The way in which companies and recruiters advertise positions in the digital sector has changed drastically in recent years.
Gone are the times when they could throw together an adequate job listing and have developers and other such tech professionals queuing at the door. Instead, hiring managers are now forced to take lots of care over preparing their ads, because we are currently in a candidate’s market, and candidates have much of the power.
The current climate
Candidates in this day and age are no longer jumping at any opportunity to enter the sector. With so many technical jobs on offer, and digital recruits remaining quite high in demand, they really do have their pick and are free to bide their time and look for the one job which suits them down to the ground. Qualifying for jobs is reasonably easy for candidates right now, so many end up with multiple offers during their search for work. So how can companies manage this level of competition and ensure that they attract employees without having to jump through hoops for them? Here are a few tips.
Aim to engage all potential candidates
Research suggests that more than half of the software developer population would jump ship if the right position came up, so recruiting is now all about engaging with prospective staff who may or may not be actively looking for new employment. This means that companies in the North East need to work harder on enticing candidates from the region and beyond to get them on their team, rather than relying on people coming to them. Once on board, you can then look at ways to ensure you keep hold of them, but that’s a whole different story. If you need help working on your approach, then recruitment agencies in Newcastle upon Tyne, like Ronald James, who specialises in the digital and tech sector, can certainly offer some guidance.
Make your brand attractive to
prospective employees
How is your brand received? Is it a brand that promotes quality, efficiency, creativity or innovation? A developer would typically wish to incorporate all of those things into their daily activities. If your brand doesn’t inspire, then it goes without saying that you are going to struggle to attract individuals to your workforce. Although you can’t develop your brand to fill one role, a quick reality check and an assessment of how your brand helps or hinders your chances of attracting the best talent could help you to make better recruitment decisions in the long run. Putting to one side your actual brand, take a minute to think about what your employer brand says about you too? Your employer brand is the reputation you hold in terms of your recruitment and general workplace ethics. Your staff will determine whether or not your company is a good place to work, but it is the management team that is the driving force behind creating a happy and comfortable environment for their workers. You can discover what your staff, past and present, think about their work experience on your site by looking at websites such as Glass Door, which allows employees to report on all aspects of your employee brand.
Don’t drag your heels
Finally, when hiring new staff, don’t drag out the process, as candidates want to feel needed, not neglected. If the individual gets a sense that you aren’t in a hurry to get them stuck in to your business, then they will most probably accept a new role. Therefore, if you feel you have found the best person, then make sure you move quickly to keep them interested. Even if the job post hasn’t opened up yet, think about creating a temporary position so that you don’t lose them. They could very well end up being one of your most trusted and loyal employees.
