Tuesday, Mar 03 2020

The Do’s and Don'ts of Recruiting Top Tech Talent

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616674 CTD The Armada Group The Dos and Donts of Recruiting Top Tech Talent 010320

 

Today, it’s a job seeker’s market. Skilled tech professionals have choices, and they can typically remain in their current position until they find a new opportunity that is precisely what they want. This makes recruiting the best and brightest particularly challenging, and companies are having to think outside of the box to secure the top tech talent they need. If you want to make sure your recruitment efforts can help you land the right candidates, here are some do’s and don’ts of tech recruiting you need to follow.

Do Showcase a Strong Benefits Package

Tech professionals often consider benefits like health insurance and retirement options to be musts. It’s a basic expectation, so you need to make it clear in the job ads that you are offering what candidates view as necessities.

However, if you want to stand out from the crowd, you may need to go the extra mile. Education benefits are highly valued, for example. So are family-oriented programs and policies, like generous maternity and paternity leave, childcare cost assistance, and similar offerings. Having remote work options or flexible schedules is a smart move as well.

 

Don’t Repeat the Competition

When you design a job ad, you want to make sure yours comes across as more enticing than the competition. In order to do that, you’ll need to do some research. That way, you can get a better understanding of what other companies are highlighting in their ads, giving you a chance to make choices that stand out.

For example, while remote work programs are important to tech professionals, you don’t want to spend too much time discussing it in your ad if every other employer is focusing on it. Instead, you might want to briefly mention it’s available but concentrate on showcasing another coveted benefit that isn’t being widely discussed, like student loan payment assistance of continuing education reimbursement.

 

Do Include a Well-Crafted Benefits Sample List

You might think that listing every benefit your company offers in a job ad is a good idea. However, that usually isn’t the case. A massive list can be overwhelming, or candidates may only skim them, causing them to overlook a unique offering by mistake.

Instead, make sure your benefits list is well-crafted. Touch on basic expectations quickly and highlight some that stand out from the competition, but don’t include everything you provide.

 

Don’t Waste Space on Perks That Don’t Matter to Candidates

Companies often believe that perks like on-site gyms, hardware choice, preferred job titles, swag, and similar offerings are enticing to candidates. In reality, most tech pros don’t have as big of an impact. The majority of professionals can see through flashy options that don’t provide them with much value, and those benefits certainly won’t compensate for shortcomings in critical areas, like healthcare or telecommuting options.

If you aren’t sure whether a perk is or isn’t worth including, consider talking with your employees. Ask them what drew them to your organization or which benefits they think are worth spotlighting. They could give you interesting insights that could make recruiting top talent easier, so it’s worth the effort.

 

Hire Better Candidates Faster with The Armada Group!

If you’d like to learn more about recruiting skilled tech pros, the staff at The Armada Group can help. Contact us today and see how our recruitment dos can benefit you.