results, but modern creative strategies can provide the hiring spark your organization needs.

 

When you need a hand finding the right hiring strategy or simply need the right talent delivered to your door, reach out to CorSource.

 

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Why Staffing Lifecycle Management Is the Future of Hiring in Technology

How the Gig Economy Is Changing Tech Hiring in Portland

Strategies for Hiring in Tech: There Are More Options Than You Think

 

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