We have already talked about how hiring is hard, and that some of the things that hiring managers do just make it harder. For tech jobs, where the unemployment rate hit its lowest point since the turn of the century, hiring is really hard! These workers are unique people with a unique skillset, it’s not like hiring for retail or customer support or other roles in your company.
Because many companies, as a response to the pandemic, are increasing their IT spend, tech candidates can afford to be particular about where they apply and which job they will accept. In order to reach these candidates, you need to know how to attract them and how to talk to them.
In general, tech workers are less interested in what your company does than in how your technology impacts the process. If you are not a hot tech start up, you need to emphasize your tech, not your overall business.
Tech workers are interested in the scale of operations in your tech department. They want to know how many people are affected by updates. They also want to know about the scope of the open position. Will they be a cog in a big wheel, or will they have an impact on a wider part of the tech process. Spend some time discussing the complexity of the open role, and how the new hire would fit into the overall environment. A more complex role will generally be viewed as more desirable and exciting to a tech worker than a role with a specific task list that generally doesn’t vary from day to day.
Remember that the candidates are generally not your customers. They may not care if you are a company that creates designer bags, or sporting goods, or pet supplies. You need to talk to them about the technology that you use to accomplish the goals of the company, not the brand of the company itself.
You need to invest in some strategic thinking time to assess your technology worker needs over the next few years. Consider which skills you will need, and when. That way you can ramp up to meet needs as they occur instead of paying someone with a key skill that isn’t needed for some time.
Keep in mind that tech workers, even though specialized, come in all age groups, genders, and cultures. The tech skills you need won’t always show up at your door with a brand new college or tech school degree. Older workers who have maintained their skills are out there, too, and could be the right fit for your company culture.
Be sure that you understand the compensation packages for tech workers in your area that have the skills you need. Offer salary and benefits packages that are attractive and growth options that will entice great workers to stay with your company.
A great way to overcome most of these challenges is to engage a recruiter who specializes in placing technical workers. That person will know how to speak to tech talent in a way that makes sense to them. They can often make a great first impression for your company because they can present you in a way that showcases the practical reality of your tech needs.
