IT and tech talent became vital to so many businesses and yet engineers and technicians are among the hardest positions to fill. The millennials do not make this task any easier: a 2014 Deloitte survey found that up to 70% of graduates would prefer working independently to being employed in traditional businesses .
Posting job offers and expecting great candidates to apply is not an effective and sufficient recruitment strategy in this highly competitive market. Employers need to adapt to the global market dynamics and learn to stand out of the crowd in the way that they source, attract, target, develop and retain talents. The logical question any recruiter would be asking is: what do IT talents want professionally so that we could satisfy their expectations?
The following workplace features may help you differentiate yourself from the competitors and make talents choose your company:

1.      CREATE A STRONG AND POSITIVE EMPLOYER BRAND

Every company has an employer brand, whether they take care of it or not. It is basically company’s reputation as an employer, and it can be known through online reviews on recruitment websites, somebody’s testimonials, articles in the media etc.

It is in your interest as an employer to deliberately build your positive employer brand on social media and your website. For instance this can be done through a YouTube channel with promotional videos of current employees’ testimonials, of products and services and anything else that can set you apart from other similar businesses.

2.      FOCUS ON INNOVATION AND ATTRACTIVENESS OF YOUR PRODUCTS

Some companies make “cooler” things than others; however it is also a matter of marketing. Every talented IT professional wants to work at the forefront of innovation and develop products and services they love. Think of what particular technologies and approaches spark your tech employees’ interest the most and communicate them effectively.

3.      PROVIDE LEARNING OPPORTUNITIES

A possibility to learn and develop is essential for young tech talents: a study revealed that 50% of students would choose a job with regular opportunities of training and development[ii]. Therefore you should allow employees attend conferences at least once a year, so that they would stay up to date in latest trends and technologies, do technological watch and provide possibilities to acquire new skills through courses and workshops.

4.      COMMIT TO EMPLOYEE CENTRICITY

Every engineer or a developer wants solid and up-to-date working equipment: a highly performing PC, big screens and useful gadgets making work technically enjoyable and smooth.

However it is not the technology that should be in the center of your workplace, but people. Every successful employer looks first to make a positive impact on its employees because they know that talent is a key factor of organizational performance. Employee’s desires, values and interests should therefore be in the center of all HR policies and processes.

Providing the best working conditions possible is a must. A good way to build a great place to work is asking employees to suggest new solutions and activities they would like to practice at work and make them organize them. It will help you build a strong community with grassroots values within your organization.

5.      FOSTER VALUES AND ETHICS

Ethics, purpose, mission and values gain an increasing importance especially for the young generations. Research shows that value-driven companies outperform their competitors by x 12[iii]. Cultivating, sharing and practicing values are an excellent foundation for the corporate culture of high engagement and performance. Bear in mind that values should not be only something written in the “About” section of your corporate website but the principles your company acts upon every day.

6.      BUILD FORWARD-LOOKING CORPORATE CULTURE

Innovative companies innovate not only in their products and services, but in their workplace. According to a Dutch study, 77% of innovative success in top-priority sectors depends on social innovation[iv]. Before you decide to convert your office layout into a multi-purpose open space or offer mindfulness training, seek to provide as much trust, flexibility and goodwill as possible.

Entrepreneurial management, investment in the skills of the future, agility and horizontal management structures are another requirement in the very near future of work of the knowledge economy.

CONCLUSION

Talent shortage and high competition push employers of the IT and tech sector to use creativity in the recruitment process, pursue excellence and transform culturally.

While every IT job pays money, not every job provides a sense of community, meaning and satisfaction. Every employer should search to create a workplace where people would not come to make a living but make a life experience.

 

References

[i] https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-dttl-2014-millennial-survey-report.pdf

[ii] https://theundercoverrecruiter.com/tech-companies-talent-attraction/

[iii] Kotter J, Heskett J. Corporate Culture and Performance, 2011

[iv] https://www.rsm.nl/about-rsm/news/detail/3108-social-innovation-is-of-pivotal-importance-to-top-priority-economic-sectors-in-the-netherlands/