Finding qualified, available IT candidates in today’s competitive Minnesota jobs market is a challenge facing many employers but is it your company’s attitude towards hiring that’s impacting your ability to source talent?
Here are six tips to transform the success of your IT recruitment strategy:
Don’t wait for the perfect candidate (aka the ‘purple squirrel’ syndrome)
We hate to shatter your illusions but there is no such thing as the “perfect candidate,” yet at SkyWater we see many organizations holding out until she or he emerges. Unfortunately it’s an error that many tech businesses make. Too many hiring managers raise their expectations and requirements during the recruitment process without acknowledging the talent crisis. They want candidates who possess all the requisite skills to hit the ground running, but the constant change of pace in IT means these expectations are unrealistic. Focus on a candidate’s potential rather than the keywords in a resume. Soft skills and the ability to learn and develop are equally as important in finding the right talent. Don’t wait for the perfect candidate, hire for attitude and train for skill.
Offer flexible working
If you can’t find the candidate you need within Minnesota, don’t rule out the potential for flexible working. Connectivity and communication technologies continue to improve offering employers a much great level of flexibility in the hiring process. A growing number of organizations are willing to allow new hires to work remotely to fill vital jobs.
Forget ‘one size fits all’ hiring
Every IT vacancy is different so your hiring strategy must be adjusted to attract the right type of candidate for each post. Don’t make the mistake of adopting an identical approach whether you’re recruiting a senior IT manager or a graduate level software engineer. Posting a vacancy on a job board or sharing it on LinkedIn because your business has always hired that way doesn’t hack it in today’s employment market. Utilize multiple social media channels to attract the skills and qualifications your organization needs, taking into account the different strategies you’ll need to attract candidates with varying levels of experience. If you don’t have an effective employee referral program, now is your time to launch one. Employee referrals should be the #1 source of your best hires. Combine online efforts with jobs fairs and networking events.
You must engage with passive talent
Even passive candidates will consider a change of job for the opportunity of expanding their skillset or working with a reputable organization. Build a positive employer brand and communicate the benefits of working for your company consistently across social media, via newsletters and on your careers site. Be prepared to hire talent at any time, your organization will always need the best candidates even if you have no specific need.
Without a mobile friendly careers site your company will fail to attract the top performers in the IT sector. Talent is on the move and your hiring strategy must move with it. Offer candidates the option to apply via their smartphone or mobile device without the need to complete lengthy online application forms.
Don’t ignore your existing talent
The mistake too many companies make today is to ignore the talent that already exists within teams. Explore all available sources when hiring for your next role, including your existing people. Businesses that promote from within enjoy improved employee engagement and retention levels. Offer a clear career development strategy to attract and hire the best IT talent available.
Need help recruiting new IT talent? Contact us to be connected with a recruiter that specializes in finding and placing IT professionals.