Saturday, November 26, 2022

Top Strategies to Attract Top Tech Talent

By Meeta Ramnani - September 12, 2019 3 mins read

Attracting critical technology talent now requires HR leaders to improve job offers, employment brand, competitiveness, and candidate experience.

Companies need to hire extremely high skill levels today, since they have become critical to the strategic plan, in all sectors. The excessive demand for critical tech talent that drives a company’s digitalization has put HR leaders under pressure to excel at attracting the top talent. Experts believe that attracting technology talent is not an HR problem, but a business problem and the strategy of attracting this talent segment cannot be left to chance. There is a need for a deliberate approach to attract high talent.

Aso read: Professionals Are Open to Working with AI: Survey

According to Gartner, there are three key pillars to a genius talent-attraction strategy. These include employment branding where CHROs can leverage marketing techniques and create a positive brand for candidates; job offer competitiveness to develop the most competitive and compelling job requisitions; and candidate experience that delivers a positive overall job experience.

Also read: IT Hiring Trends for 2019

Focused innovation efforts and investments can improve the way the brand resonates with the best-fit candidates Here are some strategies to adopt:

  • Building a career-specific social media presence builds high levels of engagement within the community of talent that needs to be tapped. It is essential to increase engagement with the post of relevant content.
  • CHROs must aim to capture job search volume and redirect search results to career websites. SEO optimization is required even for job pages and must include terms that candidates use while looking for a particular job. It is also crucial to generate a positive buzz on job websites. Since candidates access the reviews past and current employees on job sites, it is essential to monitor overall ratings and try to maximize positive reviews on the employee value proposition (EVP).
  • As far as job descriptions are concerned, HR professionals must ensure that they effectively highlight the EVP categories of rewards, organization, work, organization, people, and opportunity in the right proportions. According to Gartner’s TalentNeuron data, covering all these five EVPs reduces time-to-fill by nine days.
  • Experts believe that designing a career website can have maximum impact. The job details and organizational information must be clear and readily accessible. It is also essential to provide a candid description of the organization culture and management style. Experts also suggest making it easy and quick for prospective candidates to apply for the job.
  • Candidates share their interview experiences with other job seekers. This makes it crucial to ensure that the interview experience is a consistent and positive one.

With a high demand for tech talent in the current situation, even the candidates are well aware of their requirement and are ready to take full advantage of it.

Also read: Industry Experts Trying To Pin Responsibility for IoT Security


Meeta Ramnani

Meeta Ramnani is the Senior Editor with OnDot Media. She writes about technologies including AI, IoT, Cloud, Big Data, Blockchain across various industries with a focus on Digital Transformation. An avid bike rider, Meeta, is a postgraduate from Indian Institute of Journalism and New Media (IIJNM) Bangalore, where her specialization was Business Journalism. She carries four years of experience in mainstream print media where she worked as a correspondent with The Times Group and Sakal Media Group in Pune.

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