hire talent in tech: the road to talent recruitment is a two-way street

hire talent in tech: the road to talent recruitment is a two-way street
Job hunting has never been easier.

With international recruitment agencies, virtual workforces and the ability to apply for jobs from anywhere in the world, candidates entering the market have more employment options today than ever before.

And while the employment landscape has never been more favourable for job seekers, it also means every company has to put its best foot forward when it comes to finding the best talent. 

hiring new tech talent: who’s interviewing who?

Employees today seek more than just a job from a company. As the 2017 Randstad Employer Brand Research revealed, New Zealanders are most concerned with salary and benefits, job security and work-life when they look for a new employer. 

Jobseekers are looking for the complete package, and they want to make sure you are going to give it them. This is especially true of jobseekers with desirable tech talents and high level digital skills. 

This shift can be seen in the interview process, where applicants are now interviewing the company just as much as the company is interviewing the applicant. 

So, how can your business attract and retain the top tech talent in such a competitive market? By rebuilding the application process, offering benefits other companies are not and by adding the human touch. 

As the 2017 Randstad Employer Brand Research showed New Zealand businesses are missing the mark when it comes to offering jobseekers what they are actually looking for. New Zealand businesses score highly on financial health, having the latest technologies and job security, but Kiwi jobseekers primarily look for salary and benefits and a pleasant work atmosphere, something that New Zealand businesses are not projecting effectively through their employer brand. 

what you can do to set yourself apart: the basics

A strong employer brand is crucial. This is not just the brand you project to jobseekers through your advertisements, but also the way in which you interact with new applicants and with current employees. A great employer brand is one that takes every step to ensure the candidate benefits from any interaction with your company, and most importantly wants to work for you.

Here are some simple steps you can take to improve your existing employer brand:

• Make sure your online presence reflects your company culture: One complaint among applicants today is that sometimes a company website doesn’t accurately portray what it’s really like to work there. It may be because the design is too generic or because it was built by an agency that never took the time to actually do their research. Whatever the reason, an applicant drawn to a company because of their relaxed atmosphere is likely to drop out once they find out a suit and tie is mandatory. 

• Invest in a mobile optimized website: Mobile optimisation used to be a perk of a website’s design, now it’s necessary. If that perfect candidate goes to research your company while on the move and is hindered by a clunky, aggravating website that doesn’t work well on his/her smartphone, don’t be surprised if they move on to other opportunities without another thought. You have to remember that your target audience may also be experienced techies with high expectations.

• Streamline your application process: Try to remove as many obstacles for applicants as possible. That means providing easy-to-understand instructions, cutting down on industry jargon in the job description, and spending the extra time to deliver timely communication with applicants. 


take it a step further

Once you have the stepping stones to an impeccable employer brand, now it’s time to follow through and actually put your branding into practice.

• Have an appealing atmosphere: We know that Kiwis are concerned with a pleasant work atmosphere, so it’s time to make sure you actually have one. This doesn’t have to include clichés fake green grass and deckchairs, but it could be a more laidback, such as allowing casual work attire, sponsoring company outings and promoting Friday night drinks.  

• Offer benefits that set you apart: Offer more traditional benefits like private health insurance, sick pay, extra days off and holiday pay. Many companies today are ramping up these benefits to attract applicants that might otherwise be put off by the salary alone. Remember, Kiwis are looking for the best pay out there – so how can you compete with that?

• Include flexible scheduling options: Flexible scheduling is becoming more and more common in the business world. From four-day weeks to the ability to make up lost time later in the event of a family emergency, this particular benefit helps promote a healthy work/life balance that employees will truly appreciate and want. And if you’re equipped for it, look into virtual work arrangements. They not only cut down on infrastructure costs but might also lead to a boost in employee productivity!

add the human touch

Automation is a necessity when it comes to applications and the process itself, but don’t forget to add in the human touch. This is one way to ensure that your business really stands out for jobseekers. 

• Make the application process more personal: Add a bit of personality to your application process to give your company some life. Refrain from using business jargon terms like “synergy” and “low hanging fruit”. Use everyday language and don’t be afraid to throw in a colloquialism or two. Follow these same rules when it comes time to interview too. You want to portray your company as a collection of people, not as a soulless money-machine. 

• Give employees creativity and control: If you are looking to attract candidates with top-tier abilities you need to offer more creativity and control than the competition to really stand out, particularly in a salary battle.

• Communicate respect: Always convey feelings of respect throughout every step of the application process and during employment. All candidates want to feel like they will be respected in their new position and within the company, so make sure you show this from day one. Not only is this the right thing to do when it comes to ensuring you find the right person for the role, but it also gives you an edge over other employers. 
Posted: Wednesday, 5 July 2017 - 11:00 AM