Building a successful team of technology professionals is essential for any organization. But with so many applicants vying for the same positions, it can be difficult to discern which candidates best fit your job requirements and culture. In our decade-plus of experimenting and searching, losing and winning, we have boiled down the essentials to two extremely simple strategies. Incorporate these, and you will be well on your way to finding and landing the tech talent you’ve always wanted.
Define What You Have to Offer
First, employers should consider what they have to offer as an organization or team that is unique and appealing to the talent they are seeking. Some questions to consider:
- Is the work meaningful in some way/does it make a difference?
- Are the leaders or team members exceptional?
- Is there an opportunity for growth into other areas of interest?
- Is the culture unique in some way?
- Is the technology used for the role cutting-edge and exciting?
- Is there flexibility regarding hours or location of work?
- Are there unusual/desirable benefits?
Clearly define the selling points of the role and the company so they can be included in any job and/or social media posts, as well as used to entice candidates in person.
Hire on CHARACTER
Secondly, when deciding if a candidate is the right person for the job, look beyond qualifications and focus on character. While not always easy to qualify, there are a couple of things you can look for to help determine the potential character of an applicant.
- Search for individuals that demonstrate loyalty in some way. Whether it’s staying with one company for more than six months, volunteering somewhere for an extended period, or being a part of a team/organization for several years – these are indicators of someone’s capacity for longevity and loyalty.
- Search for individuals that show commitment to their jobs. Evidence of commitment in tech is a project finished – seen through to the end. This includes applications built from beginning to end, data pipelines created, or algorithms/models developed. Don’t be afraid to drill down here and ask the hard questions about exactly what has been accomplished and what their role was in it.
There are exceptions to every rule, but these very basic principles build the foundation for how we find and land the best tech talent around to pass on to our clients. Hopefully, they are helpful to you as you search for the talent you need.
If you need help finding tech talent or would like us to work on your behalf, drop us a note, and we’ll get started!