Tech candidates are some of the most sought-after people in the world. Because of this, they have the pick of almost any job they’re qualified for, and they always have the opportunity to start a new role at the drop of a hat.
So, with all that in mind, how do you appeal to candidates who are sent job offers on LinkedIn every other day and can pretty much pick and choose which role they want to take? Even if you do hire them, how do you keep them engaged in their role and your business?
Don’t Rely Solely On Job Boards
The way that developers find roles these days isn’t usually by actively looking for them. They’re so in demand that offers frequently drop into their DMs so posting your new developer role up on Indeed isn’t that likely to get you the traction you need.
Instead, it can be really effective to create a network of external recruiters, who have existing relationships with talented people. If the recruiters you choose are worth their salt then they will have built real bonds with their previous hires and you’ll have a much better chance of communicating directly with passive candidates. HirePort is a great way to find, manage, and grow a network of external recruiters who can find you what you need.
One of the most cliche phrases out there, but when it comes to attracting talent to your business it’s 100% true. It’s not just about you as the hiring manager, or in-house recruiter being honest and open, but about helping your business’ brand be understood clearly and to live up to what you tell people your company does and wants to achieve.
People can tell if your business is putting up a front or is disingenuous about how it treats its people. Just like you can tell very quickly whether or not someone is going to be right for your business, a candidate can quickly get a feel for your business in just the same way. That means talking about what your business does well, and what it’s working to improve. That sort of transparency goes a long way with candidates and gives you a fighting chance in standing out from the crowd when they’re weighing up their offers.
Make A Plan
That’s not a plan for what you’re doing, it’s a plan for the people that you onboard. If you want to keep people engaged in their roles, they need to see a path of progression that they can follow. It’s not just about money, in fact, because tech talent can command high salaries already, it’s more often than not the opportunity to take on more responsibility, work with innovative technology, and generally just expand their horizons. If you create a development plan that continues to grow, always keeping your people engaged, they’re far less likely to look elsewhere.