Let’s face it, the world is getting smaller, or at least it feels like that. Due in no uncertain part, to the digital revolution. It’s unsurprising then, that demand for candidates with digital skills is rapidly increasing, but as competition grows for this talent, the net result is a global skills shortage. This drain means many companies are playing catch up to not only attract top tech talent but also retain it.
Digital candidates, passive or active, get spammed daily by recruiters trying to glean their attention but not always with successful results. But before you start selling, you need to captivate these prospects by engaging with them.
At our recent event on Attracting and Engaging Technical Talent, Mark Chaffey (Co-founder at Hackajob), shared some valuable insights in how to adapt your recruitment process to attract this tech talent.
He cited the following as to what tech candidates really want to see and what they view as ‘stand out’:
- Desire to work with an interesting technical challenge and a modern tech stack.
- The ability and opportunity to learn and develop.
- To work with smart and passionate people.
So, what are the main reasons for candidates to decline a position in your organisation? For Mark, the top-5 consists of: The tech stack, industry, interview process, culture and the commute.
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With the drivers known and inhibitors understood, how can you make sure you’re attracting the best tech talent in the market?
Mark explains that at the outset, an effective set of messages needs to be created. But, what should they look like?
- Quality content is vital; recruiters need to spend time with their current developers to understand what attracted them and then need to convey it.
- Communications that will entice and attract your prospects are key and should be sent via a colleague that positively reflects the organisation, such as the CTO or CEO.
- Understand which channels they engage with and spend their time within.
- Be creative, stand out from the crowd and make sure your messages are relevant for your target audience.
Attracting the talent though is only part of the challenge, at this stage, it’s not over. You’re only a quarter of the way there. Think how best to engage with this these candidates and don’t be afraid to make a splash so that they’ll choose you. Avoid the trap also of attracting great talent but falling down because of bad recruiting processes.
So, what does the most successful hiring process look like?
- Start with a phone interview. Designed to get the candidates excited about the process by conveying the company and the role.
- Once engaged, it’s time for the technical test/ assessment. Make the test relevant to day-to-day tasks. It must also be time sensitive and endeavour to give candidates feedback within 24-48 hours.
- The last part of the process is the onsite interview/ face-to-face interview. Consider this a technical as well as company culture suitability assessment, it should last around 2-3 hours with a final decision made within 24 hours.
But, with a shortage of tech talent, how do you attract both enough and the best candidates?
For Mark, it’s about uncovering new talent pools, believing that if you search based on strengths - instead of looking at a CV, factoring educational backgrounds, time spent in previous roles or age, gender and ethnicity etc, you will unearth new audiences. If you create talent pools by rating skills, there is less competition and you’ll attract a more diverse set of applicants at the top of the funnel.