In a world that is becoming increasingly technologically advanced, you’d be hard-pressed to find an industry that doesn’t require top tech talent to help it thrive. The problem is recruiting and keeping that talent. If you want your pick of the pool, you must be knowledgeable about the best recruitment strategies.
1. Your Business Must Have an Online Presence
Just a few short years ago, new hires were eager to help companies build their brands. After all, the act of a strong online presence for businesses was still something mostly done by well-known, millennial-minded companies. These days, every type of business is expected to have at least some online presence. Most people now want to work for companies that they know are established and have a good reputation among consumers, which means it will be harder to bring in talent if you don’t have a digital footprint.
In addition to a well-designed, well-written website, potential employees will also look for your social media accounts. At the very least, you should use Facebook and Instagram, which are the most popular among young jobseekers. Many young adults also enjoy following brands on Snapchat since it adds casual personality. Consider whether there are niche social media platforms that are relevant to your industry as well.
2. Find Your Talent Before They Find You
New graduates just spent the last 15-20 years of their young lives pushing pencils and working to better themselves. Even those who are excited to begin their careers usually aren’t excited about the idea of spending their days poring over help wanted ads online. If you want to recruit the best talent, help them skip the “middleman.” Instead of posting ads on dozens of job recruitment websites and waiting for people to contact you, head straight to the source. Many colleges have programs that help their graduates to transition from school days to work days, so why not see if you can put your name in the hat at the local tech college? You might fight your new hire with very little effort on either party’s part.
3. Pay People What They’re Worth (or More)
If you’re still wondering how to recruit better tech talent, the proof is in the paycheck. If you’re trying to hire a new graduate who just spent $35,000 a year on college but you only want to pay $10 an hour, you’re simply not going to receive the best applicants. You need tech-savvy hires more than they need you, so make sure you can afford to pay someone what they’re work (and if you can’t, lower your expectations of new hires).
In addition to a competitive salary, you must also provide an excellent benefits package. Health insurance, life insurance, paid vacation and sick days, maternity and paternity leave, and retirement plans are all important to today’s youth. In addition, consider telecommuting options. People are more likely to want to work for you if they don’t need to physically appear in the office five days per week.
Finding tech talent doesn’t need to be difficult as long as you work smarter and not harder. Remember, as technology changes, so do the people behind the advancements. By keeping up with the changing trends in employer-employee relationships, you are more likely to find the type of person you need and to keep them on staff for years to come.
