Qualified IT talent is slipping through recruiters’ fingers every day. It’s a hard truth but a reality of IT recruitment that’s impacting businesses in industries around the world.
One of the most challenging parts is when you actually find top talent. They have the skills, experience, and personality that clearly aligns with your open role. You put in all the work to source them and connect. But then, just like that, they’re ripped out from under you by another recruiter.
This happens frequently in IT recruitment. And with how quickly IT talent is moving, we can’t be surprised. In fact, 84 percent of IT talent found their most recent position in three months or less, according to Interactive Business Systems. Remarkably, another 32 percent said it took two weeks or less to land a role.
This points to the widening IT skills gap everyone keeps referring to. Actually, an overwhelming 53 percent of IT employers have open positions for which they can’t find qualified candidates. While, as an IT recruitment professional, you don’t necessarily have the power to close the skills gap, you do have the power to change how you’re approaching IT candidates.
Here’s how you can impress IT talent in this challenging market and beat the competition to the punch:
1. Be transparent about salary immediately
Qualified IT candidates are in high demand — and they know it. They’re not looking to waste any time discussing a job opportunity that doesn’t meet their financial expectations. That’s why 72 percent of candidates in a recent LinkedIn report say they want the first message from a recruiter to include salary details.
For some recruiters, this will feel like you’re giving away your most vulnerable secret from the start. The truth is, you are — and that’s a good thing. Candidates who are impressed by your salary range will take future communications even more seriously. Those who aren’t will move on, allowing you to focus on candidates whose needs align with your offerings.
Start your communications by detailing an exact salary if possible or, at least, a range. Salary transparency immediately lets candidates know your company is serious about finding top talent and is willing to compensate based on their qualifications.
2. Highlight workplace culture
The fight for IT talent isn’t always won by the highest salary. Candidates are looking at a variety of workplace factors, especially company culture. In fact, 37 percent of employed respondents in a 2019 Jobvite report say culture is very important to them.
Possibly even more telling of its importance, of the 19 percent of employees who said they turned down a job after signing an official offer, 17 percent did it because they learned new information about a company’s culture that changed their mind.
Highlight aspects of the company’s workplace culture that will help IT candidates assess a job’s value. What’s the common work ethic? What are the expectations of leaders? Is it a collaborative environment? Do leaders believe in supporting their employees by investing in new and updated technology?
The answers to these questions will help candidates visualize if they’ll align with how the company is already operating.
3. Make interactions personal
Top IT talent is most likely receiving multiple job offers a month. While this is flattering, it can also be confusing. Out of all the offers, how does a candidate truly know which role and company is best for their career?
With strategic help from you, they’ll be able to see themselves excelling in a role before they’ve even accepted it. This can only be done when a high level of personal connection is made through the IT recruitment process.
The majority of candidates in a LinkedIn report (54 percent) said they actually want recruiters to disclose why they fit a role, or within the company, in their first correspondence. Address candidates directly with personal messages. Using email, text, or social media, describe specifically what stood out to you.
4. Focus on their future
“As technology automates more rote tasks and changes the jobs that need to be done by humans, it also creates anxiety about being left behind,” PwC chief people officer Mike Fenlon recently shared with FastCompany. “Workers and employers will need to partner to create lifelong learning pathways to keep pace with technology and other workplace developments.”
Fenlon couldn’t be more accurate. For IT roles, this rings even truer. Just due to the nature of their jobs, they understand remaining stagnant isn’t an option. This means they need to feel a company and its leaders will support their future career development.
Share success stories of current employees who have successfully developed their skills. Ask them to detail leadership’s support through the process and how the company’s career growth opportunities give them the tools they need to succeed.
What IT recruitment strategies are you using to impress IT talent? Let us know!