By XTGlobal Posted 06-Feb-2015
If you want to lure the best IT talent to your company, it stands to reason that you need to position your organization as a great place to work. This means creating an “employment brand” that appeals to top-shelf IT talent. The concept of “positioning” is not simply a matter of presenting a logo, slogan or a catchy ad campaign. It’s about actively demonstrating that your company is a fertile tech environment, providing challenges, rewards, growth, social conscience and career opportunity. Luckily, many of these positioning points already exist within an organization – it’s just something that many employers overlook or fail to promote actively and aggressively when seeking new talent.
The IT hiring ecosystem is becoming increasingly competitive and complex, and your corporate positioning can be the difference between landing rockstar talent and settling on marginal team members.
Is your work environment unique, creative or markedly different from your competitors? Are your perks and benefits more competitive than what can be found elsewhere? Does your company actively value and practice employee growth and advancement within the organization? Do you offer exciting new work experiences with cutting or bleeding-edge technologies? While salary is king for job seekers, these types of extras can make a big difference when interviewing. Perks which enhance your offering may be easier to offer than a higher salary and candidates are more often than less, bargaining for non-financial perks. The more unique the attribute, the better it will differentiate your company from other organizations.
And while some of these attributes are policy-driven or quantifiable, others come down to simply presenting your organization in a positive and unique way. For example, some job seekers may be concerned that jumping to a small IT department from a larger one may be a risky move, but your organization may offer the candidate the ability to contribute far more individually to the team than when part of a larger group. It’s easy to overlook these subtle and unique selling points that are likely already embedded in your company, but you never know when one of these will be what seals the deal with a rockstar candidate.
When preparing to begin the hiring process, it helps to have a clearly-defined picture about what makes your organization a great place to work. The following suggestions can be used as a starting point for your own positioning strategy:
Highly-qualified IT candidates today are in a unique position to pick and choose many aspects of their career path. As much as potential employers are competing to secure the much-needed talent, ultimately candidates will gravitate toward the best overall career opportunity. You may have the most amazing organization around, but unless you actively promote your differentiators, make a clear and compelling case for your value as an employer, you could miss out on your next tech rockstar.
Download the series Defining the IT Labor Ecosystem to gain valuable insight into the current technology workforce.
Dunn, Kris. “Here’s What’s Trending in Recruiting.” Workforce Magazine. N.p., 29 June 2014. Web. 17 Oct. 2014.
MRI Staff. “Recruiter Sentiment Study 2013 2nd Half.” Recruiter Sentiment Study (n.d.): n. pag. 2013. Web. 17 Oct. 2014.
Prokopeak, Mike. “Luring the Best Talent.” Talent Management. MediaTec Publishing Inc, 19 Aug. 2014. Web. 17 Oct. 2014.
Sheng, Xing. “Firms Struggle to Align Compensation, Business Strategy.” Talent Management. MediaTec Publishing Inc, 6 Aug. 2014. Web. 17 Oct. 2014.
“Should Companies Monitor Their Employees’ Social Media?” The Wall Street Journal. Dow Jones & Company, 11 May 2014. Web. 15 Oct. 2014.
Sipek, Sarah. “Extravagant Perks Aren’t a Strong Talent Management Strategy.” Talent Management. MediaTec Publishing Inc, 24 July 2014. Web. 17 Oct. 2014.
“Two Steps Forward One Step Back.” 2013 North American Staffing and Recruiting Trends Report (n.d.): n. pag. Bullhorn. Bullhorn Inc. Web. 17 Oct. 2014.
Vangel, Mike. “Social Recruitment Delivers Results for UPS.” Talent Management. MediaTec Publishing Inc, 13 Aug. 2013. Web. 16 Oct. 2014.
The Secret to Swift & Smooth Application Development!
Take A BOLT Approach to Grow Your Business
Lessons from the COVID-19 Pandemic – Be Better Prepared with BOLT
Robotic Process Automation and Test Automation
Your AP automation wasn’t flawed. The approach was.
Get the Most Value from your AP Automation